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Australian Law

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.

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Karolina Slaby March 12, 2025
Australian Law

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

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

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Karolina Slaby February 18, 2025

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]

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Recruiting February 28, 2017
Elias Recruitment - Specialist Legal Recruiters
Elias Recruitment is a specialist legal recruitment agency. We find legal professionals for employers of choice, across private firms, Indigenous representative bodies, not for profits and corporates across Australia.
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