This is a common question being asked by candidates at present and in simple terms, absolutely.

We are all aware that the Christmas break is fast approaching (even though it is still October!). However, the suggestion that law firms are becoming reluctant to take on new staff at this late stage in the year is stretching things to the extreme. In our experience and looking at current activity within the Sydney legal market, there are no signs of recruitment slowing down. There are a great number of roles available at present and the real issue remains finding candidates with the relevant experience for each role. This is why now is such a great time for candidates to consider a move.

At worst, you will get a better understanding of the current market, appreciate where you stand in terms of finding that next role and be in a fantastic position to move quickly when exciting new roles become available later this year and into early 2018.

At best, you could be looking at a starting a fantastic new role offering:

More complex & challenging workGreater autonomyMore responsibilityIncreased pay and/orBetter work/life balance.

Whatever your motivations, now is a great time to explore new opportunities. So if you are interested in finding out, please get in touch.

Matt Dodson previously practised as a Criminal & Regulatory Barrister in the UK before moving to Australia and joining Legal Personnel. If you would like a confidential discussion about your recruitment needs or are currently looking for a new opportunity, please email mdodson@legalpersonnel.com.au or call (02) 9252 0345.

If you’re looking to get ahead at work, but feeling a little stifled at present, ask yourself what you can do to advance your career. If you know where you want to end up, then you’re already a step ahead.

Show initiative

Know what your future goal is, and be proactive in getting there. Ask your line manager, senior members of the office and your peers for more work/responsibility and let them know your capabilities and interests. Don’t just sit there waiting for work to come to you.

Building relationships

Building solid relationships is key – if you have people you’re comfortable talking to and asking for advice, generally, these people will give you the guidance and support you need. Building rapport and trust will also lead to their greater interest and engagement in helping you get to where you want to be.

Keep learning

Be aware of your surroundings and take everything in. Being new to recruitment just over 2 years ago, I learnt such a lot by listening to other more experienced colleagues and taking on board their lessons and guidance. This process of learning something new and interesting on a regular basis will also keep you highly engaged in your role and your progression.

Time for a new challenge?

If you still feel that you’re not getting anywhere, then maybe it’s time to move on. Employees should be wanting to keep their staff learning, challenged and motivated, offering clear progression. This is how we best retain staff.

If you would like any more advice, or feel that it is time to move on, get in touch with me today. I have some amazing opportunities for support staff offering progression routes and supportive environments and would be very happy to have a confidential discussion about your options moving forward.

Kayleigh Busuttil is a Senior Recruitment Consultant working on the Permanent Support Division at Legal Personnel. With almost a decade of experience within the legal industry, Kayleigh specialises in identifying the very best talent and placing them in Sydney’s most sought after Permanent Support roles. To contact her, call (02) 9252 0345 or email kayleigh@legalpersonnel.com.au

I was recently interviewed for a podcast exploring the effects that a person’s social media presence can have on their career. It got me thinking:

Is it a requirement for lawyers to have a social media presence in today’s market?What form(s) should this take?Is a strong and positive social media presence an asset in the 21st century?How active should you be?

Do I have to have a social media presence?

Of course not. However, it can be very useful. Having a social media presence with a positive and upbeat message can have a variety of professional benefits, including:

Understanding market trends and future areas of opportunity;Obtaining local, national & international updates quickly and effectively;Growing your professional network – particularly important for those moving into the Senior Associate level or above;Being considered for new opportunities and roles;Bringing value to your law firm; andIncreasing your visibility in the market – this can result in attracting new clients, impressing current clients or bringing attention to your own successes.

Forms of social media

At this stage, my personal view is that Facebook and Instagram are most effectively utilised as personal accounts. In a professional context, the focus should be on accounts such as LinkedIn. I have found that LinkedIn has connected me to some amazing individuals, created some fantastic opportunities and presented me with some really interesting content on a range of professionally-related interests that I have.

I have seen several lawyers use YouTube and Vimeo in recent times and whilst I think this is a fantastic and innovative way of reaching new and larger audiences, law firms seem apprehensive about its use. Perhaps this view will change over time…

How active do you have to be?

