How to position yourself for approaches (headhunting)

A few touches to your mobile phone and your groceries, an Uber or a pizza come to you. So why not a job? Many of the best jobs are never advertised so how do you hear about them? Good employers know that the best lawyers are so busy running their practices that they don’t have time to trawl through job ads. They also like keeping strategic hires out of the public eye so the marketplace doesn’t catch on to what they’re doing and where they’re headed. That’s why, when it comes to bringing in the big guns, they’ll use third party headhunters to track down, sound out and snare the best talent for themselves. Headhunters don’t use a scattergun approach. Once they’ve been briefed, they usually put feelers out via networks, compile a longlist, then research those candidates to see who’s likely to be a good fit. By the time they approach someone, they pretty much know who they are, what they do and what their reputation is like. So, if you want to be in their sights, there are six things you should be doing: 1. Social networks – make LinkedIn work for you Review your LinkedIn profile, make sure it clearly articulates your skills, experience and area of practice. Highlight projects you’ve worked on and the value you contributed (without of course breaching client confidentiality). Headhunters want to have a good understanding that you’ve worked on similar kinds of matters to those their client has briefed them about. Don’t be shy about blowing your own horn. See Getting your social media profiles ready (Above). 2. Be known as an industry expert You’ll never be headhunted if no one has ever heard of you. So, if you’re not already building a profile for yourself, start now.Put yourself forward to present on your areas of expertise wherever possible, especially for industry events or CPD. As an example, check out Bulletpoints for content. Write about important issues and hot topics affecting your work and share these – not just via your firm’s newsletters but directly with contacts by publishing LinkedIn and other social media channels. To ramp things up, join LinkedIn groups of like-minded people such as Australian Legal Community and start contributing to the conversations. Consider publishing in industry journals – or better still, form relationships with journalists to expand opportunities of being quoted in business or mainstream press as an expert in your field. 3. Releasing subtle signalsIf you are considering making a move, it’s a good idea to start putting your feelers out there. You can even change your LinkedIn settings to discreetly show that you are open to new opportunities (not viewable to your employer). Also check that your Inmail settings allow you to notify users that you are open to ‘career opportunities’. 4. Make contacting you easy, not a mystery While gatekeeping receptionists can be great at shielding you from telemarketing calls, they can act as a block for headhunters who want to sound you out. So make yourself easy to contact by including your mobile number and personal email address on your LinkedIn profile. If a headhunter struggles to reach you, they may bypass you and run the opportunity by the next person on their list. And, if a headhunter calls and you can’t speak freely, set a time to chat when you’re out of the office. This also gives you a chance to check out their LinkedIn profile to see whether you want to deal with them. 5. Remain professional, don’t breach etiquette Don’t tell anyone in your firm – and that means anyone – about your plans to move, even once you’ve been approached. If the headhunting process isn’t handled discreetly, you’re likely to jeopardise your current position as well as any new opportunities. If a headhunter alerts you to an opportunity never approach the employer directly. Not only will your overtures be met with blank stares, you’ll be seen as disloyal. They’re using a headhunter for a reason and it may be a confidential search. 6. But don’t be afraid If you are approached by a headhunter, you can benefit from their expertise. It never hurts to know the state of the market and have a trusted source of intelligence, especially around salary review time. Besides, even if the specific opportunity they wanted to talk about isn’t right for you at the time, something may hit their desk in the near future. Finally, if you’ve noticed that they’ve looked at your LinkedIn profile, drop them a line to find out why. Headhunting can be a slow dance of missed calls, profile views and unnoticed messages sitting in your personal email account. So, if you’re open to a move, make sure you stay alert and responsive to any headhunter approach. For additional career advice contact Jason Elias on [email protected]

