Legal market surges in third quarter FY18

Following a small seasonal Christmas dip, the market bounced back by nearly 50% in most areas. The first three calendar months of 2018 have seen a major growth in legal hiring, with a 50% increase in legal jobs advertised from the second to third quarter FY18 (compare results ‘Legal market cools slightly in Second Quarter FY18‘). According to the Elias Legal Jobs Index for Sydney and Melbourne, this seasonal trend is common within the legal sector, with many firms closing over the Christmas period and consequently hiring fewer candidates during the final month of the second quarter. This sharp spike in the legal market may also be attributed to the Reserve Bank of Australia’s 2018 Economic Outlook, which forecast an overall GDP growth for 2018, in addition to a slight decline in the national unemployment rate from December 2017. Criminal roles enjoyed the highest percentage growth, with 26 jobs advertised – a resounding 766.7% increase on the previous quarter. Other sectors to witness a triple digit percentage increase included banking/ finance, personal injury, employment, family, and insolvency. The only areas to see a decline from the second quarter were corporate/ M&A (with a decrease from 45 roles to 32), pro bono (with a decrease from two roles to one), and energy (with a decrease from five roles to two). In-house jobs soar in third quarter FY18 In terms of raw numbers, in-house saw the largest growth across the quarter, with 96 roles – 51 more than the previous quarter – being advertised. The increased demand for in-house lawyers could be due to a number of economic factors, including an end to the 2011-2017 income recession; a rise in Australia’s resources exports; improved investor sentiment; and a boost in Australian company profits in response to rising incomes in Asia. Based on the RBA’s forecasts for the remainder of the calendar year, lawyers can expect the positive hiring trends of third quarter FY18 to continue. The full picture See the table below for a complete breakdown of where each vacancy was across Q2 and Q3 2018: Area Q2 2018 Q3 2018 % change Corporate/ Commercial 25 30 +20% Corporate/ M&A 45 32 -28.89% Property 30 51 +70% Banking/ Finance 25 52 +108% Litigation/ Dispute Resolution 54 64 +18.52% Insurance 20 27 +35% IP/ Technology/ Media 14 16 +14.29% Tax 2 3 +50% Personal Injury 12 24 +100% Employment 11 24 +118.18% In-house 45 96 +113.33% Family 6 13 +116.67% Insolvency 2 4 +100% Competition/ Compliance 9 13 +44.44% Energy 5 2 -60% Pro-bono 2 1 -50% Criminal 3 26 +766.7% Total 319 478 +49.84% Role seniority Q2 2018 Q3 2018 % Change Partner 5 4 -20% Mid-level (eg. Senior Associate, Legal Counsel) 184 414 +125% Junior (Associate) 10 6 -40% Graduate 0 5 N/A   Jason Elias runs Elias Recruitment, a boutique legal recruitment consultancy that specialises in finding lawyers for law firms, NFPs and corporate in-house teams. For more information, 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.

Spruce up your resume in four easy steps

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

Six things lawyers can learn from a workplace culture legend

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

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

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

Recruiting lawyers ready for digital disruption

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

State of the Legal Market: Recruitment Update

Elias Recruitment brings you the latest state of play in the Australian legal market, drawing on the Urbis National Profile of Solicitors Report – Urbis (2016) and a review of the State of the Legal Market by Melbourne Law School and Thompson Reuters Peer Monitor (2016). The profession is growing, aging and diversifying The Australian legal profession is experiencing significant growth. Over the last five years there has been a 24% increase in the number of practicing solicitors. This reflects significant growth in the profession.   Indeed, for the first time, gender parity has been achieved, with an equal number of men and women in the profession. Women now make up nearly 25% of all partners in all law firms and a third of partners appointed in the six months to 2 July 2016.   However, this diversity is not enjoyed across the board. Australian lawyers with Asian heritage have encountered a ‘Bamboo Ceiling’, with six of Australia’s large law firms having no partners with Asian backgrounds, and only 0.8% of the Australian judiciary having an Asian heritage. Much like Australia’s overall workforce, the profession is also becoming older, with one in 12 solicitors aged 65 years or older.   Employment Sector Legal employment sectors are also shifting. Whilst the majority of lawyers continue to work in private practice, there has been a significant increase in the number of solicitors working in the corporate sector and government. Between 2011 and 2016 there has been a 59% increase in this sector.   Revenue and demand declining, while competition and disruption is on the rise The legal market is in a state of considerable flux. Revenue and demand for traditional legal services is declining – with total legal spend going to traditional law firms contracting. The big winner are multidisciplinary practices, digital solutions and NewLaw models which are expected to seize 40% of total legal spend by 2021. With the pace of change increasing, progressive law firms are adapting quickly to outperform their competitors. It is imperative that lawyers and law firms looking to survive and thrive in this new environment understand the key elements disrupting traditional legal services – NewLaw and related technology, Multi-Disciplinary Practices, and Boutique, Specialist and Focus Firms. What are the Macro Trends? Lateral partner movements – acquiring proven rainmakers from competing firms is the next best alternative to drive revenue growth – but these come with cultural risks! Growth of digital – the App takes hold of law firms. Supply of legal graduates – but don’t believe the media! Whilst we are told that there are now 41 law schools in Australia producing over 15,000 graduates per annum the figures collected in 2015 by the Counsel of Australian Law Deans reported that just 7,583 law students graduated in 2015. Investment in sales and pricing capability – many firms are investing heavily in upskilling their partners and senior staff in selling and pricing skills. Growth in the mobile lawyer. In conclusion, the present state of the legal market is one of considerable change and opportunity. Firms which adapt to new business models and lawyers who embrace an understanding of new technology and adopt a broader advisory role will be best placed to benefit. Those who don’t risk falling behind their competition. If you’re looking for more details about the market, or interested in exploring your next career move, get in contact with Elias Recruitment on (02) 9555 5711.

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.