Current state of the legal job market – NEW
Expectations vs. Reality After 21 years in legal recruitment, I thought I knew a thing or two about the market. After all I had lived through the 2001 Recession and the Global Financial Crisis. The Initial Impact of COVID-19 I predicted when Covid hit that there would be mass lay-offs and very few job requirements and a deluge of quality candidates struggling to find work. Well after a large serving of humble pie, I admit I was absolutely off-target. The initial uncertainty and fear when the pandemic struck in Jan-March 2020 – which according to a recent Jobadder report led to a drastic 41.6% drop in the number of placements across industries by agencies. This was the biggest drop in demand I have witnessed. The Swift Recovery However, the recovery was just as rapid with a rise in business confidence and a realisation that Australia was in a relatively good position compared to countries like the US, UK, India or Brazil. Perhaps as a result of early actions by governments, perhaps by civic duty of most citizens complying with health advice and perhaps sheer luck that we are an island- whatever the reason the catastrophic fatalities overseas were largely avoided here. A Candidate-Short Market Meanwhile business went on and needed lawyers to do the work. JobKeeper meant that mass lay-offs in industries like the law were avoided. There were some redundancies in April-June quarter but anecdotally some law firms have suggested it was an opportunity to let some B players go. With the rapid bounce came strong demand for lawyers and a scarce supply at the right levels. There is a large number of law graduates but very few quality lawyers on the market at the2 year post-qualification experience level. There are some movements of teams with firms merging or even ceasing operations, but the market is definitely candidate-short. Even though lawyers represent only a small percentage of the workforce, 10 of the top 20 Hardest Jobs to Fill were for lawyers (Seek report) Many lawyers are risk-averse by nature and the idea of changing jobs in an uncertain economic climate has reduced the natural churn in the market. There has also been a dramatic rise of counter-offers. Busy employers who do not have time to recruit are throwing cash at disgruntled employees to stay put. Inevitably the financial incentive only last 6-12 months before many employees end up leaving the firm anyway. Many explain that once they have said they were going elsewhere, they were treated differently. Areas of Increased Demand There are few surprises in the areas of demand. NSW has experienced a rapid property boom, so property and banking and finance lawyers have been in demand with a 235%and 223% respectives increase in jobs from Oct-Dec 2020 to Jan-March 2021. There were also large increases in corporate and M&A work (187%), regulatory(450%), litigation(143%). Covid lockdowns are also partly responsible for the increase in demand for family lawyers- rising 400% in one quarter. There was slightly less demand last quarter in financial services, insurance and inhouse roles. The chart above clearly shows an explosive surge in demand across several legal specialisations, particularly in Regulatory Law and Family Law, which experienced 450% and 400% growth, respectively. These trends reflect the impacts of the COVID-19 pandemic on regulatory frameworks and family dynamics. Meanwhile, NSW’s property boom fueled strong growth in Property and Banking & Finance law roles. This dramatic quarter-over-quarter change illustrates how external events like lockdowns and economic shifts can rapidly reshape the legal job market. The greatest increase in level was for Division heads, junior and intermediate associates, while there was a decline in partner and graduate roles. One refreshing change has been the openness to flexibility. While law firms were gradually moving this way, the pandemic was a major catalyst. Firms glued to the idea of lawyers having to be in the office to be productive have realised that many professionals are actually more productive at home and work longer hours without having to commute. This has opened up opportunities for many lawyers who also juggle family responsibilities. The Shift Towards Flexibility Firms who want to return to full-time in the office post-pandemic, may struggle to attract many lawyers