Tag: Law

Legal Employer Branding
Australian Law

Attracting the Best Legal Talent this new Financial Year

Why Employer Branding Matters In today’s fiercely competitive legal talent market, top candidates do not simply join firms; they choose workplaces that mirror their values, offer flexibility, and reward them appropriately. Employer branding has become mission-critical in FY2026. Firms that authentically showcase culture, purpose, and career growth are winning the war for legal talent. Here’s how to position your law firm or in-house team at the top of candidates’ lists. ✅ Proven Link Between Employer Brand & Quality Hires LinkedIn’s Future of Recruiting report highlights that standout employers gain a measurable edge in quality-of-hire, especially when they focus on candidate priorities like flexibility, innovation, and values. For law firms, this translates to showcasing your commitment to flexibility, hybrid work, thought leadership, and career development. 💡 Values-Driven Branding That Resonates Gen Z and Millennials, who will soon comprise over 75% of the workforce, want employers with purpose, and they want to see that purpose in action. Failing to walk the talk on sustainability or social justice is not just a missed opportunity; it can hurt your brand. In legal recruitment, displaying initiatives, such as CSR, pro bono programs, or mental wellness support, creates a powerful differentiation. 📌 Flexibility as a Cultural Cornerstone PwC’s Global Workforce Preference Study 2025 found that young professionals value stable salaries and positive work environments. Law firms offering hybrid work options, flexible hours, and autonomy are meeting these twin priorities head-on. In your branding, highlight testimonials or case studies from junior lawyers who’ve thrived under these frameworks. Often, early career lawyers prefer going into the office—not just so they learn faster, but for the social aspects. It also means the… 🧠 Skills-Based Hiring Opens the Talent Pool Traditional law hiring often prioritises degrees and firm pedigree, but skills-based hiring is reshaping the sector. By emphasising transferable skills, like negotiation, data analysis, or tech-savvy drafting, you can both expand your candidate pipeline and reinforce an innovative employer brand. Firms showcasing commitment to internal development and upskilling will shine in this space. Many lawyers get pigeon-holed in one area and after a few years want to move, and this gets harder—especially… 🤝 Human-Centred Branding in an AI World AI is transforming legal tech (e.g. document review, legal research), but candidates crave human connection. High-performing employer brands balance tech-forward messaging with human-led narratives, like partner-led onboarding, mentorship, or team retreats. These soften the tech story and highlight your firm as a place of real relationships and support. 🔍 Transparency & Authenticity Win Trust Recruitment marketing experts note that in 2025, employer branding isn’t about surface-level perks—it’s about authenticity. Law firms must match what they say with what they live. Share career journeys, demonstrate equitable promotions, and post real employee feedback. Honest storytelling builds trust, and trust attracts both clients and high-calibre legal talent. 💸 Competitive Remuneration Gen Z and millennial lawyers bring skills in short supply—hence their expectations on salary are often higher than law firms might expect. To secure the top talent, employers need to offer an attractive salary package competitive with their counterparts, not only to attract but also to retain them. The cost might exceed your recruitment budget, but what is the cost of an empty seat? 📣 How Elias Recruitment Supports Your Strategy Elias Recruitment works with forward-thinking law firms and in-house teams across Australia to craft authentic employer brand strategies. From clarifying your unique value proposition, to producing candidate-focused profiles, to auditing job postings for maximum appeal, our goal is simple: help you become the workplace that top legal professionals choose. Partnering with Elias ensures your stories are told credibly, compellingly, and strategically. Employer branding in law isn’t just an add-on; it’s a strategic imperative. Firms that elevate authenticity, purpose, and human connection in their messaging will not only attract top talent but also set the stage for long-term retention and growth. And with Elias Recruitment as your storytelling and attraction partner, your organisation can confidently stand out in a crowded field. Ready to Stand Out? Let’s shape your story to attract Australia’s top legal minds. Book a Consultation

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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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Australian Law

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

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

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.

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COVID office image
Australian Law

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].

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CPD points
Candidate Tips

Six Ideas for painless CPD points

Building up your CPD points doesn’t have to feel like a chore. There are ways to meet your requirements while actually enjoying yourself. Today we’ve done the legwork and found six of the best options coming up soon: Six Thinking Hats with Rebecca Stewart, Managing Director, Chalmers International Dr Edward de Bono’s system is still one of the most effective ways to help you (and the people around you) generate high quality solutions to everyday challenges. It’s particularly useful if you need to bring together team members who have different attitudes to problem solving, or if you regularly deal with circular, unproductive meetings. Superstar Lawyer with Shelley Dunstone, Principal, Legal Circles We all know how important our personal brand is, but what are the concrete things that you need to do to make sure you stand out? In this course Shelley Dunstone shares her expertise from over 30 years in the legal profession, along with her passion for helping lawyers build careers they truly enjoy. Mindfulness Bootcamp with Dr Paul Phillips, Psychologist Over the past ten years the word ‘mindfulness’ has shed its new-age undertones and is now seen as a key tool for stress reduction in the workplace. In this course, Dr Paul Phillips shares how easy it is to learn mindfulness techniques and how quickly they can start to make a big difference to your daily work routine. Meditation in a Mad Minute with Nigel Myers, Solicitor It’s easy to write off meditation as something a busy legal professional couldn’t possibly have time for. But what most people don’t realise is that mediation is not only simple to learn and practice, but it can also have hugely positive effects on your mood and your productivity. Business Development for Law Firms with Sue-Ella Prodonovich, Director, Prodonovich Advisory, ALPMA Speaker of the Year With experience of the inner-workings of successful law firms in Australia and the USA, Sue-Ella Prodonovich knows a thing or two about winning work. In this practical course, she brings together ideas from both sides of the Pacific, showing how you can put your ideas for winning new business into action, without interrupting the flow of work for your current clients. Triple Your Memory and Confidence, and Halve Your Stress with Jonathan Robinson, Senior Associate, Frank Sanitate Associates Who would turn down a chance to remember more and stress less? If you feel like you’re running on fumes, this course will give you practical ways to get back in the game, covering everything from remembering names and faces to staying motivated and maintaining work-life balance. Ready to sign up? Register for these courses and find many more at bulletpoints.com.au You can also keep track of your CPD points via our CPD tracker, find local events, and sign up for online learning options. ____________________________________________________ Jason Elias runs Elias Recruitment, a boutique legal recruitment consultancy specialising in finding lawyers for law firms, NFPs and corporate in house teams. Jason is also co-founder of Bulletpoints.com.au – a one-stop shop that simplifies CPD for lawyers. Get in touch at [email protected]

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