Written by Published

Created: 11 May 2020

In this instalment of our lockdown related blogs, we spoke to Rachael Gent who recently started her own firm called Gent Law. They specialise in conveyancing and offer an outstanding service and a fresh modern approach to all your property law needs.

linkedin.com/in/rachaelgentconveyancingexpert

Can you tell us a bit about your background, and your role at Gent Law?

I am the Managing Director at Gent Law. We opened our first office on 2nd March 2020.

I am a Solicitor with over 15 years experience in the Conveyancing industry. Starting as an office junior and working my way up and studying at the same time has given me a wealth of experience at every level.

If you hadn’t been a Lawyer, what would you have done?

I would have loved to have been a Doctor if not a Lawyer ( my sister is one) but my brain is not wired that way- I attempted a Biology A Level and although I did pass, my talents clearly were in other areas!

How’s business at the moment?

It's strange being such a new firm of Solicitors we are almost in a little bubble and haven’t had a lot of the upheaval that other firms have experienced with lots of staff members and logistically a lot to get organised in a short space of time. We have managed to keep on top of our case load and continue to take on new instructions but it would be nice to have some level of normality, whatever that is going to be very soon.

In the Covid19 era, what is the main challenge in residential property?

Understandably, everyone has reacted to Covid in their own way and some estate agents/solicitors have taken a view not to progress matters until it has blown over. Those transactions are tough because being the other side, we cannot do anything at all other than wait. It's hard to not have a timescale and give your clients some assurance of when they will be able to move.  

What opportunities can you see? 

It has been a great opportunity to really work on the small things that often get lost when you start a business. I have really taken some time to get to grips with our system to make sure it operates how we want it to but also really strengthen our social media and website content for clients.  

How have you found lockdown?

As the firms SRO I am continuing to come to the office to take delivery of post and ensure files and accounts are up to date. So currently typing in a very empty office solo! In the afternoon I go home and set up in my dining room whilst juggling a baby and a 5 year old.

How have you kept in touch with colleagues?

Yes I speak to my fabulous colleague Clare Sheldon on the phone on an almost a daily basis. It doesn’t have to be about work, but its nice to check in and see what they are up to!

What about clients?

Yes I speak to clients daily, they can call the office and will come through to my mobile phone or they can email at anytime.

What are the three things you miss most from your pre lockdown life?

Seeing our wider family for sure, the freedom to just have a day out or go for a spot of lunch and definitely the day to day in the office.

What do you think the biggest change will be working life post lockdown?

I think it will be for a period of time a very chicken and egg scenario. But most businesses in this industry will be geared up for working from home so its going to be a change to the 9-5 we are all used to…. It may not be a bad thing!

What’s the first thing you’ll do when lockdown is lifted?

We have a few family celebrations that we have had to miss due to Covid and my brother's wedding is planned later this year. I would love a nice get together with our family as soon as we are allowed. 

What restaurant you will visit?

I have been making a list of events for myself and my partner once lockdown is over! We figure that the grandparents have some babysitting to do! We will be going to Fazenda in Birmingham as our first stop as we had planned to do this prior to lockdown!

Written by Published

Created: 27 February 2020

As a legal recruiter, I meet my fair share of clients and candidates and company benefits are often discussed with flexible working policies being a hot topic.

For example, recently I went for lunch with the HR Director of a large commercial law firm who was at the latter stages of rolling out their flexible working benefits and the following day I met a solicitor employed by a firm with 100% flexible working, if transparent targets are achieved.

Regardless of the individual policy on offer it’s essential that it’s bought into and encouraged by management. The major obstacle to flexible working going the distance is the employers trusting their staff not to take advantage of the policy. If it’s not ingrained into the culture (which takes time and effort) then there is a strong possibility it will be mothballed.

Cary Cooper, professor of organisational psychology and health at Lancaster University Management School says “managers want people in the office because they want to see their little empires in front of them. It's totally about trust, and the incompetence of managers who don't know how to manage people remotely."

There needs to be a shift in focus to the end result, rather than the process of getting there, which can change from employee to employee. After all, delivery is what it’s all about and what does it matter if the work to get there is done from the office or at home?

