New Years’ Resolution

Like many, each new year I make a resolution to get fitter. This year I have actually kept to it (four weeks in) and have reduced my carb and sugar intake. I still need to increase the exercise though. Professionally – are you “hiring fit”? Hiring fitness is an important part of any company’s people strategy and success. Effective hiring process can single-handedly transform your firm by identifying top talent and ensuring they have what it takes to be successful in their roles. Here are 7 steps to increase your hiring success in attracting and recruiting talent. Start early. In a candidate short market it can take longer to find the right person. Don’t wait to see if you get lucky with a job ad first. Any money saved on a fee is insignificant compared to lost productivity, overworked staff and unhappy clients caused by delays. A perfect world would have a slate of candidates lined up to “compare and contrast” but that is much less likely happen in this market. Don’t make the mistake of losing your best candidate only because they were sent first. If you like them, get the process moving immediately. Good candidates do not last long in this market. You can stand out in a crowded market by identifying your employment value proposition and aligning it with the new hire experience. This will help you attract qualified candidates that are looking for something special, which means that talking about what makes them great should reflect this desire as well! The candidate journey is a critical aspect of the hiring process. The interview should be a mix of candidate evaluation (behavioural questions) and “selling” the opportunity. You are being interviewed as much, if not more than your potential new hire; don’t forget that this is just one part in their decision-making process.   Candidates want to hear about culture, flexible hours and learning opportunities that allow them to grow into their next role – all from one company who values each individual for more than just an employee number or title. Your recruiter is a key component of your team. They are the person who helps bring new candidates into your view. They are your ambassador in the market. It’s important to  partner together effectively from start to finish. The candidate experience is one of the most important things to consider when hiring. With a lengthy interview process, it can be hard for candidates and employers alike- so make sure you are conscious about how they feel during this time period by taking their needs into consideration. When interviewing, ensure that all steps are taken in order and combine them where possible. Make sure you have paperwork ready for when an offer is made. You never want to miss a “rockstar” and have to start the process again because your admin process was too slow. Keep in contact with candidates before they start and make sure you have everything ready for their onboarding. You want to create a good first impression when they start, Hiring new employees can be one of the most time-intensive parts of running a business. So, it’s important to do your best to hire well and quickly. The tips we’ve provided should help you improve the hiring process in 2022 by increasing your company’s fitness level when it comes to finding great talent. Reach out if you need further information. Jason Elias CEO Elias Recruitment

Don’t throw away your shot

A few weeks ago, for my birthday, my family treated me to tickets to Hamilton the Musical. While I know next to nothing about the American Revolutionary War, the story was entertaining, the dancing memorable and the lyrics and musical incredible. One of the songs recounts a young Alexander Hamilton champing at the bit at his opportunity to create change with the anticipated revolution and push for American independence. He sings proudly that he “is not throwing away his shot. “ So while not advocating a call to arms or any violence whatsoever,  I do recommend we take our current opportunities. Economies across the world are rebounding, talent is short and clients are reaching out to recruiters every day. We have an unprecedented opportunity for lawyers. We are seeing juicy pay increases, increased flexibility and promotions. Firms who were only looking at candidates from big brand firms are finally seeing the value in hiring from wider range of firm backgrounds. This is a great time for lawyers so make the most of it. Our national team of consultants are there to advance your career. Tap into our networks and contacts today. Do not throw away your shot. Call Elias Recruitment. 02 9555 5711

Uncertain times- don’t worry, we are in your corner

Sometimes you need to talk to someone about your career. It is dangerous to speak to colleagues at work so an objective outsider with industry experience is a good option. Here is where an experienced consultant can help. Elias Recruitment has over 20 years helping legal professionals in private practice and in-house legal roles. Our award winning team, are a safe pair of hands to advise on everything from salaries and your current role or any future move. We can offer expert advice and insight into which opportunities will best suit your career ambitions. We have consultants in Sydney, Melbourne, Brisbane and Perth to assist you. So if you want a friendly, objective voice on your team, book a free career chat with one of our team at [email protected].