who have embraced flexibility and a number who have even relocated outside of metropolitan centres. Adapting to New Realities Progressive firms have seen this as an opportunity to reduce their rent and downsize premises which are now only partly occupied. Some are evaluating suburban regional hubs rather than only a CBD presence with higher rents. There is also less need for marble foyers, glamorous board rooms adorned with fancy Artworks and harbour views if your clients are now on Zoom. How Firms Can Compete for Talent In the war for talent, firms will be competing. A few tips to help firms have the edge over their competitors: Don’t rely on generalist job boards like SEEK or Indeed If you see a good CV, call the candidate that day and get them in ASAP If you must have more than 1 interview don’t spread them too far apart, it just leaves the opportunity for another firm to compete. When you interview, while assessing applicants, also sell your opportunity- point out your EVP- employee value proposition. Be fair, pay market and don’t lowball candidates (read the ALPMA survey for market rates). You will get more from employees who feel valued and will tend to stay longer. Looking Ahead The market is definitely bullish and short of some major third wave or unforeseen economic curve ball, FY22 will be a good year for the legal profession with strong growth and demand for lawyers. Then again, my crystal ball last year was faulty. Jason Elias, CEO Elias Recruitment
HR and Leaders’ Roundtables: A Safe Space for Connection and Innovation
HR and Leaders’ Roundtables: A Safe Space for Connection and Innovation Elias Recruitment is celebrating its 25th anniversary by giving back to the industry in a meaningful and practical way. To mark this milestone, the pioneering recruitment business is launching a series of ongoing Roundtable sessions designed for HR Professionals, In House Legal and Senior Legal Managers like General Managers, Practice Managers, COO’s and CEO’s. This innovative initiative is designed to bring industry professionals together, ignite meaningful conversations, and foster collaborative solutions to issues and challenges facing the profession. The meetings serve as a dynamic platform for growth, connection, and innovation, empowering participants to navigate the complexities of their roles with fresh perspectives and shared expertise. “We find that many HR practitioners and legal leaders often feel isolated in their roles,” says Jason Elias, CEO of Elias Recruitment. “They crave a space where they can share challenges, successes, and strategies without fear of judgment. The roundtables are our way of creating that safe, supportive environment.” These invite-only sessions cater to three distinct groups—HR professionals, in-house legal practitioners, and legal leaders—each with a tailored focus. HR professionals will engage in peer support discussions on AI’s impact on recruitment, talent retention strategies, and workplace challenges. In-house legal practitioners will explore operational efficiencies, optimising outside counsel, CPD, AI, and legal operations. Meanwhile, legal leaders will tackle high-level concerns, including AI’s influence, workplace transformations, data protection, and balancing flexibility with productivity. Each roundtable brings together professionals from similar-sized organisations, ensuring discussions remain relevant, relatable, and confidential under Chatham House rules. “What makes the roundtables truly unique is their structure”, explains Jason. “Sessions are capped at eight participants to foster an intimate and collaborative atmosphere. They will be held quarterly, in-person at neutral venues in Sydney in a format that ensures everyone has a voice.” “It’s about more than just the sessions themselves. We’re building a peer network that extends beyond the boardroom. Participants can reach out to each other for advice, share experiences, and continue the conversation long after the meeting ends.” As part of Elias’s commitment to supporting its clients, the roundtables will be offered as a free service, complete with refreshments and a welcoming atmosphere. “It’s a thank-you to the industry for 25 years of support, but also as an opportunity to help connect the future legal HR and managers to each other.” If you are interested in joining a round table, email [email protected].
