Legal in-house roles… four tips to make the move

Looking to move in-house but unsure of where to start? Jason Elias, Managing Director of Elias Recruitment talks through key considerations before you make your move, and what you can do to prepare and be best placed to land an in-house role. 1 Roles are often not advertised “Often in-house jobs are not advertised,” observed Jason. “Within a company, there may already be lawyers engaged on secondment who would be an obvious choice for an in-house role.” If you can’t manage a secondment, get to know as many in-house lawyers in decision making roles as possible. Try to network with university or PLT classmates, attend CPD sessions – especially the Association of Corporate Counsel (formerly ACLA). It’s all about who they know and how well you understand what they need as a legal team. This is where a well-connected recruiter adds great value. 2. High demand for limited supply “There’s many perceived benefits to in-house roles, especially for lawyers with children who might be seeking better work life balance and juggling family commitments. This results in a flurry of private practice people that want to move in-house,” said Jason. “Generally speaking, the problem is that there’s not enough positions for in-house and quite a bit of competition for these limited positions. “However, there might be a trend towards getting lawyers in on contracts rather than creating full time roles, which reflects what is happening in New Law. “We often get briefed on in-house contracts which are a great way to get your foot in the door,” said Jason. “Often, these can roll over into longer contracts.” 3. Gain experience within the industry With so much competition for in-house positions, companies can afford to be selective. “Some employers don’t simply want you to have in-house experience, but in-house experience within their particular industry,” said Jason. Different industries can have specific regulations which impact their operations; an intimate understanding of these issues offers substantial value-add as a lawyer, specifically as an in-house counsel. 4. Transactional lawyers may do better than litigators “Broadly speaking, lawyers involved in transactional work may do better than litigators in terms of in-house roles,” said Jason. “Many companies may have quite small in-house teams, so they won’t have a need for dedicated litigator. There are exceptions to this, of course – banks, insurers and major companies may have a litigator too.” Moving in-house is appealing to many lawyers, promising a change of environment and in some cases, friendlier work hours. However, demand for in-house roles are competitive, and the positions are often not advertised. If you are looking to move in-house or simply interested in exploring your next career move, get in contact with Elias Recruitment.

Seven simple steps to go from good lawyer to SUPER lawyer!

When clients select a lawyer, technical skills and knowledge are the basics they expect of a good lawyer. What can take you to the next level and differentiate you to prospective clients and increase loyalty with your current clients? After speaking with a number of key HR managers, here are several tips to take you from good to SUPER! 1. Make your clients feel valued It takes surprisingly little effort to make a client feel important and like their needs come first, but the payoff can be huge. Once you’ve developed a business relationship, keeping it strong might simply be a matter of staying in touch by sharing relevant articles, important industry changes, or even remembering their birthday or a significant anniversary. These small things can help position you as a ‘trusted adviser’ rather than just another service provider waiting to get paid. 2. Remember the EQ factor No amount of legal knowledge can compensate for a lack of emotional intelligence. We’ve all worked with people who don’t have it. And, we’re sure you can point to someone who shows immense EQ and whose business thrives as a result. The ability to relate to your clients and your colleagues – putting yourself in their shoes – is crucial if you want to build your client’s trust. A well rounded lawyer with commercial nous – understands the ‘business’, not just the law. 3. You’re ready with creative solutions Being able to come up with a unique solution to a problem gives you a true advantage over lawyers who are simply painting by numbers. Develop an entrepreneurial capability. Focus on business growth, innovation – not just the law. If you don’t think of yourself as naturally creative, don’t worry – creativity is truly something that can be learned. Start with the classic guides to creativity, from Edward De Bono’s Lateral Thinking to Malcolm Gladwell’s Blink. 4. Be one step ahead of your clients You should already be staying up to date with the legal world through CPD and reading. Passion for the law is seen through being able to discuss recent cases, legislation and matters you have read. However, there are other areas where a little bit of research on your part will really put you ahead of the pack. Do you stay on top of financial issues that affect your clients? What about the latest tech news? This doesn’t have to be a huge research project. Just checking a couple of news sources a day will get you out of Dennis deNuto territory. A quick and easy way is to go to australianlegal.community which curates content for busy lawyers. 5. Be seen as a thought leader This may seem like a cliché, but it is a vital skill to master if you want to play in the upper echelons of any company, law firm or government department. While some are born with great leadership abilities, every great leader has spent time developing and refining their skills. To keep up with the latest thinking on leadership, nothing beats the Harvard Business Review. You should also be across the best management training books (try David Maister, Daniel Pink and Seth Godin). If you really want to refine your leadership skills, you could always commit to an MBA, LLM or a short course via College of Law, FMRC Legal. If you’re time poor, check out the great short courses at Bulletpoints.com.au. 6. Offer something unique Following on from leadership, think about the skills you have outside your legal training that make you a ‘value-added’ adviser. Clearly demonstrate your technical skills when responding to scenario or factual questions. Maybe it’s something concrete, like being able to speak another language or having in-depth knowledge of a specialist area, such as medical devices or start up technologies. It could even be something you’ve always had an interest in but never quite managed to pursue or an interest in social justice or community. I volunteered at a community legal centre whilst practising at a large law firm. Make sure you are aligned with the firm’s culture and business values. While it might seem like a diversion or even an indulgence, developing your skills outside what’s expected can make all the difference in the long run. 7. Sharing is caring Share your knowledge with new starters, junior staff and those reporting to you. Being approachable and known as the ‘go-to’ person may seem altruistic but remember, the best way to learn is by teaching others. This will take you and your team from good to SUPER! Looking for your next career opportunity or just want a free and confidential chat? Take a look at the current roles we have on offer, visit our Job Seekers page or call us on (02) 9555 5711.

