7 Tips to Ace Your Next Zoom Interview
Virtual interviews are now a standard part of the recruitment process across the Australian legal market. While you may be joining from home or break out room, the same standards apply as an in-person interview: preparation, professionalism, and presence all matter. Here are seven simple ways to make a strong impression in your next Zoom interview: Test your camera, lighting, microphone and internet connection Do a full tech check before the interview so you’re not dealing with avoidable issues at the last minute. Choose a quiet, professional setting Make sure there’s no background noise, interruptions, or distractions. Avoid interviewing in a car, noisy area or on public transport, or anywhere that feels rushed or casual. Dress in business attire Even on screen, presentation matters. Dress as you would for a face-to-face interview to show you’re taking the opportunity seriously. Studies show 80% of interview impressions are formed by non-verbal communication. Treat it like an in-person interview Be punctual, focused, and engaged from start to finish. A virtual interview should still feel professional and polished. Look into the camera Good eye contact makes a big difference. It helps you come across as confident, attentive, and engaged- remember the 80% non-verbal rule. Prepare your answers in advance Have clear examples ready, especially for behavioural questions (“tell me about a time when…). Legal interviews often focus on your experience, judgment, and communication style. Stay calm and composed If something does go wrong technically, stay steady and professional. How you handle small interruptions can say a lot about how you handle pressure. Bottom line: if you wouldn’t do it in a face-to-face interview, don’t do it on Zoom.
The Legal Market by the Numbers: What the Latest Data Means for You
Labour market data is painting a clear picture of how Australia’s legal profession is evolving, and what that means for both lawyers considering their next career step and for firms looking to hire. According to the ABS Labour Force, Australia (August 2025), the national unemployment rate nudged up slightly to 4.3%, with participation steady at 66.9%. Employment overall rose to 14.6 million people. While the ABS data doesn’t break down the legal profession in its headline release, the broader labour force numbers signal a market that’s holding steady: still tight, but with just enough movement to create opportunities for both candidates and employers. For a closer look at the legal profession itself, Jobs and Skills Australia (JSA) provides some telling numbers. Their occupational profile for solicitors (ANZSCO 2713) shows around 99,500 solicitors employed nationwide, with employment growth averaging about 3,600 new positions each year. The profile highlights that around 61% of solicitors are female, with a median age of 37 and median weekly earnings of about $1,828. Interestingly, about 13% of solicitors work part-time, pointing to the growing importance of flexible work options in the legal space. The 2024 National Profile of Solicitors adds even more detail (even though the data is a little dated). Compiled by Urbis for the Law Society of NSW, the profile shows there were 97,500 practising solicitors in Australia in 2024 – up 47% since 2014. Private practice remains dominant, employing 64% of solicitors, while the proportion of solicitors in rural or regional areas has slipped from 12.5% a decade ago to just 8.8%. The gender balance has tipped further, with 56% of solicitors now female, compared to 44% male. So, what does this all mean? For candidates, it’s clear that the legal profession continues to expand, with steady demand across private practice and in-house roles. If you’re considering your next move, the data suggests that opportunities are abundant, particularly if you’re open to flexible work or relocation. For clients, the growth trajectory and the demographic trends point to both opportunities and challenges. The profession is attracting and retaining more women, but regional coverage is thinning, which could make it harder to secure talent outside metro areas. With median earnings sitting around $1,828 a week, competitive salaries are important, but so too is culture, career progression, and flexibility if you want to attract and keep the best people. If these numbers have you thinking about your next career move (or how to strengthen your team) get in touch with Elias Recruitment. We’re here to connect great lawyers with the right opportunities, and to help firms find the talent they need in a changing market. Jason Elias
A New Generation of Graduates – What’s Changed and What It Means for You
