News/Blog
Thornton Legal news, opinion and insights on legal and recruitment matters.
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A constant topic of conversation of ours is how and where to spend our advertising and on-line marketing budget. Nick and I have always been happy invest back into Thornton Legal but, like any business, we need to be financial prudent and ensure a return on our investment.
Do we do what many recruiters have done and go big on the website with pay per click advertising and paid for SEO?
Are we happy to splash the cash on taking a big allocation of job ads on sites such as the Law Gazette, Simply Law or Totally Legal?
How much time, effort and money should we spend on our social media presence?
Should we spend big for quick wins or grow our online presence organically with good website content, and interesting and engaging social media?
We are mindful that job boards work sometimes, that job ads work sometimes, that Linkedin works sometimes. These standard recruitment tools for finding new candidates are great if used in moderation but the fear was that we were falling into the trap of many other recruiters in being overly reliant on them and that they could be perceived as an old fashioned, slightly impersonal, arm’s length ways of candidate generation.
When we started Thornton Legal over 6 years ago, we made the decision not to go down the paid for PPC and SEO route to see we could improve our on-line presence organically….it seems to be working!
We’ve had several calls from people recently who have found us via a google search, usually with us being in the top 3 on page 1 which is makes us really happy!
We’ve also worked hard on our Linkedin presence and our social media generally, particularly Twitter and Instagram which we get lots of nice comments about.
But having a strong on-line presence isn’t the most important thing to us. By far the best way to speak with new and interesting candidates is by speaking more to existing candidates! They are the people with the wealth of information, the lawyer friends, the work colleagues; many of whom wanted a bit of career advice, market knowledge or insight into jobs or salaries.
We like talking to people, not by email but over the telephone or in person. It’s the best way of building trust and developing relationships. By and large the people we speak to daily like what we have to say. We give them open and honest advice. If we can’t help them, we can sometime steer them in the right direction. We think we are pretty good at what we do.
The fact that a significant proportion of our business comes directly from recommendations and referrals not only from candidates makes us happy. We got to thinking that some of the money we could spend on advertising could be better spent incentivising and rewarding existing candidates who recommend us to other people!
That’s why we have put in place what we consider to be one of the best referral schemes in the business! If you recommend us to a candidate or pass to us a candidate’s details and we end up placing that person into a law firm, we will honour stand by what the website says. We would rather people we already have a relationship with were rewarded for their efforts than spending our marketing budget on yet another pay per click or advertising campaign. Click on our “refer a friend link” for more details. In fact, give us a call for a chat! We’d prefer it!
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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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With Christmas just around the corner and 2019 drawing to a cold conclusion, I thought I would write up my thoughts on another year here at Thornton Legal.
It does feel as though I was talking about Brexit 12 months ago, anticipating the whole thing concluding during the course of 2019. However, here we are in December and the same thorny issue has provided a spectral backdrop to yet another recruitment year.
I must say that in spite of the political and economic uncertainty, the legal profession, from a recruitment perspective, has proven to be a durable and indefatigable beast.
Lawyers and law firms seem to have risen to the challenge and aside from a fairly flat residential conveyancing market, recruitment into the North West and Yorkshire has been busy.
Almost all the commercial practice areas have been active and the competition for talent across the region has been fierce.
We are seeing areas such as employment, commercial litigation, pensions and banking really thriving whilst at the same time seeing a plateauing of recruitment into sectors such as real estate and other property focused areas.
We have had some comings and goings at Thornton Legal which have kept us on our toes. September saw us recruit, Tim, our first senior hire concentrating solely on the Manchester commercial market from Associate level upwards.
Tim was originally a niche legal recruiter specialising in the pensions market in London but the lure of Chester and an escape from the rat race saw him approach us on account or our location and reputation in the market! He has only been with the business for a matter of months but has made his first placement (a Senior Associate Corporate lawyer) and is making great progress in raising our profile in a competitive and ruthless Manchester market.
Talking of incomings (or is it outgoings), my business partner Joe and his wife (Jo) saw the birth of his second child, Gus, in October, so it’s been a busy old year for us all on a personal and a professional level.
One of the great things about Thornton Legal is the diversity of clients we recruit for. We enjoy working for large multi-national business in Manchester or Leeds every bit as much as to we our high street clients in Chester or Southport.
I am pleased to be able to say that it has been a record-breaking year for the business both in terms of the number of candidate placements but also the number of new clients that we have managed to do work on behalf of.
Congratulations to Laura Kate who joined us 14 months ago and has become our highest billing consultant in 2019 whilst at the same time juggling 3 children under the age of 10!
