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Stay up-to-date with the movers and shakers in the legal sector. Here are the key movements in May 2019: Womble Bond Dickinson have appointed Nicola Giddens as a Partner in the London Real Estate team. Giddens joins from DWF, bringing a wealth of experience across a broad range of Real Estate and Real Estate Finance work. Addleshaw Goddard has recruited Peter Crichton as a Leveraged Finance Partner in London. Crichton joins from McDermott Will & Emery, having also been a Partner at CMS and DLA Piper. He acts for both lenders and borrowers in syndicated lending, leveraged finance, and restructurings. Pinsent Masons has appointed Robert Vidal as a Partner in its EU, Competition, and Trade group in London. He joins from Taylor Wessing where he was previously UK Head of Competition. Vidal has particular expertise in relation to the tech, pharma, and life sciences sectors. Nick Mumby has joined Gowling as a Real Estate Partner in London. Mumby joins from Fladgate and was previously a Partner at Slaughter and May and Shearman, where he had a particular focus on complex development transactions. For more information about this article, or to speak to Jonathan about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02071235057 or firstname.lastname@example.org.
The decisions you make in the lead up to completing your training contract to qualify as a lawyer and the steps you take in the run-up to qualification will determine your future career path. So, what options are available to you as a newly qualified lawyer? Many newly qualified lawyers (NQs) will decide to stay with and progress within their current firm, but the internal process may take a long time to complete and may not have roles open in the area you wish to qualify in to. In the meantime, it’s important to keep your options open and make decisions that reflect your desired long-term career path. Our specialist legal recruiters have put together advice to help you make an informed decision! Firms When deciding where to accept a role for when you qualify, you can choose between different-sized law firms, an in-house role, overseas or perhaps a position within a government body. When it comes to law firms, there are many options for you to choose from. In terms of the UK legal market, your main decision will be choosing between joining a US law firm, a Magic Circle or Silver Circle firm, a leading international firm or a smaller West End firm, and timing can mean everything when it comes to applying for roles for a newly qualified lawyer. In regards to salary, US firms sit at the top of the legal market but they are newer to the London market so typically, these firms tend to have smaller trainee pools. This means that when it comes to hiring NQs, they often need to look externally. US firms will typically begin to hire first in the London legal market, with most US firms currently interviewing and some have already offered jobs to their next pool of NQs - their search start date gets earlier every year, so it’s important to get advice from recruiters as soon as possible if you are looking to work for a US firm! On the other hand, large UK firms like those in the Magic Circle, Silver Circle and leading international firms have bigger internal trainee pools and they tend to prioritise retaining their own trainees once they qualify, understandably as they have already invested time into training and developing them as rounded legal professionals. It is around June that the internal recruitment processes come to an end within large UK and international law firms and it is often at this point that these firms begin to look externally for NQs. There is a similar timeline for smaller West End firms, who generally start their hiring process and seek out NQs around June and July. The better the market conditions, the earlier you can look, but as a general rule, it is always best to start looking earlier rather than later to ensure you don’t miss the boat. We would suggest that September-qualified candidates should start looking for roles around May, and March-qualified candidates from November. There are benefits to each of these types of firm. If you are looking for a smaller team feel with a higher level of client contact, a US firm might be a good fit for you, whilst firms in the Magic Circle have great training and development programmes in place. Ultimately, it comes down to what you are looking for from your career. Practice area When deciding on a practice area to pursue, it’s important to choose what you enjoy most! Always consider the long-term and your career goals, and have a back-up practice area that you would also be interested in working in. There are particularly busy practice areas, usually transactional areas, so if this is well-suited to you, consider looking for roles in areas such as Corporate, Banking, Funds or Tax. Some areas have very few external roles for NQs to move into. These are generally the most popular areas for people to qualify into, including Disputes and Intellectual Property, and these are typically filled by the firm’s internal trainees meaning that practices within these areas very rarely need to look externally for NQs. Carry out research to find out which firms have the best reputation in your preferred practice area and take advantage of the expert market knowledge from recruiters here at Pro-Legal! Ideally, you will land yourself a position at a market-leading firm within your chosen practice area, however, don’t be disheartened if you don’t right away - it may be that you need to gain skills and experience and work towards the firm you want to end up in. It's not impossible to change specialisms down the line, but most lawyers will develop and progress within the practice area they qualify into. There a number of factors to consider when deciding on a practice area to specialise in, but the most important thing is to make sure you enjoy the work and can see yourself progressing within this practice area. There are so many options available to NQs, and the decision you make running up to qualification will shape your future as a lawyer. We work with many leading US, Magic Circle, international and West End firms, and have placed many NQs into roles in a variety of firms and practice areas. Speak to one of our specialist legal consultants for a confidential discussion to help you make an informed decision that’s right for you at this critical stage of your career. For more information on this article, or advice on the current legal market and the prospects available to you as a newly qualified lawyer, contact Tamara on 020 7269 6368 or email@example.com.