Have the best jobs come to you!

How to position yourself for headhunting. A few touches to your mobile phone and your groceries, an Uber or a pizza come to you. So why not a job? Many of the best jobs are never advertised so how do you hear about them? Good employers know that the best lawyers are so busy running their practices that they don’t have time to trawl through job ads. They also like keeping strategic hires out of the public eye so the marketplace doesn’t catch on to what they’re doing and where they’re headed. That’s why, when it comes to bringing in the big guns, they’ll use third party headhunters to track down, sound out and snare the best talent for themselves. Headhunters don’t use a scattergun approach. Once they’ve been briefed they usually put feelers out via networks, compile a longlist, then research those candidates to see who’s likely to be a good fit. By the time they approach someone, they pretty much know who they are, what they do and what their reputation is like. So, if you want to be in their sights, there are six things you should be doing. 1. Social networks – make LinkedIn work for you Review your LinkedIn profile, make sure it clearly articulates your skills, experience and area of practice. Highlight projects you’ve worked on and the value you contributed (without of course breaching client confidentiality). Headhunters want to have a good understanding that you’ve worked on similar kinds of matters to those their client has briefed them about. Don’t be shy about blowing your own horn. 2. Be known as an industry expert You’ll never be headhunted if no one has ever heard of you. So, if you’re not already building a profile for yourself, start now. Put yourself forward to present on your areas of expertise wherever possible, especially for industry events or CPD. As an example, check out Bulletpoints for content. Write about important issues and hot topics affecting your work and share these – not just via your firm’s newsletters but directly with your contacts on LinkedIn and other social media channels. To ramp things up, join LinkedIn groups of like-minded people such as Australian Legal Community and start contributing to the conversations. Consider publishing in industry journals – or better still, form relationships with journalists to expand opportunities of being quoted in business or mainstream press as an expert in your field. 3. Releasing subtle signals If you are considering making a move, it’s a good idea to start putting your feelers out there. You can even change your LinkedIn settings to discreetly show that you are open to new opportunities (not viewable to your employer). Also check that your Inmail settings allow you to notify users that you are open to ‘career opportunities’. 4. Make contacting you easy, not a mystery While gatekeeping receptionists can be great at shielding you from overseas telemarketing calls, they can act as a block for headhunters who want to sound you out. So make yourself easy to contact by including your mobile number and personal email address on your LinkedIn profile. If a headhunter struggles to reach you, they may bypass you and run the opportunity by the next person on their list. And, if a headhunter calls and you can’t speak freely, set a time to chat when you’re out of the office. This also gives you a chance to check out their LinkedIn profile to see whether you want to deal with them. 5. Remain professional, don’t breach etiquette Don’t tell anyone in your firm – and that means anyone – about your plans to move, even once you’ve been approached. If the headhunting process isn’t handled discreetly, you’re likely to jeopardise your current position as well as any new opportunities. If a headhunter alerts you to an opportunity never approach the employer directly. Not only will your overtures be met with blank stares, you’ll be seen as disloyal. They’re using a headhunter for a reason. 6. But don’t be afraid If you are approached by a headhunter, you can benefit from their expertise. It never hurts to know the state of the market and have a trusted source of intelligence, especially around salary review time. Besides, even if the specific opportunity they wanted to talk about isn’t right for you at the time, something may hit their desk in the near future. Finally, if you’ve noticed that they’ve looked at your LinkedIn profile, drop them a line to find out why. Headhunting can be a slow dance of missed calls, profile views and unnoticed messages sitting in your personal email account. So, if you’re open to a move, make sure you stay alert and responsive to any headhunter approach. If you are interested in finding out more or hearing about new legal opportunities, contact Jason Elias on (02) 9555 5711 or [email protected].