It’s clear that the latest wave of law graduates brings with them a fresh set of expectations, and it’s more than just anecdotal chatter among recruiters. Let’s dig into what the data tells us. According to Jobs and Skills Australia, the professional workforce, including the legal sector, is forecast to grow by approximately 409,800 jobs (10.9%) in the five years to May 2029, and by 785,000 jobs (20.9%) through to 2034. That sustained demand gives new graduates real flexibility and confidence in their early career choices. With opportunity comes expectations. The Australian Jobs 2025 report makes it clear that younger professionals are seeking more than just a role and a pay check, they want structured career progression, continuous upskilling, and transparency about future growth. Data also shows strong early employment outcomes for law grads via the 2023 Graduate Outcomes Survey: 74% of law and paralegal graduates are in work within four to six months, well ahead of the 68.9% average across all fields. This confidence also translates into mobility. ABS data shows that in the year to February 2025, 12% of people aged 15–24 changed jobs – almost double the national rate. Gen Z doesn’t just want flexibility; they expect it. A recent survey revealed that around 61% of Gen Z workers in law regard flexible hours as extremely important, and they’re often relied upon to drive digital transformation in firms through reverse mentoring and tech adoption. Graduates are entering a legal profession where technology skills are increasingly essential. According to the Australian Jobs 2025 report, digital literacy is now one of the most in-demand employability skills across professional industries, including law. This aligns with ABS data showing that 60% of managers and professionals who work from home cite flexibility, often enabled by technology, as their main reason, reflecting a shift towards tech-enabled, agile work practices. For many new entrants, familiarity with tools such as legal research software, case management systems, and emerging AI applications is not an added bonus but an expected part of their professional toolkit. So what does this mean for law firms? It’s no longer enough to offer an attractive salary. To engage and retain this talent, you need to provide meaningful development, genuine flexibility, and a culture that values purpose, innovation, and digital fluency. Firms that can do this won’t just attract top graduates, they’ll help them thrive and stay. At Elias Recruitment, we’re attuned to these shifts and ready to guide you in connecting with (and building careers alongside) the next generation of legal professionals. Jason Elias
Counteroffers: Should You Stay or Should You Go?
Counteroffers are common, and complicated. While you’ll often read that people who accept them leave within a year, the reality is more nuanced. Many lawyers use a resignation to prompt a conversation about pay, conditions, workload or progression they didn’t feel comfortable raising earlier. The key is clarity. Make a deliberate decision that aligns with your goals, not a reactive one. 1) Pause First: Why Were You Looking? Before you assess the counteroffer, revisit your original “why.” Ask yourself: Work-life balance: Has workload or flexibility been a pain point? Progression and recognition: Do you feel valued and set up to grow? Culture and leadership: Are these energising you or draining you? Remuneration: Was pay the only driver, or just the easiest to talk about? If these issues existed before, a pay rise alone won’t fix them. 2) The Money Mirage A bigger salary is attractive but look beyond the headline number. Consider: Scope creep: Will higher pay bring unsustainable expectations? Trade-offs: Could the increase be offset by reduced bonuses or benefits later? Root cause: Does the raise address the real reason you considered leaving? 3) Promises vs Proof Counteroffers often arrive with praise, promises and plans. Test them: Specifics: What, precisely, will change, and by when? Measurables: What outcomes will show the change is real? Documentation: Will they put it in writing with review checkpoints? If it isn’t specific and time-bound, it’s a sentiment, not a solution. 4) The Trust Factor Once you announce you’re leaving, perceptions shift. Potential implications: Heightened scrutiny: Pressure to “prove” loyalty and performance. Succession planning: Quiet contingency plans may already be in motion. Leverage lost: Future negotiations can feel different after a resignation. 