Are you looking for a recruiter?
Just speak to Elias Recruitment. Seriously though, with almost 20 years of being dedicated legal recruitment specialists and helping legal professionals move both within practice and into in-house legal roles, we are a safe pair of hands with your next career transition. We can offer expert advice and insight into which opportunities will best suit your career ambitions. Also, Elias Recruitment is a longstanding member of the NPAworldwide global network, the largest recruitment network that partners cooperatively to service clients around the globe. As the only legal recruiting firm in Sydney to be a member, our candidates have access to positions from over 1,500 recruiters worldwide. Given that we do have some bias, here are the key questions that you should be asking yourself before you choose a recruitment agency to partner with on finding your next role: Are they a dedicated legal recruitment agency that understand the profession? Am I dealing with an experienced recruitment consultant within that agency? Do they have their 10,000 hours of experience working in the legal world or in recruitment? Has the agency been running for long enough to establish deep and true partnerships within the legal industry? Is the agency able to offer opportunities across a broad spread of industries, geographies that suit my needs? Are they a member of the RCSA that subscribe to an industry code of ethics? It’s also worth remembering that you are better off partnering with a single, high quality recruiter that is able to represent you to multiple different firms. For additional career advice contact Jason Elias on [email protected]
How to position yourself for approaches (headhunting)
A few touches to your mobile phone and your groceries, an Uber or a pizza come to you. So why not a job? Many of the best jobs are never advertised so how do you hear about them? Good employers know that the best lawyers are so busy running their practices that they don’t have time to trawl through job ads. They also like keeping strategic hires out of the public eye so the marketplace doesn’t catch on to what they’re doing and where they’re headed. That’s why, when it comes to bringing in the big guns, they’ll use third party headhunters to track down, sound out and snare the best talent for themselves. Headhunters don’t use a scattergun approach. Once they’ve been briefed, they usually put feelers out via networks, compile a longlist, then research those candidates to see who’s likely to be a good fit. By the time they approach someone, they pretty much know who they are, what they do and what their reputation is like. So, if you want to be in their sights, there are six things you should be doing: 1. Social networks – make LinkedIn work for you Review your LinkedIn profile, make sure it clearly articulates your skills, experience and area of practice. Highlight projects you’ve worked on and the value you contributed (without of course breaching client confidentiality). Headhunters want to have a good understanding that you’ve worked on similar kinds of matters to those their client has briefed them about. Don’t be shy about blowing your own horn. See Getting your social media profiles ready (Above). 2. Be known as an industry expert You’ll never be headhunted if no one has ever heard of you. So, if you’re not already building a profile for yourself, start now.Put yourself forward to present on your areas of expertise wherever possible, especially for industry events or CPD. As an example, check out Bulletpoints for content. Write about important issues and hot topics affecting your work and share these – not just via your firm’s newsletters but directly with contacts by publishing LinkedIn and other social media channels. To ramp things up, join LinkedIn groups of like-minded people such as Australian Legal Community and start contributing to the conversations. Consider publishing in industry journals – or better still, form relationships with journalists to expand opportunities of being quoted in business or mainstream press as an expert in your field. 3. Releasing subtle signalsIf you are considering making a move, it’s a good idea to start putting your feelers out there. You can even change your LinkedIn settings to discreetly show that you are open to new opportunities (not viewable to your employer). Also check that your Inmail settings allow you to notify users that you are open to ‘career opportunities’. 4. Make contacting you easy, not a mystery While gatekeeping receptionists can be great at shielding you from telemarketing calls, they can act as a block for headhunters who want to sound you out. So make yourself easy to contact by including your mobile number and personal email address on your LinkedIn profile. If a headhunter struggles to reach you, they may bypass you and run the opportunity by the next person on their list. And, if a headhunter calls and you can’t speak freely, set a time to chat when you’re out of the office. This also gives you a chance to check out their LinkedIn profile to see whether you want to deal with them. 5. Remain professional, don’t breach etiquette Don’t tell anyone in your firm – and that means anyone – about your plans to move, even once you’ve been approached. If the headhunting process isn’t handled discreetly, you’re likely to jeopardise your current position as well as any new opportunities. If a headhunter alerts you to an opportunity never approach the employer directly. Not only will your overtures be met with blank stares, you’ll be seen as disloyal. They’re using a headhunter for a reason and it may be a confidential search. 6. But don’t be afraid If you are approached by a headhunter, you can benefit from their expertise. It never hurts to know the state of the market and have a trusted source of intelligence, especially around salary review time. Besides, even if the specific opportunity they wanted to talk about isn’t right for you at the time, something may hit their desk in the near future. Finally, if you’ve noticed that they’ve looked at your LinkedIn profile, drop them a line to find out why. Headhunting can be a slow dance of missed calls, profile views and unnoticed messages sitting in your personal email account. So, if you’re open to a move, make sure you stay alert and responsive to any headhunter approach. For additional career advice contact Jason Elias on [email protected]