Career health check for lawyers

To be happy at work, many of us seek out a positive culture, good relationships with co-workers and an understanding or inspiring boss. But while it’s reassuring to be in a company we like with people we know, being too complacent has the potential to derail our career. If we’re constantly looking inwards, we can become unaware of changes afoot in our industry. For no fee, recruiters can tell you what you should be worth and what other opportunities are out there. Knowledge is power and you can use it to persuade your current employer to come to the party with a better offer. Or you may decide to move on. With the economy in such a positive cycle, no professionals are laughing harder than lawyers. Every start-up, every green shoot, every deal needs a lawyer. Transactional, commercial, corporate, property and employment lawyers are in demand. Jason Elias, a former lawyer who has run legal recruitment business Elias Recruitment for 18 years, says he’s never seen the market so buoyant. ‘‘There’s more demand now for experienced lawyers than there has ever been,’’ he says. ‘‘All the areas where deals are being done and businesses are being active, that’s where we’re really busy.’’ Capital cities are the busiest, he says, but there is also regional work available. While firms have their pick of law graduates, when it comes to more experienced roles requiring five- to 15 years’ experience, candidates are regularly receiving multiple offers. ‘‘A year or two ago a law firm could post an advertisement on a job site and there was a pretty good chance they’d find a person good enough to hire,’’ says Elias. ‘‘What they’re finding now is that demand is outstripping supply, so they’re not getting the results they used to and they’re coming to us for help.’’ Elias has offices in Sydney, Melbourne, Brisbane and Newcastle, with national and international affiliates through his involvement with the world’s largest recruitment network, NPAWorldwide, for which he sits on the global board of directors. Elias regularly refers candidates to other NPA members in different market sectors or geographies if they have roles that may be more suitable. ‘‘So not only do you get access to my jobs, you get access to 500 companies worldwide with a shared database,’’ he says. A few years ago, NPA awarded Elias the annual chairman’s award, recognition that fuelled interstate growth and saw his business reach new heights. These days he says his role is not just finding people jobs, but also guiding them as a career mentor. ‘‘Lawyers need to feel there is somebody in their corner who can give them sound advice and tell them what they should be earning or what career move they should be making,’’ he says. ‘‘I’m very happy for people to come and see me and let me show them what’s in the market. They don’t have to take the jobs. Many just have no idea of the opportunities out there.’’ The legal jobs market is booming – don’t miss out. With 18 years track record placing lawyers, Elias Recruitment can connect you to the right law firm, government and in-house opportunities. Find out about the jobs not listed elsewhere, contact us on (02) 9555 5711 or email [email protected]

Keep your lawyers happy!

Retaining top talent should be a priority for every firm. Turnover is costly in terms of training time, lost work, employee morale – not to mention unhappy clients. With the candidate market for lawyers increasingly tight, it is more important than ever to keep your lawyers happy! By providing a clear career track and support to enable their best work can only be to the benefit of your clients and your firm. Here are four approaches to consider in ensuring your firm culture is optimised to retain your top performers. 1. Focus on employee experience Considering the employee experience is essential to keeping your lawyers loyal and happy. Susan Peters, Senior Vice President of Human Resources at General Electric, defines the employee experience “simply as seeing the world through the eyes of our employees, staying connected, and being aware of their major milestones and the physical environment our employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.” Essentially, focusing on employee experience ensures that a firm goes beyond a one-size-fits-all approach to hiring and culture and caters a career track suited to maximizing the potential of each employee. This may mean understanding the differing needs of baby boomers, Gen-X/Y and millennials. 2. Prioritise employee engagement throughout the organisation According to research by Gallup, only 13% of employees globally are engaged at work. This presents a significant cost to employers. Gallup’s research, which included nearly 1.9 million employees, confirmed a strong connection between employee engagement and key performance outcomes, including: customer ratings, profitability, productivity, turnover (for high-turnover and low-turnover organisations), safety incidents, shrinkage (theft), absenteeism, patient safety incidents and quality (defects). Engagement is all about empowering managers and employees to effect positive change to their workplace. “It should go without saying, if the person who works at your company is 100 percent proud of the brand and you give them the tools to do a good job and they are treated well, they’re going to be happy,” Richard Branson told Inc. magazine. 3. Recognition costs nothing This might seem obvious, but showing appreciation for a task well done, a client kept happy or a crisis averted is cheap, easy and needs nothing more than a word of thanks or an appreciative email. Some employees prefer a public accolade – a mention during a meeting, reflecting validation in the eyes of their peers – while others thrive from a quiet word of thanks in private. Public praise, however, serves the additional purpose of demonstrating to the team what kind of initiative is useful. 4. Provide workplace flexibility Outcomes matter, not time in the daily grind. Offering employees the option of working remotely, working around school hours or only coming in when necessary can mean you retain a top talent while still achieving the results the business needs. As the global workforce shifts towards contingent and contract workers – the ‘gig economy’ – flexible workplaces will increasingly become the norm. Like so many other workplace practices, it’s vital not to be left behind – especially with NewLaw emphasising outcomes-driven work and flexible work practices. The cost of unhappy employees The costs of not keeping good employees happy are high. A study by the Society for Human Resource Management suggests that employers need to spend six to nine months of an employee’s salary to find and train their replacement – for a lawyer on $150,000, this equates to a cost of $75,000 to $112,500 for the firm. Optimising the employee experience will be an easier shift for smaller firms and businesses. However, with the candidate market tight, employers will need to prioritise keeping employees happy more than ever. Talk to us today about how we can assist you in finding top talent to fill your next role, email [email protected] or phone (02) 9555 5711.