This is entirely up to you. Taking LinkedIn as the example in this scenario, there are a couple of very easy tweaks that can instantly improve your profile:

Make sure your profile summary is up-to-date and complete.Add a professional photo and remove that one from the family BBQ/pub/bar last weekend.Complete your ‘Experience’ section to a level you are comfortable with.Connect with your colleagues and professional connections.

Having an account with virtually no information and minimal connections shows a lack of interest with the account and will put others off engaging with you.

Beyond this, it is good to be visible. This could be as little as taking 2-3 minutes every couple of days to ‘like’ a few interesting posts or articles on your page or connect with people of interest to you. A useful tip is to not just ‘like’ a post but to add some value by adding a short comment, for example, “Great article. I particularly liked the bit about…”

Finally, be positive

The key thing for me is to be positive. Make positive comments, be enthusiastic, support others and generally demonstrate a positive and constructive attitude.

From a professional standpoint, don’t be afraid to highlight your own experiences or successes. No one else is likely to do it for you! For example, if you are attending legal functions, networking events or raising money for great causes and have met some great people along the way, tell your connections about it. Social media can be a great way of interacting with others, sharing some positive news and adding value to yours and your firm’s profile. So don’t be afraid to use it to your advantage!

Matt Dodson previously practised as a Criminal & Regulatory Barrister in the UK before moving to Australia and joining Legal Personnel. If you would like a confidential discussion about your recruitment needs or are currently looking for a new opportunity, please email mdodson@legalpersonnel.com.au or call (02) 9252 0345.

Employers consider a broad range of factors when recruiting for a particular position. First and foremost, a candidate must have the desired skills and experience. Thereafter, personality and cultural fit are extremely important. This arises, as there will often be multiple candidates that satisfy the criteria for a role. Thus, the key differentiator is usually whether the interviewers believe that a candidate will fit in with the team. Accordingly, it is essential that candidates showcase their positive and friendly personalities during interviews.

There is also an emphasis upon longevity. Candidates with 2-4 years of experience are usually in high demand as employers wish to hire talent that will stay for a significant period and contribute to the firm’s continued growth. Longevity also brings significant benefits for candidates. In particular, firms are increasingly embracing technology to offer greater flexibility. For example, long-standing employees may find that firms will accommodate work-from-home arrangements and shorter days where appropriate. Other benefits on offer include private health insurance, gym membership and social events that boost team morale.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and/or Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

A full copy of Legal Personnel’s new salary survey for the 2017/18 financial year, please follow the link below: http://docs.wixstatic.com/ugd/fc2244_40f5726d9bfd496bb08e529bb72a3b64.pdf

Given the broad range of law firms, there are a number of qualities that may render a lawyer attractive to prospective employers in the current market. However, whilst each firm and role offers different requirements, there are two key qualities that firms consistently emphasise – legal acumen and commercial acumen.

Legal acumen refers to the need for lawyers to offer exceptional legal skills within the increasingly competitive Australian market. Firms seek candidates with high quality analytical and problem solving skills, a strong work ethic and outstanding academic achievements. Accordingly, lawyers will benefit from maintaining a detailed deal sheet that summarises their experiences as well as quality references from supervising partners and/or other senior staff. Soft skills that are developed throughout a lawyer’s career are also important. This includes qualities such as leadership and communication skills and an ability to build strong interpersonal relationships with both colleagues and clients.

As lawyers progress through their careers, commercial acumen becomes increasingly important. Lawyers seeking a promotion to Senior Associate and ultimately Special Counsel and Partner level positions must develop strong business development and management skills. A demonstrated ability to manage clients and ultimately build a partial or full practice is becoming more critical at the senior level.

