News/Blog
Thornton Legal news, opinion and insights on legal and recruitment matters.
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How’s business?
Things are busy. We’ve just opened our fourth office space and the team is growing across multiple departments, so there’s a real buzz in the air. It’s obviously a challenging economic environment at the moment, but we are finding that our particular brand of service delivery, which focuses on outputs for clients rather than process or time spent, lands especially well when clients just need things done.
Can you tell us a bit about your background, and Primas?
I launched Primas almost nine years ago and having gone from just me sat in an office working away with TalkSport playing in the background, to over 50 people in that time is really exciting.
Why have you chosen to open an office in Liverpool?
I’ve always kept a close eye on Liverpool as a place to open an office, as it has a really dynamic and entrepreneurial economy, where people very much buy from people. We thought that that really fitted in well with how we do business. And plus I’m a Scouser so there’s always a draw to work in your home city!
What’s the best part of your job?
Giving people good news, or being able to make a positive impact in the lives of the team.
Where do place Primas against other firms in the region?
Above them……..obviously.
How does Primas stand out from the crowd?
We put our culture and ethos first, and trust that good things will follow. I also think that we really emphasise getting things done for our clients.
Recruitment is a challenge for all law firms, why should someone choose Primas?
Whenever we have a new starter, they always say to us that the firm is exactly as we described it in the recruitment process. So when we say that we are really focussed on our team, and that everyone is really lovely, and that we do really high quality work but in a nice and supportive environment, that’s exactly what a new recruit gets.
If you hadn’t been a lawyer, what would you have done?
Hand model.
How do you spend your time away from the office?
Trying (unsuccessfully) to keep up with my six- and eight-year-old sons!
What plans (professional or personal) do you have for the next 12 months?
The focus is very much on continuing to grow our presence in Liverpool and cementing our place in the region. In terms of personal plans, I await my wife and kids telling me what my plans and priorities are for the coming year.
What do you know now that you wish you’d known at the start of your career?
There is such a thing as ‘too much beer’.
Primas Law has offices in Manchester, Liverpool, Cheshire and London. They specialise in corporate and commercial, commercial property, commercial litigation and insolvency.
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Before you start looking for a new job, you need to be 100% committed to the process and be clear about what you want from your next role.
Job hunting while you’re still employed isn’t the easiest of tasks, you will get home from a long day in the office or end the day working from home and sometimes the last thing you will want to do is spend the evening focusing looking for jobs and doing interview preparation.
It requires commitment to speak to recruiters and direct employers before and after work, and to take time out of your day to attend interviews, whether virtual or in person.
If you put yourself forward for a role then you must be serious about your search, so you do not waste the time of your recruitment consultant, the employer or your own.
Sometimes it can feel like a job in itself!
There are a host of reasons why you might be wanting to move, and your recruiter needs to understand your situation to sell you in the best light possible and to secure you an interview at a firm/job that fits your criteria.
If you don’t take some time to reflect on what you want and how to get there, you may end up taking your job search in the wrong direction.
Before applying for a job, ask yourself these questions:
Why am I looking to leave my current employer?
You will more than likely be asked this question during an interview, so you need to think carefully about why you want to leave. Maybe you think there is no progression opportunities, your firm is behind the times when it comes to home working, you’ve reached the limit of what you can learn, you feel under-valued, bored, or you don’t like the work-life culture.
Is it better to have a conversation with your current manager repair any of your current issues so you don’t have to leave?
Do I know what I am looking for?
Change of sector, specific workload, progression opportunity, increased salary, work-life balance, flexibility to work in the office and at home, specific benefits or the type of work environment? There are many reasons you might be considering a job move but you need to know what they are, so your recruitment consultant better understands your needs and puts you forward for the most appropriate roles and firms.
How far am I willing to commute?
Don’t forget to consider any additional commuting costs – petrol, parking, train travel, even extra child-care time? Don’t underestimate the impact a long journey can have on your working day and your home life. If you don’t want a lengthy journey, look for a role closer to home and express this to your recruiter.
Alternatively, if you are prepared to commute for part of the week but not all of it ask your recruiter to explore flexible working arrangements with firms. Many employers have now moved to a more hybrid model with part of the week in the office and part at home or flexibility with hours worked. Let your recruiter know if this would work best for you.
Am I committed to taking time to attend an interview and to do the required pre interview preparation?
One of the positive changes to the world of work post pandemic is the that virtual interviews are here to stay so the days of always having to take half a day’s annual leave or rushing to an interview after work are behind us. Having said that, face to face interviews will still happen, so you still need to be committed to your job search.
Again, finding some time for pre interview preparation now easier with hybrid working being common practice, but the commitment is still required from your side.
What do I enjoy most about my current role?
