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]

The reverse interview | Top 3 interview questions to ask a potential employer

Most of the time when we’re job searching, we’re focused on how we can impress our future employer and get to the top of their candidate list. We present all the information they may need to know about us, do whatever we can to put our best foot forward and secure that job offer. But how do we know if the job we’re pursuing is a good match for us? The key is to see the recruitment process as a two-way street. Yes, it’s important for employers to find out as much as they can about their potential new hires, but it’s equally as important for candidates to ask prudent questions throughout the selection process. Asking well thought-out questions not only demonstrates genuine interest and motivation, but it also provides more information to help weigh up the pros and cons of the opportunity. Research It’s always recommended that you do your research when applying for a job by analysing the job posting or position description (if it’s an advertised role), and by looking at other sources of information such as a company website, LinkedIn business profile, and other similar job advertisements, or by talking to people who are in similar positions. When you make it to the interview stage, you then have a great opportunity to build on this research and fill any gaps in your understanding of what the job is really all about. Be careful not to ask questions that are already very clear in the job information already posted. The idea is to show what you already know about the opportunity, and then ask questions that will give you a deeper understanding of the role and organisation. It might help to think of your questions in terms of 3 categories, and have at least one question prepared from each category before you go to the interview. 1. What does a typical day in this role look like? Ultimately you want to be able to imagine yourself doing the job, to have a clear picture of the different tasks you will do day-to-day, who you will interact with, what systems or tools you might use, what challenges are likely to come up, and what knowledge and skills you will use regularly. This will help you assess whether your interests and strengths will be well matched to this job. Examples of questions that work well here are: Can you please give me an idea of the variety of tasks I could expect on a daily basis? What matters would I be using predominantly in the role? Which matters are currently the main priority, and how does this role contribute to them? How much of my time would be spent on autonomous tasks versus team activities? 2. What is it like to work in this organisation? As well as understanding the accountabilities and tasks of the job itself, you will want to know what the work environment is like. People often refer to this as company culture, and it can be influenced by many factors such as how the company is structured, whether it is big or small, the physical workspace, and how different divisions and people interact with each other. Companies will often talk about the positives of their culture and values on their website, and the interview is a great way to find out how this resonates in the day-to-day. Try questions like: What do you think employees like best about working here? How do employees find out about important information from the leadership team? How would you describe the work environment? How do you think the company culture differs here, in comparison to other law firms? How does the organisation support employees with their professional development? 3. What is it like to work in this team? A big part of any job is the interactions you have with your immediate team, including your manager. Usually you will have a chance throughout the interview process to meet your supervisor or manager, and sometimes you will also meet other team members. See this as a chance to observe their style as they interact with you, and to ask one or two questions about how they like to work. Remember that each team has their challenges, so rather than looking for perfection, reflect on whether you will get something positive from working with this team, whether it be a challenge, fun, cohesion or new skills. You may like to ask questions such as: Are you able to give me an idea of the different roles within the team and how they work together? How regularly does the team meet and what are the meetings like? What sort of background and skill sets already exist within the team? How would you describe your management style with the team? I noticed in the position description that there are 3 different people performing this role – how do the focus areas differ for each person? (demonstrating your research). What next? Now that you have some more information about the job, the organisation and the people, you are in a strong position to reflect on whether this opportunity is a good match for you. The next step is to ask yourself some questions to see how closely the role aligns to your strengths, interests and personal values. Do the day-to-day tasks sound like something I could do and enjoy? Is there enough challenge in the daily role to keep me interested? Could I contribute something and learn new skills in this role? Does the work environment sound like it will suit my style? Does the organisation value the same things that I do? Have I enjoyed interacting with the people I met at interview? Does the team sound well-structured and cohesive? Could I learn something from my team members or manager? Asking yourself these questions is especially useful if you are trying to decide between a couple of different opportunities, as it will give you a point of comparison. And remember – as

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]

