Elias Recruitment Retreat: Sharpening Skills and Celebrating Wins

Staying at the Top of Our Game Staying at the top of the game doesn’t happen by accident, it takes time, collaboration, and a willingness to challenge ourselves. That’s why Elias Recruitment took a few days out of the daily grind to reflect, refocus, and sharpen our skills so we can deliver even better outcomes for our clients and candidates. Celebrating 25 Years in Business It’s no secret that at Elias, we love a little gathering, and our conferences are always peppered with a bit of fun. Before the ‘retreat’ officially kicked off, some of the team hit the ground running with client visits across Sydney. While we’re always looking ahead, we never lose sight of the relationships that got us here over the 25 years we have been in business. With the whole team together, we had the chance to celebrate that huge milestone, with cake, a raised glass and a lot of laughs. “A quarter of a century in business is no small feat,” reflects Elias Recruitment CEO Jason Elias.“We’ve truly built something special, and we’re only getting started.” Getting Down to Business The next morning, with fresh headshots taken (because looking the part is half the battle), we got down to business. Jason set the tone, by asking the team what it is that Elias, wants to achieve.It turns out, quite a bit. From picking up on hiring signals and understanding what makes a great client or candidate, we took a deep dive into how we can be better at what we do best, connecting top legal talent with the right opportunities. Refining Our Strategy The day continued with some straight-talking strategies around client relationships, goal setting, and finding ways to work smarter.“It’s about knowing where to focus your time,” Jason says.“The best recruiters aren’t just busy, they’re intentional.” Dinner, Connection, and Looking Ahead A few coffees later (and maybe a sneaky afternoon chocolate hit), we wrapped up the day with a much-needed dinner at Spice Temple. Conversations flowed as freely as the wine, and while we like to think we’re a pretty serious bunch when it comes to recruitment, there’s always time to share a few giggles along the way. Friday was all about looking ahead. What defines Elias Recruitment? What makes us different? How do we keep evolving? These weren’t just questions for discussion, they were a chance to shape the next chapter. We explored everything from how we engage clients to the future of sourcing with AI and LinkedIn strategies. Guest Speakers and Big Ideas We were also lucky to have three fantastic guest speakers join us for deep-dive workshops. James Harman walked us through the latest tech tools recruiters can leverage to work smarter. Paul Slezak got us thinking big with sessions on goal setting, backward planning, and uncovering our competing com mitments. And Nick Chandler tackled remuneration strategies, an area that’s increasingly critical in today’s market. Our very own Jarrod Moyle led a powerful SWOT Analysis session, digging into our strengths, weaknesses, opportunities, and threats.     Our Foundation for the Future Marnie George inspired us with her session, “Building Our Foundation Together,” where the team collectively landed on our refreshed vision, mission, and values for the road ahead. Last, but certainly not least, International Talent Sourcing Trainer, Vanessa Raath dialled in from afar to show us how to level up our search game with Boolean strings and GenAI. More Than Just Filling Jobs Reflecting on the retreat, Jason summed it up perfectly: “We’re not here to fill jobs. We’re here to build careers, shape futures, and be a trusted partner to the legal industry. That’s what sets us apart.” The 2025 Elias Recruitment Retreat was a reminder of why we do what we do, and why we’re only just getting started. Watch this space.

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.

Meet Jasmine: The Candidate Care Queen Keeping Elias Running Smoothly!

