Have the best jobs come to you!

How to position yourself for 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. 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 your contacts on 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 signals If 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 overseas 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. 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. If you are interested in finding out more or hearing about new legal opportunities, contact Jason Elias on (02) 9555 5711 or [email protected].

What I wish I’d known as a new lawyer

What makes the difference between a fresh graduate and a veteran lawyer often comes down to details – writing an email so a client clearly understands their legal options, or contributing effectively to a business meeting to win new work or consolidate an existing relationship. In August, The College of Law is hosting a one-day event, the New Lawyers Summit, featuring advice from senior lawyers, recruiters, digital networkers and barristers to help law graduates acquire the skills they need to excel professionally. Insights spoke to recruiter Jason Elias, who will be part of the New Lawyers Summit, on his advice for new lawyers hoping to impress in their first graduate role. Read Jason’s full interview with Insights, The College of Law.

Top five mistakes candidates make – and how to avoid them

As recruiters, we hear, see and are sometimes purely surprised by some of the easily avoided but common mistakes we see in the recruitment process. Here are some tips to help you along the recruitment process. 1. Overdoing a cover letter There are circumstances that do require cover letters. Cover letters are not the place to rewrite your CV or attempt to write an award-winning novel. The cover letter needs to be concise and to the point (1-2 pages); address the selection criteria and make sure to double check your spelling. Most will receive less than 30 seconds attention so make sure the important information is upfront so the decision maker keeps reading. Dropping the name of well-regarded firms or partners you have worked for is a great way. 2. The Curriculum Vitae We have covered the topic of CVs previously (see ‘Use WD-40 to make your next job search smoother’). A few reminders, there is no reason to put a photo in a legal CV. Do not include any matters that could be discriminatory including references to your age, marital status, race or religion. Be brief, anything over 4 pages is overkill. Make sure you focus on the most recent and relevant roles. Find the balance between highlighting your achievements without looking like you are blowing your own horn. 3. Job-hopping The best way to raise red flags to a decision-maker is by having lots of moves in a short period. The inference is that you won’t stay terribly long in this role if they hire you. We understand sometimes there are reasons beyond your control why you move jobs. Sometimes it is a good idea to have reasons for leaving at the end of role eg followed partner to a new firm, firm merged with another firm, offered in-house role with a client. 4. The follow up protocol A phone call can be a good idea but it’s not something that should be done directly after you push the send button on your application email. Recruiters and Human Resource Managers are only human and may have a large number of applications to process. Normally when a job is first opened they are knee deep in the search and screening process. Generally online applications reduce substantially after 5-6 days so rather than calling on day 1, we suggest leaving the follow up phone call to 7-10 days after the applications were sent or opened. 5. Repeat applications The ‘serial applier’ is not a good look when trying to establish a foot in the door with a prospective employer. Most organisations have advanced applicant tracking software that keeps an eye on applications and even stores resumes, including previous versions and also the number of applications made. While there are many candidates with multi skills we suggest it is not a good look to have made applications for the family law, M&A and personal injury law roles. Looking for your next career opportunity or just want a free and confidential chat? Take a look at the current roles we have on offer, visit our Job Seekers page or call us on (02) 9555 5711.