The Legal Talent Pool – The Tinder of Recruitment
The Legal Talent Pool – The Tinder of Recruitment In an industry often criticised for inefficiency, Elias Recruitment has unveiled a revolutionary system that’s changing how clients and candidates connect. The Legal Talent Pool blends advanced AI with a personalised, human approach—and a touch of Tinder-style matchmaking—to streamline the recruitment process, creating unparalleled opportunities for legal job seekers and employers alike. “Unfortunately, recruitment can be inefficient,” explains Elias Recruitment CEO, Jason Elias. “Often, a client will brief an agency, and it may take weeks before they’re presented with a candidate. Now, all the top candidates are viewable on demand, 24/7.” At the heart of this innovation is AI-powered technology that anonymises candidate profiles, allowing job seekers to explore opportunities confidentially while maintaining full control over when and to whom their identities are revealed. With their permission, blinded profiles are marketed to the companies they’re interested in, enabling employers to discover top talent in minutes while ensuring candidates’ current employment remains secure. Candidates can also suggest companies they’d like to work for, with Elias proactively reaching out on their behalf—creating opportunities that might not have otherwise existed. What makes the Legal Talent Pool truly exciting is that it’s public (you can check it out here). This means candidates can be headhunted by multiple employers instead of waiting passively for opportunities to come their way. A Game-Changer for Employers The system isn’t just a win for candidates—it’s a major advantage for employers too. The Legal Talent Pool gives businesses access to a curated database of over 260 pre-screened, ready-to-move candidates. Unlike platforms like LinkedIn, where most profiles are passive, every candidate in Elias’s talent pool is actively seeking a new role. Employers can request a candidate’s CV with a single click and typically receive it within an hour once the candidate authorises the request. This streamlined process not only speeds up hiring but also reduces costs, leading to lower recruitment fees. “It’s like the best dating app you’ve ever come across, but tailored specifically to recruitment,” Jason adds. “Candidates can be headhunted confidentially while employers access top talent much faster than existing methods. It’s a win/win.” Giving Candidates a Second Chance One of the standout features of the Legal Talent Pool is its ability to give candidates a second chance. Those who narrowly miss out on a role—the so-called “silver medalists”—aren’t forgotten. Instead, the platform continues marketing their skills to other employers, particularly those they’re interested in, increasing their chances of landing a great position. This process eliminates the need for multiple interviews with different recruiters, making job searching more efficient and less frustrating. The Legal Talent Pool allows candidates to connect with any employer in the market while protecting their confidentiality. By combining cutting-edge AI with 25 years of industry connections, Elias Recruitment has built a platform that eliminates inefficiencies while empowering both candidates and employers to achieve their goals faster and with greater precision. For more information on Elias’ Legal Talent Pool, click here.
Ways to Find Top Inhouse Legal Talent in 2025
Rethink Where You’re Looking Traditional job boards can be hit-or-miss. The “spray and pray” approach rarely delivers top-tier legal talent. The best lawyers aren’t actively trawling job listings, and those who are may already have multiple offers. Many firms waste thousands of dollars and countless hours on SEEK and LinkedIn only to find that their usual hiring tactics don’t work in the legal industry. Instead, be strategic: Tap Into the Hidden Market The best legal professionals aren’t always actively job-hunting. Even if they have a LinkedIn profile, they may not be looking for a move. Instead of relying solely on job ads, fish in different ponds: Leverage trusted referrals — lawyers often find opportunities through professional networks. Engage with legal industry groups and alumni associations. Strengthen your presence in legal communities like the Australian Legal Community on LinkedIn. Encourage employee referrals to boost your talent pipeline. Tap Into the Legal Talent Pool Elias Recruitment’s exclusive Legal Talent Pool gives you instant access to 270+ pre-screened, ready-to-move legal candidates — often before they hit the job market. Craft a Standout EVP (Employee Value Proposition) Top legal talent has choices. Why should they choose your firm? In 2025, lawyers value more than just salary. They’re looking for: Flexibility – hybrid and remote work options. Meaningful work – purpose-driven roles and career growth. Well-being programs – a focus on mental health and work-life balance. Firms that meet these expectations will win the talent war. Understand the Generation Gap Different generations have different expectations and communication preferences: Early-career lawyers prioritise mentorship and career progression. Mid-career professionals seek autonomy and work-life balance. Senior lawyers value leadership roles and flexibility, especially if they have family commitments. A one-size-fits-all hiring approach won’t work — tailor your strategy for better results. Read more about Winning Over Gen Z & Gen Alpha when recruiting Lawyers. Speed Matters Hiring a lawyer takes an average of 40 days and costs $24K. Every delay increases the risk of losing top candidates to competitors. Streamline your recruitment process. Schedule interviews close together to avoid losing momentum. Move fast — indecision kills opportunities. Nothing worse than finally deciding on a candidate and then having them take another job as your recruitment process was inefficient. Use AI & Technology Wisely AI-powered recruitment tools can streamline hiring, but they should complement — not replace — the human element. AI is great for candidate matching to ensure a blend of efficiency and personal connection, but the human touch should never be underestimated. Call in the Experts Still struggling to find the right candidate? A specialist legal recruiter can help. Work with one dedicated agency for 4–6 weeks to maximise results. Choose a recruiter with deep legal expertise and national reach to widen your talent pool. Ask for referrals — word of mouth is invaluable in legal hiring. Be Prepared for Counteroffers Lawyers worth keeping are frequently met with strong counteroffers from their current employers. Have a clear value proposition and be prepared to reinforce why your opportunity is a better long-term fit. And remember, research shows most candidates who take counter-offers leave within 12 months. Invest in Long-Term Talent Strategies Hiring is only half the battle — retention is key. Providing ongoing training, career development, and a strong workplace culture ensures that top legal talent stays engaged and invested in your firm. To learn more about our Legal Talent Pool or to connect with Elias Recruitment to learn more about effective hiring, click here.