Ultimately, however, the final determining factor is cultural fit. This refers to whether the interviewers believe that an individual will seamlessly integrate into the team. However, it is essential to remember that there are two sides to this coin – the ultimate goal is finding a cultural fit that works for not only the firm, but also the lawyer. Accordingly, we recommend that lawyers also use interviews to assess whether a prospective employer will enable them to achieve their own career goals.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and/or Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

A full copy of Legal Personnel’s new salary survey for the 2017/18 financial year is now available via the Legal Personnel website:

http://www.legalpersonnel.com.au/

Money is always a great motivator for candidates seeking to change jobs. However, it is increasingly evident that a high salary is not sufficient. Rather, the key to attracting and retaining talent in this market is finding additional ways to incentivise existing employees to stay and prospective candidates to join the company. Two factors that candidates consistently emphasise are company culture and the existence of career development opportunities.

In regards to company culture, most candidates desire a workplace in which they will “fit in”. This includes feeling part of a team and working alongside individuals that they respect and may learn from. Work/life balance is another significant consideration. In fact, a lack of work/life balance is often cited as a key motivator for moving jobs. The team activities and social events offered by firms are also highly valued.

The key to recruiting quality talent in this candidate short market is highlighting how a company and the particular role on offer are unique. This arises as most quality candidates interview for multiple roles. Thus, to compete against their competitors, firms must emphasise the unique training opportunities on offer and highlight how a role will benefit a candidate’s long-term career.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and/or Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

A full copy of Legal Personnel’s new salary survey for the 2017/18 financial year is now available via the Legal Personnel website:

http://www.legalpersonnel.com.au/

The consistent trend amongst lawyers is that although a quality remuneration package is essential, this is not the only requirement. Candidates also emphasise the importance of the opportunity on offer. Key considerations include, but are not limited to:

The calibre of workThe partner or team that they will be joiningThe prospects of career progressionThe training and/or mentorship opportunities availableThe firm’s culture and other social aspectsThe work/life balance or flexible working arrangements on offer

So whilst it remains extremely important to offer a competitive financial package, it is also crucial for employers to highlight and promote all aspects of the role on offer. Whether it be working with particularly high-profile clients, offering career progression or providing outstanding training, it is essential that employers highlight how a particular opportunity will benefit a candidate’s long-term career.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and/or Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

A full copy of Legal Personnel’s new salary survey for the 2017/18 financial year is now available via the Legal Personnel website:

http://www.legalpersonnel.com.au/

The hiring process doesn’t simply stop once a candidate has been placed. Rather, significant emphasis must be placed upon ensuring that new employees succeed. This not only boosts productivity but also increases the likelihood of the employee staying for a significant period. As most of us know, a high staff turnover rate is costly both financially and in terms of time whilst it may also deter future candidates from applying to your company. Thus, an ability to minimise failures is essential.

Here are our tips for giving your new employees the best possible start:

Invest in training – don’t simply give new employees a training manual and hope for the best. Investing in an extensive training manual that new employees may refer back to will have a huge impact in the long run. You may also like to consider splitting the training load amongst the team. This will enable the new employee to pick up on different approaches to the job whilst also becoming more familiar with their colleagues.Manage expectations from the start – a great way to do this is organising a monthly meeting to discuss goals and progress. Quarterly reviews often catch employees off guard, particularly when an issue has built up over time. By having regular, informal conversations, you will be able to create an atmosphere of an open door policy thereby allowing employees to feel more comfortable about raising any issues or concerns.Assign a mentor – mentoring is essential for employees at all career levels. It allows new employees to ask questions as well as gain support, knowledge and encouragement to best achieve their goals.

Finally, remember that new employees also bring their own skills, expertise and experiences to the company. By allowing new employees to feel comfortable and speak up, you may discover new approaches to old tasks that may be more effective or efficient.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and/or Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

The last financial year was a busy year in the legal support space. In particular, the start of 2017 heralded a significant increase in the number of legal support roles on offer, with high demand for quality candidates. This trend was evident in firms at all levels ranging from internationals and top-tiers to mid-tiers and CBD boutiques. As the 2017/18 financial year begins, this trend is expected to continue with many of our clients still actively recruiting in a number of areas. In particular, there is high demand for candidates with experience in insurance and workers’ compensation. This trend is evident across both plaintiff and defendant firms.

