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We've been recruiters for a long time, and we like to think we've learnt a few things about what works and what doesn’t work in a recruitment process from instruction of a vacancy through to offer acceptance.
Here we go:
1. Don’t contact as many recruiters as you can when you have a vacancy and expect to have any more than superficial commitment from them. Speak to one recruiter exclusively and you’ll get 100% commitment, speak to 10 and you’ll get 10%. Most recruitment is payment by results, so we work on roles where we have the most chance of successful conclusions.
2. Don’t think having recruiters working at a low fee is a victory. Low fees mean low commitment – see above.
3. Do engage in the recruitment process. Take the time to meet recruiters you have chosen to work with, sell the firm, the role, the opportunity. We can only work with the information we have so if all we have is a one-line email then the job becomes really hard. On the flip side if we know the day to day duties, about the culture, benefits, progression, the team etc there is a much higher chance of success.
4. Do return calls, emails, give feedback in CVs in good time, give reasonable interview time slots – work with the recruiter not against them. If there is no feedback on CVs yet, tell us don’t ignore us! We need the information to keep the process ticking along and to keep candidates interested
5. Don’t ambush the candidate at interview with a grilling, expecting them to do all the talking. Interviews are two-way process. Most candidates will have more than one interview, so they need to feel wanted. Sell the opportunity and why your firm is a great place to work.
6. Do show them around the office, give them chance to meet some others in the team. This may not happen until the final interview stage, but it can work wonders. It’s the small touches that can make all the difference. Obviously easier in pre COVID times!
7. Don’t take the candidates contact details and contact them directly without letting the recruiter know. Trust me, most of the time it’s unnecessary and unhelpful.
8. Don’t offer the candidate the job on the spot, let us do the negotiation on your behalf. Don't let the process fall down at this crucial stage.
9. Don’t low ball when it comes to the offer. Whether or not the candidate accepts in the end it causes bad feeling. If you’re not paying market rate, then don’t be surprised if your new recruit doesn’t hang around too long as its very likely they can find a similar role paying more elsewhere.
10. Do be honest about the role at interview so there are no surprises when the new recruit starts. If they don’t know what they are coming into (positive and negative!) then, again, don’t be surprised if they move on quicker than expected.
11. Do have a good on boarding process!!
That’s it! Some you may agree with and some you won’t, but I honestly feel that giving these points due consideration will result in more successful and long-term recruits.
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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Have you recently started a new job?
The first 100 days can be vital to your success in the company. It is an opportunity to position yourself, offer a fresh perspective, make a positive impact to your employees and boss and build a platform for continuing success. To do this, it pays to have a clear strategy in mind.
We have put together a ‘First 100 Days Plan’ to help get you off to a flying start!
The first month
Learn about the company: You probably conducted some research about the company before your interview. However, now you need to take this opportunity to learn as much as possible about the company, understanding what their aims and objectives are and how your role fits into this. This way you will get a better understand of the culture and brand, to successfully do your work.
Read the website, staff bio’s, blogs, social media, reports, anything you can find.
Ask questions: Sometimes asking questions is the best way to learn and it is always good to portray that you are curious and interested in understanding your new role and responsibilities. But try not to ask the same question more than twice!
Take notes, a lot of notes: You will be bombarded with a load of new information making it almost impossible to remember everything! Colleagues names, job roles, important company information etc. The best way to remember, is to write it down.
Sit with your boss and learn what is expected: Set clear expectations so you know what your boss expects from you and what they want you to accomplish in a specific time scale.
Get to know your colleagues: Building strong relationships with your colleagues is a good way to feel comfortable in your new role and feel part of the team. Especially gaining valuable insight into the company culture. Maybe set up getting-to-know meetings, especially with those who know your work area well and can offer support and knowledge.
Second month
Now that you have learnt, asked questions, listened and written notes, you should understand the company and your role itself and be ready to show what you can do.
Professional development: It is important to know what value you can add to the company, so it is time to take responsibility for your own development and seek out new learning opportunities. Small steps you can take is by attending meetings, training courses, read industry news or familiarise yourself with their content management systems.
Your ideas: Try to avoid stepping on anyone’s toes but now is a good time to reveal your ideas in line with the company’s objectives. Portray those key skills you used in your interview to sell yourself, whether that was a problem solver, strategic thinker or creative mind. Take the opportunity to show what can you do, even if you think it’s only minor, as it still might make a positive difference.
Volunteer: Take this opportunity to volunteer for any extra work, for example charity work the company are involved in. It will show your eagerness to take on more responsibilities, along with giving you the chance to build on your network. However, don’t take on more responsibilities if you are unable to focus fully on the role you were originally employed to do.
Third month
Mentor: Seek out a mentor within the company that you respect professionally. Having a mentor can help grow your network, improve performance and help you up the career ladder more quickly.