A Minute with Marnie – Senior Legal Recruitment Consultant
A Minute with Marnie – Senior Legal Recruitment Consultant Elias Recruitment has rolled out the red carpet for its latest star recruiter, Marnie George! With a career that has traversed law, HR, and executive management, Marnie has built a reputation for making perfect professional matches—think of her as the ultimate recruiter-cupid. Having successfully run her own consultancy, she now joins Elias to work her magic in Melbourne, expanding its reach and delivering top-tier talent solutions. We sat down with Marnie to uncover her journey, her recruitment philosophy, and what excites her most about this next big adventure. Q: Marnie, you’ve had an incredible career spanning law, HR, and recruitment. How did you get started? A: I actually started my career as a law clerk, spending over 10 years in mid-tier law firms. During that time, I developed a strong understanding of corporate structures, compliance, and the importance of having the right people in the right roles. That experience naturally led me into recruitment, and I haven’t looked back since! For over 20 years, I’ve worked across recruitment, HR, and executive management, helping businesses find top talent and build high-performing teams. Q: You’ve run your own consultancy since 2018. What were some of the highlights? A: Running my own consultancy was an amazing experience. I worked with businesses across different industries, helping them refine leadership structures, implement talent acquisition strategies, and build teams that truly make an impact. Some of my biggest highlights were placing senior executives in transformative roles and coaching professionals to unlock their full potential. It was incredibly rewarding to help businesses not just find the right people, but also develop strategies to retain and engage them. Q: What’s your recruitment style? A: I take a strategic and relationship-driven approach. Recruitment isn’t just about filling a role—it’s about truly understanding both the business’s needs and the candidate’s career aspirations. I focus on making long-term matches, ensuring that both parties thrive. I also bring a consultative approach, offering insights into market trends, employer branding, and talent retention strategies. Q: What excites you most about recruitment? A: Connecting people with opportunities that align with their skills, values, and aspirations is the best part of what I do. Seeing a candidate thrive in their new role and knowing I played a part in making that happen is incredibly rewarding. I also love helping businesses grow by ensuring they have the right talent in place. It’s a win-win! Q: Why did you join Elias Recruitment? A: Elias is a well-established national brand with an outstanding reputation in the industry. The firm has been around for 25 years, and that kind of longevity speaks volumes. What drew me in was the strong support network, the cutting-edge IT systems that streamline recruitment, and the hands-on, personal approach of the CEO. It was also important for me to be surrounded by like-minded consultants who genuinely care about delivering the best outcomes for clients and candidates. Q: What do you bring to the Elias team? A: With my background in recruitment, executive coaching, and business strategy, I bring a holistic approach to talent acquisition. My ability to assess both technical skills and cultural fit ensures long-term, successful placements. I also offer clients insights beyond recruitment, helping them build engaged, high-performing teams. Q: What are you most looking forward to in this new role? A: Collaborating with a dynamic team, leveraging my expertise to contribute to Elias’s success, and continuing to make a meaningful impact in the industry. I’m also excited about building strong relationships with both clients and candidates—something I truly enjoy. Q: What’s the recruitment landscape like in Melbourne right now? A: It’s an exciting but competitive market. There’s strong demand for skilled professionals in both in-house and private practice roles. However, talent shortages in some sectors mean companies need to be strategic in their hiring—focusing on employer branding, employee value propositions, and retention strategies. Flexible work arrangements and workplace culture are becoming key factors in attracting top talent. Q: Finally, what makes Elias the perfect place for you? A: The flexibility, the supportive team, and the ability to work remotely while still having access to great resources. Elias’s model allows consultants to focus on what they do best—finding the perfect match between candidates and employers—without getting bogged down by overheads and admin. Plus, the firm’s strong reputation and cutting-edge technology mean we can deliver top-tier results efficiently. I’m excited to be part of it!