Why good lawyers are like fresh milk

Good lawyers are like fresh milk – they are a perishable commodity and if you don’t act quickly they will be gone. In the 17 years that I’ve been recruiting lawyers, I have never seen a market quite like the current. For whatever macro or micro-economic factors are at play, there is a certain bullish confidence in the market and we have never been busier. Enquiries are being received from existing clients and new clients daily, and as a result we have expanded with consultants based in Brisbane and Newcastle. There is a 180-degree shift from this time last year when candidates were aplenty to being like the proverbial hen’s teeth. Sure, there are truckloads of new graduates being pumped out of law schools across the country but quality lawyers with at least two years’ experience are thin on the ground. The job boards are no longer delivering good applicants and many lawyers are sick of being headhunted on LinkedIn – a phenomenon labelled LinkedIn fatigue. BUT, and here is the interesting thing, many employers have not adapted to the new paradigm. They are unaware that it is well and truly a candidate’s market and they need to adjust their thinking. Good candidates have the bargaining position and they are taking a lot longer to find. They are being more selective. They are being counter-offered by their existing employers and they want to be strategic about their next career move. So, once you identify a good candidate- it is important to appreciate the market context. There are few things more frustrating than finally deciding that ‘Sam’ is your preferred candidate only to find she has gone to a competitor because they moved faster. Just like fresh milk – candidates are a perishable commodity with a short “shelf life”. If you don’t act quickly you will miss out. Here are a few tips to minimise your risk of losing a good legal candidate: Interview immediately. Once you see a CV of someone you like, do not delay meeting them. Schedule it for the next day if possible. There are great tools like Calendly to help coordinate diaries. Second interviews should be on the same day. Whilst I understand there are multiple stakeholders involved, often with busy diaries, why not schedule meetings back to back? Ask the candidate to block out enough time for HR to meet with them and if they pass the HR threshold, then meet with the partners straight afterwards. Decide quickly. There is a period of uncertainty while reorganising diaries for decision makers to meet later. Why not take time after the interview to discuss and if the candidate is appropriate, take things to the next step? Don’t hold out for the perfect If there is someone who could do the job well and fits your culture, make them an offer. If you have any doubt, consider contracting them first. Have all your admin ducks in a row. If you are ready to offer the candidate a role, try not to then delay another week while getting the paperwork prepared. Have it ready to go the day of the offer so you can lock them in. Keep on top of the candidate’s movements. Have regular contact and ask how they are progressing with other opportunities. If they disclose who else they are speaking to, why not emphasise your unique selling propositions compared to your rivals. Sell, sell, sell. Interviewing is a two-way street, whilst you are of course assessing candidates for fit, they are also assessing you. Make sure that they have a positive experience and even if you don’t make them an offer, make them want to work for you (and tell their friends). So, you won’t secure every star lawyer every time but you will increase your chances by following the steps above. For more information contact Jason Elias BA LLB FRCSA on (02) 9555 5711 or email [email protected].

Hey Partners, “what have you done for me lately?”

You’ve put in the hours, made compromises and sacrificed big for your firm. At some point, you’ve started to wonder whether it’s really worth sticking it out. Only you know when it’s time to move on. But if the headline caught your attention, chances are you’ve at least thought about what the next move might be. So, if you’re on the fence about whether you need to make a clean break, or explore new opportunities to further progress your career, here are some of the warning signs that it may be time to make a move. 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 firms are now offering “70 cents in the dollar” and cross-referral fees. Consider the other benefits you may currently be missing out on, fewer hours, working closer to home or 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’s 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’re 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 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 meeting that go nowhere. Overcomplicated 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. And if I can leave you with one key piece of advice, start thinking about your next move while you still have a good bargaining position and can move on your own terms and timelines. Looking for your next career opportunity or just want a free and confidential chat? Take a look at the current roles we have on offer, visit our Job Seekers page or call us on (02) 9555 5711.