Get your credentials and qualifications up to date

You need to ensure that you have been keeping up with all your CPD requirements, and also there are many additional courses and qualifications. We’d recommend our sister site, Bulletpoints (www.bulletpoints.com.au) as a marketplace that allows you to find, book and track all of your CPD requirements. Bulletpoints aggregates courses from over 25 different legal industry education providers and you are able to choose from hundreds of live events, videos, online courses or onsite training options to obtain your CPD points. Once you have completed all of the relevant courses and qualifications, be sure to update both your resume and your LinkedIn profile with completed certifications as this can help you stand out. Relevant qualifications that you might include are AICD certifications, might include College of Law Masters (including the new Master of Legal Business), professional industry bodies, etc. You may also want to build your profile by presenting at CPD courses either through Bulletpoints or a range of providers such as Law Societies, College of Law, and universities who are often looking for speakers. For additional career advice contact Jason Elias on [email protected]

What lawyers should ask before making the switch

As quoted in Lawyers Weekly 1 August 2019 With competition for talent at a record high, lawyers are presented abundance of choice in terms of their employer, however, an expert in the space says there are six things to consider before shaking up their career. Director at Elias Recruitment Jason Elias said before taking the leap and changing jobs, one must consider several factors. “Before you take the leap, take a moment to ask yourself the following questions: One – Am I being challenged in my current role? Two – Am I still learning? Three – Do I feel respected and appreciated? [Read more…]

Getting your social media profile ready

You have made the decision to leave, and know what you are looking for. Now it’s time to start getting your social profiles in order. Why do this before your resume? Social profiles provide a point of verification Being easier to find means that opportunities will start to find you Having a strong personal brand will impact the type of opportunities you are offered People within your network may start to think of you for opportunities When we talk about getting your social profiles in order, in Australia, LinkedIn is the major platform that you need to give serious consideration. Virtually every major law firm and recruiter are actively using LinkedIn to identify and approach lawyers with potential job opportunities. Potential employers (and clients) will also use your LinkedIn profile as a point of verification and proof of your background and experience. Here’s what you need to do to be found: Before you do anything, check your LinkedIn privacy settings, as you might choose to not broadcast to everyone initially that you are updating your profile – https://www.linkedin. com/psettings/privacy. Also here in this section you have the option of notifying recruiters that you are open to opportunities. Join the Australian Legal Community LinkedIn group here https://www.linkedin.com/ groups/129190/– It’s a great way to expand your network within the legal profession. Get your personal LinkedIn profile 100% complete– this makes you 40x more likely to appear in searches. Appearing in more searches means more employers and recruitment agencies getting in touch with relevant opportunities. Get a professional head shot. Something modern and professional with yourself the only person in the photo. Avoid photos where it appears you’re in a social situation (especially your wedding photos with an arm draped around you). Ensure your contact details for your LinkedIn profile are up to date so that you are easy to find. Update your headline to something “action based” – a format along the lines of “Qualified legal professional helping INDUSTRY achieve RESULTS”. Get your custom LinkedIn profile URL (eg https:// www.linkedin.com/in/eliasrecruit/) – it looks better on your resume AND helps your profile appear as the first search result in Google . Consider keywords that you want to appear and then ensure they appear multiple times throughout your profile eg. If you would like to appear for the term “family law” then you could repeat this in your headline, position title, and in the description for each of your various position descriptions. If you are genuinely committed to changing roles, consider a LinkedIn Job Seeker account which gives you InMail to approach potential employers, and gives you a higher visibility when you apply for new roles. Get recommendations and endorsements on your profile – this helps you be found and also provides and unofficial reference/testimonial. Recommendations are more valuable than endorsements which can be quite random and inaccurate. Connect with peers, industry leaders, relevant LinkedIn groups, and prospective employers’ LinkedIn Company Pages. Draft and post 2-3 blog articles that display your strengths and interests positively. Google search yourself to double check what is appearing when people are looking for you. Check your privacy settings on Facebook and ensure that you aren’t sharing (or being tagged in) posts that don’t display you in a professional manner. Also check the photos that you have posted on Instagram and consider making your profile private while you are applying for new jobs. You may even want to delete the account if there is anything controversial. There are now business especially in the US that are paid to review a candidate’s social media presence before an offer is made. Don’t let a silly post or dodgy photo cost you a great job. Consider investing in a service such as Brand Yourself which is an online reputation management service that can help you clean up your social media presence and fix unwanted posts. Google (https:// brandyourself.com/). Excuse the plug but you may want to follow the Elias Recruitment LinkedIn page – where we share regular legal industry news and job opportunities – (https:// www.linkedin.com/company/elias-recruitment/). For more career advice contact [email protected]

Is it time to change jobs?