The Hardest Legal Jobs to Fill — And How to Secure the Right Legal Talent Now
The legal hiring market is facing significant challenges, with firms struggling to secure skilled professionals amid growing competition. As candidates’ expectations evolve and counteroffers become more frequent, traditional recruitment methods are proving less effective. Demand for top legal talent continues to exceed supply, requiring firms to reassess their approach to hiring. Recent insights from SEEK highlight that the most in-demand legal roles in Australia include: Generalist In-House Lawyers Litigation & Dispute Resolution Corporate & Commercial Lawyers Insurance & Personal Injury Lawyers Criminal Lawyers Family Lawyers Why Are These Roles So Hard to Fill? In-House Lawyers As businesses increasingly bring legal expertise in-house, demand for professionals with strong governance, contract negotiation, and regulatory skills continues to rise. Companies seek legal counsel who can navigate risk and compliance while aligning legal strategies with commercial objectives. Finding professionals with the right blend of technical knowledge and business acumen remains a significant challenge. Litigation & Dispute Resolution A rise in large-scale litigation, including class actions and corporate disputes, has increased the need for experienced litigators. Many seasoned litigators are transitioning into advisory role s or moving overseas, making it difficult for firms to retain top talent in this highly specialised area. Corporate & Commercial Lawyers With ongoing mergers, acquisitions, and corporate restructuring, the need for corporate lawyers remains high. However, strong competition for experienced professionals has led to frequent bidding wars and counteroffers, making both recruitment and retention difficult. Insurance & Personal Injury Lawyers Legal professionals specialising in risk assessment, claims management and regulatory compliance are increasingly in demand. The rise in insurance-related legal matters, including those stemming from natural disasters and pandemic-related claims, has created a shortage of skilled lawyers. Criminal Lawyers Criminal law remains a highly active field, with increased enforcement actions, financial crime investigations, and general defence work driving demand. The growth of cybercrime and fraud-related cases has added further pressure on firms and legal departments. However, demanding workloads and public sector funding constraints make it difficult to attract and retain experienced criminal law professionals. Family Lawyers High demand in family law is fueled by divorce cases, custody disputes, and property settlements. The emotionally charged nature of these cases, combined with the long hours required, often leads to high turnover. So How Do You Secure Top Legal Talent in a Competitive Market? With demand far outstripping supply, firms need to refine their hiring strategies to attract and retain the best legal talent – here’s how you can win the talent war. Craft Offers That Go Beyond Salary Legal professionals today consider more than just compensation when evaluating opportunities. Workplace flexibility, professional development, and organisational culture play a significant role in decision-making. Firms that offer hybrid work arrangements, leadership training, and well-being initiatives gain a competitive edge. Expand Recruitment Channels Highly skilled legal professionals aren’t always actively searching for new roles, making traditional job boards less effective. Partnering with specialised legal recruitment agencies, like Elias Recruitment, provides access to pre-screened, high-calibre candidates who might not be visible through conventional hiring methods. Accelerate the Hiring Process Top legal candidates often receive multiple offers within days, while many firms can take up to 6 weeks or longer to complete the hiring process. Reducing delays, improving communication, and streamlining recruitment can help prevent losing top talent to competitors. Be Ready for Counteroffers High-performing candidates frequently receive counteroffers from their current employers. To secure the best talent, firms should focus on career progression, mentorship, and long-term growth opportunities—factors that can be more compelling than financial incentives alone. Engage Passive Candidates Early Many top legal professionals are not actively job-hunting but are open to the right opportunity. Firms that adopt a proactive recruitment approach can engage these candidates before they explore other options. In a nutshell The legal industry is experiencing a hiring crunch that demands a shift in recruitment strategies. Firms that adapt quickly, strengthen their value propositions, and expand their sourcing methods will be best positioned to attract and retain top legal talent in 2025 and beyond. To learn how you can get that competitive edge, contact Elias Recruitment today.