2018 was a transformative year for charities with the sector facing many challenges, and this year a 'quiet marketing revolution' has been happening in the charity and wider Not-For-Profit sector. Organisations are looking to not just help those in need but empower them as well – how can marketing and communications help? 2019 has seen brand purpose come under the spotlight and scrutinised like never before, with criticisms particularly prevalent when it comes to commerce and corporate businesses trying to 'do good'. This scrutiny has also extended to the Not-For-Profit sector and charities are moving away from a paternalistic approach to one of empowerment in the way they market themselves and their services. Allys Thomas, Oxfam's Head of Brand explains: "There has gradually been more appetite for [images of empowerment] and charities themselves can play a role in driving and shaping that too, so it's become about how we can challenge and change public discourse as well as respond to it." Not-For-Profit organisations should think about marketing as more than simply a way to raise more money towards a valuable cause, but it is also important that charities utilise marketing and communications tools to promote their cause, raise funds, and portray themselves in the desired way. Global Corporate Social Responsibility Director, Frank Krikhaar, of global marketing agency Dentsu Aegis Network, identifies what the charity sector could learn directly from the marketing world - what he considers the 4 C's. 1. Consolidation Mergers and acquisitions are commonplace in the marketing world and it has been often identified that mid-sized charities are often competing against other similar sized charities working on the same cause for the same pot of money – why not consider merging? A recent example of UK Charities joining forces would be Beating Bowel Cancer and Bowel Cancer UK merging in December 2017 – if charities have shared goals, executives ought to consider strength in numbers. 2. Collaboration If a merger is improbable then what about collaboration? Working together should certainly be considered more frequently amongst UK charities. This concept is not absent from the sector as in larger charities, internal marketing, communications, events and fundraising departments collaborate together as they all work cohesively to build awareness and raise funds. Collaboration is encouraged in the marketing agency industry as seen with the Common Ground UN initiative bringing together some of the biggest advertising holding groups curbing competition to tackle the United Nation’s Sustainable Development Goals as together they support and promote global issues. Charities can identify opportunities to collaborate externally with other charities such as hosting challenge fundraising occasions such as long distance running events. Collaborating not only helps drive and increase support for each cause but also contributes enormously to the atmosphere, which makes attending memorable. 3. Content It has been consistently noted by numerous marketing leaders that content is key and the UK charity sector should also continue to integrate this. Charities of all sizes can participate as creating content can be inexpensive but still highly engaging. A great example of planned content is Great Ormond Street Children’s Hospital’s storytelling with #OneDayAtGOSH consisting of hourly shots and snippets from the hospital - the use of Instagram stories can be excellent in supporting this and can help build a following in the same way successful vloggers use these tools. Aside from this, the effective use of all social media platforms, the creation of short videos and graphics, and the regular publishing of blogs on behalf of a charity are all ways in which low-cost marketing initiatives can be incredibly effective. 4. Confidence Have confidence in digital marketing as these tools can be very progressive as seen in recent years with the rise of Crowdfunding and GlobalGiving which has changed the donor culture and landscape. Particularly useful are mobile and digital fundraising platforms like instaGiv - partnered with more than 300 UK charities including Macmillan Cancer Support, Tearfund and Amnesty International, instaGiv offers a range of mobile and digital solutions for the third sector and has helped raise over £7.5m. Recent reports on Activate - a texting platform that lets charities talk directly with supporters in real-time - have also seen positive results. The app has been widely texted in the UK and a few charities have now used Activate in the UK, including the People's Vote campaign. Patrick Heneghan from People's Vote said: 'Activate has been a valuable tool in our campaign. We reached thousands of supporters within minutes and had an expert team at the ready to engage in conversation and drive action. We used Activate to recruit volunteers, get people out to events and raise significant funds.' The younger generations are increasingly interested in how the money going to charities is collected – storifying this as a campaign can blend well in the form of content as mentioned above. The digitally savvy Generation Z are now entering the UK workforce, so incorporating digital trends will attract them and encourage donations and we may even find that these younger generations will change the future path of marketing and communications in the third sector. To conclude, if the competition is close and funding is limited – perhaps acquisitions or working together to achieve shared goals is the way forward for charities this year. Not-For-Profit organisations should also be embracing digital platforms for marketing and advertising and become part of a sector-wide progressive movement to empower people, which will simultaneously attract the generations entering the workforce in the coming years. Lastly, plan content and don't be afraid to get creative - the more creative, the better story created for your brand and the more memorable your content and campaigns will be! Here at Pro-Marketing, we focus on making Marketing, Fundraising and Communications appointments across all levels in the Charity and wider Not-For-Profit sector. For more information on this article or to speak to our industry experts about your future in Marketing, contact Nicholas on 020 7269 6338 or firstname.lastname@example.org.
