7 Simple and Useful Time Management Tips for Solicitors

How do you stay on top of an intense workload in the legal profession? Is there a perfect system for managing your time? With long hours, constant client demands, and the pressures of partners and associates, time management isn’t just a skill — it’s essential for survival. Here are seven practical strategies to help solicitors stay organised, focused, and efficient. 1. Prioritise Smartly Not all tasks are created equal. In the fast-moving legal world, priorities can shift quickly, so your task list should be realistic and flexible. Give priority to billable work while setting specific time slots for administrative tasks. Allocate dedicated time blocks for deep-focus work to avoid constant task switching. Be ready to adjust your schedule when urgent cases arise.   2. Build Flexibility Into Your Day A carefully planned to-do list is great — until something urgent lands on your desk. Leave buffer time in your schedule for last-minute priorities. If your tasks are time-tracked (billable or non-billable), use those gaps to handle smaller tasks or admin work. Accept that you can’t plan for everything, but you can prepare for unpredictability.   3. Maintain Energy Levels for Peak Performance You can’t perform at your best if you’re constantly exhausted. Recognise when you’re most productive during the day and schedule important tasks accordingly. Take time to review your workload and identify areas where you tend to overcommit or burn out. Remember: resilience is a learned skill, not an innate trait. Protect your energy so you can sustain performance long-term.   4. Cut Out Social Media Distractions Social media is a double-edged sword — great for professional networking but a major distraction. If you use platforms like LinkedIn or Twitter for business, schedule dedicated time to engage instead of checking them impulsively. Set time limits on apps or browser tabs to avoid mindless scrolling. Task-switching kills productivity; stick to one task at a time.   5. Take Breaks – You’ll Get More Done Working nonstop for eight hours doesn’t mean you’re getting more done. Studies show that taking short breaks improves focus and mental clarity. A quick coffee break with colleagues can boost well-being and increase motivation. Quality over quantity — working smarter, not longer, leads to better results.   6. Hold Yourself Accountable Are you wasting time on unnecessary tasks or procrastinating? Stick to your commitments and deadlines — if you say you’ll call a client at a certain time, follow through. Avoid the urge to jump between tasks — even a fraction-of-a-second switch can reduce productivity by up to 40%. Focus on one task at a time and track progress to ensure you’re using time effectively.   7. Be Open to Change and New Work Styles Not every solicitor thrives in a traditional office setting. Some work best in structured environments, while others excel remotely. If you work from home, evaluate your actual productivity — are you as efficient as you think? Research shows that two-thirds of employees feel as productive (or more) when working remotely due to saved commuting time. Experiment with different work setups to find what helps you perform at your best.   Make Every Hour Count Time management isn’t about working harder — it’s about working smarter. By prioritising wisely, cutting distractions, and structuring your day for peak efficiency, you’ll stay ahead without burning out. Ready to take control of your time? The right strategies today will create a more balanced, productive future.