To back this up Phil Flaxton, chief executive of Work Wise UK states "the fear factor for many managers is 'if I can't see you how do I know you are working?' Managers need training on how to assess a home-worker on their output, not their input."

From a practical perspective, businesses need to have the technology in place that allows employees to work to their full potential at home. There are numerous cloud-based working and video conferencing options available, so there really is no excuse for home working not to 100% reflect what is possible from the office.

At Thornton Legal, flexible working is a fundamental part of the business.

We have a policy that will allow employees to work from home regularly, safe in the knowledge that they have the full trust of the Directors. Everything that can be accessed in the office can be accessed from their home and it’s a brilliant system (we would say that of course!). 

Recruitment is a results-based business and, as long as fees are coming in, we don’t give two hoots where the work is being done. If the fees aren’t coming in then, well…. that’s a story for another day….

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Thornton Legal is a leading legal recruitment company, recruiting for legal jobs in Liverpool, Manchester, Leeds, Chester and Preston. 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.

Written by Published

Created: 20 February 2020

Have you recently started a new job?

If so, then this can be an exciting as well as nerve wracking experience and can be impacted by your own attitude to finding a new job and how smoothly the recruitment process went.

In the last few weeks you may have either applied for a job directly, or been approached by a recruiter, re-written your CV (and wondered if it is good enough), attended interviews (whilst trying to work out whether they like you) and been through the wait of hearing whether you have got the job.. all nerve wracking enough in themselves; now you actually have to sit at your desk and do the job you have been hired for!

So here are some tips to help get you off to a flying start in your new role; perhaps some you have thought of and others you haven’t.

The first 3 months 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 fellow colleagues and bosses and build a platform for continuing success. To do this, it pays to have a clear strategy in mind.

The first month

Learn about your new company: To succeed in your recent interviews you will have conducted research about the company to demonstrate your understanding. You now need to take this opportunity to learn as much as possible about your new employer, understanding what their aims and objectives are and how your role fits into this. This way you will get a better understanding of the culture and brand, to successfully do your work.

So, 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! However, be certain to make sure you understand something if you don’t initially. You may feel that you can’t ask a question later on as you gave the impression that you understood!

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 in a notebook, or on the notes of your smart phone.

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. This is where setting targets can be very valuable. You will then have something to work towards which gives you personal satisfaction as they are achieved. This is important in giving you confidence in your new role, as well as a psychological boost when targets are achieved.

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.  If you take an interest in your colleagues from an early stage, it will make those down times more enjoyable when you can have something to talk about other that work. It will also make asking those obvious questions easier to ask.

Second month

Now that you have learnt, asked questions, listened and written notes, you should now understand the company and your role itself and be ready to show what you can do.

Have you recently started a new job?

If so, then this can be an exciting as well as nerve wracking experience and can be impacted by your own attitude to finding a new job and how smoothly the recruitment process went.

In the last few weeks you may have either applied for a job directly, or been approached by a recruiter, re-written your CV (and wondered if it is good enough), attended interviews (whilst trying to work out whether they like you) and been through the wait of hearing whether you have got the job.. all nerve wracking enough in themselves; now you actually have to sit at your desk and do the job you have been hired for!

So here are some tips to help get you off to a flying start in your new role; perhaps some you have thought of and others you haven’t.

The first 3 months 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 fellow colleagues and bosses and build a platform for continuing success. To do this, it pays to have a clear strategy in mind.

The first month

Learn about your new company: To succeed in your recent interviews you will have conducted research about the company to demonstrate your understanding. You now need to take this opportunity to learn as much as possible about your new employer, understanding what their aims and objectives are and how your role fits into this. This way you will get a better understanding of the culture and brand, to successfully do your work.

So, 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! However, be certain to make sure you understand something if you don’t initially. You may feel that you can’t ask a question later on as you gave the impression that you understood!

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 in a notebook, or on the notes of your smart phone.

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. This is where setting targets can be very valuable. You will then have something to work towards which gives you personal satisfaction as they are achieved. This is important in giving you confidence in your new role, as well as a psychological boost when targets are achieved.

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.  If you take an interest in your colleagues from an early stage, it will make those down times more enjoyable when you can have something to talk about other that work. It will also make asking those obvious questions easier to ask.