As a recruiter, it's your job to get the best talent through the door and provide your company or client with the right candidates who will make an impact. While each recruiter has different specific strengths, there are numerous commonalities among effective recruiters. Becoming a great recruiter takes skill, intuition and lots of practice, and our recruitment experts here at Pro have put together 12 Top Tips on becoming and remaining a successful recruiter. So, what makes a good recruiter? 1. Answer/return the call The most successful recruiters will always get back to people whether it is good or bad news and offer full feedback, or even just a quick update call. Don’t be that ever-elusive recruiter who doesn’t get back to their candidates or clients! If you went for a job and no one got back to you, even if you were not successful, would you be happy with this? 2. Make the most of your day Recruiting is like juggling plates. You will have business development calls, candidate calls, interviews, meetings, adverts, applications and emails amongst a barrage of incoming calls. Plan your day to make sure you hit your targets and deadlines, even when you find one situation takes up most of your afternoon unexpectedly! 3. Network Building your network of both existing and potential clients and candidates is key. Keeping in regular contact with active job seekers and clients you have placed with will keep you fresh in their minds to come back to. Attending industry events and lunches, alongside social networking are all effective ways to increase your means of generating the best candidates. 4. Build your personal brand Make sure you are delivering the best service to both clients and candidates alike! When you are generating business from a referral or placing candidates because you have been recommended, you know what you are doing is working! If you do a fantastic job, that candidate you placed last year will remember your excellent service and when they are recruiting for their own team, you will be the person they think of to contact. 5. Listen As a recruiter, you need to listen to both your clients and candidates alike to ensure that you fully understand every detail of what that individual wants. Just because you have recruited for a similar role for a competitor, both the role and what another client wants from a candidate will not necessarily be the same. The same goes for your candidates - understanding their wants, needs and goals will help you to match them to their perfect opportunity. 6. Drive and Determination To be a successful recruiter you need the drive and determination to succeed. You will need to pick up the phone to make cold calls, call candidates, headhunt the passive market and be proactive in your approach. 7. Never stop learning Making sure you are up to date with your knowledge and methods of working will help you stay ahead of your game. As an industry, recruitment is always changing and developing. Trends in the markets change, and tools and techniques are ever evolving. It’s hard to imagine a time without LinkedIn and social media as a recruitment tool; yet not that long ago it was unknown. The way clients are now recruiting is also changing to suit their needs, especially as we are now in such a buoyant market. 8. Ask questions Every successful recruiter has managed to hone their questioning skills to ensure they are finding out more than their competitors and able to make the best matches. Ask the right questions and don’t be afraid to dig deeper to clarify the answers. Knowledge is power in recruitment. 9. Have a thick skin There is a lot of rejection, and some days you may not get the results you want. The important thing is to be able to bounce back, keep positive and stay persistent. If you continue to be proactive you will be a huge success! 10. Think outside the box The most successful recruiters show entrepreneurialism and innovation in the ways they can source and fill vacancies. There is a lot of competition out there from thousands of other agencies. Make sure you are finding new and clever ways to work with clients and candidates alike and show you are different and why. Don’t be afraid to change the way you work because you are comfortable with your processes. 11. Work as a team There is a wealth of knowledge and skills across your business. Work alongside successful recruiters and you will pick up tips and styles to help you improve. Even the most seasoned recruiter can learn from a junior member of the team, and sharing knowledge and best practices will widen your skill set to ensure you are a top performer. 12. Know your market If you work in a specialised vertical sector then make sure you are up to date with industry news and market knowledge - to be the best recruiter you need to know your market inside-out! Here at Pro-Recruitment Group, our teams specialise in Tax, Legal, Finance, HR and Marketing recruitment. Each team prides themselves in being market specialists, who research and learn every day from a wide range of resources available to them. We hold events within these specialised areas to network with professionals and ensure our teams are up to date with their knowledge. We also source Consultants who have worked in these industries previously and so have hands-on experience within their sector, including Solicitors, Partners of Law Firms, Tax Seniors and Accountants. As a company, we are in a period of growth. If you are interested in becoming a market specialist and developing your career with Pro-Recruitment Group, contact our Head of Talent Loren on 020 7269 6358 or email@example.com.