Think Before You Hit ‘Send’: Why AI Could Be Undermining Your Application

In an industry built on precision, trust, and integrity, letting AI speak for you could do more harm than good. Jason Elias, Director of Elias Recruitment, says that while legal professionals are increasingly turning to AI tools like ChatGPT to craft CVs and cover letters, many are overestimating their value and underestimating the risk. “In the legal sector, how you present yourself matters just as much as what’s on your resume,” Elias says. “We’re seeing a surge in AI-generated applications that are technically slick but ultimately hollow, lacking the authenticity, detail and relevance that legal hiring managers expect.” He’s not the only one sounding the alarm. According to the 2024 Global Workforce Report by Remote, 83% of Australian companies have received AI-generated resumes containing false or inaccurate information. Worse, 32% of hiring leaders say they encounter these regularly, particularly in mid-to-senior roles. “In law, overstating your experience or misrepresenting your skillset, even unintentionally through a bot, can be a career-limiting move,” Elias warns. It’s not just about what’s written. Tools like AIApply, which mass-generate and mass-submit applications, are flooding inboxes with generic content, causing real frustration. “We hear from firms who are spending hours filtering through irrelevant CVs. In a market like Australia’s, especially in the legal space, that leaves a lasting impression, and not a good one.” Elias stresses that while AI can be useful — for proofreading or refining — it can’t capture the nuance of a legal career, nor the substance behind your achievements. “AI isn’t the problem,” he says. “It’s how it’s used. If a candidate lets it write the entire application, it becomes obvious, and often counterproductive.” With integrity at the heart of the legal profession, authenticity remains non-negotiable. The Remote report also notes legal-adjacent sectors such as HR, education and professional services are among the most affected by misleading AI applications — especially larger firms that recruit across borders or deal with higher volumes of applicants. “Recruiters and firms are also grappling with questions around bias in AI algorithms and data privacy,” Elias adds. “Lawyers, of all people, need to think critically about how their data is used and whether the tools they’re relying on align with local privacy legislation.” His advice for legal job seekers? Use AI as a tool, not a crutch. Let it support your message, not speak for you. “Great legal candidates stand out because they communicate, understand the brief, and bring personality to the process. If your application reads like it was written by a bot, you’re not showcasing the very skills that make you a good hire.” And when it comes to navigating the legal job market with confidence and credibility, Elias Recruitment has your back, with specialist support, deep industry insight, and a people-first approach to legal careers. Contact our team for more tips on creating a standout and authentic CV.

Getting your social media profiles ready for your Legal Job Search

You have made the decision to leave your current role and know what you are looking for. Now, it’s time to start getting your social profiles in order. Why do this before your resume? Social profiles provide a point of verification Being easier to find means that opportunities will start to find you Having a strong personal brand will impact the type of opportunities you are offered People within your network may start to think of you for opportunities Start with LinkedIn When we talk about getting your social profiles in order, in Australia, LinkedIn is the major platform that you need to give serious consideration. Virtually every major law firm and recruiter is actively using LinkedIn to identify and approach lawyers with potential job opportunities. Potential employers (and clients) will also use your Lin kedIn profile as a point of verification and proof of your background and experience. Here’s what you need to do to be found: Check your privacy settings: You might choose not to broadcast to everyone that you’re updating your profile. Manage your privacy here. In this section, you can also notify recruiters that you’re open to opportunities. Join the Australian Legal Community LinkedIn group – it’s a great way to expand your network within the legal profession. Get your profile to 100% complete – this makes you 40x more likely to appear in searches. More visibility = more relevant opportunities. Upload a professional headshot – modern, clean, solo photo. Avoid social photos (especially wedding pics with someone’s arm cropped around you!). Update your contact details so you’re easy to find and contact. Use an action-based headline, e.g. “Qualified legal professional helping [INDUSTRY] achieve [RESULTS]”. Create a custom LinkedIn URL, e.g. https://www.linkedin.com/in/eliasrecruit/ – it looks cleaner on your resume and helps you rank higher on Google. Use keywords strategically – if you want to rank for “family law,” repeat that term in your headline, job title, and job descriptions. Consider a LinkedIn Job Seeker account – gives you InMail access and boosts your profile visibility. Request recommendations and endorsements – recommendations carry more weight than endorsements, which can be random or inaccurate. Connect with peers, leaders, groups, and company pages relevant to your legal interests. Post 2–3 blog articles to showcase your expertise and interests. Google yourself to see what others will find. Audit your Facebook privacy settings – make sure nothing unprofessional is public. Review your Instagram posts and consider switching to private, or deleting controversial content. Recruiters (especially in the US) may hire companies to vet your social media before making an offer. Consider using a service like BrandYourself to help manage and clean up your digital footprint.   And excuse the plug — but you may want to follow the Elias Recruitment LinkedIn page where we regularly share legal industry news and job opportunities. For further details, check out our 8 ways to build your personal brand with LinkedIn article.