Meet Jasmine: The Candidate Care Queen Keeping Elias Running Smoothly! At Elias Recruitment, we’re all about connections—and sometimes, those connections come with a great backstory. Enter Jasmine Wheeler, our Candidate Care Consultant. Jasmine found her way to us thanks to a well-placed connection. Jasmine’s mum Nicole and our MD Jason Elias worked together in Club Med, Bali in the early 1990s and stayed in touch. Since June 2024, Jasmine has been keeping the wheels turning behind the scenes and looking after our candidates.  From High School to High Stakes Jasmine may have only graduated high school in 2023, but don’t let that fool you—she’s already got her sights set on big things. Currently smashing through her Bachelor of Law and Communications at the University of Technology in Sydney, she’s balancing coursework with candidate care like a total pro.  A Natural Fit for Recruitment (Even If She Didn’t Plan It!) So, what made Jasmine say yes to Elias? She was looking for corporate experience, particularly in the legal space, when Jason swooped in with an offer too good to refuse. Now, she’s the go-to support for the team, making their lives easier with her organisational wizardry and keen attention to detail. And while she may not have initially set out to work in recruitment, she’s quickly become an irreplaceable part of the crew. Jasmine’s role is essential. She ensures that candidates are matched with the right legal recruitment consultant, adds them to Elias Recruitment’s exclusive Legal Talent Pool, and keeps everyone updated on new opportunities that align with their career goals. What Drives Her? Besides coffee and Tim Tams, a well-curated study playlist, Jasmine is fuelled by the opportunity to learn. As her first-ever office job, Jasmine is getting a front-row seat to the legal world—an experience she knows will be invaluable as she carves out her future career. Plus, let’s be real –  the team is pretty awesome, and she’s loving the social connection, supportive environment and Thursday drinks.  If She Was NOT  Here…? In another timeline, Jasmine would be fully immersed in the legal world, preparing for a career as a future legal powerhouse. But who knows? Maybe recruitment has a way of pulling people in when they least expect it?! What’s Next? For now, Jasmine is focused on growing, learning, and making an impact—both at Elias Recruitment and beyond. We’re beyond lucky to have her, and if her drive, organisation, and positivity are anything to go by, we can’t wait to see where her career takes her. 

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!

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

Is it time to progress your career as a Lawyer? Challenge yourself with this checklist.

Is it time to progress your career as a Lawyer? Challenge yourself with this checklist.   Before you take the leap and start looking for your next legal job, take a moment to ask yourself the following questions: Am I being challenged in my current role, in my current company? Am I still learning new things? Do I feel respected and appreciated? Am I developing new skills that will enhance my value? Can I see a future career path? Do I get up each Monday excited about going to work or not?   Examining the reality of your current role and objectively determining whether it’s the role itself that needs to change or simply the employer can often be the most important first step. Only you know when it’s time to move on. But chances are you’ve at least thought about what the next move might be. There are clear warning signs that it might be time to move on. 1. Staying Doesn’t Make Financial Sense It probably seems risky, but changing jobs can often mean an increase in income or other non-financial benefits. New employers may offer an incentive to move across, and some firms are now offering “70 cents in the dollar on billings” and cross-referral/client introduction fees (often 10% of collected fees). Consider the other benefits you may currently be missing out on: better hours, working closer to home, or flexibility like working from home one day a week. You may find you even have time to take that holiday that never seems to come around. Moreover, staying in a role that doesn’t meet your financial expectations can lead to dissatisfaction and burnout. Regularly assess your market value by networking with recruiters and peers in your field. The recent APLMA Salary survey ( Free for ALPMA member or purchase the full survey here) can provide insights into current salary and employment trends in the Legal Industry and help you benchmark your compensation. Remember, it’s not just about the base salary; look at the total compensation package, including bonuses, benefits, and work-life balance. 2. You’re Risking Guilt by Association No matter how many hours you put in, if you’re not working for the right people, that is energy wasted. Some firms are known for excellence in one area and not others. Ask yourself: how positive is our firm’s reputation in my practice area? Who are we being compared to? Are we being held back or even missing out on work because of the way the firm is perceived? Maybe moving on is a better bet for your reputation. Being associated with a firm that has a tarnished reputation can have long-term career implications. Clients and peers often judge you by the company you keep. If your firm is embroiled in scandals or known for unethical practices, it might be time to distance yourself. Look for firms with a strong ethical foundation and a positive market reputation. A good reputation not only attracts better clients but also opens doors to prestigious career opportunities. 3. Politics Is a Tricky Game Managing demanding clients is one thing. Managing internal conflict is another level of stress altogether. Sometimes firm management just won’t be on your side. Perhaps they are excluding you from managing bigger clients because of some perceived conflict. Did you back the wrong person at the last partner’s meeting? Politicking is part and parcel of law firm life, but if it is taking up too much headspace, it may be time to outgrow the petty game playing. Internal politics can be toxic and detrimental to your mental health and career progression. If you find yourself constantly navigating office politics rather than focusing on your professional growth, it might be a sign to move on. Seek environments where meritocracy prevails and where you are recognized for your contributions and not your alliances. Transparent and supportive leadership can significantly enhance job satisfaction and career development. 4. Your Firm Is Choked by Bureaucracy Too much paperwork and too many meetings might eat into your practice. You would be better off developing business and nurturing client relationships rather than attending endless irrelevant meetings that go nowhere. 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? Bureaucracy can stifle creativity and efficiency. If you spend more time navigating internal processes than serving clients or developing your skills, it might be time to consider a change. Look for firms that value streamlined processes and efficiency. Modern legal practices leverage technology to minimize administrative burdens, allowing lawyers to focus on high-value tasks. Adopting a proactive approach to seeking out such environments can lead to a more fulfilling and productive career. 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. Adapting to organizational changes can be challenging, especially if the new direction doesn’t align with your career goals. When a firm shifts its strategic focus, it can create misalignment with your professional objectives. This misalignment can hinder your growth and job satisfaction. It’s essential to stay attuned to industry trends and be prepared to pivot when necessary. Evaluate whether the new direction aligns with your long-term goals and values. If not, it might be time to explore other opportunities that better suit your career aspirations. 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