Before you take the leap, take a moment to ask yourself the following questions: Am I being challenged in my current role? Am I still learning? Do I feel respected and appreciated? Am I developing new skills that will enhance my value? Can I see a future career path? Do I get up each Monday excited going to work or not? Looking at the reality of your current role and being objective about whether it’s something that you need to change vs if it’s a change in employer that is required is often the most important first step. Only you know when it’s time to move on. But chances are you’ve at least thought about what the next move might be. There are some clear warning signs that it might be time to move on. 1. Staying doesn’t make financial sense It probably seems risky, but changing job can often mean an increase in income or other non-financial benefits. New employers may offer an incentive to move across, some new firms are now offering “70 cents in the dollar on billings” and cross-referral/ client introduction fees (often 10% of collected fees). Consider the other benefits you may currently be missing out on … better hours, working closer to home or flexibility like working from home one day a week. You may find you even have time to take that holiday that never seems to come around. 2. You’re risking guilt by association No matter how many hours you put in, if you’re not working for the right people, that is energy wasted. Some firms are known for excellence in one area and not others. Ask yourself: how positive is our firm’s reputation in my practice area? Who are we being compared to? Are we being held back or even missing out on work because of the way the firm is perceived? Perhaps moving on is a better bet for your reputation. 3. Politics is a tricky game Managing demanding clients is one thing. Managing internal conflict is another level of stress altogether. Sometimes firm management just won’t be on your side.  Perhaps they are excluding you from managing bigger clients because of some perceived conflict. Did you back the wrong person at the last partner’s meeting?  Politicking is part and parcel of law firm life, but if it is taking up too much headspace, it may be time to outgrow the petty game playing. 4. Your firm is choked by bureaucracy Too much paperwork and too many meetings might eat into your practice. You would be better off developing business and nurturing client relationships rather than attending endless irrelevant meetings that go nowhere. Over complicated workplaces can be very difficult to change. So ask yourself, do you have time to wait around while these knots are being untangled? Or do you have better things to be doing? 5. There’s been a change in direction When you started your current role it may have been a perfect match. But things change. If your firm decides to take things in a new direction, your areas of focus may simply not fit anymore. Perhaps they have brought in an outsider above you or merged with a firm with an incompatible culture. 6. There’s a values mismatch This is tough because values underpin every decision, big and small. Even if your situation looks fantastic on paper, a fundamental mismatch in values or personalities will wear you down over time. Values don’t have to be spelled out in a strategic document. You’ll know what your firm’s priorities are, and whether you can keep working towards them. 7. You know something better could be out there Even if you’re sure you can stick it out for another year or so, you might be missing out on golden opportunities by keeping your head in the sand. We all know the best roles are often those that go unadvertised – part of the “hidden” jobs market. Now might be time to get a proper assessment of what your opportunities are and let those enviable jobs to come to you (ie. get headhunted) by getting to know connected recruiters in the market. Start thinking about your next move while you still have a good bargaining position and can move on your own terms and timelines. It is always easier to find a role while you are currently employed so try not to hand in your notice (or even alert your current employer) until you have something secured (preferably a written and signed Letter of Offer). For additional career advice contact Jason Elias on [email protected]