Maybe it is your relationship with your colleagues, flexible working or the office culture. Bear these things in mind when considering what you want in your next role.
If your reason for wanting to leave is based on issues that can be resolved, you are best speaking to your manager first to try and sort them out. This can save time for you, the recruiter and the client particularly if you end up accepting the counter-offer.
Of course it is ok to change your mind throughout the process, but make sure you let your recruiter know as soon as possible.
If you have given due consideration to these questions and you still feel a change is the right option, then get in touch with Thornton Legal. We recruit Legal Assistants through to Senior Solicitors with roles available in all areas of Private Practice, from Commercial Disciplines to Private Client, Personal Injury, Family and everything in between.
Thornton Legal is a leading legal recruitment company, recruiting for legal jobs in across Merseyside, Cheshire, Greater Manchester, Lancashire, Yorkshire and the West Midlands We are passionate about providing a professional, innovative and reliable legal recruitment service that is focused on quality and ensures our clients are matched with the strongest legal talent available. Contact one of our legal recruitment consultants today to see what we can do for your law firm or legal career.
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At Thornton Legal we generally feel that we prepare our candidates well for interviews, but recent feedback from a client made us realise there are certainly aspects that we, and the interviewees, can definitely improve on.
The client in question is one we know well and, consequently, we have pretty honest conversations about recruitment matters. The one last week went something like this:
- Client – “We really like both candidates and we would like to bring then in for a second interview”
- TL – “That’s great news! When are you thinking?”
- Client – “Before we get to that, there’s something I’d like to get off my chest”
- TL– “Yes of course”
- Client – “Why is it that candidates generally know very little about us and our firm, or have any good quality questions to ask? We believe this is the opportunity for them to impress with their research and for them to gather information that will help them decide if we are the right choice. This lack of interest ends interviews on a flat note when it could be chance to really stand out from the crowd. Otherwise the interviews went well but this was disappointing”.
- TL – “Oh dear, not great. We do go through the importance of interview preparation, pass on what we know about who they are meeting and give them ideas about questions to ask but this is something we must do better at. Having said that, it’s also down to the interviewee to take ownership and decide what interview preparation is required”.
What this conversation brought home is that it’s small margins that make the difference between success and failure at interview. Researching the firm and the interviewers couldn’t be easier in today’s digital world and if you are working with a half decent recruiter they should have additional information for you from client meetings that could swing the balance in your favour.
My candidates were asked “what do you think of our website?” – an easy one to answer…. if you have bothered to look!
The importance of asking good quality questions towards the end of the interview can’t be over stated. Nothing says “your just another law firm” like asking the interviewer about parking arrangements then having nothing else to say.
Rather, ask the interviewers about themselves –
- When did they join the firm?
- How have they progressed?
- What has kept them so long?
Other questions could be -
- How is the team trained and developed?
- What career progression can be expected?
- Do I have the skills and experience that you are looking for?
- How do you feel I performed at interview?
As I said earlier, I feel we are better than most when it comes to helping with interview preparation but we have resolved to do even more to ensure that we do all we can to help you get the job of your dreams. But interviewees also need to take on the responsibility themselves - ultimately they will be sitting in front of a decison maker, not us.
Proper research and well thought out questions are simple to do, but are too often missed, and can be the difference between success and failure.
It's worth noting that we do try and meet candidates for preparation as much as possible, as these solicitors testify:
“Nick was a real help throughout. He was well connected and knew the family law market well. His relationships with firms put him in an advantageous position when it came to advising me of my options. I would not hesitate in recommending his services to anybody looking to gain a real insight into what jobs are out there. He took the time to come and meet me and this itself was very useful”.
“Joe's mantra of quality over quantity really proved true for me. He took the time to get to know me and focused on finding the right fit for my skill set and personality. He took time to speak to me outside of office hours and even drove across Cheshire to meet me. I thoroughly recommend Joe's services to anyone looking to move jobs. To top it off, he's a great bloke too”.
''I found our pre-interview meeting especially useful. My Interview techniques were a tad rusty and being able to meet face to face and practice interview questions made me feel much more confident. Joe's communication was excellent from beginning to end whether that be by email, phone or text message. I would highly recommend him to anyone looking for a new challenge!"
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Thornton Legal is a leading legal recruitment company, recruiting for legal jobs in across Merseyside, Cheshire, Greater Manchester, Lancashire, Yorkshire and the West Midlands We are passionate about providing a professional, innovative and reliable legal recruitment service that is focused on quality and ensures our clients are matched with the strongest legal talent available. Contact one of our legal recruitment consultants today to see what we can do for your law firm or legal career
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Everyone gets nervous for an interview. It’s only natural.