Legal Talent Pool – Legal Recruitment 24/7
Legal Talent Pool – End of Year Promo 250 exceptional legal professionals at your fingertips.Speed up your hiring by accessing all our best candidates — when it suits you. We have two fantastic offers running until the end of 2024 to help you secure your next hire for 2025: All new placements from our Legal Talent Pool will be discounted to 15% until 31 December 2024* Free graduate placements from our Legal Talent Pool until 31 December 2024* Visit the Legal Talent Pool here How the Legal Talent Pool Works As Australia’s leading specialist legal recruitment agency, we are consistently approached by great candidates looking for new roles. When we interview outstanding candidates, in addition to representing them for specific roles, we also invite them to allow us to share their profile (anonymously) in our Talent Pool. From there, employers can browse candidates by experience, speciality, location, salary range, and more. Once a profile is selected, we seek the candidate’s consent to release further information and begin our regular recruitment process — including interview coordination, reference checks, and placement guarantees. We’re proud to confirm all candidates in the Legal Talent Pool are: Interviewed by an experienced recruitment consultant, with relevant notes including salary expectations and years of experience Ready to start a role immediately (subject to notice periods) Confirmed to have a minimum of 18 months PQE and are of high calibre — many have been “silver medallists” in other roles Legal Talent Pool – End of Year Promo Terms Candidate employment contracts must be completed by 31 December 2024 Clients must mention this promo when requesting candidates and must have signed terms Promo is only valid for new CVs requested from the Talent Pool from 4 November 2024 The Free Graduate Promo is only offered to clients who have been invoiced by Elias Recruitment in the last 12 month Please note: graduate candidates have not been interviewed, and no placement guarantee applies
Tricky Questions Reign in Behavioural Interviews
Tricky Questions Reign in Behavioural Interviews Adapted from Arlene Hirsch From the NATIONAL BUSINESS EMPLOYMENT WEEKLY From the publishers of the Wall Street Journal: Dow Jones & Company Inc. Most interviewers routinely include several behavioral questions along with more standard general questions. Their goal is to make sure they don’t hire a candidate who can talk a good game but can’t deliver a great performance. Built on the belief that past performance is the best predictor of future success, this interviewing style relies more on specifics. Questions usually begin with such phrases as “Tell me about a time when…” or “Give me an example of…” Interviewers who favour this format usually develop their line of questioning around the traits and skills deemed important for success in the position or organisation. For example, if a job involves a lot of client interaction, an interviewer might ask you, “Tell me about a time when you had to handle an irate client.” For a position that requires extensive teamwork, you might be asked to “Give an example of a situation where you demonstrated your skill as a team player.” Preparation Knowing how interviewers structure their questions makes it easier for you to prepare good responses. If an interviewer prepares by reviewing the job description to determine a job’s required skills and traits and asks for specific examples that demonstrate those characteristics, you need to go through a similar preparation process. Job descriptions for a specific position or function can help you prepare for behavioural interviews. If an employer wants someone who’s a “team player,” you can expect to be asked some of the following: “Tell me about a time when you had to rely on a team to get things done.” “Provide an example of a time when you had to persuade people to do something that they didn’t want to do.” “Give me an example of your leadership style.” Candidates who understand the technique and are prepared to handle these types of interview questions have an edge over those who are unaware of this technique. Start With Your Resume An easy way to start preparing for behavioral questions involves resume review. By going through your resume line-by-line (in search of relevant examples), you’ll become comfortable with how you plan to answer likely questions. The less confident you feel about a specific circumstance or qualification, the more you need to prepare and rehearse your response. “The idea behind behavioral interviewing is that you can tell much more about a person’s attitudes, work habits and skills by hearing them describe real actions taken in real circumstances than by letting them speak in the abstract about themselves,” says Allen Salikof, president of a US-based search