Career health check for lawyers

To be happy at work, many of us seek out a positive culture, good relationships with co-workers and an understanding or inspiring boss. But while it’s reassuring to be in a company we like with people we know, being too complacent has the potential to derail our career. If we’re constantly looking inwards, we can become unaware of changes afoot in our industry. For no fee, recruiters can tell you what you should be worth and what other opportunities are out there. Knowledge is power and you can use it to persuade your current employer to come to the party with a better offer. Or you may decide to move on. With the economy in such a positive cycle, no professionals are laughing harder than lawyers. Every start-up, every green shoot, every deal needs a lawyer. Transactional, commercial, corporate, property and employment lawyers are in demand. Jason Elias, a former lawyer who has run legal recruitment business Elias Recruitment for 18 years, says he’s never seen the market so buoyant. ‘‘There’s more demand now for experienced lawyers than there has ever been,’’ he says. ‘‘All the areas where deals are being done and businesses are being active, that’s where we’re really busy.’’ Capital cities are the busiest, he says, but there is also regional work available. While firms have their pick of law graduates, when it comes to more experienced roles requiring five- to 15 years’ experience, candidates are regularly receiving multiple offers. ‘‘A year or two ago a law firm could post an advertisement on a job site and there was a pretty good chance they’d find a person good enough to hire,’’ says Elias. ‘‘What they’re finding now is that demand is outstripping supply, so they’re not getting the results they used to and they’re coming to us for help.’’ Elias has offices in Sydney, Melbourne, Brisbane and Newcastle, with national and international affiliates through his involvement with the world’s largest recruitment network, NPAWorldwide, for which he sits on the global board of directors. Elias regularly refers candidates to other NPA members in different market sectors or geographies if they have roles that may be more suitable. ‘‘So not only do you get access to my jobs, you get access to 500 companies worldwide with a shared database,’’ he says. A few years ago, NPA awarded Elias the annual chairman’s award, recognition that fuelled interstate growth and saw his business reach new heights. These days he says his role is not just finding people jobs, but also guiding them as a career mentor. ‘‘Lawyers need to feel there is somebody in their corner who can give them sound advice and tell them what they should be earning or what career move they should be making,’’ he says. ‘‘I’m very happy for people to come and see me and let me show them what’s in the market. They don’t have to take the jobs. Many just have no idea of the opportunities out there.’’ The legal jobs market is booming – don’t miss out. With 18 years track record placing lawyers, Elias Recruitment can connect you to the right law firm, government and in-house opportunities. Find out about the jobs not listed elsewhere, contact us on (02) 9555 5711 or email [email protected]

Legal market surges in third quarter FY18

Following a small seasonal Christmas dip, the market bounced back by nearly 50% in most areas. The first three calendar months of 2018 have seen a major growth in legal hiring, with a 50% increase in legal jobs advertised from the second to third quarter FY18 (compare results ‘Legal market cools slightly in Second Quarter FY18‘). According to the Elias Legal Jobs Index for Sydney and Melbourne, this seasonal trend is common within the legal sector, with many firms closing over the Christmas period and consequently hiring fewer candidates during the final month of the second quarter. This sharp spike in the legal market may also be attributed to the Reserve Bank of Australia’s 2018 Economic Outlook, which forecast an overall GDP growth for 2018, in addition to a slight decline in the national unemployment rate from December 2017. Criminal roles enjoyed the highest percentage growth, with 26 jobs advertised – a resounding 766.7% increase on the previous quarter. Other sectors to witness a triple digit percentage increase included banking/ finance, personal injury, employment, family, and insolvency. The only areas to see a decline from the second quarter were corporate/ M&A (with a decrease from 45 roles to 32), pro bono (with a decrease from two roles to one), and energy (with a decrease from five roles to two). In-house jobs soar in third quarter FY18 In terms of raw numbers, in-house saw the largest growth across the quarter, with 96 roles – 51 more than the previous quarter – being advertised. The increased demand for in-house lawyers could be due to a number of economic factors, including an end to the 2011-2017 income recession; a rise in Australia’s resources exports; improved investor sentiment; and a boost in Australian company profits in response to rising incomes in Asia. Based on the RBA’s forecasts for the remainder of the calendar year, lawyers can expect the positive hiring trends of third quarter FY18 to continue. The full picture See the table below for a complete breakdown of where each vacancy was across Q2 and Q3 2018: Area Q2 2018 Q3 2018 % change Corporate/ Commercial 25 30 +20% Corporate/ M&A 45 32 -28.89% Property 30 51 +70% Banking/ Finance 25 52 +108% Litigation/ Dispute Resolution 54 64 +18.52% Insurance 20 27 +35% IP/ Technology/ Media 14 16 +14.29% Tax 2 3 +50% Personal Injury 12 24 +100% Employment 11 24 +118.18% In-house 45 96 +113.33% Family 6 13 +116.67% Insolvency 2 4 +100% Competition/ Compliance 9 13 +44.44% Energy 5 2 -60% Pro-bono 2 1 -50% Criminal 3 26 +766.7% Total 319 478 +49.84% Role seniority Q2 2018 Q3 2018 % Change Partner 5 4 -20% Mid-level (eg. Senior Associate, Legal Counsel) 184 414 +125% Junior (Associate) 10 6 -40% Graduate 0 5 N/A   Jason Elias runs Elias Recruitment, a boutique legal recruitment consultancy that specialises in finding lawyers for law firms, NFPs and corporate in-house teams. For more information, email [email protected]  