What happened in the Legal industry in 2023/24 FY and where to from here?

What happened in the Legal industry in 2023/24 FY and where to from here?   First and foremost, we want to express our heartfelt thanks from everyone here at Elias Recruitment. We truly value your support and trust throughout the past financial year. This has been a significant year for us as our team has excelled, and we are now delighted to assist our clients with all their hiring requirements.     Eva Wilson is leading our Business Support team and hiring exceptional talent including Paralegals, Legal secretaries, Legal Admin and Service Managers. Karen Horovitz is hiring for our clients across all Operations, IT, Finance, Marketing and Sales talent. More insights from 23/24 FY and prediction to the upcoming one: Market Conditions in the Legal Industry   Despite downturns across numerous industries including IT, the Legal sector remained robust and demand for lawyers was strong. While not at the dizzying heights of the previous year, there was a constant need for good quality lawyers (especially at 3-6 years PQE) across most practice sizes and areas. While many firms focussed on maintaining headcount rather than expanding, a number of smaller firms catering to the B2C market (e.g. family, crime, wills) grew rapidly as a result of innovative online marketing campaigns. Demand was particularly strong for general insurance, workers’ compensation and family law- with an increase in post-pandemic relationship breakdowns. The desire for lawyers to work overseas has risen again with USA, UK, Asia and Middle East viewed as key destinations. The impending Free Trade arrangements with the UK allowing mutual recognition between jurisdictions will be worth watching. Salary Trends  Elias Recruitment proudly supported the 2024 APLMA Australian Legal Industry HR Issues & Salary Survey. The survey indicates a substantial rise in salaries within the legal industry, with an average increase of 7.0% for law firm employees (national average of 4.2%). There was upward pressure on salaries from firms trying to outbid each other for candidates with multiple offers or current employers counter offering. Overall. salaries have tended to normalise this year. Graduate lawyers’ salaries surged by 11.8%, bringing the average to $76,000 and anecdotally, we understand some first years have been offered up to $110,000 by top tiers. Recruitment Efforts Recruitment will consume the largest proportion of HR budgets, with 29% of firms prioritising talent acquisition. Most vacancies are for replacing existing lawyers with a continuation of exodus to inhouse legal roles. Firms offering flexibility fare better in a still competitive market. While many early career lawyers enjoy the office environment, learning and social opportunities, more experienced lawyers (especially those who may have family responsibilities) baulk at a 5 day in the office scenario. Ad response is still poor with the job boards delivering fewer quality candidates. We are relying on headhunting, networking and word of mouth referrals from 24 years in the market. Many lawyers are too busy to actively job hunt and wait for roles to be presented to them. Consequently, Elias Recruitment has developed a Legal Talent Pool where clients can see all the top candidates we currently represent and approach them seamlessly.

Interview with Jason Elias – Founder and CEO of Elias Recruitment who has just opened a new division of his agency, specifically for legal professional support roles.