Get your credentials and qualifications up to date
You need to ensure that you have been keeping up with all your CPD requirements, and also there are many additional courses and qualifications. We’d recommend our sister site, Bulletpoints (www.bulletpoints.com.au) as a marketplace that allows you to find, book and track all of your CPD requirements. Bulletpoints aggregates courses from over 25 different legal industry education providers and you are able to choose from hundreds of live events, videos, online courses or onsite training options to obtain your CPD points. Once you have completed all of the relevant courses and qualifications, be sure to update both your resume and your LinkedIn profile with completed certifications as this can help you stand out. Relevant qualifications that you might include are AICD certifications, might include College of Law Masters (including the new Master of Legal Business), professional industry bodies, etc. You may also want to build your profile by presenting at CPD courses either through Bulletpoints or a range of providers such as Law Societies, College of Law, and universities who are often looking for speakers. For additional career advice contact Jason Elias on [email protected]
Getting your social media profile ready
You have made the decision to leave, and know what you are looking for. Now it’s time to start getting your social profiles in order. Why do this before your resume? Social profiles provide a point of verification Being easier to find means that opportunities will start to find you Having a strong personal brand will impact the type of opportunities you are offered People within your network may start to think of you for opportunities When we talk about getting your social profiles in order, in Australia, LinkedIn is the major platform that you need to give serious consideration. Virtually every major law firm and recruiter are actively using LinkedIn to identify and approach lawyers with potential job opportunities. Potential employers (and clients) will also use your LinkedIn profile as a point of verification and proof of your background and experience. Here’s what you need to do to be found: Before you do anything, check your LinkedIn privacy settings, as you might choose to not broadcast to everyone initially that you are updating your profile – https://www.linkedin. com/psettings/privacy. Also here in this section you have the option of notifying recruiters that you are open to opportunities. Join the Australian Legal Community LinkedIn group here https://www.linkedin.com/ groups/129190/– It’s a great way to expand your network within the legal profession. Get your personal LinkedIn profile 100% complete– this makes you 40x more likely to appear in searches. Appearing in more searches means more employers and recruitment agencies getting in touch with relevant opportunities. Get a professional head shot. Something modern and professional with yourself the only person in the photo. Avoid photos where it appears you’re in a social situation (especially your wedding photos with an arm draped around you). Ensure your contact details for your LinkedIn profile are up to date so that you are easy to find. Update your headline to something “action based” – a format along the lines of “Qualified legal professional helping INDUSTRY achieve RESULTS”. Get your custom LinkedIn profile URL (eg https:// www.linkedin.com/in/eliasrecruit/) – it looks better on your resume AND helps your profile appear as the first search result in Google . Consider keywords that you want to appear and then ensure they appear multiple times throughout your profile eg. If you would like to appear for the term “family law” then you could repeat this in your headline, position title, and in the description for each of your various position descriptions. If you are genuinely committed to changing roles, consider a LinkedIn Job Seeker account which gives you InMail to approach potential employers, and gives you a higher visibility when you apply for new roles. Get recommendations and endorsements on your profile – this helps you be found and also provides and unofficial reference/testimonial. Recommendations are more valuable than endorsements which can be quite random and inaccurate. Connect with peers, industry leaders, relevant LinkedIn groups, and prospective employers’ LinkedIn Company Pages. Draft and post 2-3 blog articles that display your strengths and interests positively. Google search yourself to double check what is appearing when people are looking for you. Check your privacy settings on Facebook and ensure that you aren’t sharing (or being tagged in) posts that don’t display you in a professional manner. Also check the photos that you have posted on Instagram and consider making your profile private while you are applying for new jobs. You may even want to delete the account if there is anything controversial. There are now business especially in the US that are paid to review a candidate’s social media presence before an offer is made. Don’t let a silly post or dodgy photo cost you a great job. Consider investing in a service such as Brand Yourself which is an online reputation management service that can help you clean up your social media presence and fix unwanted posts. Google (https:// brandyourself.com/). Excuse the plug but you may want to follow the Elias Recruitment LinkedIn page – where we share regular legal industry news and job opportunities – (https:// www.linkedin.com/company/elias-recruitment/). For more career advice contact [email protected]
Is it time to change jobs?