Stay up-to-date with the movers and shakers in the legal sector. Here are the key movements in April 2019: Project Finance Lawyer Nacim Bounouara has joined DLA as a Partner in its finance and projects practice in London. Bounouara was previously at Ashurst and specialises in the development and financing of power projects and oil & gas projects across Europe, the Middle East and Africa. Macfarlanes has announced that Ropes & Gray’s Peter Baldwin will join the firm on 1 June 2019 to focus on special situations and distressed transactions. Baldwin has a background of focusing on advising credit funds and special situations investing groups at global investment banks on portfolio acquisitions and disposals and complex structured transactions. Shoosmiths’ London office has hired Pensions Partner Julian Richards from BDB Pitmans who has over ten years of service at the firm. Insurance Partner Liam O’Connell is set to join DAC Beachcroft to head up its global insurance practice in the London office. O’Connell joins from Norton Rose Fulbright where he was head of the EMEA Insurance Claims Team. For more information about this article, or to speak to Chris about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696361 or firstname.lastname@example.org.
Due to the competitive nature of the market, high-quality candidates are often presented with four or five offers of employment for their next position. As a result, clients are constantly asking my advice on how to attract and retain the best talent out there! Whilst excellent rates of pay and opportunities for progression are two of the most obvious ways to attract the right team members, there are various other more subtle and engaging ways to maximise your staffing potential. According to Deloitte, 94% of executives and 88% of employees believe a distinct workplace culture is important to business success. With that being said, below we will explore some creative ways to motivate and reward your employees when they go above and beyond. Not to mention ways to create a company culture that'll be the envy of your competitors and attract the top talent in the market! So what can your company do to attract and retain staff? Social functions We spend between eight and ten hours a day with our work colleagues so having positive relationships is important for both productivity, employee relations and staff morale. Having regular social functions strengthens these bonds and leaves your staff looking forward to going to work! It is also beneficial to break down some of the hierarchal barriers that can unconsciously arise in a formal office environment. Extra holiday allowance for charity and community work Corporate Social Responsibility (CSR) has been a key areas of focus across various industries in the past year and what better way to engage with your team than support them in causes close to their own heart. Deloitte found that 76% of Millennials now regard business as a force for positive social impact. Whilst CSR benefits the employee directly they will feel that you as the employer see them as more than a body on a chair and are aligned with their motivations and ideologies. Flexible lifestyles need flexible working A common market misconception is that flexible working means an hour either side of rigid core hours in one location. In fact, flexible working is so much more than this, due in part to technological advances. According to a survey conducted by PowWowNow, 67% of employees polled wish they were offered flexible working. On top of that, 58% of people believed that working away from the office would help them become more motivated. Several of my key clients have implemented flexible locations whether this is working from home, regional offices or WeWork spaces. If you are reactive to your employees’ needs, chances are they will be appreciative. Let staff chose their own benefits and incentives Not every employee is the same and every individual will have key drivers as to what would make them feel rewarded. By allowing employees to have an input in their own personalised incentive scheme you again reinforce that you are a people focused company. Whether this is additional time off, financial reward or something more tangible such as a bottle of wine or meal with a loved one, allowing them to chose can really pay off. These are just some of the ideas that we at Pro-Recruitment Group have suggested to clients, which have been implemented across several offices. If you feel that your company does not value you as an employee, or indeed you are an employer looking to attract and retain the best staff in the market, please do get in contact with our industry experts! For more information about this article, or to speak to Callum about your recruiting needs in London or Nationwide, contact him on 020 7269 6369 or email@example.com.