As per usual, intermediate level candidates with 2-4 years of experience are in high demand across all practice areas. This pattern shows that firms are continuing to focus upon longevity, aiming to hire candidates that will stay and grow with the firm.

The real challenge for law firms in 2017/18 will be their ability to attract and retain quality talent. Over the past year, the salary expectations of candidates have continued to rise. The salaries offered by law firms, however, have not increased accordingly. Consequently, many good quality candidates are moving to other industries. Thus, firms that are able to offer quality financial and/or other incentives will thrive in the present market.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and/or Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

A full copy of Legal Personnel’s new salary survey for the 2017/18 financial year is now available via the Legal Personnel website:

http://www.legalpersonnel.com.au/

In the past year, there has been significant hiring activity across all firm tiers. The top-tier continues to seek candidates in the banking & finance and corporate space, particularly in public M&A. This demand for high-end corporate/M&A lawyers has been consistent for multiple years. Meanwhile, the mid-tier and smaller firms have had recruitment activity across a wide range of areas. Notably, intellectual property has been an area of active recruitment over the last year, both on the advisory and litigious fronts. Lawyers with expertise in the areas of property and construction are also particularly sought after. This is unsurprising given the growth in infrastructure projects across the state plus the booming property market.

Reflective of previous years, this continues to be a candidate short market. The current challenge for law firms is their ability to attract and retain quality talent. Younger lawyers are increasingly willing to change firms, move in-house or even leave the law to find their ideal role. Where such activity is focused at the 4-5 year PQE mark, top and mid-tier trained lawyers at this level are in high demand. With many of the remaining lawyers interviewing at multiple firms at the same time, the ability of firms to move quickly on quality candidates has become key.

In 2017/2018, we expect that lawyers will enjoy a salary increase. Research by the Australian Legal Practice Management Association (ALPMA) indicated that almost half of the respondent firms intend to offer pay rises above the Consumer Price Index (CPI). For many lawyers, these increases may also take the form of significant bonus payments on top of their base salary.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and/or Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

A full copy of Legal Personnel’s new salary survey for the 2017/18 financial year is now available via the Legal Personnel website:

http://www.legalpersonnel.com.au/

The past financial year has proven to be an exciting one with continued changes in the legal landscape that truly highlight the dynamic nature of this industry. The rate at which international firms have entered the Australian market has slowed in comparison to previous years. This is likely the result of an unfavourable exchange rate and a particularly competitive mature local market. Nonetheless, the most notable event has been the entrance of Dentons, which has taken over Gadens’ Sydney and Perth offices.

At the other end of the spectrum, growth in the boutique space has continued. The focus upon one or few practice areas absent the constraints of a large firm model has allowed boutiques to become an attractive alternative for top and mid-tier lawyers. The market has also seen growth in the NewLaw space, which reflects the industry’s increasing focus upon innovation. In particular, existing firms are diversifying their services and aiming to provide value to their clients in areas beyond legal practice. Key examples include Sparke Helmore’s launch of its innovation hub, Bright Sparke, in November 2016 and Herbert Smith Freehills’ expansion of its Alternative Legal Services (ALT) business.

For regular market updates and blog posts by our expert legal recruitment consultants, please follow Legal Personnel on LinkedIn, Facebook and Twitter. Our blog is also directly accessible via: http://www.legalpersonnel.com.au/blog

A full copy of Legal Personnel’s new salary survey for the 2017/18 financial year is now available via the Legal Personnel website:

http://www.legalpersonnel.com.au/

When looking for a new role, most, if not all candidates, have a very clear picture of what they are looking for: more complex work, a more social environment, greater career progression, increased professional development etc. Whilst understanding the reasons and motivations behind your new search are extremely important, it is also important to be flexible and open to opportunities that you may not have previously considered.

For me, the key stage in the entire process is the interview(s). That may sound extremely obvious but often candidates forget that interviews are a two-way process. The employer is there to consider and identify the best candidate for the role. However, equally, the candidate must take the opportunity to explore and consider whether the employer and the role are the right fit for them. This is why it is crucial for candidates not to limit their opportunities at an early stage by choosing not to attend interviews.