5) Reputation & Relationships Law is a small world. How you handle a counteroffer matters. Think about: Market signals: Will accepting send mixed messages to your network? Recruiter rapport: Repeatedly accepting counters can erode trust. Brand equity: Professional, timely communication preserves relationships. 6) A Simple Decision Framework Use this quick triage before deciding: Purpose: Will staying move you closer to your 12–24 month goals? Proof: Are the changes concrete, documented and time-bound? Energy: Will this choice increase your day-to-day energy and satisfaction? If you can’t say “yes” to at least two, think carefully before staying. 7) If You Decide to Stay: Do It Well Get it in writing: role scope, reporting lines, pay, benefits, KPIs, timelines. Set checkpoints: 30/60/90-day reviews to track progress. Align expectations: Clarify workload, resourcing and promotion criteria. Protect future options: Keep networks warm and your CV current. 8) If You Decide to Go: Exit with Class Be clear and courteous: Thank them, confirm your decision and timeline. Control the narrative: Agree a professional internal and client comms plan. Hand over cleanly: Leave strong documentation and close files properly. 9)For Hiring Managers & Firms If you’re making counteroffers: Diagnose first: Understand the real reasons behind the resignation. Act substantively: Address scope, support, flexibility and development, not just pay. Move fast and formally: Put clear changes and timelines in writing. Retain with intent: Follow through at 30/60/90 days to rebuild trust. How Elias Recruitment Helps – Confidentially For candidates: Market intel, salary benchmarks, and a clear view of your options so you can decide with confidence—now or later. For clients: Honest diagnostics, retention advice, and access to pre-screened talent when a genuine move is the right outcome. Ready to talk it through—without pressure? Elias Recruitment offers confidential guidance to help you choose the path that serves your long-term success.
Helping Kiwi Lawyers Cross the Ditch
Making the leap across the Tasman isn’t just about swapping jandals for thongs or sheep paddocks for city skylines. For many New Zealand lawyers, it is a chance to step into bigger firms, specialise in new areas of law, and enjoy a well-earned boost to their pay packet. At Elias Recruitment, Jarrod Moyle is the go-to guide for Kiwi lawyers looking to take that step. Based in New Zealand and proudly a Kiwi himself, Jarrod understands the motivations, the challenges, and the cultural quirks that come with crossing the ditch. He also knows what Australian firms are looking for, making him the perfect bridge between candidates and clients. “NZ lawyers usually contact me when they are in the early planning stages. I will find out when they are moving, which city they want to live in, and what type of job they are after,” says Jarrod. Timing, he says, is crucial. Employers don’t want to wait too long before a new hire starts. “Firms generally won’t wait more than two months for someone to begin, unless there are special circumstances.” That is why Jarrod often stays in touch with candidates until they’re closer to their move date, then starts making introductions. He recommends private practice roles as the best first step in Australia, while in-house positions are more competitive, with Kiwi lawyers going head-to-head with established local candidates. So what is the big appeal of Australia? For most, Jarrod says, it comes down to opportunity. “For most, the biggest drawcard will be the pay – usually 20–25% more than at home.” Of course, it is not just about salary. “Australia has larger firms, bigger clients, and greater opportunities to specialise. If you are moving to NSW or Queensland, you’re also likely to enjoy a warmer climate.” The good news for clients is that Kiwi experience often translates smoothly across the ditch. “Lawyers with backgrounds in commercial, M&A, competition, IP, construction, or employment law will find it an easy transition and be in demand.” Even lawyers with general practice experience (in areas like property, commercial, or wills and estates) can transfer their skills seamlessly into similar firms in Australia. Litigation roles, on the other hand, can be a little trickier due to differences in the court systems. For Jarrod, the real reward lies in supporting people through such an exciting moment in their careers, while also helping firms access motivated, adaptable talent. “It is an exciting time in their life, and I get to be part of that journey.” Although Jarrod has only just begun building this pipeline, he has already spoken with dozens of Kiwi lawyers considering the move. Success, for him, is when both sides win: lawyers finding their feet in a new market, and firms gaining skilled professionals ready to contribute from day one. “Helping lawyers take a significant step forward in their legal career is what it is all about.” Whether you are a lawyer weighing up the move or a firm keen to tap into this growing pool of talent, Jarrod is ready to help. “If you have a date in mind for when you are looking to move, get in touch for an initial conversation and we can start the process. Jarrod Moyle [email protected]