However, it goes without saying that employers are attracted to those who show confidence and enthusiasm in their interview. You need ensure what’s on your CV translates to the interview room.
But how do employers judge this?
We have put together five tips that will help ignite your self-confidence in an interview.
Prepare
If confidence doesn’t come naturally to you, the best way to be confident is to prepare. The better prepared you are, the easier the process. A good way to prepare for an interview is to have a pre prepared answer or example to common interview questions (especially competency-based questions!).
It is impossible to know exactly what questions you will be asked, however the majority of interviewers follow the same formula, starting with ‘open-ended self descriptive question’ followed by questions about ‘your career to date’, questions to identify ‘how you work’ and ending with any questions you have.
A good starting point is to prepare an answer for common interview questions. Instances of your teamwork, communication, suitability, leadership, organisation, time management and a difficult situation, can go a long way in answer a number of different interview questions in a number of interviews. For example…
- Tell us about a time you when you demonstrated teamwork?
- Tell us about a time you have dealt with a difficult situation and how you overcame it?
- What experience has most influenced your career choice
- How do you go about organising your time and assessing your priorities?
- Describe a situation where you acted on your own initiative.
to mention a few…
Preparing for a number of interview scenarios will go a long way in calming your nerves and confidently answering the questions.
Research
If you haven’t done the appropriate research, it is going to be hard to confidently portray an interest in the prospective firm. If you thoroughly research the company, its culture and values it will help ease your nerves. Here at Thornton Legal we make sure our candidates are equipped with valuable information about the employer that other attendees may not have access to.
Positive thinking
Positive thinking helps you feel and act confident. Don’t doubt or think negative, instead think of all the skills you have to offer. And think how this can be applied to the role you’re interviewing for. Show these transferable skills with examples of work you have done and how the same strategy can be applied to this role.
Ask Questions
A great way to show you are confident and engaged is to ask questions (read our blog about the questions you can ask at the end of your interview). Remember, you are also interviewing them. You should want to find out everything about the company that is not obvious from the website.
Body Language
Body language is considered the most important aspect of communication as it sends signals to how we are truly feeling. In summary, maintaining strong eye contact, a firm handshake and a relaxed posture, will visibly show that you are confident, comfortable and interested in the role.
Whatever you do, do not fidget! It’s distracting and is a sign that you’re nervous. Do not look at the floor, it suggests that you are disinterested.
Do keep your arms open and not crossed and dominate the space around you. It visibly shows that you are at ease. And remember to smile when appropriate!
Interviews can be a daunting experience and doesn’t come naturally to everyone. If you follow the above five pointers, it will be sure to put you at ease and help your self-confidence.
At Thornton Legal we will guide you through the entire recruitment process, including supporting and advising you through the interview stage. If you are ready to kick-start your job search, get in touch.
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Thornton Legal is a leading legal recruitment company, recruiting for legal jobs in across the North West, West Yorkshire and West Midlands. We are passionate about providing a professional, innovative and reliable legal recruitment service that is focused on quality and ensures our clients are matched with the strongest legal talent available. Contact one of our legal recruitment consultants today on 0151 307 5757 or This email address is being protected from spambots. You need JavaScript enabled to view it. to see what we can do for your law firm or legal career.
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Nick and I have been asked to talk at a networking event in a couple of weeks’ time.
The audience will consist of Partners and Directors of a number of local law firms and the chosen topic is “getting recruitment right”.
I thought I would take this opportunity to briefly outline what I think some of the current recruitment challenges are and what the strategy might be for dealing with them.
By far the biggest issue facing law firms is the fact that there are not enough experienced lawyers to go around. In recruitment terms we are in an extremely candidate short market. To compound matters, many firms don’t take recruitment and retention of talent seriously enough.
Before you read on, this isn’t a criticism of all firms. I just think it’s fair to say that some are better than others but in my 15 years of recruitment I have yet to see a firm that can’t improve its processes for ensuring the right candidates are recruited and just as importantly, retained over a long enough period to ensure a return on their investment.
In no particular order, here are a just a few observations:
- Partners often don’t communicate well with HR or recruiters
This can sometimes mean poor job specifications/descriptions, inadequate feedback on CV’s and interviews, delays in the recruitment process and a poor recruitment experience for candidates.
- Law firms sometimes interview badly
What are they looking to learn from the candidate to satisfy themselves that they are hiring the right person? Having a well-rounded and consistent approach to interviews can pay dividends. Not enough firms ask the right questions or know themselves what they are looking to achieve from the interview itself.
The assumption can sometimes be, “why wouldn’t somebody want to work here?”. In a tight market for talent, this is disastrous. It’s important to remember that if they are any good (and why wouldn’t you want to hire somebody good), candidates probably have a number of options open to them.