Before you take the leap, take a moment to ask yourself the following questions: Am I being challenged in my current role? Am I still learning? Do I feel respected and appreciated? Am I developing new skills that will enhance my value? Can I see a future career path? Do I get up each Monday excited going to work or not? Looking at the reality of your current role and being objective about whether it’s something that you need to change vs if it’s a change in employer that is required is often the most important first step. Only you know when it’s time to move on. But chances are you’ve at least thought about what the next move might be. There are some clear warning signs that it might be time to move on. 1. Staying doesn’t make financial sense It probably seems risky, but changing job can often mean an increase in income or other non-financial benefits. New employers may offer an incentive to move across, some new firms are now offering “70 cents in the dollar on billings” and cross-referral/ client introduction fees (often 10% of collected fees). Consider the other benefits you may currently be missing out on … better hours, working closer to home or flexibility like working from home one day a week. You may find you even have time to take that holiday that never seems to come around. 2. You’re risking guilt by association No matter how many hours you put in, if you’re not working for the right people, that is energy wasted. Some firms are known for excellence in one area and not others. Ask yourself: how positive is our firm’s reputation in my practice area? Who are we being compared to? Are we being held back or even missing out on work because of the way the firm is perceived? Perhaps moving on is a better bet for your reputation. 3. Politics is a tricky game Managing demanding clients is one thing. Managing internal conflict is another level of stress altogether. Sometimes firm management just won’t be on your side. Perhaps they are excluding you from managing bigger clients because of some perceived conflict. Did you back the wrong person at the last partner’s meeting? Politicking is part and parcel of law firm life, but if it is taking up too much headspace, it may be time to outgrow the petty game playing. 4. Your firm is choked by bureaucracy Too much paperwork and too many meetings might eat into your practice. You would be better off developing business and nurturing client relationships rather than attending endless irrelevant meetings that go nowhere. Over complicated workplaces can be very difficult to change. So ask yourself, do you have time to wait around while these knots are being untangled? Or do you have better things to be doing? 5. There’s been a change in direction When you started your current role it may have been a perfect match. But things change. If your firm decides to take things in a new direction, your areas of focus may simply not fit anymore. Perhaps they have brought in an outsider above you or merged with a firm with an incompatible culture. 6. There’s a values mismatch This is tough because values underpin every decision, big and small. Even if your situation looks fantastic on paper, a fundamental mismatch in values or personalities will wear you down over time. Values don’t have to be spelled out in a strategic document. You’ll know what your firm’s priorities are, and whether you can keep working towards them. 7. You know something better could be out there Even if you’re sure you can stick it out for another year or so, you might be missing out on golden opportunities by keeping your head in the sand. We all know the best roles are often those that go unadvertised – part of the “hidden” jobs market. Now might be time to get a proper assessment of what your opportunities are and let those enviable jobs to come to you (ie. get headhunted) by getting to know connected recruiters in the market. Start thinking about your next move while you still have a good bargaining position and can move on your own terms and timelines. It is always easier to find a role while you are currently employed so try not to hand in your notice (or even alert your current employer) until you have something secured (preferably a written and signed Letter of Offer). For additional career advice contact Jason Elias on [email protected]
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.