Tag: #recruiter

Team News and Updates

Meet Eva Wilson: The Recruitment QUEEN Making an Impact!

Meet Eva Wilson: The Recruitment QUEEN Making an Impact Eva Wilson isn’t just a recruiter—she’s a powerhouse at Elias Recruitment, bringing energy, insight, and a personal touch to every placement she makes and recently celebrated her two-year anniversary. Eva continues to build strong connections and help candidates land their dream roles. Whether she’s securing top talent or sharing a laugh with Jason (whose jokes, let’s be real, still need work), Eva keeps the workplace buzzing with energy and enthusiasm. So, what fuels her passion? “I love getting to know people on a deeper level—understanding their motivations, aspirations, and what truly excites them about their careers,” she shares. “There’s nothing more rewarding than seeing someone land the perfect job.” One of her proudest moments? Helping a candidate relocate from New Zealand to Australia and securing them a fantastic role in a top-tier law firm—where they’re thriving to this day. And if recruitment wasn’t her calling? Eva would be turning heads in the fashion world, sourcing luxurious fabrics in Milan, developing signature fragrances in Grasse, and curating dreamy homewares from Bali. Her dream dinner guests? Princess Diana (for a heartfelt and inspiring conversation), Steve Irwin (for his infectious passion and storytelling), and John Howard (for his leadership insights and political wisdom). Eva’s personal theme song? Don’t Stop Me Now by Queen—because slowing down is simply not an option. Her go-to career advice? “Let go of imposter syndrome. You’ve earned your place—own it.” Why Elias Recruitment? “Because you can be your authentic self while making a real impact—helping people find their dream jobs in a supportive and fun environment.” With Eva leading the way, the future of recruitment is bright, exciting, and full of possibilities. Love your work, Eva!  

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Candidate Tips

What I wish I’d known as a new lawyer | Advice from a recruiter

What makes the difference between a fresh graduate and a veteran lawyer often comes down to details – writing an email so a client clearly understands their legal options, or contributing effectively to a business meeting to win new work or consolidate an existing relationship. On 18 August 2017, The College of Law hosted a one-day event, the New Lawyers Summit, featuring advice from senior lawyers, recruiters, digital networkers and barristers to help law graduates acquire the skills they need to excel professionally. Insights spoke to recruiter Jason Elias, who was part of the New Lawyers Summit, on his advice for new lawyers hoping to impress in their first graduate role. “As recruiters, we hear, see and are sometimes purely surprised by some of the easily avoided but common mistakes we see in the recruitment process,” said Elias. Including a photo ranks high on his list of job-hunting faux pas. “There is no reason to put a photo in a legal CV, even if you look like Amal Clooney – or George Clooney. It’s irrelevant. Unlike actors or models, looks are irrelevant when it comes to being a good lawyer.” “Be brief in your CV,” advised Elias. “Anything over four pages is overkill. Make sure you focus on the most recent and relevant roles. Do not include any matters that could be discriminatory, such as references to your age, marital status, race or religion. “Don’t try to be fancy with your CV, with illustrations or boxes or any other kind of novelty. Just be professional. Remember, the CV is there to get you the interview. Once you’re in the interview, let your personality shine a bit more.” For law students looking to impress recruiters and law firm HR, Elias advised finding some form of legal work while studying law. “Get a job, even if it’s in the mailroom,” said Elias. “There are so many stories of managing partners who started in the mailroom. Get an associateship with a judge, find work as a paralegal – anything relevant to your chosen career.” Elias also noted that marks remain important, so a concerted effort to do well – and consistently – in the study of law will distinguish applicants at the graduate recruitment stage. Applying the same sense of industry and commitment to preparing for an interview as one might for a distinction or high distinction is essential – and one of the most overlooked areas for graduate applicants. “Preparation is really important. I’ve never understood why it’s overlooked. When you’re going for a job, your academic transcript might have three pages of marks, which a recruiter or an HR manager might glance over for twenty seconds. For each of those marks, you might have spent dozens of hours to make sure it was distinction, not a credit. Yet I still hear HR people telling me that a candidate didn’t know their firm specialised in a certain area. “To prepare well for an interview, read the firm’s website,” urged Elias. “Read anything that is written by the firm and its lawyers. Know the legal press. Know the LinkedIn profiles of all the partners. It shows you know the firm and want the job.” In recent years, automation and outsourcing have featured frequently in legal news, sparking some concern that it may disrupt entry level and paralegal work. In Elias’s view, these concerns are largely unfounded. “I’m a bit skeptical about how much automation will really effect the legal profession. There’s no substitute for quality control, and only real people can ensure quality work. Automation may make our work more efficient but it won’t replace all work. New lawyers should focus on doing what machines can never do – understanding the commercial context of a legal issue, and the subtleties of human nature. Much of the time advice is not just about technical black letter law but the commercial context and underlying human motivations around a deal.” Above all, Elias advises perseverance. “Getting turned down from a job interview is not the best feeling in the world,” Elias said. “Some roles, especially in-house, can have up to 100 candidates. Some employers will share tips on how you can improve. Take these tips into consideration and learn from the job application experience. Remember, recruiters deal with thousands of lawyers each year. Nobody is intentionally out of work for long.”   This article was first published on 12 July 2017 in the College of Law.