What I wish I’d known as a new lawyer

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

Top five mistakes candidates make – and how to avoid them

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

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

You’ve put in the hours, made compromises and sacrificed big for your firm. At some point, you’ve started to wonder whether it’s really worth sticking it out. Only you know when it’s time to move on. But if the headline caught your attention, chances are you’ve at least thought about what the next move might be. So, if you’re on the fence about whether you need to make a clean break, or explore new opportunities to further progress your career, here are some of the warning signs that it may be time to make a move. 1. Staying doesn’t make financial sense It probably seems risky, but changing job can often mean an increase in income or other non-financial benefits. New employers may offer an incentive to move across, some firms are now offering “70 cents in the dollar” and cross-referral fees. Consider the other benefits you may currently be missing out on, fewer hours, working closer to home or working from home one day a week. You may find you even have time to take that holiday that never seems to come around. 2. You’re risking guilt by association No matter how many hours you put in, if you’re not working for the right people, that’s energy wasted. Some firms are known for excellence in one area and not others. Ask yourself: how positive is our firm’s reputation in my practice area? Who are we being compared to? Are we being held back or even missing out on work because of the way the firm is perceived? Perhaps moving on is a better bet for your reputation. 3. Politics is a tricky game Managing demanding clients is one thing. Managing internal conflict is another level of stress altogether. Sometimes firm management just won’t be on your side. Perhaps they’re excluding you from managing bigger clients because of some perceived conflict. Did you back the wrong person at the last partner’s meeting? Politicking is part and parcel of law firm but if it is taking up too much headspace, it may be time to outgrow the petty game playing. 4. Your firm is choked by bureaucracy Too much paperwork and too many meetings might eat into your practice. You would be better off developing business and nurturing client relationships rather than attending endless irrelevant meeting that go nowhere. Overcomplicated workplaces can be very difficult to change. So ask yourself, do you have time to wait around while these knots are being untangled? Or do you have better things to be doing? 5. There’s been a change in direction When you started your current role it may have been a perfect match. But things change. If your firm decides to take things in a new direction, your areas of focus may simply not fit anymore. Perhaps they have brought in an outsider above you or merged with a firm with an incompatible culture. 6. There’s a values mismatch This is tough because values underpin every decision, big and small. Even if your situation looks fantastic on paper, a fundamental mismatch in values or personalities will wear you down over time. Values don’t have to be spelled out in a strategic document. You’ll know what your firm’s priorities are, and whether you can keep working towards them. 7. You know something better could be out there Even if you’re sure you can stick it out for another year or so, you might be missing out on golden opportunities by keeping your head in the sand. We all know the best roles are often those that go unadvertised – part of the “hidden” jobs market. Now might be time to get a proper assessment of what your opportunities are and let those enviable jobs to come to you (ie. get headhunted) by getting to know connected recruiters in the market. And if I can leave you with one key piece of advice, start thinking about your next move while you still have a good bargaining position and can move on your own terms and timelines. Looking for your next career opportunity or just want a free and confidential chat? Take a look at the current roles we have on offer, visit our Job Seekers page or call us on (02) 9555 5711.