Why good lawyers are like fresh milk

Good lawyers are like fresh milk – they are a perishable commodity and if you don’t act quickly they will be gone. In the 17 years that I’ve been recruiting lawyers, I have never seen a market quite like the current. For whatever macro or micro-economic factors are at play, there is a certain bullish confidence in the market and we have never been busier. Enquiries are being received from existing clients and new clients daily, and as a result we have expanded with consultants based in Brisbane and Newcastle. There is a 180-degree shift from this time last year when candidates were aplenty to being like the proverbial hen’s teeth. Sure, there are truckloads of new graduates being pumped out of law schools across the country but quality lawyers with at least two years’ experience are thin on the ground. The job boards are no longer delivering good applicants and many lawyers are sick of being headhunted on LinkedIn – a phenomenon labelled LinkedIn fatigue. BUT, and here is the interesting thing, many employers have not adapted to the new paradigm. They are unaware that it is well and truly a candidate’s market and they need to adjust their thinking. Good candidates have the bargaining position and they are taking a lot longer to find. They are being more selective. They are being counter-offered by their existing employers and they want to be strategic about their next career move. So, once you identify a good candidate- it is important to appreciate the market context. There are few things more frustrating than finally deciding that ‘Sam’ is your preferred candidate only to find she has gone to a competitor because they moved faster. Just like fresh milk – candidates are a perishable commodity with a short “shelf life”. If you don’t act quickly you will miss out. Here are a few tips to minimise your risk of losing a good legal candidate: Interview immediately. Once you see a CV of someone you like, do not delay meeting them. Schedule it for the next day if possible. There are great tools like Calendly to help coordinate diaries. Second interviews should be on the same day. Whilst I understand there are multiple stakeholders involved, often with busy diaries, why not schedule meetings back to back? Ask the candidate to block out enough time for HR to meet with them and if they pass the HR threshold, then meet with the partners straight afterwards. Decide quickly. There is a period of uncertainty while reorganising diaries for decision makers to meet later. Why not take time after the interview to discuss and if the candidate is appropriate, take things to the next step? Don’t hold out for the perfect If there is someone who could do the job well and fits your culture, make them an offer. If you have any doubt, consider contracting them first. Have all your admin ducks in a row. If you are ready to offer the candidate a role, try not to then delay another week while getting the paperwork prepared. Have it ready to go the day of the offer so you can lock them in. Keep on top of the candidate’s movements. Have regular contact and ask how they are progressing with other opportunities. If they disclose who else they are speaking to, why not emphasise your unique selling propositions compared to your rivals. Sell, sell, sell. Interviewing is a two-way street, whilst you are of course assessing candidates for fit, they are also assessing you. Make sure that they have a positive experience and even if you don’t make them an offer, make them want to work for you (and tell their friends). So, you won’t secure every star lawyer every time but you will increase your chances by following the steps above. For more information contact Jason Elias BA LLB FRCSA on (02) 9555 5711 or email [email protected].