Make the top of the list! 10 resume tips

Most recruiters or HR Managers get dozens of resumes for every open position. They have stacks of resumes to review, and only seconds to look at each one. That means that your resume needs to pack a punch in a short time – and a small amount of space. To move onto the next round of the hiring process, you want to include the information recruiters are looking for, in the format they prefer. But what exactly do recruiters want? Below is a list of 10 things recruiters want to see on resumes, and how you can implement them for better results in the job hunt. 1. Clear contact information List your name and contact information clearly, at the very top of the page. If the recruiter or hiring manager can’t easily contact you, they’ll move on to another applicant before you can say “Next!”. In addition to your name and contact information, be sure to list your geographic location. Recruiters often look for job candidates in the same area, and if it’s not readily apparent that you’re local, you could get passed over. 2. A short and sweet summary Grab recruiters’ attention with a short and sweet overview that outlines what you have to offer, in 50 words or less. Think of it as a two-sentence summary of your accomplishments and your goals that will make the recruiter want to keep reading. 3. Accurate information The number one rule of resumes? Don’t lie and say you did something if you didn’t. If a recruiter finds out that the information provided on your resume is inaccurate, you won’t have a chance at of landing the job – and you run the risk of developing a bad reputation in your industry. 4. The benefits of hiring you Don’t just make your resume a list of positions held and duties accomplished. Frame your work history and skill set as benefits for the company hiring you – whether they’re quantitative, like increased sales, or qualitative, like great leadership. 5. Conventional formatting Creativity is great, but resumes aren’t the place to go wild with colours, fonts or backgrounds. Stick to white or beige paper, normal font types, and basic resume layouts. Note: Creatives (graphic designers, etc.) have a bit more wiggle room. 6. Consistency and neatness Use the same consistent pattern and formatting for spacing, bolding and highlighting throughout your entire resume. It will make it easier for recruiters to scan it quickly and pick out the important parts. 7. Correct spelling and proper grammar Proofread, proofread, and proofread again. Ask someone else to read it, too, to catch any errors you might have missed. Spelling, grammar and attention to detail say a lot about you, and they can help you make a great first impression with your resume. 8. Academic achievements Academic achievements are important, especially if you’re recently out of school. Recruiters are almost always interested in education, hands-on training and other projects – and academic achievements can help boost your resume if you don’t have a lot of work experience. 9. A list of accomplishments Recruiters are interested in knowing what you did and how well you did it – with specific evidence when possible. Listing your achievements and responsibilities individually makes them stand out more. 10. Continuous employment history It’s crucial to check your resume for anything that might look like chronic job-hopping or habitual flakiness. Though a few career switches are fine, most recruiters want to see a somewhat consistent work history with at least a few long-term positions. Most recruiters check out candidates on LinkedIn, so keep your LinkedIn profile consistent to this. Talk to us today about how we can assist you in finding your next role, email [email protected] or phone (02) 9555 5711.

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.

Don’t burn bridges when leaving your job

So you’ve decided it’s time to move on and have secured a great new offer. Here are a few handy tips to ensure you leave your job on good terms. Stay engaged Don’t check out too early. As long as you are drawing a salary you owe it to your firm and your clients to do your best until you walk out the door. Organise a plan to transfer your responsibilities so your partner and colleagues are not left with a mountain of unfinished work. Make sure there are no ‘time bombs’ sitting in your files that will adversely affect your colleagues down the track. Write a resignation letter Think of your resignation letter as a thank you note. It’s an opportunity to express your gratitude to your manager for working at the company and for the help they may have provided. It should also include your last day on the job. Where possible, resign in person to provide closure. Make sure you resign with adequate notice, particularly if your job is unusually complex. If you would like some guidance, here is a template for a resignation letter from Seek. Get your story straight Once you’ve met with your manager, ensure you’re both on the same page regarding the reasons for your departure. It’s vital to keep your approach positive – you want to leave the door open for future employment or at least a good job reference. Confirm with your manager how he or she would like your colleagues to be told. It may be worth suggesting that you tell colleagues individually and write a short email for your manager to distribute. Return any property Make sure you don’t leave with any keys, equipment or furniture (I know you loved that office chair). Leave with a good conscience and make sure to pass on your contact details to colleagues. If there is an alumni organisation make sure you sign up and if there is an exit interview- try and provide positive feedback and constructive criticisms. Try and refrain from ‘going postal’ irrespective of the reasons you are leaving. Remember you are likely to bump into former colleagues at other firms, in court or they may even be your next client. It is a small industry and people have long memories. Try and move on without burning bridges. Looking for your next move? Browse our current jobs via our website, or get in touch via [email protected] or (02) 9555 5711.