- Not enough emphasis is placed on retaining talent
This applies to existing employees and new recruits. Hiring replacements can be an expensive process. Having a good onboarding process helps, as does a positive work environment where staff are trained well, managed well and rewarded in line with their efforts and achievements.
- Some firms don’t see the benefit of working with recruiters
Some firms are great at recruiting directly, most aren’t. The vast majority would getter better results from engaging better with trusted recruiters. Contrary to the opinion of some, there are good recruiters out there who add an enormous amount of value to the process.
Good recruiters should make firms lives easier and actually save them time and money. They often have access to a hidden talent pool. With the right amount of help, they can tap into candidates who might not necessarily be applying directly to job adverts.
- It's not just about salary
Making an attractive offer to a candidate is great and salaries in most practice areas are rising with each passing year. What is just as important is offering the best benefits you can to employees. Firms that offer enhanced pensions, decent holidays and flexible working can put themselves in pole position when it comes to attracting talent.
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Thornton Legal is a leading legal recruitment company, recruiting for legal jobs in across the North West, West Yorkshire and West Midlands. We are passionate about providing a professional, innovative and reliable legal recruitment service that is focused on quality and ensures our clients are matched with the strongest legal talent available. Contact one of our legal recruitment consultants today on 0151 307 5757 or This email address is being protected from spambots. You need JavaScript enabled to view it. to see what we can do for your law firm or legal career.
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Recently we received a review from a candidate who, although unsuccessful at interview, still appreciated that we provided them with feedback.
‘’ Thank you for the feedback. Whilst obviously I would have liked the application to go further, it’s something really positive that for once feedback is given. That’s a real considerate thing that most companies or recruiters do not do, so I thank you for that”.
A constant (and understandable) gripe of job seekers is when they are ‘ghosted’ by a recruiter or law firm and that this has a hugely negative impact on any future relationship. In the age of social media and on -line reviews, it’s crazy that law firms are still not taking the time to send a few sentences as to why a candidate was not the right fit for the particular role.
An interviewee takes time researching the company, rehearsing scenarios and potentially taking time off to attend the interview so it’s poor form when they only receive a generic automated email weeks later telling them nothing other than they were ‘unsuccessful’. It’s never nice to give someone bad news, but it’s the right thing today – constructive feedback can only ever be beneficial.
At Thornton Legal we make sure we provide all our interviewing candidates with feedback as honestly as we can. Of course, this all depends on the information we receive from our clients, and some are definitely better at giving feedback than others! We know that giving feedback is respected and keeps ongoing rapport with our candidates.
Research shows that 94 % of candidates want to receive interview feedback, but shockingly only 41% have actually received it. No matter how difficult or time consuming it is, it is better to be rejected with constructive feedback than ignored. Here are the key reasons why you should provide interview feedback:
Brand reputation
People talk. And it doesn’t take long for your reputation to be tarnished through word of mouth, social media or online review sites about a candidates interview experience. Negative reviews can have an irreversible effect to your company’s reputation, and it is best to take 5-10 minutes out of your day providing feedback to avoid this.
Candidate value
It is important to make your candidates feel valued and not feel like just another face in the process.
Your candidate has invested their own time to prepare for your interview, especially with any tests or presentations you require. The least you can do is thank the interviewee for the time spent and provide honest feedback. It allows them to understand why they may not be the right for your company at present and how they can improve going forward.
This makes sure that no future bridges are burnt and the candidate, although disappointed, feels valued and respected.
Future opportunities
We are in a candidate short market, so recruitment is not just about the quick wins but about building long lasting relationship with candidates who you are comfortable enough to keep in your talent pool and pick up the phone to. Just because a candidate was not right for a particular role, does not mean they will not be perfect for a future role you may have. Talent is 4x. more likely to consider your company for a future opportunity when you offer them constructive feedback.
As a recruitment company, it is often awkward if our clients provide no explanation as to why one of our candidates was unsuccessful after interview. We are left to pick up the pieces so not to hinder any future relationship between yourselves.
In summary
Above are a few reasons why feedback should be a compulsory task. Candidates will resent you as a company if you fail to inform them why they were rejected. You may not feel that providing interview feedback is the best use of your time, but it pays off in the long run. Overall, feedback increases the job seekers experience with your company, it portrays that you value and appreciate the time they have given up for you and on the whole helps build a positive employer brand.
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Thornton Legal is a leading legal recruitment company, recruiting for legal jobs in across Merseyside, Cheshire, Greater Manchester, Lancashire, Yorkshire and the West Midlands We are passionate about providing a professional, innovative and reliable legal recruitment service that is focused on quality and ensures our clients are matched with the strongest legal talent available. Contact one of our legal recruitment consultants today to see what we can do for your law firm or legal career.