For some candidates, this clear picture about the ‘next role’ means that they are unwilling or unable to consider alternative options, that is, they lack flexibility. This can be hugely detrimental to the candidates’ long-term career objectives and result in them missing out on potentially better suited opportunities.

So my advice in general terms to candidates who are unsure about whether to interview or not, is to take the risk and meet with the law firm in question. This will allow you to get a far better understanding of the role, the firm and the opportunity on offer. The worst-case scenario is that you lose 45-60 minutes of your day and move onto new opportunities. On the other hand, it may just be the best risk you take in your career and lead to the dream role you never even knew about. After all, you only regret the things you don’t do in life.

Matt Dodson previously practised as a Criminal & Regulatory Barrister in the UK before moving to Australia and joining Legal Personnel. If you would like a confidential discussion about your recruitment needs or are currently looking for a new opportunity, please email mdodson@legalpersonnel.com.au or call (02) 9252 0345.

Over the past few years, a number of international top-tier law firms have opened their doors in the Sydney market. Joining the scene from the UK, USA and Asia, some new entrants have involved major mergers with Australian firms. However, the most popular way of entering the market has been through the opening of high-end specialised practices. For example, Hogan Lovells and Pinsent Masons both opened their first Australian offices with a focus on projects in the energy, natural resources and infrastructure sector. These firms are tapping into specific opportunities within the Australian market, rather than seeking to overtake the already well-established full-service firm culture.

One major driving factor is that Australia is one of the key investors in the international landscape, particularly in Asia. These international firms are seeking to strengthen their already existing international relationships and realising that they need to have an Australian presence to keep up with the continual globalisation of the legal industry.

This has opened up a whole new set of doors to Australian lawyers that were previously unavailable. There continues to be outstanding opportunities for Australian lawyers to join some major players in the international sphere. These firms themselves, equally require lawyers who are of an international calibre but also offer local knowledge.

Sarah Lehane previously practised as a lawyer in Sydney for a number of years before moving to Legal Personnel in 2015. This experience gives Sarah an outstanding insight into the requirements and needs of both the employer and employees in the legal industry. If you would like a confidential discussion about your recruitment needs or are currently looking for a new opportunity, please call Sarah on (02) 9252 0345 or email slehane@legalpersonnel.com.au.

With the cost of living constantly rising, so are salary expectations. Studies show that the number of legal secretaries in the market has declined by approximately one-third over the past 5 years. Unfortunately, as progression opportunities for career secretaries decline and salaries become stagnant, we continue to see a rise in good quality candidates moving to other industries.

So why is this important?

As we all know, legal secretaries play a crucial role in the overall process and provide unique and business critical support to their fee-earners. Without legal secretaries, there is real potential for the quality of work to decrease and ultimately lead to a lesser service being offered to clients.

This got me thinking: should we be educating more graduates to become career secretaries and emphasising the importance of the role? There is so much to be gained from an outstanding career in the legal industry and it seems a real shame to be losing out on some of the very best talent.

What are your thoughts?

Kayleigh Busuttil is a Senior Recruitment Consultant working on the Permanent Support Division at Legal Personnel. With almost a decade of experience within the legal industry, Kayleigh specialises in identifying the very best talent and placing them in Sydney’s most sought after Permanent Support roles. To contact her, call (02) 9252 0345 or email kayleigh@legalpersonnel.com.au.

In today’s ‘candidate short’ market, hiring a new team member is certainly a major decision that should not be taken lightly. However, if you procrastinate, you may miss out on the very best talent.

Most of the time, candidates are also interviewing with your competitors. By speeding up your hiring process, you can ensure that you don’t miss out. Research indicates that the best candidates in the Permanent Support sector are only on the market for 10 days. Therefore, by simplifying the interview process and evaluating your hiring process you can make all the difference. There is no need to make candidates jump through unnecessary hoops. For example, consider combining first and second round interviews and shortening the initial application so that you respect their time and add efficiency to the process.