You would think that choosing a legal recruiter should be simple - there are many to choose from and most of them will reach out to you so you don’t even have to make initial contact with them. However, far from being a passive choice made simply by the fact an agent happens to be the first recruiter to cold call you about a role, this decision should be a carefully considered one as the difference between a good and a bad recruiter can cost you that shot at your next great career move. Recruiters in the UK placed over one million people into permanent jobs in 2018, and the recruitment landscape is set to grow even more over the next few years. But what factors are important to consider when choosing a legal recruiter? Source How have you come into contact with the recruiter? Do they come recommended by a friend? These are the kinds of candidates recruiters love to work with, as they have already been vetted by your contact and, as such, a level of trust is already established. Agents have a reputation to upkeep when recommended, particularly within the legal market, so you often find they work even harder than normal in these circumstances. Have you been approached on a cold call? Although this can be awkward when sat at your work desk, this is quite simply a necessary tool for recruitment agents in a highly competitive market. Try not to dismiss the message the agent is offering just because of the method by which they initially make contact – they could be calling about your ideal role. There is, of course, also no need to hand your search over to the first stranger who approached you out of the blue and has not yet built a relationship with you. Other factors have to figure. Research Does a recruiter have the relevant expertise that you need them to? Be it expertise of the legal market, geographical focus, or the kind of law firm you wish to work at, you should ensure that your recruiter is knowledgeable in the specifics of your particular search. The best recruiters do not work with every candidate that comes their way as it would be impossible to become specialised in everything. No agent, for example, could know the intricacies of the in-house legal market in the same level of detail as the private practice funds market. By necessity, recruiters will have different specialisms so check that their areas of expertise suit your needs and that they have a strong track record to back this up. Recruiters that appear too broad should be avoided so as not to end up with a jack of all trades. Network Does your recruiter have access to key personnel who make the decisions? Simon Adcock, Head of Professional Services for HSBC UK, believes that the role of the recruiter in connecting people to opportunities and employers to people has never been so important. This is particularly relevant when it comes to in-house recruitment. You want to be sure that your recruiter has direct access to the people you will be reporting to in your new role and who will ultimately make a decision about you during the interview process. This kind of access increases the quality of feedback about your application and means the agent will have far more influence throughout the process. This is especially the case where the recruiter has a strong relationship with the decision maker who is relying on the recruiter to assist with vetting candidates. Personality Excellent interpersonal skills are a hugely important requirement of an agent, least of all because job hunting takes time and you will be spending a good deal of yours speaking to your agent over the course of the process. Above all other traits, it goes without saying that you should seek a recruiter who is honest and will genuinely go the extra mile for you. For instance, do they offer to assist you with getting your CV up to scratch? Will they give you genuine market insight and salary information even if you have not expressed any interest in starting a search with them? REC Chief Executive Neil Carberry argues that recruiters will continue to use their skills and knowledge to transform candidates' lives every single day by finding them their perfect job. The recruiters who are passionate about their jobs will do these things, therefore I would suggest that you should always look to someone passionate about their profession to assist you with your search. Recruitment is a hard job, involving more than its share of rejection, so you need to know that your recruiter has a great deal of enthusiasm and energy to keep on top of your search and land you that great opportunity. Meeting your agent Believe it or not, recruiters do appreciate you are extremely busy and that taking time out of your day for a coffee with an agent may not be the most important thing you have to do that day. However, if you can spare the time, do meet with your agent. Your next career move has to be worth investing a little time in. Research has shown that 40% of recruiters consider engaging candidates as their top priority - get to know your recruiter face to face. This enables you to build rapport and look them in the eye when they are selling their services to you. This works both ways as if a good recruiter is able to have a frank and honest conversation with a candidate and buys into them and their objectives, that recruiter will work their hardest to achieve the desired outcome. This is an industry about relationships and any recruiter worth their salt will want to build a meaningful one with you. The above is only a brief overview of the main factors to consider, however, I do hope it is of use. If you ever want a discreet and non-pressured conversation about any of the points above, your career or the legal market, please feel do drop any of us at Pro-Legal a line – we are happy to help. For more information on this article or Legal jobs in London or Nationwide, contact Nick on 020 7269 6328 or firstname.lastname@example.org.
It was a pleasure to host Vanessa Harvey (Milbank), Russ Hill (Squire Patton Boggs), Andrew Pannel (MJ Hudson), Emma-Louise Curley (MJ Hudson) and Justin Edgar (DWF) on our table at the coveted 22nd Annual Legal Business Awards this year, which took place on the 28th March, in the Grosvenor House Hotel. It was a fantastic evening, hosted by comedian Meeral Syal, celebrating the achievements of the legal profession’s finest. The awards catered to and highlighted the work of international firms operating in multiple jurisdictions, boutique law firms, alternative legal services providers, in-house teams, chambers, national and regional practices in the UK. A huge congratulations to all the winners, as well as all the nominees - for being recognised for their efforts in pioneering and spearheading the significance of the legal sector and profession. Pro-Legal were honoured to sponsor the Boutique Firm of the Year Award, a category that highlights some of the firms doing things differently in the market. A huge congratulations to all those nominated for the award as to reach that stage takes a great deal of work and effort. Cook, Young & Keidan came highly commended by the judges, however, it was sports-focused firm, Northridge Law, that took home the title along with our sincere congratulations. You’ll find some pictures of the evening HERE >>. Thanks LBA, we will see you next year! 2019 Winners Boutique Law Firm of the Year - Northridge Law Chambers of the Year - 3 Verulam Buildings Commercial Litigation Team of the Year - Simmons & Simmons/Travers Smith Competition Team of the Year - Skadden, Arps, Slate, Meagher & Flom Corporate Team of the Year - Gibson, Dunn & Crutcher CSR Programme of the Year - Hogan Lovells Energy/Infrastructure Team of the Year - Bryan Cave Leighton Paisner/Heathrow Airport/Pinsent Masons Finance Team of the Year - Davis Polk & Wardwell GC of the Year - Lucy Vernall In-House Team of the Year - Network Rail Insurance Team of the Year - Herbert Smith Freehills International Arbitration Team of the Year - King & Spalding International Firm of the Year - A&L Goodbody Law Firm of the Year - Pinsent Masons Lawyer of the Year - Richard Miskella Legal Technology Team of the Year - Bird & Bird Management Partner of the Year - Nick Thomas Private Client Team of the Year - Bryan Cave Leighton Paisner Private Equity Team of the Year - Kirkland & Ellis Real Estate Team of the Year - Clifford Chance/Eversheds Sutherland/Network Rail Regional/Offshore Firm of the Year - Ogier Restructuring Team of the Year - Freshfields Bruckhaus Deringer Rising Star In-House Counsel of the Year - Frances Coats TMT Team of the Year - Bird & Bird US Law Firm of the Year - White & Case For more information on the 2019 Legal Business Awards or to speak to our team of Legal recruiters, contact Nick on 02072696328 or email@example.com.