2019 also saw us host or sponsor several successful events for organisations such as Merseyside Junior Lawyers Division, Cheshire and North Wales Junior Lawyers Division, Cheshire Law Society and Cheshire & North Wales Resolution. We got to meet some great lawyers, had fun along the way and made strong connections for the future.
On a SCR/Charity front, we have sponsored fantastic organisations such as Wirral Foodbank, Wirral St John’s Hospice, Clatterbridge Big Lego Brick Hospital and Tam O’Shanter Farm. Please do click on the link for details or our chosen Charites, they do great work on the Wirral, where a number of our team live.
Joe and I are proud at what we have achieved with the business inside 4 years and are already excited at what 2020 might have to offer. For the next week or so we must navigate the relentless nature of the pre-Christmas madness before shutting the offices on 23rd December to give both us and our team a well-earned break.
So, to our fantastic client and candidates from all the team at Thornton Legal, have a very merry Christmas a suitably reflective New Year and see you all in 2020!
- Written by Published
It has been 1 year since I joined Thornton Legal and I can genuinely say it has sped by! As the saying goes “time flies when you are having fun!”.
After 3 years with my last employer (my first role within recruitment), it is daunting making a move and something I thought long and hard over. However, it was by far the best decision that I made and I am thoroughly enjoying my time at Thornton Legal. I settled into things quickly having worked with both my directors Joe and Nick previously and haven’t looked back. They have provided a lot of support while giving me autonomy to get on with the job, and having access to their expertise has been invaluable – Joe and Nick already had a great reputation across the legal market and there is loads of scope for further growth.
I mainly recruit for Solicitors and Paralegals across Chester and Cheshire as well as handling some paralegal roles across Merseyside. It has been great to built up relationships with a lot of new clients that I didn’t work with previously as well as continuing some existing relationships.
No day is really the same which is why I enjoy recruitment so much. I also like a challenge which I guess is a good thing as things do not always run smoothly! A first for me in my recruitment career this year was a Senior Solicitor accepting a job and not showing up for her first day without telling myself or the client (it has happened before with junior candidates but never anyone of this level!).
The highs have outweighed the lows with lots of happy legal professionals placed in new roles. It has been great to see candidates come to me off the back of referrals from both clients and candidates I have previously worked with. My favourite placement has been an NQ Solicitor into her dream firm after meeting at a networking event over a cocktail.
The past year has been very rewarding for me personally as well as for Thornton Legal as a whole and I am looking forward to what 2020 has in store. But first, I am celebrating my first year with Thornton Legal with a weekend abroad with some friends and the last bit of summer for 2019!
To talk anything legal recruitment you can get me on 0151 305 5757 and/ or This email address is being protected from spambots. You need JavaScript enabled to view it..
- Written by Published
I was doing a post interview debrief with a candidate last week. The interview went well save for the final question. “If we had asked you to come to this interview in fancy dress, would you have come and if so, dressed as what?”
This threw the candidate completely at the tail end of what was, until then, a very conventional, CV based interview!
It got me thinking, how would I have reacted in the same scenario? Was the question fair? What would constitute a good answer?!
I cast my mind back to the interviews that I have attended over the years, there have been a few!
What was the strangest question I have ever been asked? I think it was when I went to a training contact interview with a small high street firm whilst at university.
The interviewer, the firm’s Senior Partner, was an Oxbridge graduate. He was an old school, traditional lawyer with a pin striped suit, polished brogues and a penchant for afternoon drinking.
My after-work interview lasted all of about 20 minutes. He read through my CV, asked me whether I was going to get a 2;1 , why I wanted to be a lawyer, told me he knew my Dad vaguely through rugby... He then announced that he was going to the pictures that evening with his wife. He asked me whether I liked the pictures. I said yes. He asked what my favourite film was. “Pulp Fiction”, I said. He then asked me to sell the film to him in 2 minutes, outlining the plot and why I liked it so much!
I gave it my best shot, Barry Norman style, including as much of the juicy plot contrivances and twists as I could muster. I think I probably got a little carried away! He described my elongated elevator pitch of what is a nearly impossible to describe film as “curious” and “possibly one to avoid”.
I never did get the job….
Thornton Legal is an award winning legal recruitment company covering the North from our offices in Liverpool and Leeds.
We have in-depth knowledge and understanding of an evolving legal landscape, and provide a professional, innovative and reliable legal recruitment service that ensures our clients are matched with the strongest legal talent available. We enjoy positive and long-lasting relationships with law firms of all sizes and specialisms, making full use of our extensive networks to help build the careers of legal professionals across a broad range of experience levels.
- Written by Published
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.
- Written by Published
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.