Google map your career in 3 steps

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

Use WD-40 to make your next job search smoother

Ok maybe not literally. We all know WD-40 the trusty anti-corrosive, right? Bet you didn’t know that the ‘WD’ stands for ‘Water Displacement’, but of more relevance is the ‘40’. Inventor Nom Larsen spent 5 years and had 39 failed attempts before he cracked it – hence WD-40. Sometimes job hunting can seem a bit like the first 39 attempts, but stick with it as the right opportunity may be that one attempt away. Here are a few pointers to help you get there. Is your CV doing you justice? Your CV is really the first hurdle and the main factor in whether you get an interview. Make sure you sell yourself in the right light. There’s an old joke that the only time a person is perfect is on their CV. Try to address the selection criteria for the role in your CV and make sure you highlight your relevant accomplishments eg. University prizes, commendations at work, and achievements on the job. We are always happy to assist candidates in preparing their CV’s for our roles. Preparation is essential Have you done your research on the role, the interviewers and the firm? LinkedIn is a great starting point. Remember how much you studied for each University exam which is only one mark on a transcript? Well, make sure you spend an equally appropriate time preparing for interviews. The market is competitive so invest the time in presenting yourself in the best light possible. First impressions count Make sure you are dressed appropriately and you’re professionally presented. Did you arrive early? A good confident handshake and eye contact will help break the ice. That feeling of confidence There is a fine line between confidence and over confidence. Like most things in life, the key is a delicate balance of promoting yourself without looking like you’re just blowing your own trumpet. Try phrases like “I was lucky enough to have worked on this major matter where we secured a really positive outcome for our ASX listed client”, than just boasting. The reject shock Getting turned down from a job interview is not the best feeling in the world but some roles, especially inhouse can have up to 100 candidates. Whilst many employers are fearful of litigation, some will share tips on how you can improve. Sometimes not getting the job can be a blessing in disguise. Whatever the case, take these tips into consideration and learn from the job application experience. Remember, we deal with 1000’s of lawyers each year and nobody is intentionally out of work for long. Partner with a recruiter Having an experienced and well connected recruiter in your corner makes a difference. Often they can open doors for you or if they have a good relationship with the clients can create opportunities. A number of years ago we had a Partner from a Canadian law firm who wanted to move to Australia. Most firms were not game to take them on however one client trusted us enough to interview her. She was successful in being hired and made partner in no time at all. Looking for your next career opportunity? Take a look at the current roles we have on offer, visit our Job Seekers page.

So you want to practise law in Australia?

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

8 ways to build your personal brand with LinkedIn

Law is increasingly competitive with the rise of technological advances and changes in society. Gone are the days people just go to your company website. These days, many will check out your LinkedIn first. Whether you’re job hunting, gathering leads or networking with clients, having a professional eye-catching LinkedIn profile will build your professional brand and ultimately help you be found by the right people. Here are some quick LinkedIn profile tips to help you: 1. Your profile photo Always begin with a professional, bright headshot. Make sure you are professionally dressed and presented. Try not to use a cropped photo with someone’s arm draped around your shoulder from a wedding. LinkedIn prioritises profiles that have a profile shot. And of course, make sure you are smiling! 2. It’s all about the story of you Your profile should clearly articulate what it is you do, and the organisation you work for- maybe even include a reason as to why you love working for that particular organisation. At Elias, we recommend you outline 5-6 of your greatest achievements. Remember to think of your target audience. Great and effective marketing is about identifying the needs of your target audience (in this case that sought after legal firm or company) and positioning your brand to meet with their demands. It’s exactly the same for a job candidate – you must offer the ideal solution; how you can bring value to their team. If you’re not sure where to start – view bios and profiles of other LinkedIn members who stand out from the crowd. 3. Detail is good That includes and is not limited to: skills, volunteer associations, etc. This is the platform to put all the quirky, interesting stuff that differentiates you from the rest that doesn’t fit on your resume. Also, you should try to make your headline stand out. By default, LinkedIn populates your job title and current company, but you don’t have to leave it that way. Quick tip: Add relevant links to your company website or other websites that will boost your profile. 4. Join groups (strategically) The Groups function on LinkedIn is one of the most underrated features. You are allowed to join up to 100 groups, and we recommend utilising that full quota. A percentage of those groups should include industry groups. Aim to join groups where your clients or employers will be. If you’re a lawyer, join the Australian Legal Community with over 6,000 members. If there is no relevant group – we suggest making one. 5. Aim to increase relevant connections This may appear obvious to many, but you should aim to increase your connections on LinkedIn. When a potential employer or prospective client engages with you on your profile – you will appear to have more credibility with the more common connections you have. We recommend connecting with all of your email contacts and Linked In makes this really easy. Also, whenever you meet someone – connect with him or her. Met someone at a function or a CPD? Connect with them. 6. Be an expert- post original articles If you have written a blog or legal article, make sure you share it with the groups, your status updates and of course publish on LinkedInwith Pulse. 7. Share great content Use status updates to share industry relevant content to become the expert in your field – or at least appear to be. Posting high quality, relevant and interesting content (even if is not your own) increases your credibility as someone who is connected and in the know. Share your content with your connections and groups and encourage them to forward to their connections and hope it goes viral. We recommend continuously staying up to date with industry insights and publications in your field and sharing whatever you believe appeals to your audience. 8. Have your connections endorse your skills and give recommendations Recommendations are the currency of LinkedIn. Reach out to past colleagues, managers and associates and ask them to write a recommendation. Endorsements are less credible but if you have the maximum number 99 for any skill set this increases your reputation and image as an expert. For more tips on enhancing your personal brand within the legal industry or information on how to get that coveted legal position, contact us today.