The Legal Talent Pool – The Tinder of Recruitment

The Legal Talent Pool – The Tinder of Recruitment In an industry often criticised for inefficiency, Elias Recruitment has unveiled a revolutionary system that’s changing how clients and candidates connect. The Legal Talent Pool blends advanced AI with a personalised, human approach—and a touch of Tinder-style matchmaking—to streamline the recruitment process, creating unparalleled opportunities for legal job seekers and employers alike. “Unfortunately, recruitment can be inefficient,” explains Elias Recruitment CEO, Jason Elias. “Often, a client will brief an agency, and it may take weeks before they’re presented with a candidate. Now, all the top candidates are viewable on demand, 24/7.” At the heart of this innovation is AI-powered technology that anonymises candidate profiles, allowing job seekers to explore opportunities confidentially while maintaining full control over when and to whom their identities are revealed. With their permission, blinded profiles are marketed to the companies they’re interested in, enabling employers to discover top talent in minutes while ensuring candidates’ current employment remains secure. Candidates can also suggest companies they’d like to work for, with Elias proactively reaching out on their behalf—creating opportunities that might not have otherwise existed. What makes the Legal Talent Pool truly exciting is that it’s public (you can check it out here). This means candidates can be headhunted by multiple employers instead of waiting passively for opportunities to come their way.   A Game-Changer for Employers The system isn’t just a win for candidates—it’s a major advantage for employers too. The Legal Talent Pool gives businesses access to a curated database of over 260 pre-screened, ready-to-move candidates. Unlike platforms like LinkedIn, where most profiles are passive, every candidate in Elias’s talent pool is actively seeking a new role. Employers can request a candidate’s CV with a single click and typically receive it within an hour once the candidate authorises the request. This streamlined process not only speeds up hiring but also reduces costs, leading to lower recruitment fees. “It’s like the best dating app you’ve ever come across, but tailored specifically to recruitment,” Jason adds. “Candidates can be headhunted confidentially while employers access top talent much faster than existing methods. It’s a win/win.”   Giving Candidates a Second Chance One of the standout features of the Legal Talent Pool is its ability to give candidates a second chance. Those who narrowly miss out on a role—the so-called “silver medalists”—aren’t forgotten. Instead, the platform continues marketing their skills to other employers, particularly those they’re interested in, increasing their chances of landing a great position. This process eliminates the need for multiple interviews with different recruiters, making job searching more efficient and less frustrating. The Legal Talent Pool allows candidates to connect with any employer in the market while protecting their confidentiality. By combining cutting-edge AI with 25 years of industry connections, Elias Recruitment has built a platform that eliminates inefficiencies while empowering both candidates and employers to achieve their goals faster and with greater precision. For more information on Elias’ Legal Talent Pool, click here.

Winning Over Gen Z & Gen Alpha when recruiting Lawyers.