It’s a great market for lawyers on the move

If you are thinking of a change this year, now is the time to start job hunting! If you no longer love your job, you feel ambushed by a merger, your career progression has stagnated, you are under appreciated or you just want more flexibility or a pay rise – it’s a great time to be a lawyer. Don’t you wish you sold your house, shares or bitcoin at the top of the market? Well as far as career changes go, now is a great time to consider a forward career step. Employment grew for a 17th consecutive month in February and so it’s a great time to be a candidate. Elias Recruitment has been swamped with new job orders from a range of clients including law firms, in-house and even government… did you know we were recently appointed to a government panel? We have even opened offices in Queensland and Victoria to help our candidates on the ground. Clients are busy and crying out for good quality lawyers and are even prepared to offer a decent premium for lawyers with the right experience. The main areas of demand at the moment are corporate, property, litigation, IT, estate planning, family law and construction. There is also an increasing demand for lawyers with some client following to join with firms and leverage their practice (at the same time as offloading their admin and overheads) and gain referrals from other practitioners. So, if you: don’t like your current role feel that you are unfairly compensated believe there is little chance for progression dislike the culture of the organisation don’t get along with your boss want to find something a little closer to home are seeking more flexibility … take a look at our jobs on offer here. For those looking for a chance to escape the traffic, house prices and rat race of the big cities, we also have some exciting regional roles in Adelaide, Coffs Harbour, Newcastle, Mildura, Broome and Swan Hill. Most of our clients work with us exclusively so we can provide our candidates with a better matching service, detailed information to make the right choice and first-hand experience of the intangible elements like the team dynamics and firm culture. What’s your next move? Arrange a time to meet with us for a complimentary coffee and a chat (you “Keep” the Cup). Email [email protected] to book a time.

Keep your lawyers happy!

Retaining top talent should be a priority for every firm. Turnover is costly in terms of training time, lost work, employee morale – not to mention unhappy clients. With the candidate market for lawyers increasingly tight, it is more important than ever to keep your lawyers happy! By providing a clear career track and support to enable their best work can only be to the benefit of your clients and your firm. Here are four approaches to consider in ensuring your firm culture is optimised to retain your top performers. 1. Focus on employee experience Considering the employee experience is essential to keeping your lawyers loyal and happy. Susan Peters, Senior Vice President of Human Resources at General Electric, defines the employee experience “simply as seeing the world through the eyes of our employees, staying connected, and being aware of their major milestones and the physical environment our employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.” Essentially, focusing on employee experience ensures that a firm goes beyond a one-size-fits-all approach to hiring and culture and caters a career track suited to maximizing the potential of each employee. This may mean understanding the differing needs of baby boomers, Gen-X/Y and millennials. 2. Prioritise employee engagement throughout the organisation According to research by Gallup, only 13% of employees globally are engaged at work. This presents a significant cost to employers. Gallup’s research, which included nearly 1.9 million employees, confirmed a strong connection between employee engagement and key performance outcomes, including: customer ratings, profitability, productivity, turnover (for high-turnover and low-turnover organisations), safety incidents, shrinkage (theft), absenteeism, patient safety incidents and quality (defects). Engagement is all about empowering managers and employees to effect positive change to their workplace. “It should go without saying, if the person who works at your company is 100 percent proud of the brand and you give them the tools to do a good job and they are treated well, they’re going to be happy,” Richard Branson told Inc. magazine. 3. Recognition costs nothing This might seem obvious, but showing appreciation for a task well done, a client kept happy or a crisis averted is cheap, easy and needs nothing more than a word of thanks or an appreciative email. Some employees prefer a public accolade – a mention during a meeting, reflecting validation in the eyes of their peers – while others thrive from a quiet word of thanks in private. Public praise, however, serves the additional purpose of demonstrating to the team what kind of initiative is useful. 4. Provide workplace flexibility Outcomes matter, not time in the daily grind. Offering employees the option of working remotely, working around school hours or only coming in when necessary can mean you retain a top talent while still achieving the results the business needs. As the global workforce shifts towards contingent and contract workers – the ‘gig economy’ – flexible workplaces will increasingly become the norm. Like so many other workplace practices, it’s vital not to be left behind – especially with NewLaw emphasising outcomes-driven work and flexible work practices. The cost of unhappy employees The costs of not keeping good employees happy are high. A study by the Society for Human Resource Management suggests that employers need to spend six to nine months of an employee’s salary to find and train their replacement – for a lawyer on $150,000, this equates to a cost of $75,000 to $112,500 for the firm. Optimising the employee experience will be an easier shift for smaller firms and businesses. However, with the candidate market tight, employers will need to prioritise keeping employees happy more than ever. Talk to us today about how we can assist you in finding top talent to fill your next role, email [email protected] or phone (02) 9555 5711.