What I wish I knew when I started practising law – Jason Elias
Starting a legal career is an exciting yet daunting transition for new lawyers. The shift from academic study to the fast-paced world of legal practice presents numerous challenges, but with the right strategies, early-career lawyers can navigate this phase successfully. Here, we explore key takeaways from the guide to ensure a smooth and successful transition. Bridging the Gap Between Study and Practice Law school equips students with theoretical knowledge, but the real world demands practical application. New lawyers must adapt quickly to working in a structured legal environment, drafting documents, liaising with clients, and adhering to court protocols. Unlike university, where there is time to reflect and analyse, legal practice requires efficiency, precision, and quick decision-making. Seeking guidance from experienced colleagues, being proactive, and embracing continuous learning are essential for success. Investing in Professional Development The legal profession is ever-evolving, and new lawyers should prioritise professional development. Attending workshops, networking events, and legal education programmes can provide insights into industry trends and help build competence. Additionally, mentorship programmes offer valuable support by allowing young lawyers to learn from seasoned professionals. Staying informed and continuously improving one’s legal skills is key to long-term success. Managing Work-Life Balance The demands of legal practice can be overwhelming, making work-life balance a crucial consideration. Long hours, high expectations, and tight deadlines can lead to burnout if not managed effectively. Setting boundaries, prioritising tasks, and maintaining a support network can help new lawyers navigate this challenge. Taking regular breaks, engaging in hobbies, and ensuring sufficient rest contribute to long-term well-being and career sustainability. Understanding Ethical Obligations Ethical integrity is a cornerstone of the legal profession. Lawyers must adhere to strict professional standards, including confidentiality, avoiding conflicts of interest, and maintaining professionalism at all times. Early-career lawyers should familiarise themselves with their jurisdiction’s code of ethics and seek guidance when faced with ethical dilemmas. Upholding ethical standards enhances credibility and fosters trust with clients and colleagues. Building a Strong Professional Network Networking is an invaluable tool for career growth. Establishing relationships with peers, senior lawyers, and industry professionals can open doors to new opportunities. Engaging in bar associations, attending legal events, and participating in firm activities allow young lawyers to expand their professional circle. Effective networking not only provides career advancement opportunities but also offers a support system throughout one’s legal journey. Mastering Time Management A successful legal career requires strong organisational skills and efficient time management. New lawyers often juggle multiple cases, deadlines, and responsibilities. Developing a structured approach, using legal tech tools, and maintaining a well-organised schedule can significantly improve productivity. Prioritising tasks, delegating when necessary, and setting realistic goals ensure efficiency while reducing stress. Prioritising Well-being and Mental Health The legal profession is known for its high-pressure environment, making mental health a critical concern. Young lawyers should proactively take steps to manage stress, seek support when needed, and maintain a balanced lifestyle. Many law societies and firms offer mental health resources, and accessing these can be beneficial. A healthy lawyer is not only more productive but also better equipped to serve clients effectively. Final Thoughts The first year of legal practice is a period of immense learning and growth. By focusing on professional development, maintaining ethical integrity, managing time effectively, and prioritising well-being, new lawyers can establish a strong foundation for a successful career. With the right mindset and resources, navigating the transition from student to practitioner can be both rewarding and fulfilling.