Three-month review: Request a three-month review with your manager. This is your chance to gain feedback about how you are doing in your role, what you are doing right and what you could do differently. It gives you the opportunity to present your accomplishes to date and any new challenges you would like to implement. The three-month review is an ideal time to review objectives and development goals and put new ones in place.
At the end of your 100 days you should be confident in your role and be ready to start making decisions and taking action. Good luck!
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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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Many firms across the legal industry are finding it increasingly difficult to secure the talent they need. There are simply too few lawyers for the number of jobs available.
Because quality candidates are so in demand, now is great time to explore new employment opportunities. If you do take the plunge, you may find yourself weighing up several interview requests and job offers.
But how do you know which job is right for you? Here are some factors to consider in your search.
Salary
For many candidates we work with, salary is an important factor when considering a new job. However, salary alone should not be a reason for looking to make a move. The employers benefit package, culture, flexible working policy, annual leave entitlement etc can also be of huge importance especially when consider the role long term. It is also important to consider the career progression and salary progression within the firm, both short and long term.
Career Path
When considering whether to accept a job it is not always about the ‘here and now’. If you are looking for a move that will progress your career further and you have a career path in mind it is important to consider whether this is something the firm genuinely offer. Do the firm provide training and professional development? Look at how other employees have progressed within the firm since joining to help you weigh this up.
Firm culture/ Work life balance
Increasingly when speaking to candidates about making a move to a new role the culture of the firm is a big consideration. What is the culture of the firm in relation to work life balance? Is there any option to work from home? Is there a flexible working policy? This can make and break a job move particularly for those with families and childcare responsibilities so make sure you get to grips with the firms’ policies before deciding. Also consider the commute to work and be honest about how long you are prepared to be sat in your car or on a train to get to work.
- Co-workers
You spend most of your time in the week at work so who you work with is a major consideration. The workplace environment is often the reason many people look for a new role in the first place so during the interview process ask questions about who you would be working with and the makeup of the team. Is there an option to meet the team and have a look around the office?
Your Boss!
A good boss can make and break your employment experience. If you don’t get on with your boss, it can make going to work very difficult. It is important during the interview process to try and get a feel as to whether you think you would get on with who you report into. Could you see yourself working with them? Is there a personality fit? To help you answer these questions you could ask the interviewer why they chose to join the company and what they like about the company too to gather an insight into how you would fit into the team and role. This gives the chance for the interviewer to talk about themselves and why they work there which stands in good stead if they speak enthusiastically about their role and company.
The Interview Process
A seamless and organised interview process gives a good indication of how the company work and how important you are made to feel. Organising interviews quickly and providing flexibility as well as prompt feedback and decision making can often be a good indication of what you may experience working for their company.
Overall, any interview is a two-way process. It must be the right hire for the employers but ultimately the right move for you too.
Don’t be afraid to ask questions! Not only does this show your interest but it is the opportunity for you to gather as much information as you can first-hand.
Do your research! Look at the company’s website, team profiles, news and blogs and ask anyone in your network for their experiences.
Finally, trust your gut. If you have doubts and it doesn’t feel right often there is a reason why. Sometimes candidates are apprehensive about making a move especially if you have been in your current role for a while but sometimes a leap of faith is needed, and it can end up being the best move you have made.
If you are considering a move Thornton Legal are currently recruiting for several opportunities across all practice areas at varying levels. Contact us for a strictly confidential chat on 0151 305 5757/ 0161 694 0004/ 0113 323 0777 or email This email address is being protected from spambots. You need JavaScript enabled to view it..
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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.
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In a candidate-short market it is vital to get your recruitment strategy right, in order to attract and, as just as importantly, retain talent. Finding the right candidate is no longer a given, and if you are struggling to fill your roles there are steps you can take to help your recruitment process. Our tips are as follows…
Social Media
If done correctly, social media can be used to your advantage to attract candidates by making them want to work for you. It is a great way to showcase your employer brand and shout about your company, the culture, and your offerings.
One example is sharing existing employees’ journeys through their time at your company. This is a good way to appeal to prospective candidates by portraying that they can ‘achieve’ this by joining yourselves.
The Job Advert
Effective recruitment is heavily reliant on your job advert. A poorly written advert is not going to encourage applications, especially not from the ‘hidden talent’. It’s vital to sell your company, the role and what is on offer in a structured manner.
SEO (Search Engine Optimisation) can also play a part in getting your job advert ranked high in candidate searches. You need to understand the key words potential candidate will be searching for and include them a minimum of five times across your advert.
Lastly make sure there is a clear and confident call to action, ensuring applicants can express interest in the job easily and quickly.
Interview Process
Remember, an interview is a two-way process. You need to be able to ‘sell’ your company to the candidate. If the interviewee isn’t excited by the role, they’re not going to be interested in joining.