Legal market cools slightly in Second Quarter FY18

The end of 2017 saw a slight drop in legal hiring, with a slight 4.49% decrease in legal jobs advertised from the first to second quarter FY18. This may in part be due to the Christmas break, with many offices winding down activity over summer. This reflects an overall buoyancy in the legal market, led by property, Corporate/ M&A and litigation roles. In-house positions enjoyed strong growth, with 30 in-house jobs advertised across Company/ Commercial and Corporate/ M&A. This marked a 200% increase on the previous quarter. Other sectors to contract included Company/ Commercial, Property, Banking/ Finance, Insurance, IP/ Technology/ Media, Employment, Tax, and Competition/ Compliance. However, several sectors experienced some growth, including Energy, Insolvency, Corporate/ M&A, Criminal and Pro Bono. The end of the calendar year saw relatively steady hiring figures in Litigation/ Dispute Resolution, Personal Injury and Family Law, according to the Elias Legal Jobs Index. Major gains in energy and in-house The Energy sector was one of the biggest winners in the second quarter of FY18, with a jump from 1 position to 5 over the two quarters. This may reflect Australia’s shift to renewables as energy costs soar, with NSW now receiving one-fifth of its energy from renewable sources. Increasing compliance requirements ahead of the Federal Government’s new National Energy Guarantee may also be bumping up demand for energy lawyers. In-house also made gains as companies, banks and the Big 4 bulked up on internal teams. Banks represented 26% of in-house hires in the second quarter of FY18. As an area consistently in demand, this will be good news for many lawyers currently in private practice. The upshot? With legal hires continuing to be steady despite increasing competition from New Law and the Big 4, it’s a promising market for candidates. The full picture See the table below for a complete breakdown of where each vacancy was across Q1 2018 and Q2 2018: Area Q1 2018 Q2 2018 % change Company/Commercial 27 25 -7.41% Corporate/M&A 39 45 -15.38% Property 56 30 -46.43% Banking/Finance 37 25 -32.43% Litigation/Dispute Resolution 56 54 -3.57% Insurance 29 20 -31% IP/Technology/Media 31 14 -55% Tax 5 2 -60% Personal Injury 13 12 -7.7% Employment 17 11 -35.29% In-house 33 45 +36.36% Family 7 6 -14.29% Insolvency 0 2 NA Competition/ Compliance 13 9 31% Energy 1 5 +400% Pro-bono 1 2 +100% Criminal 1 3 +200% Jason Elias runs Elias Recruitment, a boutique legal recruitment consultancy that specialises in finding lawyers for law firms, NFPs and corporate in-house teams. For more information, email [email protected]