The workforce is shifting rapidly, and companies must rethink how they attract and retain emerging talent. Gen Z is already reshaping workplace expectations, and Gen Alpha will take these changes even further. To remain competitive, it’s essential that businesses understand what drives these generations and adapt accordingly. Understanding the Next-Gen Workforce Gen Z, born between the mid-1990s and early 2010s, values flexibility, career growth, and working with purpose. Research from SEEK shows that over half of Gen Z candidates reject roles lacking flexible schedules. Moreover, 77% prioritise diversity, equity, and inclusion (DEI) when assessing potential employers. For them, flexibility and well-being matter as much as compensation.Gen Alpha, born from 2010 onward, has grown up in a digital-first, hyper-connected world shaped by AI. Their expectations for personalised, tech-driven experiences will redefine workplace norms. What Do These Generations Expect from Employers? Flexibility is EssentialFor Gen Z, hybrid work is no longer a perk—it’s an expectation. Meanwhile, Gen Alpha will push for even more seamless digital collaboration with tools like AI-powered scheduling and asynchronous workflows. Employers offering remote and hybrid options will gain a competitive edge. Growth and Development Matter More Than SalaryWhile compensation is important, continuous learning ranks higher for Gen Z. They seek mentorship, career progression, and opportunities to build new skills. Gen Alpha, raised on instant access to knowledge, will expect personalised, AI-driven learning and project-based roles. Employers who invest in upskilling and career development will be more likely to retain top talent. Purpose-Driven Work is Non-NegotiableGen Z expects employers to go beyond profits and contribute positively to society. Meanwhile, Gen Alpha will demand even greater accountability, looking for companies committed to sustainability and ethical practices. Showcasing real-world impact through social responsibility initiatives can help businesses align with their values. Commitment to Diversity and Inclusion is CriticalAccording to research, 77% of Gen Z candidates assess an employer’s DEI efforts when considering job opportunities. They expect more than statements—they want action. Gen Alpha, shaped by a diverse and connected digital landscape, will push for even more inclusive environments. Companies must move beyond tokenism by ensuring equitable hiring practices, fostering diverse teams, and cultivating inclusive leadership. Digital-First, Tech-Driven RecruitmentGen Z prefers streamlined, digital-first hiring experiences. For Gen Alpha, the expectation will be even higher, with AI-powered recruitment, virtual reality onboarding, and automated workflows as standard. Employers should showcase their company culture on digital platforms like TikTok, Instagram, and LinkedIn while ensuring their hiring process is swift, mobile-friendly, and tech-enabled. Authenticity and Transparency Build TrustGen Z is quick to spot inauthenticity and values real insight into company culture. Gen Alpha will demand even more transparency, such as live employee feedback and interactive behind-the-scenes content. Companies can stand out by using real employee stories to highlight their culture, sharing their values through relatable content, and engaging on platforms where younger audiences are most active. Adapting Your Recruitment Strategy for Emerging Talent Go Digital: Highlight company culture on TikTok, Instagram, and LinkedIn. Show Transparency: Provide clear job descriptions, benefits, and DEI commitments. Focus on Growth: Offer learning pathways and opportunities to upskill. Prioritise Flexibility: Ensure remote and hybrid work options are available. Lead with Purpose: Communicate your impact on sustainability and social issues. Be Authentic: Share real employee experiences and meaningful stories. You CAN Future-Proof Your Workforce Strategy Attracting and retaining Gen Z today while preparing for Gen Alpha tomorrow requires businesses to embrace flexibility, growth opportunities, social responsibility, inclusivity, and technology-driven processes. These shifts are not trends—they are the new standard. Elias Recruitment connects employers with emerging legal talent, helping businesses future-proof their teams for a rapidly evolving workforce. From recruitment strategies to positioning your brand for Gen Alpha, we help you stay ahead. Contact our team today to learn more.