firm. Expect interviewers to ask negatively phrased questions that reveal your weaknesses and flaws as well as your strengths. Don’t fall into the trap of demeaning yourself just because you’re anxious to comply. If the stories you tell don’t reflect positively on you, there’s no reason to tell them. A Three-Step Approach Some candidates find the format of behavioural questions unsettling. In the pressure of the moment, they can’t think of a single example. To overcome that obstacle, develop a list of experiences that cover the skills and characteristics required for the position you seek. Try the following three-step approach: 1. Determine your chief skills or strengths and actual experiences which exemplify each one. Remember dates, names, achievements and other details that will convey the situation to the interviewer. 2. Understand the job’s description and be prepared to recall specific actions and behaviours that address the required skills. 3. Don’t make vague proclamations of your skills. Small but telling actions and behaviours are more important than grandiose but unsubstantiated claims of job success. Structuring Your Stories It helps to use a P-A-R (Problem-Action-Result) formula to structure your stories. Review your resume and decide which stories to tell. Some candidates even write, edit and rehearse their stories. This is time-consuming but can be worth the effort. Since most people aren’t natural storytellers, it’s good to know what you plan to say and how you plan to say it. That way you minimise the risk of drawing a blank, telling the wrong story or rambling. Try not to sound wooden or rehearsed. To put a unique spin on the P-A-R format, try a R-A-P format. Start with the result, because accomplishments capture an interviewer’s attention. Then describe the actions you took and finally, the problem that was solved. In that way, your accomplishments stand out boldly. If you’re really savvy, you can vary your approach by using both strategies within the same interview. For example, if you’re describing a tough problem, you might want to use the P-A-R approach to emphasise the very real challenge you faced. If you achieved a particularly spectacular end result, you might want to use the R-A-P format, which emphasises your results. When You Don’t Know the Answer Behavioural-based interviewers can be like bulldogs. They won’t give up until they get the information they want. But you don’t have to answer a question just because it was asked. At times, you really won’t have the answer. Much as it may hurt to say, “I’m sorry but nothing comes to mind,” that may be the most honest answer. Rather than lie, you’re better off being honest about what you have and haven’t done. You also can ask for clarification. If you don’t understand what the employer is looking for, ask him or her to be more specific. Most employers will appreciate your interest and thoroughness. Although silences can be uncomfortable, they also can be productive. Rather than rush into an ill-advised statement, make sure that you’re in control of your response. If this takes more time, the interviewer will need to wait. Most interviewers will appreciate your thoughtfulness. Strategizing Behavioral Questions Behavioural questions pose a real challenge to interviewees who are striving to make the interview a conversation between equals rather than an interrogation. This isn’t
Deciding On Your Next Legal Job
Deciding On Your Next Legal Job Once you’ve undergone a thorough process of self-assessment, you may decide it’s time to consider a career change within the legal field. Whether you’re a seasoned attorney or a recent law school graduate, making an informed and strategic decision about your next role is crucial. Understanding your drivers and motivations is the foundation of this process. Understanding Your Drivers and Motivations To make a strategic decision about your next role, it’s essential to delve deep into what drives you. Start by getting clear and brutally honest about your priorities, goals, and motivations. Ask yourself some fundamental questions: Do you aspire to become a partner in a law firm? Are you willing to make the necessary sacrifices to achieve this? Or is your primary goal to find fulfillment and a better work-life balance? Would you prefer to work in-house, in government, or for a non-profit organization? Any path is valid, but clarity on your priorities is crucial. Dan Pink’s “Drive” explores the elements that motivate people in their careers and lives. According to Pink, there are three primary drivers most people seek from their careers: Autonomy – Are you directing your own life? Mastery – Do you feel you are excelling and learning new skills? Purpose – Do you feel you are achieving something that matters? Identifying opportunities for autonomy, mastery, and purpose in your career