Spruce up your resume in four easy steps

Recruitment season is fast approaching. If you’re looking to make your next move this year, it’s prime time to sharpen or ‘smarten’ your resume! Here are four tips to ensuring your resume gets noticed by recruiters and potential employers. 1. Highlight your accomplishments, recent projects, publications Lead with your accomplishments, especially if you have a recent project experience relevant to the role for which you are applying. Include any awards, commendations or industry publications – highlight your expertise in an area relevant to that role and you will stand out from other applicants. List your education/ qualifications, including degrees and graduating year, practising certificate, dates of admission and jurisdictions. 2. Don’t forget the selection criteria Selection criterias are listed for a reason, so don’t neglect them from your application. Wherever possible, tailor your resume to reflect the specified criteria. Note relevant skills or experience, and focus on demonstrating achievements in your recent position that match the role requirements.Leave any material which may be the basis of discrimination, unconscious or otherwise – for example, date of birth, marital status, children or religion. 3. Make it an easy read The worst resumes are a nightmare to read. Poor formatting, too much text, an absence of headings, or lack of clarity around what you did in each role make for a quick trip to the bin. As a rough guide, ask yourself, can your resume be read in 2 minutes or less? Would a total stranger understand what value you brought to each role, your strengths and your achievements? If you’re unsure, run your resume by friends or family who are less familiar with your career or industry, and ask them to describe what you do based on your resume. In terms of length, aim for 3-4 pages.A classic resume format to follow is available here. 4. Explain any absences or short stints – and don’t embellish Red flags pop up for unexplained leaves of absence and unusually short placements in a series of roles. While innocuous, these resume gaps may suggest underlying issues with colleagues or managers or an inability to focus and settle into a role. If you took extended time off, be up front about the reason – whether it was a career break, to assist with an ill family member or a business venture, it’s best to tackle the issue rather than allow employers to come to their own conclusions and prematurely rule you out. Whatever you do, don’t lie. Not only does it damage your credibility with your prospective employer, it may affect your overall reputation with future employers. Keen to tune up your resume for a new role? Contact us via email or phone (02) 9555 5711 for tips or a career chat. 