A Minute with Marnie – Senior Legal Recruitment Consultant

  A Minute with Marnie – Senior Legal Recruitment Consultant Elias Recruitment has rolled out the red carpet for its latest star recruiter, Marnie George! With a career that has traversed law, HR, and executive management, Marnie has built a reputation for making perfect professional matches—think of her as the ultimate recruiter-cupid. Having successfully run her own consultancy, she now joins Elias to work her magic in Melbourne, expanding its reach and delivering top-tier talent solutions. We sat down with Marnie to uncover her journey, her recruitment philosophy, and what excites her most about this next big adventure. Q: Marnie, you’ve had an incredible career spanning law, HR, and recruitment. How did you get started? A: I actually started my career as a law clerk, spending over 10 years in mid-tier law firms. During that time, I developed a strong understanding of corporate structures, compliance, and the importance of having the right people in the right roles. That experience naturally led me into recruitment, and I haven’t looked back since! For over 20 years, I’ve worked across recruitment, HR, and executive management, helping businesses find top talent and build high-performing teams. Q: You’ve run your own consultancy since 2018. What were some of the highlights? A: Running my own consultancy was an amazing experience. I worked with businesses across different industries, helping them refine leadership structures, implement talent acquisition strategies, and build teams that truly make an impact. Some of my biggest highlights were placing senior executives in transformative roles and coaching professionals to unlock their full potential. It was incredibly rewarding to help businesses not just find the right people, but also develop strategies to retain and engage them. Q: What’s your recruitment style? A: I take a strategic and relationship-driven approach. Recruitment isn’t just about filling a role—it’s about truly understanding both the business’s needs and the candidate’s career aspirations. I focus on making long-term matches, ensuring that both parties thrive. I also bring a consultative approach, offering insights into market trends, employer branding, and talent retention strategies. Q: What excites you most about recruitment? A: Connecting people with opportunities that align with their skills, values, and aspirations is the best part of what I do. Seeing a candidate thrive in their new role and knowing I played a part in making that happen is incredibly rewarding. I also love helping businesses grow by ensuring they have the right talent in place. It’s a win-win! Q: Why did you join Elias Recruitment? A: Elias is a well-established national brand with an outstanding reputation in the industry. The firm has been around for 25 years, and that kind of longevity speaks volumes. What drew me in was the strong support network, the cutting-edge IT systems that streamline recruitment, and the hands-on, personal approach of the CEO. It was also important for me to be surrounded by like-minded consultants who genuinely care about delivering the best outcomes for clients and candidates. Q: What do you bring to the Elias team? A: With my background in recruitment, executive coaching, and business strategy, I bring a holistic approach to talent acquisition. My ability to assess both technical skills and cultural fit ensures long-term, successful placements. I also offer clients insights beyond recruitment, helping them build engaged, high-performing teams. Q: What are you most looking forward to in this new role? A: Collaborating with a dynamic team, leveraging my expertise to contribute to Elias’s success, and continuing to make a meaningful impact in the industry. I’m also excited about building strong relationships with both clients and candidates—something I truly enjoy. Q: What’s the recruitment landscape like in Melbourne right now? A: It’s an exciting but competitive market. There’s strong demand for skilled professionals in both in-house and private practice roles. However, talent shortages in some sectors mean companies need to be strategic in their hiring—focusing on employer branding, employee value propositions, and retention strategies. Flexible work arrangements and workplace culture are becoming key factors in attracting top talent. Q: Finally, what makes Elias the perfect place for you? A: The flexibility, the supportive team, and the ability to work remotely while still having access to great resources. Elias’s model allows consultants to focus on what they do best—finding the perfect match between candidates and employers—without getting bogged down by overheads and admin. Plus, the firm’s strong reputation and cutting-edge technology mean we can deliver top-tier results efficiently. I’m excited to be part of it!