is essential. Prioritizing these elements when searching for your next legal job will enhance your satisfaction and success in your new role. Self-Assessment Tools and Techniques Several free and low-cost self-assessment tools can support your career growth. Undertaking these assessments helps you decide on your next role and provides insights into how you can present yourself to potential employers. One highly regarded tool is the StrengthsFinder 2.0 assessment. This reputable and inexpensive tool helps you identify and leverage your natural strengths, providing valuable guidance for your career journey. By understanding your strengths, you can better align yourself with roles that suit your capabilities and aspirations. Exploring Career Paths in Law As you assess your career options, it’s essential to consider various paths within the legal field. Many legal professionals are now exploring opportunities beyond traditional law firm roles. The corporate sector, for example, offers numerous opportunities for legal experts. Jason Elias, CEO of Elias Recruitment, discussed this trend in an interview with the Australian Financial Review. He noted, “Now people are getting three to four years in and saying ‘this is not what I want to do for the rest of my life’… If you were going to work at Google or Mallesons, you would probably choose Google.” This shift highlights a growing interest in roles that offer greater fulfillment and diverse experiences outside traditional law firms.
What happened in the Legal industry in 2023/24 FY and where to from here?
What happened in the Legal industry in 2023/24 FY and where to from here? First and foremost, we want to express our heartfelt thanks from everyone here at Elias Recruitment. We truly value your support and trust throughout the past financial year. This has been a significant year for us as our team has excelled, and we are now delighted to assist our clients with all their hiring requirements. Eva Wilson is leading our Business Support team and hiring exceptional talent including Paralegals, Legal secretaries, Legal Admin and Service Managers. Karen Horovitz is hiring for our clients across all Operations, IT, Finance, Marketing and Sales talent. More insights from 23/24 FY and prediction to the upcoming one: Market Conditions in the Legal Industry Despite downturns across numerous industries including IT, the Legal sector remained robust and demand for lawyers was strong. While not at the dizzying heights of the previous year, there was a constant need for good quality lawyers (especially at 3-6 years PQE) across most practice sizes and areas. While many firms focussed on maintaining headcount rather than expanding, a number of smaller firms catering to the B2C market (e.g. family, crime, wills) grew rapidly as a result of innovative online marketing campaigns. Demand was particularly strong for general insurance, workers’ compensation and family law- with an increase in post-pandemic relationship breakdowns. The desire for lawyers to work overseas has risen again with USA, UK, Asia and Middle East viewed as key destinations. The impending Free Trade arrangements with the UK allowing mutual recognition between jurisdictions will be worth watching. Salary Trends Elias Recruitment proudly supported the 2024 APLMA Australian Legal Industry HR Issues & Salary Survey. The survey indicates a substantial rise in salaries within the legal industry, with an average increase of 7.0% for law firm employees (national average of 4.2%). There was upward pressure on salaries from firms trying to outbid each other for candidates with multiple offers or current employers counter offering. Overall. salaries have tended to normalise this year. Graduate lawyers’ salaries surged by 11.8%, bringing the average to $76,000 and anecdotally, we understand some first years have been offered up to $110,000 by top tiers. Recruitment Efforts Recruitment will consume the largest proportion of HR budgets, with 29% of firms prioritising talent acquisition. Most vacancies are for replacing existing lawyers with a continuation of exodus to inhouse legal roles. Firms offering flexibility fare better in a still competitive market. While many early career lawyers enjoy the office environment, learning and social opportunities, more experienced lawyers (especially those who may have family responsibilities) baulk at a 5 day in the office scenario. Ad response is still poor with the job boards delivering fewer quality candidates. We are relying on headhunting, networking and word of mouth referrals from 24 years in the market. Many lawyers are too busy to actively job hunt and wait for roles to be presented to them. Consequently, Elias Recruitment has developed a Legal Talent Pool where clients can see all the top candidates we currently represent and approach them seamlessly.