Six things lawyers can learn from a workplace culture legend

Ronnie Altit is passionate about creating great corporate culture. As founder and CEO of IT Company Insentra, Ronnie saw Insentra place fourth out of 150 companies in the 2017 Great Places to Work survey. Speaking at the inaugural Legal HR Meetup, Ronnie shared six major insights into how he fostered a happy and collaborative corporate culture – creating happier clients and a better bottom line. The Legal HR Meetup was hosted by Bartier Perry and was attended by HR professionals, firm management and lawyers. “What I truly love most is our people,” said Ronnie. “This year, our business grew by 30% in terms of staff, yet the satisfaction levels also grew. I want to be a great place to work because I know this translates into the corporate culture. Corporate culture fundamentally correlates with the bottom line of the business.” 1. Set the rules of the train Good corporate culture comes from keeping every member of the organisation responsible for creating a productive workplace. Ronnie likens running the organisation to running a train; each compartment represents a different aspect of operations, with Ronnie as CEO driving the train. “There are no doors on the train, so there can be open communication between the carriages. A hierarchy exists on the train, but it exists to help people. If something needs to be done on the train, I will go and shovel coal. There is no job in the organisation that I shouldn’t be able to do. Likewise, no team member should say ‘not my job’ – they will be the last three words they say on the train.” The organisation is founded on honesty, integrity, and trust, and driven by a policy of accountability, celebration, efficiency and service excellence – forming the acronym, HIT ACES. “A champion tennis player aims to hit aces as often as possible. So do we,” said Ronnie. 2. Catch someone doing something right Ronnie constantly strives to celebrate the successes of his team – in other words, to ‘catch someone doing something right’. “When you find someone succeeding, shout it out. Send an email to the whole company that they’ve had great feedback from a client.” “When someone does something wrong in our organisation, they don’t get collared. They get counseled so they can improve.” Rather than an HR manager, Insentra has a ‘Vibe Manager’ responsible for keeping Insentra employees empowered and happy. “Our Vibe Manager needs to feel empowered by the organisation to do the right thing by people – not just do the right thing by the business. The right thing by the business will happen if the right people do the right things.” 3. Talk about the pebble in the shoe “If you’re on a train shovelling coal, you’re going to bump into each other and drop hot coal from time to time. Things will go wrong. We call this the ‘pebble in the shoe’. If you walk up and down the train with a pebble in your shoe, you’ll get a blister, you’ll get cranky, and people will avoid you. “If people can come and talk about things when it’s a pebble in their shoe, we can help remove the pebble. Sometimes, we won’t be able to, but we’ll be aware of the issue.” “If you don’t want to talk to someone about the pebble, then don’t let it be a problem,” Ronnie said. “If you don’t want to share it, stew in it. I’d like people to share – bring in a manager, or bring in me. Otherwise, it’s your problem. We’re not an adult day care centre.” 4. Forget performance plans “We don’t do performance plans. We don’t do formal performance reviews. I believe they’re a waste of time,” declared Ronnie. “Performance reviews talk about what a person did in the past few months. I expect the leadership team is communicating regularly with their team, and the team is communicating regularly with their manager, raising pebbles as they go.” Ronnie believes that a good CEO should be able to go up to any member of his team and ask how they think they’re performing. “As a team member, you own your career,” said Ronnie. “It’s up to me to facilitate your career, not to own your career.” 5. 10 out of 10, personally and professionally At any given point of any given day, Insentra’s employees might announce that they are a two and a two, or a nine and a ten. These scores refer to how they are feeling personally and professionally; it’s a quick way to check in on performance and more importantly, address issues before they escalate. “I believe how people are personally will affect how they work,” said Ronnie. When a team member announced he was a “2 and a 2” at the start of one meeting, Ronnie’s phone buzzed with messages of support from colleagues. “People asked, ‘what can we do to help this guy out?’ People actually care about the people they’re working with and want to help. I talked to that guy until 11 pm that night.” At the better end of the spectrum, Ronnie actively encourages tall poppies. “You need to be the best you can be,” said Ronnie. “I don’t tolerate tall poppy syndrome. I also have a ‘no bitching’ policy. Bitching is the root of all politics. It doesn’t achieve anything.” 6. Lead from your heart “Greed doesn’t help an organisation grow,” observed Ronnie. “If we have people who love what they do, and their number one focus is the clients, then I’m going to have more cash. I’ll have more cash to invest in people and the organisation.” “Every business in every industry seeks to differentiate on product, price, or service. Most of the time, the differentiator is service. When you get great service, it’s because you feel people care about you. The reason people love what they do is because they love where they work, so they are authentic in their care for clients.” “Happy people leads to