The best candidate may have multiple interviews lined up, so it is important to create a welcoming, positive interview experience, that leaves a lasting impression irrespective of whether you know you won’t be pursuing anything further with the candidate.
It starts from when they are greeted by reception and doesn’t finish until they have left the building.
The Job Offer
Candidates hold the upper hand in the current candidate driven market. This means, it is important that you’re offering a package that meets their needs.
Salary isn’t the be all or end all. Company reputation, career progression and additional benefits go a long way in attracting and retaining staff.
You will more than likely be competing against other firms, so its good to know what the competition is offering, this way you can match it or do better in terms of what you can offer potential candidates.
As you offer future employee’s attractive packages, you need to make sure you’re doing the same for your existing team or it is just as easy for them to go elsewhere.
Decision Making
Don’t hang around waiting to make a decision. In a candidate short market, time is not on your side. This goes for every touch point a candidate has with your company - CV send, scheduling an interview and the job offer. Companies that take too long to make a decision are only giving the competition the benefit of time.
An efficient and quick recruitment process goes a long way in securing a candidate.
The Recruiter
If your recruitment strategy is lacking, you are going to find it very difficult to attract the right talent to your firm. Using a recruitment company may be the best bet for you.
A good recruiter understands the firms needs and knows exactly where to go to find the right person, especially in a candidate short market. We have access to a wide pool of candidates including those who may not be actively seeking new employment. We are constantly in touch with ‘passive’ job seekers who won’t respond to a job advert but will take a call about a vacancy from a recruitment consultant who they know and trust.
For more reasons on why a recruiter may be the most cost effective and efficient way to hire for your firm, click here
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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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Last week was mental health awareness week which saw an increase within the press and on social media aiming to raise the profile of mental health generally and placing a focus on mental health and stress at work.
It was also only last month that following a survey of 1000 British workers, Lawyers were said to be the 2nd most stressed professionals in the country with those aged 35-44 reporting daily stress at work. It therefore seemed a relevant time to focus a blog on this area from the perspective of working within the legal sector as a recruiter. Our role is not only about finding people jobs but also listening to their reasons for wanting to make a move and ensuring that the next move is the right one for them.
Increasing at Thornton Legal we get calls from candidates looking for a new role citing stress at work as the reason for them wanting to move on. Examples of reasons given include - increased and unrealistic targets, micromanagement, expectation to work longer than contracted hours, lack of structure within the firm and toxic working environments.
The Junior Lawyers Division annual resilience and well-being report also revealed that of more than 1000 respondents, 48% had mental health problems within that month.
As a result of the increase in coverage on the issues of mental health and stress at work professionals are speaking out more than ever before and workplaces are under significant pressure to act and put measures in place to support and ultimately keep their employees.
It goes without saying that working in the legal profession can be stressful with large workloads and long hours often expected. Many are also juggling family life with trying to forge a successful career. The sad fact is that the profession is losing talent with candidates turning their backs on the legal profession to pursue other career avenues.
Recently the SRA (Solicitors Regulation Authority) and BSB (Bar Standards Authority) have placed more emphasis on the well-being of the legal profession. The charity Law Care which was set up to provide a helpline for legal professionals has also seen a vast increase in calls.
Signs of stress an employer can recognise in an employee include –
- Taking more time off
- Arriving late every day
- Seeming nervous
- Lack of motivation
- Increased emotions
Signs of stress you can recognise in yourself can include –
- Sleep deprivation
- Drinking and smoking
- Mood swings
- Panic attacks
- Change in eating habits
Some tips that can help with stress at work include –
- Managing your workload - Plan your day. Often working longer hours does not necessarily mean more quality or productivity. Good time management can often produce the same results so get organised, keep relevant diaries and calendars up to date and switch off at the end of the day.
- Develop a ‘to do’ list - This will create a clear focus for the day/ week ahead and highlight urgent tasks.
- Delegate Tasks
- Say ‘No’ more
- Improve well-being - Take short breaks, go for a walk, go the gym before work or on lunch
- Take time off - Go for a long weekend away, use your holidays
- Don’t let life be work - As the saying goes ‘Don’t work so hard making a living that you forget to make a life’. Spend time with friends and family outside of work
Mental health awareness week has reiterated the importance of speaking out. If you feel stressed as an employee or employer, it can be difficult to talk, but there is a strong basis for requesting for support and for getting adjustments made in the workplace.
Many employers we deal with at Thornton Legal have their employee’s well-being at the forefront of their works culture with many offering flexibility, rewards and benefits to support employees.
However, there is still a long way to go within the legal profession. Highlighted by those contacting us wanting a new job due to their working environment, and the statistics continuing to come out of various surveys and reports focusing on the legal profession.
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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.