You have been in specialist legal recruitment for 25 years. What made you want to launch a division specifically for legal professional support roles? There were two reasons. Firstly, our clients were asking for support beyond recruitment for traditional professional roles. Secondly, I found the right person to head this division up…Eva Wilson. I had worked with Eva in the past and knew she was an outstanding recruiter with the right holistic approach for this project. Clients and candidates warm to her genuine and caring nature and appreciate her attention to detail. She loves visiting clients face to face and asking the right questions to guarantee best results.  Since launch, Eva has grown the Elias Recruitment Professional Support Division to three full time recruiters working with clients all over Australia.    What kind of roles do you recruit for? Basically, all the roles that make a typical legal practice tick.  That includes legal secretaries, paralegals, conveyancers, clerks, HR, IT and accounting support specific to the legal profession. Our first clients were law firms that we had existing relationships with but we are now also recruiting for Barrister’s Chambers, suppliers to the legal sector, Government agencies and private entities with specific legal requirements. What are your plans for this Division? That’s easy. We want to be the leading specialist recruitment agency for legal professional support roles across Australia and New Zealand. Elias is already the leading agency for legal professional roles but we are on a mission to extend this reach further. Some people might think that is easy but it’s not.  Professional Support is a lot different to Professional; the roles and the candidates move a lot faster, the packages are less standard and lead times are shorter. The other challenge is that there is more competition. There are countless recruitment agencies claiming to be able to help with generic support roles in the legal profession which no doubt creates a lot of confusion for good candidates on the market. The difference with Elias is that we have the experience and the networks to move quickly for both clients and candidates alike.  How do you handle the stresses involved in growing a business? In the last 12 months alone, we have relocated our Sydney office into bigger premises, taken on new team members overseas, opened a new Professional Support Division and launched a specialist legal talent pool product. At the same time, we’ve managed to secure spots with highly sought after tenders and taken out Best Boutique Recruitment Agency in the Seek SARA Award for 2023 and the RCSA Awards.  On the one hand, seeing a team and business grow brings enormous pride but stress is unavoidable. I manage that by allowing lots of family time and time to watch the footy (Go Bulldogs!)  Needless to say, I am incredibly proud of our team and our work. Jason Elias, CEO Elias Recruitment

Legal Secretaries Today

The role of legal secretary has evolved dramatically over the last 20 years becoming more complex, more technical and more critical to the overall performance of a high functioning legal team. In case you didn’t know, there is a huge shortage of experienced legal secretaries right now. Leading firms are offering a range of benefits to lure great candidates across and it’s a good time to be picky. It’s also a great time to really think about what makes the role of a legal secretary so great. Firstly, you are the “go to” person for your department – always tapped in to where everyone is at any point in time – what work is coming in, where it is at and how people are performing. This is particularly important in hybrid working environments.  Other responsibilities include monitoring billings, drafting and editing documents, co-ordinating meetings, event planning and using a range of technologies for everything from e-filing to billing and document management.   So what’s the money?  Today, the Elias Recruitment Professional Support Division is working with clients ready to pay between $75,000- $85,000 plus super.  For that package, you will have some previous experience, have a basic understanding of legal terminology, strong IT skills and a genuine interest in the technologies that are reshaping the legal profession. No heels required. Jason Elias, CEO Elias Recruitment

Advertising for In-House roles

There should be a degree in creating a job title and posting an ad. What responsibilities does the title imply? Will it fit on an email signature or business card? Will it date? Will it offend an existing team member? We think there is one other really big factor that an employer needs to consider…..will the ad attract clicks? Apart from the years of experience in interviewing, pre-qualifying, reference checking and matching candidates to jobs, the other great reason to use a specialist recruiter is we know how to draft great ads. At Elias Recruitment – one of the oldest specialist legal recruitment agencies in Australia, we know how to maximise clicks. Firstly, we know what job titles and keywords are trending with great candidates at any point in time. We are also constantly monitoring the performance of our ads and, even after just 24 hours, we can tell if our keywords or job summary needs tweaking in order to attract the kind of candidate we need.  Let’s use in-house roles as an example. On any given day, we will see ads for in-house roles described as “In-house Counsel”, “Corporate Legal”, “In-house Lawyer”, “General Counsel” or ”Corporate Counsel”. Even a little thing like whether to put the hyphen in “inhouse” can make a big difference to an advertiser’s search results. So what is the best title to use when advertising an in-house counsel role? The answer might be different than you think. Call one of our consultants at Elias Recruitment and find out.