The Hardest Legal Jobs to Fill — And How to Secure the Right Legal Talent Now

The legal hiring market is facing significant challenges, with firms struggling to secure skilled professionals amid growing competition. As candidates’ expectations evolve and counteroffers become more frequent, traditional recruitment methods are proving less effective. Demand for top legal talent continues to exceed supply, requiring firms to reassess their approach to hiring. Recent insights from SEEK highlight that the most in-demand legal roles in Australia include: Generalist In-House Lawyers Litigation & Dispute Resolution Corporate & Commercial Lawyers Insurance & Personal Injury Lawyers Criminal Lawyers Family Lawyers   Why Are These Roles So Hard to Fill? In-House Lawyers As businesses increasingly bring legal expertise in-house, demand for professionals with strong governance, contract negotiation, and regulatory skills continues to rise. Companies seek legal counsel who can navigate risk and compliance while aligning legal strategies with commercial objectives. Finding professionals with the right blend of technical knowledge and business acumen remains a significant challenge. Litigation & Dispute Resolution A rise in large-scale litigation, including class actions and corporate disputes, has increased the need for experienced litigators. Many seasoned litigators are transitioning into advisory role s or moving overseas, making it difficult for firms to retain top talent in this highly specialised area. Corporate & Commercial Lawyers With ongoing mergers, acquisitions, and corporate restructuring, the need for corporate lawyers remains high. However, strong competition for experienced professionals has led to frequent bidding wars and counteroffers, making both recruitment and retention difficult.  Insurance & Personal Injury Lawyers Legal professionals specialising in risk assessment, claims management and regulatory compliance are increasingly in demand. The rise in insurance-related legal matters, including those stemming from natural disasters and pandemic-related claims, has created a shortage of skilled lawyers. Criminal Lawyers Criminal law remains a highly active field, with increased enforcement actions, financial crime investigations, and general defence work driving demand. The growth of cybercrime and fraud-related cases has added further pressure on firms and legal departments. However, demanding workloads and public sector funding constraints make it difficult to attract and retain experienced criminal law professionals. Family Lawyers High demand in family law is fueled by divorce cases, custody disputes, and property settlements. The emotionally charged nature of these cases, combined with the long hours required, often leads to high turnover.      So How Do You Secure Top Legal Talent in a Competitive Market? With demand far outstripping supply, firms need to refine their hiring strategies to attract and retain the best legal talent –  here’s how you can win the talent war. Craft Offers That Go Beyond Salary Legal professionals today consider more than just compensation when evaluating opportunities. Workplace flexibility, professional development, and organisational culture play a significant role in decision-making. Firms that offer hybrid work arrangements, leadership training, and well-being initiatives gain a competitive edge. Expand Recruitment Channels Highly skilled legal professionals aren’t always actively searching for new roles, making traditional job boards less effective. Partnering with specialised legal recruitment agencies, like Elias Recruitment, provides access to pre-screened, high-calibre candidates who might not be visible through conventional hiring methods. Accelerate the Hiring Process Top legal candidates often receive multiple offers within days, while many firms can take up to 6 weeks or longer to complete the hiring process. Reducing delays, improving communication, and streamlining recruitment can help prevent losing top talent to competitors. Be Ready for Counteroffers High-performing candidates frequently receive counteroffers from their current employers. To secure the best talent, firms should focus on career progression, mentorship, and long-term growth opportunities—factors that can be more compelling than financial incentives alone. Engage Passive Candidates Early Many top legal professionals are not actively job-hunting but are open to the right opportunity. Firms that adopt a proactive recruitment approach can engage these candidates before they explore other options.   In a nutshell The legal industry is experiencing a hiring crunch that demands a shift in recruitment strategies. Firms that adapt quickly, strengthen their value propositions, and expand their sourcing methods will be best positioned to attract and retain top legal talent in 2025 and beyond. To learn how you can get that competitive edge, contact Elias Recruitment today.  

Legal Talent Pool – Legal Recruitment 24/7

Legal Talent Pool – End of Year Promo 250 exceptional legal professionals at your fingertips.Speed up your hiring by accessing all our best candidates — when it suits you. We have two fantastic offers running until the end of 2024 to help you secure your next hire for 2025: All new placements from our Legal Talent Pool will be discounted to 15% until 31 December 2024* Free graduate placements from our Legal Talent Pool until 31 December 2024* Visit the Legal Talent Pool here How the Legal Talent Pool Works As Australia’s leading specialist legal recruitment agency, we are consistently approached by great candidates looking for new roles. When we interview outstanding candidates, in addition to representing them for specific roles, we also invite them to allow us to share their profile (anonymously) in our Talent Pool. From there, employers can browse candidates by experience, speciality, location, salary range, and more. Once a profile is selected, we seek the candidate’s consent to release further information and begin our regular recruitment process — including interview coordination, reference checks, and placement guarantees. We’re proud to confirm all candidates in the Legal Talent Pool are: Interviewed by an experienced recruitment consultant, with relevant notes including salary expectations and years of experience Ready to start a role immediately (subject to notice periods) Confirmed to have a minimum of 18 months PQE and are of high calibre — many have been “silver medallists” in other roles Legal Talent Pool – End of Year Promo Terms Candidate employment contracts must be completed by 31 December 2024 Clients must mention this promo when requesting candidates and must have signed terms Promo is only valid for new CVs requested from the Talent Pool from 4 November 2024 The Free Graduate Promo is only offered to clients who have been invoiced by Elias Recruitment in the last 12 month Please note: graduate candidates have not been interviewed, and no placement guarantee applies