Stay up-to-date with the movers and shakers in the legal sector. Here are the key movements in March: Womble Bond Dickinson has made a headline appointment into their White Collar Crime Team, having welcomed Audrey Koh from Sidley Austin. Koh previously worked at the Serious Fraud Office. Fox Williams has recently added Rhys Griffiths to the partnership who has joined from Fieldfisher to head up the Travel Group. DWF has welcomed a new addition to their Banking & Finance Group, Brendan Slack, who has arrived from Dentons. Slack will be leading the Real Estate Finance Team in London as well as sitting in the Energy & Infrastructure Group. Akin Gump has announced an impressive double hire in the private equity funds space of Daniel Quinn and Aleksander Bakic. Quinn and Bakic will be joining the firm’s Investment Management Practice from O’Melveny & Myers. For more information about this article, or to speak to Nick about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696328 or firstname.lastname@example.org
Do you think it’s time for your promotion? The thing to note about career progression is that you’ll need more than simply the correct experience. Knowing what else you need to address with your employer, as well as how to bring the issue up, can be the key to getting your desired outcome from the conversation. Here are 7 handy steps you can take to get the promotion you’re after to propel your legal career. 1. Ask your employer The first thing to do is make sure you’ve stated your aspirations to your manager in clear terms. Set up a meeting with the appropriate authority to talk about your career, and the direction you’d like to take it in. Make clear how you see yourself progressing, and offer an ideal timeframe. Letting your employer know what your goals are may further incline them to move you up when the opportunity arises. An ideal conversation would also expose you to the opportunities currently available within your organisation. This should help you plan your next move. Generally, higher positions will involve greater freedom and autonomy, but also greater responsibility. You can’t go wrong by requesting greater responsibilities. Signalling a wish to do more important work should make your intentions clear in a non-obtrusive way. The old saying goes: ask and you shall receive. The first step, then, is to ask. 2. Sell yourself If asking alone got us the results we wanted, we would all be living out fully idealised lives. You need to do more than just ask – you need to display your credentials. Take notes of the work you’ve done to help your firm reach its strategic goals. Keep these achievements in a log, and make them prominent during your meeting with your manager. Beware: stating that you simply deserve to be moved up is by itself not a good tactic. Showing why you’re an important asset to the firm is better. Basically, you need to quantify your results. You might even show them some of your lesser-known accomplishments. Try to promote yourself in a way that also casts your colleagues in a better light. 3. Acquire additional skills Often, your current experience may not cover the requirements for a promoted position. Some positions you would like may require additional qualifications or skills, required even for internal applicants. Find out what these requirements are and take matters into your own hands by acquiring them. As technological skills change rapidly, you need an ever-increasing skill set to keep up and stay ahead of the game. Spending extra time to learn new things for a role you want is almost always worth it. If for some reason you miss the promotion, you’ll still have gained a new skill to add to your CV, which will help you if you choose to seek a new job. 4. Move sideways Instead of keeping your eyes on the role above you, perhaps try looking to the side. Sometimes a movement to a different but related niche or a different role at your same level may be a more lucrative career move. Not every promotion involves a direct movement upwards. This is especially useful in cases where someone directly above you is blocking your progression. Trying new responsibilities may even come with a pay rise or more flexible hours. You’ll gain new skills and expand your portfolio, which better equips you for when it’s time to move up. 5. Start asking questions Building a strong team allows managers to outsource expertise to their employees. As an employee, you should ask your questions to demonstrate your own value. There’s no creed that dictates employees must agree unequivocally with everything managers say. At times, it’s better to be inquisitive. But there has to be a balance: interested is not the same as irritating. Learn how to inquire with integrity, with the correct backup, and when to continue. 6. Realise your shortcomings It’s easy to take credit when things go well. Showing that you’re able to take blame when things go wrong, however, is a greater display of responsibility. It’s generally nicer to admit to your own failures and work on them, rather than hear about them from someone else. When things aren’t running smoothly, communicate this with your manager in a professional manner. The next step is to make clear how you’ll improve the situation, and show willingness to tackle it. Promotions are about accountability just as much as pay rises. Prove your accountability and maturity, and the rewards will come. 7. Keep working hard Amidst all this, it’s important to keep a cool head and remain focused on the work you’ve been currently delegated. Taking time to consider greater goals and larger-scale projects is useful, but not at the expense of your day job! Promotions are rarely certain. If you struggle with your current work, you’ll have a harder time convincing those above you that you’re suited for more senior responsibilities. If you feel like you’re stuck in a position with no progression, the industry experts here at Pro-Legal can help you find your next career move. For more information on this article, or for Legal jobs in London or Nationwide, contact Nick on 020 7269 6328 or email@example.com.