Use WD-40 to make your next job search smoother

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

6 steps for hiring Lawyers

[f 1. Don’t hire if you don’t have to Despite making a living from placing lawyers, I recommend my clients look at their surroundings and canvas all the alternatives before hiring a new person. Is the role necessary? Can existing staff take up the slack? Are their capabilities in-house already available who can transfer into the role? If not, get hiring! You don’t want to lose your firm reputation, clients or good performers from using your time. 2. Define and document There are plenty of times for spontaneity but recruitment is not one. Be strategic, work out what you want and what your needs are. Resist the temptation to cut and paste the job description from the person who left. Analyse what the most important facets are, was there any “job creep” in terms of what this person was actually doing? Can the role be tweaked? Work out what the essentials and desirable criteria are and refer back to these through the job advertising and interview phases. 3. Plan your sourcing strategy Word of mouth is always a great starting point. Who do you already know, the lawyer who impressed you in court last week or the opposing side of that big matter. Ask your contacts, barristers tend to be a good source too. At Elias Recruitment, many of our placements result from referrals by contacts in the legal industry. Advertising – whilst less successful in recent years you may want to consider an ad on a job board like SEEK or LinkedIn. Social Media we have secured great outcomes from clients using LinkedIn in particular. By engaging in groups like Australian Legal Community (over 6,000 lawyers) you can source great lawyers. 4. Interviewing effectively Try and arrange a peer to be present and make sure you appeal to the candidate at the same time as assessing their suitability from a skills, experience and cultural fit perspective. Always refer back to the job description, remember to define and document. Ask behaviour competency questions as past behaviour indicates future performance eg. tell me about a time when… 5. Candidates are perishable goods Move quickly as good candidates get multiple offers and there is nothing worse than finally deciding on your preferred candidate only to have them inform you they’re going to one of your competitors. If holding multiple interviews, don’t space them too far apart. Have all your paperwork such as letters of offer and any sign offs ready to go. 6. Reference checking is vital Many people can perform during an interview but it is more accurate to see how candidates have performed in a workplace over an extended period. Try and speak to the candidate’s direct supervisor – usually a partner at their previous workplace. If any red flags emerge during the interview process, probe these areas. Also look out for inconsistencies between references and where possible dial a land-line to confirm dates of employment and reasons for leaving.[/fusion_text][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

So you want to practise law in Australia?

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

5 top tips to save money on recruitment

Some businesses try to recruit themselves because they think using an external recruiter is too expensive. But there are ways you can tap into a recruiter’s expertise and still keep your costs down. Here’s 5 of them.   Make the relationship an exclusive one If you’re using a recruiter, give them exclusivity. There so are many advantages to an exclusive recruitment arrangement for employers and I’ve written about some of them here. But one of the big cost benefits is that most recruiters will agree to a discount in exchange for the certainty that comes from an exclusive relationship. And just because the relationship is exclusive, don’t assume the net won’t be cast widely. Many recruiters are also members of a group or network that shares their listings with other recruiters, giving you a broad reach without paying any more or having to deal with multiple recruiters.   Offer to pay something upfront Sometimes recruiters will offer a discount in return for an upfront “skin in the game” commitment. After all, this kind of “pay-in-advance” arrangement also gives recruiters certainty, protecting them from clients who change their minds halfway through the process.   Set fees in advance Many recruitment fees are tied to salary, so employers don’t know exactly what they’re going to pay until the salary offer is made and accepted. Less reputable recruiters may even talk up the salary to boost their commission. Some recruiters may be willing to negotiate an “agreed salary” up front, on which the fee will be based – almost like an insuring your car on an “agreed” or “market value” basis. This kind of certainty can really help clients with budgeting and can also save thousands. For example, we recently had a candidate request a higher offer and to protect the client we agreed to lock our fee at the original offer, saving them over $2,000.   Pay by the hour On certain assignments, some recruiters may offer an “a la carte” choice of recruitment options charged at an hourly rate (Elias Recruitment is one of them). For instance, some employers like to do their own reference checks or place ads under their own brand name, but it doesn’t make sense to carry through with the whole process. So they use a recruiter to do time intensive or low value parts like screening applications and notifying candidates of their application outcomes. These components of the recruitment process can be done at a cost effective hourly rate, saving employers both time and money.   Outsource the inefficient parts Building on the concept of going “a la carte”, another effective cost-saving approach can be to outsource the sourcing element of the recruitment process. It’s this approach that led Elias Recruitment to develop a new service for select clients that we call “First Sweep”, which saves employers the time and effort it takes to quickly source quality candidates. We draft and place an ad on about 20 job boards, contact existing candidates on our books, spread the word on social media and then send any appropriate CVs to the employer. And, because we already have the job board subscriptions, applicant tracking software and experienced resources to do all of this, we can offer this service far cheaper than many employers could do it in-house. Once that’s done, employers can pay for further upgrades – for example face-to-face interviews or reference checking. So don’t be put off using a recruiter because of the perceived expense – there are many ways to get value, use their expertise, tap into their connections and get the results you need in a cost effective way.