FAQs
Why should I register with a recruiter?
- When you are busy at work, it is difficult to find the time to look for another job. We can do the running around for you and tell you where the suitable vacancies are – the majority of firms and companies who recruit lawyers use recruitment consultants.
- As experts in the legal market, we can provide you with inside information about firms which cannot be gleaned from websites and brochures, such as the culture and personalities in the team.
- We can offer advice as to what to expect from the interview. We will act as a sounding board for your thoughts leading up to interview and for your feedback afterwards.
- It is easier, and will generally yield a better result, to have a “middle person” both to sell your qualities over and above other applicants and to conduct any negotiations on your behalf (particularly about money!).
- We often are aware of opportunities that have not become general knowledge. We also have relationships with firms and companies such that we are able to “create opportunities” for the right skill set.
Do I have to pay a fee?
No you don’t. The recruiting firm or company pays our fee.
How many recruiters should I register with?
It is important to choose a recruiter that you feel comfortable with, who takes the time to get to know you and understand your needs. You should be looking for a recruiter who knows the market and operates in a structured, ethical and professional manner and will not simply send your CV round the market without thought or your authority. If you do choose to work with more than one agency, limit it to a small number and ensure that you continue to be in control of the process. You should ensure your CV is not be sent without your express consent and make sure you keep an up-to-date list of your applications to avoid any duplication, which can be seen unfavourably by firms.
How long should my cv be?
Many people have a misconception that the ideal CV should all be on 1 page. This is not the case for lawyers’ CV’s, which should be about 2 or 3 pages long – enough to show the depth of your experience. You can describe your work experience by bullet point as excessive detail should be avoided.
What is the interview process?
It depends on the organisation, but with most law firms there are usually 2 interviews conducted by partners. Some firms may give you the opportunity to have a coffee or informal meeting with lawyers at your level to give you the opportunity for you to ask questions that you may not feel you could ask the partners.
How should I prepare for interview?
The most important factor prior to interview is adequate preparation:
- Research the firm by obtaining marketing information from websites, brochures and legal directories. It is vital that you can demonstrate a genuine interest in their firm or organisation.
- Study the job specification and think about how you have the required experience and skills, and how to articulate this.
- Anticipate the types of questions that will be asked. Whilst you will never know exactly what you will be asked, some common questions are as follows:
Why are you interested in the firm?
Researching the firm as above will help here.
Why do you want to leave your current firm?
Do not concentrate on any negative reasons for wanting to leave and try to focus on the positive aspects of the new role.
Technical questions
It is never easy to predict these but be prepared to talk about your experience on your CV which may involve refreshing your memory and any important recent case law/legislation relevant to your area of law.
What are your salary expectations?
It is best to be vague and say that you are looking for the market rate of the particular type of organisation. It is part of our role to negotiate the best salary package for you. If you are pinned down, it is a good idea to give a range. Discuss this with your recruiter beforehand so that you come up with a realistic salary.
Do you have any questions to ask us?
This is often asked at the conclusion of the interview. Do prepare a list of several questions as some of these will have been answered for you during the course of the interview and if you have none it may be interpreted as showing a lack of interest. Questions about career path and training are good ones. You should not ask about salary at first interview.
What is behavioural interviewing?
Behavioural interviewing is a style of questioning that is used by some, but not all firms or organisations. It is based on the idea that past behaviour is the best indicator of future performance in a similar situation. The type of questions asked tend to be along the lines of “tell me about a time when you had X, and how you dealt with the situation”. Further information on how to deal with this style of questioning is set out under Market Knowledge.
I’d like to gain international experience – what opportunities are available?
In recent years, the international market for lawyers has really opened up with opportunities in the UK, the US, Europe, Asia and the Middle East. Very few vacancies arise at newly qualified level. Firms are generally looking for a couple of years’ post-admission experience. Banking and corporate lawyers are most in demand. Firms are also interested in energy, projects, construction and TMT experience. Vacancies in property, employment and dispute resolution do, on occasion, arise, however overseas opportunities in these fields are rare, even more so at a junior level.
What is the best stage in my career to move in-house?
The best stage to move in-house is between 2-7 pae when a solicitor can further develop his/her legal training in private practice. It is highly advisable to stay in private practice for 2 years following admission in order to consolidate your legal training. The vast majority of in-house opportunities are for solicitors between 2-7 pae and it is at this level that in-house employers believe they can still easily mould and develop a more commercially focused mind-set.
Would I be able to return to private practice I move in-house?
It is still possible to return to private practice after a stint in-house. The ease with which this can be done depends upon the market and can prove difficult if at a very senior level or from a very specialised background. However, your in-house contacts and skills are valuable assets to prospective employers in private practice.
How does the recruitment process work?
We advertise a number of live vacancies at any time, and we have a number of other opportunities which you may not have yet come across. If you have seen a position you are interested in learning more about, forward your CV and details through to the contact consultant telling us which position you are interested in, Alternatively, if you are looking to have a general chat, feel free to contact any of the consultants in your home state and we will review all possible opportunities with you.
Once we receive your CV, we will review your details for suitable positions (including, but not limited to the role you have noted your interest in) and be in touch. The next step is for us to talk with you about your experience, what you are looking for in your next role, and what opportunities exist. Where possible we will give you a position description, details of the team structures, and “inside info” on what the firm/organisation and group might be like to work in. We believe in being honest with you – and will provide you with all the information we have about an opportunity – the good and the bad.
If you are interested in the role, we will then forward your cv plus a report, which we construct including details such as reasons for moving roles, motivations, personality and cultural fit, to the relevant contact at the firm or organisation. We will then arrange interviews as appropriate, conduct reference checks and liaise & negotiation offers.