We’ve all thought about it… asking for an increase in salary. Salary negotiation is a key skill which will help you throughout your career. Whether you’re working in finance, tax, legal, HR or marketing and exploring salaries in your current role, this webinar will give you some essential advice to plan and execute a strategy to help you get you the pay rise you deserve. This webinar will explore: How to successfully negotiate a pay rise in your current role and for a new job or role The 3 key things you need to do to prepare BEFORE you go in and ask for a pay rise How men and women approach pay rises differently and what you can learn from each gender How to calculate what you are really worth to your firm What to do if your firm doesn’t agree with your pay rise How to answer the question from a recruiter “what’s your current package?” To speak to Pat about your recruiting needs or jobs in London or Nationwide, contact him on 02072696311 or firstname.lastname@example.org
Immigration Law has not always been the busiest of areas in terms of recruitment within the London market, with many firms seemingly content to have some form of small offering in the area to assist Corporate and HNW Private Clients. That may all be about to change in 2019. An increased interest in Immigration Lawyers is something that has been mooted since the Brexit referendum in 2016, however with the 29th of March fast approaching, the severity of the spike in demand has been altogether quite unexpected. Towards the latter part of 2018, and more noticeably since the publication of the Government’s White Paper on changes to immigration rules following the UK’s exit from the EU, firms have become more and more proactive in their search for individuals who can assist in further developing what may become an essential service for clients in the resulting aftermath of Brexit. The breadth of opportunities in the market is also an interesting factor, with Midtown and West End firms experiencing increases in enquiries from HNW individuals and SME clients keen to ensure compliance with new legislation following Brexit, through to major International practices keen to ensure that Blue Chip corporate clients are adequately serviced in this area. We have already seen several of the recognised Immigration practices in London begin to show interest in increasing capacity at Associate level in recent weeks. Unsurprisingly, most of the interest from smaller practices remains focused on Partners with established followings in this area, however, more and more firms are becoming open to the prospect of Senior Associates with some degree of following who can mine existing networks to create a fully-fledged immigration department. This presents an interesting opportunity to senior individuals facing a bottleneck at their current practice and are confident in their ability to strike out on their own merits with a high degree of autonomy and support from firms keen to increase their capacity to deal with Immigration matters. Immigration lawyers are now in a position of being able to cherry-pick the opportunities that most appeal to them and will give them the freedom to either develop an offering in their own image or to step up into a larger and higher-profile department for this area of work. With wrangling over legislative changes, the setting up of new Immigration systems following Brexit, and compliance with same, it is likely that Immigration lawyers will find themselves highly sought-after for some time to come. For more information about this article, or to speak to Jonathan about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02071235057 or email@example.com
Stay up-to-date with the movers and shakers in the legal sector. Here are the key movements in February: Tristan Ward, Partner at Macfarlanes has left to join BDB Pitmans, which merged last year. Tristan was the head of Macfarlanes’ private client property group and is a rare loss for Macfarlanes. Christopher Kandel has joined Morrison & Foerster to strengthen their growing London office. Kandel has until now, co-chaired Latham & Watkins’ global banking practice. Tim Maxwell and Rudy Capildeo, have joined Charles Russell Speechlys from Boodle Hatfield, to launch a new practice focusing on issues concerning the art market on an international level. Neil Ferguson has joined Latham & Watkins from Jones Day, to strengthen Latham & Watkins’ focus on real estate private equity. For more information about this article, or to speak to Tamara about your recruiting needs or Legal jobs in London or Nationwide, contact her on 0207266368 or firstname.lastname@example.org