Second month

Now that you have learnt, asked questions, listened and written notes, you should now 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 are attending meetings, training courses, reading industry news or familiarising yourself with their content management systems. You may also like to read around your subject area, understand who the competition is and how you can stand out.

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 as a problem solver, a strategic thinker or a 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. Being proactive at this point will make your bosses think that you know what you are doing and that you do not need to be micro-managed.

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. Having someone as a sounding board who will listen to you impartially is important. Being able to have the reassurance that you are working in the right way and achieving the correct goals will give you the confidence to move on to the next level of your development.

Three-month review: Request a three-month review with your manager if one has not already been scheduled. 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. Any major issues ought to have been covered before the review, so there shouldn’t to be any surprises. It gives you the opportunity to present your accomplishments 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. It is also an opportunity to re-align your objectives and focus on what you need to achieve in order to be successful in your new role.

At the end of your 3 months, you should be confident in your new role and be ready to start making decisions and taking action. Good luck!

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.

Written by Published

Created: 14 February 2020

Making the decision to hand in your notice can be a difficult nerve-wracking part of looking for a new role.

If you’ve made the decision to leave, there are some formalities you will need to go through. The information below is designed to give you an insight to the resignation process and how best to handle it.

Notice

As tempting as it is to go full steam ahead and hand your notice in as soon as you are offered the new job, don't hand your notice in until you have received written confirmation of the offer of employment from your new firm.

Ensure that you give formal written notice of your intention to leave to the correct person (we can provide a resignation letter template), then negotiate a leaving date and clarify final pay and any outstanding holiday entitlement.

We would always suggest checking in advance your contract/terms of employment to see how much notice you are obliged to give, who your notice should be handed in to and what, if any, restrictions you might have in terms of future employment.

It is also worth identifying whether there are any course fees payable if you leave within a certain time period.

The Counter Offer

The stark reality of the legal profession is that there is a serious skills shortage in many practice areas and the vast majority of firms will make a belated effort to try to tempt you to stay.

This can often be the promise of promotion, or a salary increase. In can sometimes be a promise to improve work culture or reduce your case load. It often come with flattery or in some instances a “guilt trip” that they won’t be able to cope without you!

Such things can be confusing and lead to mixed feelings about your decision to move on. What should you do now?

We would suggest thinking about the following questions to help you eliminate doubt and be confident in your decision:

• Why have I been offered more money now when it wasn’t on the table previously?
• If I stay, will the situation improve just because I said I was leaving?
• If I stay, will my loyalty be questioned and affect my chance for advancement?
• Will I have to go through this process again next time I'm ready for a new position?

Our experience of recruitment tells us that over 75% of candidates who accept a counter offer tend to leave within 12 months for another role, particularly when it relates solely to a salary increase.

More often than not, the issues that caused you to look for a new role in the first place remain and promises made don’t end up materialising.

You need to stay strong, stay committed when the counter offer comes, be polite and say “no thank you”.

Working your notice

It’s important to remain professional throughout the resignation process. Maintaining a positive relationship with your bosses and colleagues will make working your notice period much easier and could allow you to return to the firm in the future.

Co-workers will be curious about why you are leaving. Whether they corner you at work or call you at home, be diplomatic about your reasons for leaving. Negative comments have a habit of finding their way to Partners and sour an otherwise healthy relationship.

Finally, do not underestimate the importance of your performance during your final weeks. It is a mistake to “mentally check out” and wind down while working out your notice. Give it your very best effort right up until the last minute you’re there.

We at Thornton Legal are experienced in guiding you through what can be a difficult time. If you have any queries, give us a call. We would be happy to help.

Written by Published

Created: 30 January 2020

For social media marketing to be effective, time must be taken to understand each individual business, it’s approach, it’s goals and limits.

Every client is bespoke and therefore the strategy and subsequent content must be tailored specifically to the needs of the client’s business.

Here at The Social Desk, no client is taken for granted and each client is regarded in the highest regard. We pride ourselves on taking the time to listen; understanding the clients’ brand and in turn understanding our role as a digital marketing agency. We work closely with several our clients, including Thornton Legal, to manage their social media accounts. Each client account is approached individually to tailor to each specific clients individual requirements for their brand.