Google map your career in 3 steps

The importance of setting goals can be likened to consulting a map. If you’re setting out to go somewhere you haven’t been to before, you’re more likely than not to need a map to help you get there. Setting goals is similar when considering your career map. 1. Set career goals To ensure that your goals stand the best chance of being reached, they need to be SMART! SMART is a learning technique, outlining criteria’s to help guide you through setting your objectives, for example: Specific – what is your goal? How often/how much? Where will it take place? Measurable – how will you measure it? How will you keep yourself accountable? Achievable – are your goals attainable? Realistic – is your goal or timeframe realistic for the goal you have set? Timely – do you have a specific timeframe/date set?. 2. Managing your career Once you’ve set your goals, next you’ll need to outline your career plan. How are your goals going to work in or align with your values, preferences, interests and personal circumstances? Your career plan should include milestones (specific stages throughout your goal and development journey) and the role of mentors or coaches (is there anyone who can help your development/career/goals? How can you best utilise them?). Another focus area should be building your profile – utilise social media platforms such as LinkedIn – showcase your achievements, awards, projects and experience. Finally, plan for continuing education, whether it’s a formal course or free online learning webinars, by committing to additional learning you are allowing yourself every opportunity stay ahead of the pack. Once you map out your plan and direction, remember to seize every opportunity by being prepared to adapt to circumstances that arise. 3. Sourcing opportunities When it comes to sourcing opportunities there are four key areas to consider. Review job boards and websites regularly – sign up to job alerts and email notifications from job search websites so you when jobs matching your criteria are advertised, you are the first to know. Build and promote your personal brand – the fastest way to build your brand is to give value – share your experience, connections and help those around you – being able to walk your talk has a greater and lasting impact than another person who only talks. Use social media to your advantage – outline your experience on LinkedIn, join groups, add colleagues, get your name out there and attached to great conversations and projects. However, as with all social media, ensure that all of your interactions online are appropriate (i.e. would a potential employer be happy to see that?) and untag, unsubscribe, and delete anything that isn’t. Understand and take advantage of the ‘hidden job market’ – with as much as 80% of available jobs never being formally advertised, it is always a good idea to keep in contact with your connections and turn to them first when searching for new opportunities. So when it comes to your career, don’t wing it. Make sure you have a good map and of course you may need to change directions every now and again. Just make sure you are heading in the right direction. Looking for your next career opportunity? Take a look at the current roles we have on offer, visit our Job Seekers page.

6 steps for hiring Lawyers

[f 1. Don’t hire if you don’t have to Despite making a living from placing lawyers, I recommend my clients look at their surroundings and canvas all the alternatives before hiring a new person. Is the role necessary? Can existing staff take up the slack? Are their capabilities in-house already available who can transfer into the role? If not, get hiring! You don’t want to lose your firm reputation, clients or good performers from using your time. 2. Define and document There are plenty of times for spontaneity but recruitment is not one. Be strategic, work out what you want and what your needs are. Resist the temptation to cut and paste the job description from the person who left. Analyse what the most important facets are, was there any “job creep” in terms of what this person was actually doing? Can the role be tweaked? Work out what the essentials and desirable criteria are and refer back to these through the job advertising and interview phases. 3. Plan your sourcing strategy Word of mouth is always a great starting point. Who do you already know, the lawyer who impressed you in court last week or the opposing side of that big matter. Ask your contacts, barristers tend to be a good source too. At Elias Recruitment, many of our placements result from referrals by contacts in the legal industry. Advertising – whilst less successful in recent years you may want to consider an ad on a job board like SEEK or LinkedIn. Social Media we have secured great outcomes from clients using LinkedIn in particular. By engaging in groups like Australian Legal Community (over 6,000 lawyers) you can source great lawyers. 4. Interviewing effectively Try and arrange a peer to be present and make sure you appeal to the candidate at the same time as assessing their suitability from a skills, experience and cultural fit perspective. Always refer back to the job description, remember to define and document. Ask behaviour competency questions as past behaviour indicates future performance eg. tell me about a time when… 5. Candidates are perishable goods Move quickly as good candidates get multiple offers and there is nothing worse than finally deciding on your preferred candidate only to have them inform you they’re going to one of your competitors. If holding multiple interviews, don’t space them too far apart. Have all your paperwork such as letters of offer and any sign offs ready to go. 6. Reference checking is vital Many people can perform during an interview but it is more accurate to see how candidates have performed in a workplace over an extended period. Try and speak to the candidate’s direct supervisor – usually a partner at their previous workplace. If any red flags emerge during the interview process, probe these areas. Also look out for inconsistencies between references and where possible dial a land-line to confirm dates of employment and reasons for leaving.[/fusion_text][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

So you want to practise law in Australia?

