Finding your perfect new role in any sector is always important but particularly in the legal sector, where upholding your reputation and maintaining confidentiality during your job search is of utmost importance, writes Kristina Steele.
As associate director of Naiman Clarke, I interview candidates ranging from lawyers up to salaried partners, hearing varying reasons as to why a candidate is seeking a new role and where, if applicable, applications have already been lodged.
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Unfortunately, I am aware of many instances where applications are not being managed with the proper care they deserve. Let’s face it, there is enough negativity about (some) recruiters as it is, and that must improve.
The benefits of using a well-established legal recruitment agency
I am often asked, “should I lodge my own applications or use a legal recruiter?” There is no wrong or right answer to this question; however, some of the benefits of lodging applications through a trusted legal recruiter are as follows:
- Legal market knowledge
Some leading legal recruitment agencies have been working across Australia’s legal market for decades, acting for a broad range of clients (boutique to top-tier/international law firms, government and in-house clients) in different states. This experience allows for in-depth knowledge and understanding of firm/company/partner reputation, culture, remuneration levels, bonus schemes, additional benefits etc., which aren’t otherwise readily available to candidates. This includes opportunities that are new to the market or opportunistic roles that are not actively advertised.
- Direct access to HR managers and talent acquisition
It is not encouraged that candidates reach out to those responsible for recruitment when applying directly. However, as trusted agents to our clients who are briefed directly on active roles, recruiters are able to communicate directly with those responsible for recruitment, giving you an advantage you wouldn’t otherwise have if you went to market alone!
- Time-saving
We know lawyers are extremely busy! Managing your job search, applications, and interview scheduling through to offer and negotiation can be a very time-consuming process and sometimes stressful. Your legal recruiter will manage this all for you, and what is often attractive to candidates is the ability to negotiate remuneration through a third party, removing any difficult conversations with your potential new employer.
- It is completely free
Who doesn’t like free stuff? We do not charge candidates and are paid a fee by our clients once a suitable candidate has been found. This means we must ensure both candidate and client are happy and aligned before we receive any payment for our work (known as a contingency fee).
- Guidance and support
A good legal recruiter will always have your best interests at heart, providing advice on your resumé and LinkedIn profiles (where applicable), and we will be your biggest advocate during your job search. You will receive support with any concerns you may have, ensuring you feel confident in interviews, happy with your choices, and experience a smooth transition into your new role.
- Ability to approach the market anonymously
There are often good reasons why a candidate may not want to disclose their personal details to a firm until they know there is genuine interest; this can be particularly important if the candidate is senior, in a niche market where everyone knows each other, where your supervising partner has many contacts in other firms or where you may be considering joining a competing firm. As your representative, we are able to approach the market with enough information about you to gauge interest but without anyone actually being able to work out who you are.
The process
The following process is what you should expect from your legal recruiter.
- A face-to-face or video interview with your legal recruiter
It is important you do your best to commit to this; not only to get to know the person who could potentially be representing you in your job search but also for us to get to know you. To be your advocate, it is important that we understand how you present, how you communicate, what your motivations are, and what your experience is so we can match you to the right opportunities.
- Hearing about opportunities
Following or during the above interview, your recruiter should present you with suitable job opportunities. These should align with what you have discussed and what your experience is. This is a good way of evaluating if your recruiter has heard you and will represent your best interests. It is not uncommon to receive some “out-of-the-box” or different ideas from those discussed, but this should be noted as such by your recruiter. Sometimes, there are opportunities in the market that you may not have considered, but you may be interested in!
- Providing your consent
As a legal recruiter, this is one of the most important things we need. Your agent should not lodge any applications on your behalf without your express consent received in person, over the telephone or by email (having something in writing is best). Please ensure when you provide your CV, academics, any articles etc., that your application preferences are made clear.
- Communication
A good legal recruiter will give you regular updates on your active applications. Unfortunately, due to sheer volume and lack of time, some of our clients are unable to provide updates on applications, e.g. that it is being considered, the relevant partner is on leave, or that they will not be progressing. Your recruiter should let you know if this is the case so you at least know they are on top of it. You should also hear when your application has not been shortlisted, meaning you have been unsuccessful on that occasion (with feedback as to why if provided to your recruiter), and, the best part, when you have secured an interview!
- Helping you manage the interview process
Your legal recruiter will arrange your interview(s), and provide you with as much information about the role/firm/partner that they have been provided with from the client, who you will be meeting, as well as interview preparation, hints and tips. They will assist in providing your feedback following the interview(s) and receiving feedback for you. If you are successful, they will also assist in undertaking reference checks, securing an offer (and negotiation where applicable), arranging a start date, receiving your offer letter/contract and onboarding at your new employer.
You should feel in control of your job application process at all times and be able to trust your recruiter. We are here to help, and we feel a great sense of achievement and happiness when you secure your dream job!
Kristina Steele is the associate director of Naiman Clarke Legal.
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Kristina Steele