It’s difficult to fit hiring activities into the mix when you already have a demanding workload. By partnering with a specialist recruitment agency, with a pool of highly qualified candidates and carefully cultivated networks, you can significantly increase the likelihood of attracting the best talent quickly and efficiently.

Tania Pritchard is a Recruitment Consultant working on the Permanent Support Division at Legal Personnel. Having worked in the recruitment industry for almost a decade, her experience allows her to support her clients in securing them the very best candidates for all their recruitment needs. To contact Tania, please call (02) 9252 0345 or email tania@legalpersonnel.com.au

As a UK lawyer, I was fascinated to see the similarities and the differences between the UK and Australian legal markets, after arriving in Sydney. Of course, there are lots of similarities: law firms with similar goals and ambitions; hungry young lawyers looking to make their way in the world and many a drink being consumed at various events and functions!

But perhaps the most positive difference that I have noted to date is the candidates’ views on ‘salary expectations’ when looking for a new role. In the UK, the overall impression (and of course this is in very general terms) is that the lawyer thinks ‘money first, opportunity second’. It has been quite evident that in Sydney, and Australia more generally, that the opposite is true. Almost every candidate I have spoken with has, of course, wanted to secure a favourable financial package. However, the absolute emphasis has been on the opportunity. And what a refreshing change that is.

Candidates have repeatedly prioritised the opportunity on offer, the culture, the calibre of work, the Partner involved, the work/life balance, the social elements and/or the collegiate nature of the team or firm that they are seeking to join. In fact, these aspects are often prioritised joining over money.

So why is this useful for law firms to know?

I have met with a number of outstanding law firms - from top-tier, international law firms through to small and boutique practices - and each has a great deal to offer. The key I feel is to promote what marks your firm out from the crowd, what makes you special. My advice to any firm looking to attract the very best candidates is simple: don’t to be afraid about talking up all those additional aspects of the business that make you who you are. They are truly important.

So whether you offer Friday night drinks, celebrate the firm’s birthday each year, organise weekly group PT sessions for the team or have won awards for health & wellbeing initiatives, don’t be afraid to proudly highlight them to the prospective employees! This, rather than just offering greater financial reward, may enable you to secure the very best candidates.

Matt Dodson previously practised as a Criminal & Regulatory Barrister in the UK before moving to Australia and joining Legal Personnel in 2016. If you would like a confidential discussion about your recruitment needs or are currently looking for a new opportunity, please call (02) 9252 0345 or email mdodson@legalpersonnel.com.au.

It was our pleasure to once again sponsor the NSW Young Lawyers’ Great Debate, which sees a team of young solicitors take on a team of young barristers in a witty, amusing and targeted debate over a randomly selected topic. This year’s topic was:

“Is the devil in the detail?”

Hosted wonderfully by Corrs Chambers Westgarth and with over 100 people in attendance, it proved to be another fantastic event. As well as raising money for charity, the evening was a great opportunity to engage in some lively chat (and a few laughs) with some of the Sydney’s best young lawyers.

After another hugely successful event with friends old and new, we are already looking forward to being part of the Great Debate in 2018! Below are some photos from the night.

Helen, Julie and the team

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So why not present yourself in the best possible way!

As legal recruiters, we review many CVs daily so have put together a Top 10 list of what would get you noticed and a Top 10 list of what to avoid.

Top 10 list of what to include on your CV:

If you’re a lawyer, one of the first dates we look for is when you were admitted to practice, so make sure you include this date and have it at the top of your CV, in bold, so it is immediately visible.Contact details including phone number and email address.Always ensure your CV is current, including where you are currently employed. Keep your CV in reverse chronological order.If you have worked within a law firm, write what area of law the firm specialises in and which department you worked in.Months and not just year you were employed in each company.Bullet points. This makes your CV easy to read without scrolling through a paragraph to find the relevant information.Keep your sentences short. Leave gaps in between each place of employment. The format of your CV is important and makes it easy for the recruiter to read your CV amongst hundreds.Highlight your achievements. Most jobs include the same duties but your achievements are an indication of the impact that you had.Don’t forget to mention if you changed roles within the same firm, specifically a promotion.Add a few personal interests and hobbies at the end of your CV. A few points that gives us an insight into your interesting personality.