If you are considering moving to Australia and practising law there are 3 key factors to consider. Migration The first step is your migration status. For non-residents or citizens to work in Australia you will need to hold a valid visa. There are various categories of visas that will provide you with working rights. Occasionally, organisations will sponsor international workers. The “skilled worker” lists provided by the Department of Immigration, lists the categories where visas are more easily obtained. Often an employer would have to provide evidence to prove there were an insufficient number of suitable Australian candidates to perform the job. As law is significantly jurisdictionally specific it may be difficult for an employer to sponsor a foreign admitted lawyer on this basis. Therefore, you may want to consider exploring other avenues. For advice on this you should contact a qualified migration lawyer or a registered migration agent. At Elias Recruitment, we can assist by providing you with suggestions to ensure the process is seamless for you if you require. Requalifying Requalifying is essential to practising in Australia. Law is very jurisdictionally focussed and it is not always as easy to transfer countries. Unless you are from New Zealand, which is under the Trans Tasman Mutual Recognition Act 1997, it is a fairly simple process. In fact, it isn’t always that easy to change states. As Australia is a federation, each state (NSW, QLD, WA, SA, VIC and TAS) and each Territory (ACT and NT) have their own laws governing areas, from property to crime. Under the constitution, The Commonwealth makes laws for other areas including: Corporations, Family law, Trade Practices, Insolvency and IP. Each state and territory has its own regulatory body that approves admissions. Overseas-qualified lawyers would need to apply to the relevant local regulator to determine what steps are needed to requalify. Each state has its own rules and inevitably judges each situation on a case-by-case basis. You will then need to lodge certain paperwork: eg your academic transcripts and references. Please note: This can take 4-6 weeks so leave plenty of time. List of relevant admitting authorities in Australia Australian Capital Territory – Legal Practitioners Board New South Wales – Legal Profession Admission Board Northern Territory – Legal Practitioners Admission Board Queensland – Queensland Legal Practitioners Admissions Board (See the Queensland Courts website or the Queensland Law Society website for related information). QLPAB Admission Dates South Australia – Legal Practitioners Education and Admission Council (See the Law Society of South Australia website for related information). Tasmania – Board of Legal Education (See the Law Society of Tasmania website or related information). Victoria – Council of Legal Education – Victorian Legal Admissions Board Western Australia – Legal Practice Board Generally, lawyers from common law jurisdictions (such as England and Wales) have fewer steps. You may need to undertake a Graduate Certificate or Graduate Diploma in Australian Law. A certain number of subjects will also need to be undertaken on Australian specific legal areas, such as Constitutional Law. Lawyers from civil jurisdictions (like Europe) may need to do a Juris Doctor. Once admitted in one jurisdiction it is easier to practice in other states and territories through the mutual recognition process. A good guide for admission in NSW is the Uniform Principles for Assessing qualifications. Employability So once you have gone through the process of requalifying and have the right to work in Australia – what are your actual chances of finding a suitable position? Firstly, it is considerably more difficult if you are currently overseas than if you are already based locally. Law firms often prefer interviewing you face-to-face before making their ultimate decision. In reality, many lawyers tend to be risk adverse – so generally will only hire candidates with local law experience, over foreigners who need to come up to speed with the relevant laws. There are obvious exceptions – for example, when I practised in a large firm, there were several UK qualified lawyers who were able to work on significantly large-scale M& A transactions, as their skill sets were highly transferrable and in demand. In comparison, areas such as litigation with complex procedures may not be as easy. In certain circumstances, coming from overseas and having a particular understanding of language and culture of an ethnic or linguistic group can help differentiate your skill-set and give you an advantage in finding a job servicing those particular client’s demographics. As a recruiter, I once experienced a particular scenario, where I was approached by a Canadian partner, who was considering the relocation to Sydney after marrying an Australian. She was from a highly respected law firm and practised in the area of Employment law. With the change of government in Australia the employment laws radically changed so she was able to come up to speed with the new laws just like all the other local lawyers. All of her great BD, communication skills etc. were transferrable and whilst she took a pay cut initially she was soon recognised as a standout and promoted to partner. Sometimes securing quasi legal roles such as Contracts Managers are a good first step. Conclusion Whilst there are a few minor hurdles to overcome, there are a number of success stories where overseas lawyers have taken the plunge to requalify in Australia and have created highly rewarding careers. It is certainly achievable once you are aware of the relevant rules and regulations and place an emphasis on the transferability of your skills. Highlighting your unique strengths and describing how your particular skills can transfer seamlessly into the position will ultimately boost your credibility and increase your chances of becoming employed. At Elias Recruitment, we can provide in depth insight into the law firm or company of your choice and help you boost your chances of becoming successfully employed.