Tricky Questions Reign in Behavioural Interviews

Tricky Questions Reign in Behavioural Interviews Adapted from Arlene Hirsch From the NATIONAL BUSINESS EMPLOYMENT WEEKLY From the publishers of the Wall Street Journal: Dow Jones & Company Inc.   Most interviewers routinely include several behavioral questions along with more standard general questions. Their goal is to make sure they don’t hire a candidate who can talk a good game but can’t deliver a great performance. Built on the belief that past performance is the best predictor of future success, this interviewing style relies more on specifics. Questions usually begin with such phrases as “Tell me about a time when…” or “Give me an example of…” Interviewers who favour this format usually develop their line of questioning around the traits and skills deemed important for success in the position or organisation. For example, if a job involves a lot of client interaction, an interviewer might ask you, “Tell me about a time when you had to handle an irate client.” For a position that requires extensive teamwork, you might be asked to “Give an example of a situation where you demonstrated your skill as a team player.” Preparation Knowing how interviewers structure their questions makes it easier for you to prepare good responses. If an interviewer prepares by reviewing the job description to determine a job’s required skills and traits and asks for specific examples that demonstrate those characteristics, you need to go through a similar preparation process. Job descriptions for a specific position or function can help you prepare for behavioural interviews. If an employer wants someone who’s a “team player,” you can expect to be asked some of the following: “Tell me about a time when you had to rely on a team to get things done.” “Provide an example of a time when you had to persuade people to do something that they didn’t want to do.” “Give me an example of your leadership style.” Candidates who understand the technique and are prepared to handle these types of interview questions have an edge over those who are unaware of this technique. Start With Your Resume An easy way to start preparing for behavioral questions involves resume review. By going through your resume line-by-line (in search of relevant examples), you’ll become comfortable with how you plan to answer likely questions. The less confident you feel about a specific circumstance or qualification, the more you need to prepare and rehearse your response. “The idea behind behavioral interviewing is that you can tell much more about a person’s attitudes, work habits and skills by hearing them describe real actions taken in real circumstances than by letting them speak in the abstract about themselves,” says Allen Salikof, president of a US-based search firm. Expect interviewers to ask negatively phrased questions that reveal your weaknesses and flaws as well as your strengths. Don’t fall into the trap of demeaning yourself just because you’re anxious to comply. If the stories you tell don’t reflect positively on you, there’s no reason to tell them. A Three-Step Approach Some candidates find the format of behavioural questions unsettling. In the pressure of the moment, they can’t think of a single example. To overcome that obstacle, develop a list of experiences that cover the skills and characteristics required for the position you seek. Try the following three-step approach: 1. Determine your chief skills or strengths and actual experiences which exemplify each one. Remember dates, names, achievements and other details that will convey the situation to the interviewer. 2. Understand the job’s description and be prepared to recall specific actions and behaviours that address the required skills. 3. Don’t make vague proclamations of your skills. Small but telling actions and behaviours are more important than grandiose but unsubstantiated claims of job success. Structuring Your Stories It helps to use a P-A-R (Problem-Action-Result) formula to structure your stories. Review your resume and decide which stories to tell. Some candidates even write, edit and rehearse their stories. This is time-consuming but can be worth the effort. Since most people aren’t natural storytellers, it’s good to know what you plan to say and how you plan to say it. That way you minimise the risk of drawing a blank, telling the wrong story or rambling. Try not to sound wooden or rehearsed. To put a unique spin on the P-A-R format, try a R-A-P format. Start with the result, because accomplishments capture an interviewer’s attention. Then describe the actions you took and finally, the problem that was solved. In that way, your accomplishments stand out boldly. If you’re really savvy, you can vary your approach by using both strategies within the same interview.  For example, if you’re describing a tough problem, you might want to use the P-A-R approach to emphasise the very real challenge you faced. If you achieved a particularly spectacular end result, you might want to use the R-A-P format, which emphasises your results. When You Don’t Know the Answer Behavioural-based interviewers can be like bulldogs. They won’t give up until they get the information they want. But you don’t have to answer a question just because it was asked. At times, you really won’t have the answer. Much as it may hurt to say, “I’m sorry but nothing comes to mind,” that may be the most honest answer. Rather than lie, you’re better off being honest about what you have and haven’t done. You also can ask for clarification. If you don’t understand what the employer is looking for, ask him or her to be more specific. Most employers will appreciate your interest and thoroughness. Although silences can be uncomfortable, they also can be productive. Rather than rush into an ill-advised statement, make sure that you’re in control of your response. If this takes more time, the interviewer will need to wait. Most interviewers will appreciate your thoughtfulness. Strategizing Behavioral Questions Behavioural questions pose a real challenge to interviewees who are striving to make the interview a conversation between equals rather than an interrogation. This isn’t