Think Before You Hit ‘Send’: Why AI Could Be Undermining Your Application
In an industry built on precision, trust, and integrity, letting AI speak for you could do more harm than good. Jason Elias, Director of Elias Recruitment, says that while legal professionals are increasingly turning to AI tools like ChatGPT to craft CVs and cover letters, many are overestimating their value and underestimating the risk. “In the legal sector, how you present yourself matters just as much as what’s on your resume,” Elias says. “We’re seeing a surge in AI-generated applications that are technically slick but ultimately hollow, lacking the authenticity, detail and relevance that legal hiring managers expect.” He’s not the only one sounding the alarm. According to the 2024 Global Workforce Report by Remote, 83% of Australian companies have received AI-generated resumes containing false or inaccurate information. Worse, 32% of hiring leaders say they encounter these regularly, particularly in mid-to-senior roles. “In law, overstating your experience or misrepresenting your skillset, even unintentionally through a bot, can be a career-limiting move,” Elias warns. It’s not just about what’s written. Tools like AIApply, which mass-generate and mass-submit applications, are flooding inboxes with generic content, causing real frustration. “We hear from firms who are spending hours filtering through irrelevant CVs. In a market like Australia’s, especially in the legal space, that leaves a lasting impression, and not a good one.” Elias stresses that while AI can be useful — for proofreading or refining — it can’t capture the nuance of a legal career, nor the substance behind your achievements. “AI isn’t the problem,” he says. “It’s how it’s used. If a candidate lets it write the entire application, it becomes obvious, and often counterproductive.” With integrity at the heart of the legal profession, authenticity remains non-negotiable. The Remote report also notes legal-adjacent sectors such as HR, education and professional services are among the most affected by misleading AI applications — especially larger firms that recruit across borders or deal with higher volumes of applicants. “Recruiters and firms are also grappling with questions around bias in AI algorithms and data privacy,” Elias adds. “Lawyers, of all people, need to think critically about how their data is used and whether the tools they’re relying on align with local privacy legislation.” His advice for legal job seekers? Use AI as a tool, not a crutch. Let it support your message, not speak for you. “Great legal candidates stand out because they communicate, understand the brief, and bring personality to the process. If your application reads like it was written by a bot, you’re not showcasing the very skills that make you a good hire.” And when it comes to navigating the legal job market with confidence and credibility, Elias Recruitment has your back, with specialist support, deep industry insight, and a people-first approach to legal careers. Contact our team for more tips on creating a standout and authentic CV.
Current State of the Legal Job Market
CURRENT STATE OF THE LEGAL JOB MARKET Expectations vs. Reality in the Legal Job Market After 21 years in legal recruitment, I thought I knew a thing or two about the legal job 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 legal job 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 for legal jobs. 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 legal job 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
Getting your social media profiles ready for your Legal Job Search
You have made the decision to leave your current role 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 Start with LinkedIn 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 is actively using LinkedIn to identify and approach lawyers with potential job opportunities. Potential employers (and clients) will also use your Lin kedIn profile as a point of verification and proof of your background and experience. Here’s what you need to do to be found: Check your privacy settings: You might choose not to broadcast to everyone that you’re updating your profile. Manage your privacy here. In this section, you can also notify recruiters that you’re open to opportunities. Join the Australian Legal Community LinkedIn group – it’s a great way to expand your network within the legal profession. Get your profile to 100% complete – this makes you 40x more likely to appear in searches. More visibility = more relevant opportunities. Upload a professional headshot – modern, clean, solo photo. Avoid social photos (especially wedding pics with someone’s arm cropped around you!). Update your contact details so you’re easy to find and contact. Use an action-based headline, e.g. “Qualified legal professional helping [INDUSTRY] achieve [RESULTS]”. Create a custom LinkedIn URL, e.g. https://www.linkedin.com/in/eliasrecruit/ – it looks cleaner on your resume and helps you rank higher on Google. Use keywords strategically – if you want to rank for “family law,” repeat that term in your headline, job title, and job descriptions. Consider a LinkedIn Job Seeker account – gives you InMail access and boosts your profile visibility. Request recommendations and endorsements – recommendations carry more weight than endorsements, which can be random or inaccurate. Connect with peers, leaders, groups, and company pages relevant to your legal interests. Post 2–3 blog articles to showcase your expertise and interests. Google yourself to see what others will find. Audit your Facebook privacy settings – make sure nothing unprofessional is public. Review your Instagram posts and consider switching to private, or deleting controversial content. Recruiters (especially in the US) may hire companies to vet your social media before making an offer. Consider using a service like BrandYourself to help manage and clean up your digital footprint. And excuse the plug — but you may want to follow the Elias Recruitment LinkedIn page where we regularly share legal industry news and job opportunities. For further details, check out our 8 ways to build your personal brand with LinkedIn article.
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.