How to future-proof your legal career in the age of Robots

New Law, disruption, legaltech – these buzzwords herald a shift in how the legal profession sees itself, innovations in technology drive down costs and clients demand more for less. There’s good news however, the doom and gloom around robots coming for the jobs of lawyers is largely unfounded. A recent survey by the Law Society of England & Wales suggested that AI’s impact to the number of legal jobs is minimal – less than 1% – with legal staffing having already peaked in 2009. Artificial Lawyer has predicted further growth in demand for legal services, particularly among larger commercial enterprises, with AI set to serve the often underserviced consumer legal market. Do robots dream of electric lawyers? With the market for legal services set to grow, we can rest assured robots are not coming for our jobs. However, major shifts in technology will demand a vastly different kind of lawyer – equipped with a broader, more human-centric skillset. As technology increasingly assumes the dull, repetitive aspects of legal work, the lawyer of the future needs to do what robots can’t – be more human. What are the skills of the future lawyer? Gone are the days of lawyers memorising hundred page judgements or perfecting total recall of legislation. Just as many law schools have done away with closed book exams, mastery of core legal knowledge sits as a skill alongside an array of more business-oriented, client-focussed skills. Technology allows lawyers to swiftly search and analyse law; its next iteration will allow simple legal problems to be resolved – with services like Allira and Get Free Legal Advice (NZ) allowing for a functionality akin to ‘Siri for law.’ So what skills will future lawyers need to possess to remain relevant? Emotional intelligence/ empathy Law has always been about more than the technical work of applying law to a client’s matter. Understanding what a client wants and requires, and acting effectively in the best interests of a client necessitates a nuanced view of human motivations. This is particularly true in emotionally-charged areas of practice such as family law, but mastery of cultural mores is equally important in a commercial context so lawyers can deliver services clients find valuable. Business acumen to better advice commercial clients Repositioning the lawyer’s role as more of a consigliere with an intimate understanding of the client’s business goals, politics and challenges is essential to ensuring ongoing legal work is seen as relevant and valuable. Lawyers acting as trusted advisors, as opposed to ‘firefighter’ lawyers used only in case of legal emergencies, are far more valuable to clients – intimate knowledge of a client’s business allows them to proactively address potential legal risks long before they become costly and complex. Networking and business development Technology is now automating much of the mundane legal work long the bane of lawyers, especially junior lawyers. As a result, the future lawyer will be encouraged to skill up in business development much earlier in their careers. Relationships with clients, current and new, will emerge as the future lawyer’s major asset. Tech-savvy early adopters Lawyers are often seen as luddites. The profession is a latecomer to digital disruption; some lawyers still insist on printing all correspondence. In terms of technology, however, resistance is increasingly futile – the future lawyer is a tech-savvy early adopter, open-minded and eager to embrace ways technology can make their work more efficient. Firms who fail to consistently update technology to optimise workflow risk being left behind – and priced out of the market by more efficient competitors. Interested in finding out more about recruiting for the future of law? Follow us on Facebook or LinkedIn, or explore technology CPD courses on Bulletpoints.

Recruiting lawyers ready for digital disruption

Digital disruption, AI (artificial intelligence), legaltech – all these phrases have become synonymous with the change affecting traditional private practice. Lawyers are facing competition from unexpected quarters – the ‘Big 4’ professional services firms expanding their legal teams, while the ranks of in-house counsel also grow. In addition, startups and disruptive technology are turning their attention to the legal profession, hoping to address simple queries via AI-powered chatbots, streamline and automate due diligence workflow or predict judgements or the compliance requirements of new regulations. In the midst of this slew of technological activity, lawyers are increasingly asking how best they may adapt to remain relevant as the role of the lawyer evolves. To future-proof your legal career, Elias Recruitment has compiled a few useful tips. Gain exposure to legaltech Wherever possible, gain an understanding of what is happening in terms of tech disruption. For example, Gilbert + Tobin and the Centre for Legal Innovation recently hosted the AI in Legal Practice Summit, which featured Heads of Innovation from major firms and legal entrepreneurs developing apps and tech solutions for the profession. In attendance were not merely technology lawyers but also in-house counsel from universities and industry bodies, as well as lawyers in private practice. Conferences, roundtables and events like this offer lawyers an opportunity to understand key trends emerging in the profession, and become champions of change within their organisations. To code or not to code? It’s a matter of a debate as to whether lawyers should learn to code. Some firms have run workshops on introductory coding for their lawyers, simply to allow lawyers to better understand their clients’ business. While there is no suggestion that lawyers should become proficient in coding and development, it is clear that lawyers who do possess a working knowledge of new technology are more likely to recognise and adapt to its applications. Get involved in internal tech projects Firms are increasingly adopting new technology to innovate and improve efficiencies, especially for labour-intensive legal tasks like due diligence and discovery. Get involved in pilot projects designed to test drive new technology, and be among the first tech-literate lawyers in the firm and the profession. So what does this mean for me? Adapting to a changing profession does not strictly mean lawyers need to become expert technicians, developers or app inventors. Rather, future-ready lawyers will remain relevant by improving their exposure and understanding to emerging technology and its applications to what they do.   Interested in learning more? Visit Bulletpoints.com.au to browse the range of legal courses available.