Deciding On Your Next Legal Job

Deciding On Your Next Legal Job Once you’ve undergone a thorough process of self-assessment, you may decide it’s time to consider a career change within the legal field. Whether you’re a seasoned attorney or a recent law school graduate, making an informed and strategic decision about your next role is crucial. Understanding your drivers and motivations is the foundation of this process.   Understanding Your Drivers and Motivations To make a strategic decision about your next role, it’s essential to delve deep into what drives you. Start by getting clear and brutally honest about your priorities, goals, and motivations. Ask yourself some fundamental questions: Do you aspire to become a partner in a law firm? Are you willing to make the necessary sacrifices to achieve this? Or is your primary goal to find fulfillment and a better work-life balance? Would you prefer to work in-house, in government, or for a non-profit organization? Any path is valid, but clarity on your priorities is crucial. Dan Pink’s “Drive” explores the elements that motivate people in their careers and lives. According to Pink, there are three primary drivers most people seek from their careers: Autonomy – Are you directing your own life? Mastery – Do you feel you are excelling and learning new skills? Purpose – Do you feel you are achieving something that matters?   Identifying opportunities for autonomy, mastery, and purpose in your career is essential. Prioritizing these elements when searching for your next legal job will enhance your satisfaction and success in your new role. Self-Assessment Tools and Techniques Several free and low-cost self-assessment tools can support your career growth. Undertaking these assessments helps you decide on your next role and provides insights into how you can present yourself to potential employers. One highly regarded tool is the StrengthsFinder 2.0 assessment. This reputable and inexpensive tool helps you identify and leverage your natural strengths, providing valuable guidance for your career journey. By understanding your strengths, you can better align yourself with roles that suit your capabilities and aspirations. Exploring Career Paths in Law As you assess your career options, it’s essential to consider various paths within the legal field. Many legal professionals are now exploring opportunities beyond traditional law firm roles. The corporate sector, for example, offers numerous opportunities for legal experts. Jason Elias, CEO of Elias Recruitment, discussed this trend in an interview with the Australian Financial Review. He noted, “Now people are getting three to four years in and saying ‘this is not what I want to do for the rest of my life’… If you were going to work at Google or Mallesons, you would probably choose Google.” This shift highlights a growing interest in roles that offer greater fulfillment and diverse experiences outside traditional law firms.