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recruiter
Candidate Tips

6 reasons to use a recruiter when hiring

I am obviously a recruiter and of course I would be telling you to use a recruitment agency – but here’re good reasons why…… 1. Don’t waste your advertising time & dollar Advertising is not as easy as it seems. There is an art to writing up the right advertisement and to target the right talent. A lot of mistakes are made by employers who simply throw up a never ending job description as a way of attracting top talent. With most candidates applying for multiple jobs in a day, your ad has to stand out to make them want to press the “Apply Now” button – majority of candidates either go straight to the section on what is in it for them, don’t read past the job title/salary or have no idea they applied as they have set up multiple accounts on various job boards and activated “auto apply”. Even if you have the job ad right, it doesn’t automatically mean that the best candidates are going to see it. There are hundreds of job boards and industry-specific publications, websites and blogs, each with multiple categories and sub categories making it difficult to successfully navigate these online advertising black holes! The good recruiters understand these pitfalls and can have your job placed in the right way and in the right place. Without their expertise, you could be wasting your advertising and marketing dollar on ads that might never be seen, as well as sitting back and waiting for that perfect candidate that never applies. 2. Increasing the candidate pool Recruiters are known to place approximately 80% of their placements with a candidate from their existing talent pool. Good recruiters don’t simply “wack up an ad” – Employers with little or no Recruitment experience can do this, albeit a lot of the time not very well. But even with a good advertising search, there is a large part of the talent pool not actively looking at job boards. Recruiters are constantly busy making connections and networking their talent who are in the “passive” market. They are those candidates who are currently employed not having the time to look themselves, and would like their recruiter to let them know “if there is ever a job like that one that ever becomes available”. Make sure the search for your new employee is coming from a broad-based search utilising your recruiter’s database and network and not just the best of the small group that happen to find an advert by luck. 3. Clearly defined position/hiring outcomes and expectations The positions vacant are pre-qualified before going to market. It is not just a one-way street and every good recruiter will know their employer and the employer will trust the advice of their recruiter. Most new vacancies start with an interrogation of the job role as it is a good opportunity to possibly redesign the position. It might also be an opportunity to discuss why perhaps the role has not worked out with several different candidates, a continual problem within the job responsibilities itself. This is also where the recruiter will advise you of what has worked in the past, what is popular in the market, and other useful information that you wouldn’t have access to when trying to hire on your own. Successful recruiters will walk away with realistic expectations of the employer and a clear defined job description for potential applicants. 4. Expert hiring advice Recruiters will always interview and gain a good understanding of what a candidate is really looking for in a new job and employer… well the good ones will! Recruiters usually get to know their candidates and gain a better understanding of their drivers, strengths, weaknesses, their work history and reasons for changes over their career. It can sometimes just be down to a recruiter “gut feel” about the candidate – instincts that are developed over time with extensive experience. Salary expectations is another issue a good recruiter will manage with a prospective employee. This conversation is sometimes difficult to have between and employee/employer – an employer trying to cut costs for the firm while an employee trying to beat up their salary. There is an element of trust with the recruiter that makes this conversation more realistic. 5. Speed and adaptability Sometimes a new hire is required immediately which is something recruiters are good at – they have a broad range of candidates already in their database and have the ability to act quickly. They normally have an active list of candidates who are able to move at a moment’s notice. They also have a pool of temporary candidates who may be able to step into the role and offer cover while the permanent talent search is being conducted. 6. Getting it right the first time One of the best reasons for using a recruiter is that their work is guaranteed. Guarantees can range from the standard industry three-month period out to six months which lines up more and more with the standard probationary period. Recruiters hate doing a refill and let’s face it, no one likes working for free, so they are making a concerted effort to ensure they get it right the first time with the best candidate possible. Using a recruiter will save you time and money by not having to run the process yourself and also safeguards against making a wrong hire. Making a wrong hiring decision costs an organisation precious time and therefore money as well. If you are looking to fill a role within your organisation, consider using a recruitment agency that specialises in your industry and hire the correct candidate for your company. ____________________________________________________ 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]. Source: Blog

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