Developing the right social media strategy

For social media marketing to be effective, it is essential to plan a social media marketing strategy. Key areas to consider when formulating a strategy:

• Who is your target audience?

Aside from the obvious customer segmentation metrics, such as gender, age, interests etc, it is important to establish your target audience so that you can measure your social media ROI against specific metrics.

When considering who your target audience is, it is important to remember your current clients and their importance within your social media marketing strategy, as well as prospective clients you wish to target.

You should aim to be informative to current clients, keeping them updated on what your business is doing and encouraging them to engage with the business and become ambassadors for your brand, sharing and engaging with content. Your current clients are often an essential element in making your social media marketing a success!

For prospective clients, content needs to be a little more nurturing. Here you want to raise awareness of your brand, informing prospective clients of your services but also allowing them to see the benefits of how your services will work for them and making it easy for them to get in touch for more information.

• What platforms are most appropriate to your target audience?

Your target audience may not be on every social media platform. It is essential to research which platforms they are on, which platforms they are most active on and which platforms will generate the most engagement for your brand.

You want to generate engagement with your target audience therefore researching which types of posts generate the most engagement, on which days and at what times; are an essential element when planning your strategy. These vary across all platforms; therefore, it is essential to tailor your content strategy accordingly across each different platform.

• What content are you going to share?

Content will become the driving force of your social media activity and therefore should be at the core of your social media marketing strategy. Knowing what content you plan to deliver and what actions you want your target audience to take, is critical to the success of each social media marketing activity.

Social media content can be output in varying ways across many platforms. Some of the most popular outputs are as general posts across platforms such as Facebook, Twitter, Instagram and LinkedIn, as stories on Facebook or Instagram and as specifically targeted Facebook Ads. It is essential for any content you output to be consistent with your brand colours, fonts and messaging to ensure uniformity across the materials you’re outputting for your brand.

• When are you going to share your content?

One of the common pitfalls in social media marketing activity is posting at the wrong times! Many people put out fantastic content but don’t factor the times that they are posting it into their social media marketing strategy. In order to maximise the results you get from your social media efforts, you must do proper research into the best times to post content. There tends to be a pattern around what specific times of the day people are online and therefore you need to research the patterns of your specific audience to find out exactly when you should be posting content. This, of course, varies across platforms and across audiences therefore it is important to understand your specific audiences’ online behaviour.

• What results do you expect from your social media marketing activity?

You need to consider why you are using social media. Without a why, there is little point to being on social media! Many businesses want to ensure they have a brand presence and are active on social media as it allows them to target specific audiences relevant to their business. Social media can be instrumental in generating new leads for your business, driving traffic to your website and promoting your products or services. Social media allows people to engage with your brand, encourages people to build a community with your brand and allows people to contact you more freely, helping with your overall customer service.

By benchmarking yourself against competitors’ social media activity, you have the opportunity to assess whether what you are doing is working and achieving the results you would expect – it is always advisable to keep an eye on what your competition are up to!

It is important that you are consistently monitoring the content you are outputting. This allows you to see what is/ isn’t working, whether you are using the correct hashtags, whether you need to tailor times that you post and whether you are getting the results you expect. By consistently monitoring your activity, you can tweak your social media strategy and outputs accordingly.

Why outsource your social media management?

Many businesses, like Thornton Legal, choose to outsource their social media marketing management to specialist companies such as The Social Desk. This allows you, as a business, to focus your efforts on what you specialise in the most – running your own business! Here at The Social Desk, we pride ourselves on getting to know our clients and like to think we become an extension of their business by learning everything about our clients’ business and personalities and managing their social media efforts accordingly!

Here’s what Thornton Legal had to say about working with The Social Desk:

“We have been using Suze and the team at the Social Desk since October 2019, and we have been really pleased with the quality of content, the communication and the results. We’re a recruitment business and we rely heavily on social media for brand awareness across Twitter, Instagram, Facebook and LinkedIn. Suze has taken the time to understand Thornton Legal meaning the quality of posts, Tweets and photos are top notch and the engagement high and at the right volume. Outsourcing our social media to The Social Desk has saved us a lot of time and allowed us to focus more on our jobs which, ultimately, means improving profits. Highly recommended!”

Written by Published

Created: 22 January 2020

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..