Pro-Legal is pleased to announce a dedicated interim team, to dovetail with the existing permanent legal team. With our clients and candidates regularly asking for interim solutions and offerings, we have created a team with talented, experienced Legal consultants to serve your needs. The team will be focusing on a range of projects providing, experienced legal professionals as solutions for short to mid-term projects. There are many benefits to hiring an experienced Legal professional on an interim basis, such as completing a project on time for your clients, avoiding any apparent risks by providing you with a knowledgeable specialist, encouraging innovation and, ensuring quality control and standards are kept high, to compliment your leadership strategy. Pro-Legal’s Interim team contains over 18 years of experience, with your main contacts being Mark Bailey, Stacey Kerrigan and Claire Browne. Mark Bailey Mark has more than 10 years’ experience within interim Legal markets, covering public law, regulatory projects, data protection and IP matters, corporate and commercial law. He has partnered with clients to appoint Senior Solicitors and create teams with exceptionally talented individuals. Stacey Kerrigan Stacey has worked within the London legal field for over 4 years, specialising in the ever-buoyant interim market, assisting Magic and Silver Circle firms, US firms and West End firms. She is an expert in securing top talent for exciting opportunities that include: maternity covers, project based-heavy workloads and consultancy work. She has a great pool of available professionals to cover corporate, commercial, litigation and employment. Claire Browne Claire specialises in hiring qualified Solicitors and experienced Paralegals for not-for-profit bodies, regulatory organisations and regulatory bodies, alongside Mark. Her clients and candidates appreciate the skills she prides herself on most; her honesty, market knowledge and tenacity when sourcing and selecting talent for solutions. For more information about how our Interim team can help with your recruiting needs and interim legal jobs in London, please speak to Mark on 02072696365 or email email@example.com
Carla is the Director of Legal Services at WTT Legal Ltd. Carla is a dual qualified lawyer (US/UK) and has extensive experience in employment law, IR35 advice, commercial contracts, data protection and insurance law issues. Prior to joining WTT, Carla was Senior Legal Counsel at Alexander Mann Solutions Ltd., Head of Legal at Gattaca PLC and Compliance Manager at Capita Group PLC. What made you want to become a lawyer? My father was a lawyer, my brother was a lawyer, and I worked as a claims adjuster dealing with lawyers- so it just seemed a natural progression! What does WTT do well? We are viewed as trusted advisors to their contractors, many of whom are faced with difficult (and often life-changing) tax demands and issues. We established the action group “Big Group” which has provided contractors directly affected by HMRC’s legislative changes with a collaborative voice. What’s your favourite thing about working for WTT? WTT is a dynamic, forward-thinking organisation of professionals - this is a refreshing change from the usual corporate non-flexible model adapted by most large companies. What advice would you give yourself 10 years ago on how to shape your career? I think I’ve been very lucky to have been able to mould my career around a few skills which are transferrable. I worked in the insurance sector for over 20 years but because I had compliance and legal qualifications, I was able to seek new career opportunities in entirely different sectors - i.e. recruitment and employment law. I therefore think that it is important not to focus entirely on one skill during your career – by diversifying you are able to have a much more interesting (and marketable) future. When is the right time to start building your network and how is best to achieve this? I still have connections from my first job as a claims adjuster in California- it’s never too early to network. Who has had the greatest influence on your career? When I moved to England from California in 1996, I wasn’t qualified to practice law here, so I accepted a job for a loss adjusting company. Whilst I was there my manager offered to subsidise the cost of the QLTT over a 3 year period (Qualified Lawyers Transfer Test). As we were a young family with limited income, I would not have been able to afford that cost on my own. That opportunity therefore allowed me to qualify as a lawyer in the UK- I will always be grateful for that. What qualities do you look for in potential candidates hoping to join your team? Enthusiasm, intelligence and a desire to learn. What do you think will be some of the major changes to the legal profession in the future? The legal profession and its regulators have accepted that innovation and an entrepreneurial approach are essential for law firms to thrive in the future- the relatively new ABS model has allowed law firms to bring in non-lawyers and I think that this more open-minded approach will enhance the profession. How will flexible and agile working impact law firms in the future? Flexible working IS the way of the future and all law firms will need to adapt to remote working- it brings lots of benefits. The legal profession is very traditional and is probably one of the last to embrace this model, but it is happening. How can lawyers and firms ensure they are at the forefront of progress and innovation in the legal market? To remain at the forefront of progress and innovation in the legal market, you need to be able to take risk - you need to grasp new ideas and go for it. Otherwise, you simply get left behind as there is someone else who is willing to capitalise on a new idea! For more information about this article, or to speak to Nick about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696328 or firstname.lastname@example.org