Top 10 list of what to avoid on your CV:

Photos. They are distracting and unnecessary.No colour. Much like a photo, it is distracting and unprofessional.If you are university qualified, write the degree you have, where you attained it and the dates. Don’t include where you went to primary school. (Yes I have seen this). Keep your details current and don’t leave date gaps. If you took a year off to explore the world then write that.No boarders. Ensuring your text is aligned is sufficient and will make your CV easy to read. Avoid tables. They take up too much room and make you CV difficult to digest and read.Avoid long chunks of text. Your duties and responsibilities should be an indication of what you have done, not every fine detail.Don’t change your font throughout you CV. Presentation of your CV is just as important as the history of your employment.Aim for a professional tone and avoid using humour in your CV.Don’t forget to spell check before submitting your CV. Too often I come across spelling mistakes or poor grammar. Have someone review your CV for you.Lastly, don’t make your CV longer than 2-3 pages. Unless you are a very senior candidate, then a maximum of 4-5 pages should be your limit.

For more details, contact us on (02) 9252 0345.

Legal Personnel is hiring! Are you a lawyer seeking a career change or an experienced legal recruiter? Join our team of Legal Recruitment Consultants today! http://buff.ly/2aEATOe

Graduate opportunity: Commercial Litigation role at a high-end boutique working on major, large-scale litigation matters. Contact Anna Caelli on (02) 9252 0345 or acaelli@legalpersonnel.com.au

We recently reached 1000 followers on LinkedIn! Thank you for supporting our company! For updates and insights regarding the legal market, please follow us on LinkedIn here.

Did you know that job seeking is one of the most common and beneficial uses of LinkedIn? That job opportunities can come to you? Are YOU using LinkedIn to its full potential? LinkedIn has over 380 million members and is one of the most popular social networks for professionals. Connect and share content with other professionals, including colleagues as well as potential employers.Legal Personnel’s Top 5 profile tips to get you noticed:

Complete your profile: Recruiters and employers use key words when searching for the perfect candidate. List every job you have held and your day to day duties.

Advise what area of Law your expertise is in: If you are a career legal secretary/pa, listing what area of law your experience is in can be all that sets you apart from other candidates.

Connect connect connect: The more people you connect with the more visible you will become in searches. Join groups and networks. You’d be surprised how many recruiters and employers scan groups to find good candidates.

Customise: Make your profile look professional - LinkedIn allows you to customise your public profile URL.

Personality: Make sure your profile photo looks professional and a true representation of you. Also add some personality with a tasteful background photo. Your career starts here… Don’t go unnoticed or miss out on your dream job.

If you are in between jobs, or travelling, then temping is a great way to earn some extra cash. There will always be a need for temporary staff; to cover last minute sick leave, annual leave or just to help out with an overflow of work during a busy period. Here, I outline the key benefits of temp work. Benefits of temp work A great benefit is that temp often becomes permanent. It’s a good opportunity for employers to take on somebody that they might not normally consider for a permanent role. Once they get in and are found to be a really good fit, a permanent contract may be offered. I should know – I was a temp to perm! Temp work is also great if you are the type of person who cracks under pressure during interviews – you’re already in and have the opportunity to show just what you can do. It’s a great way to develop your career and boost your resume. It gives you exposure to a variety of areas and shows that you have the ability to adapt to different working environments. Temp work also keeps gaps of unemployment off your resume. If you temp in between permanent jobs, you maintain your skillset and experience, making you more sought after by employers. Thus, there are immense benefits that can be gained from temp work. Legal Personnel is regularly briefed on temp roles for legal secretaries, WP operators, receptionists, conveyancers and other legal support staff. For further information on legal temp roles, please contact Kayleigh Busuttil from Legal Personnel on (or) 9252 0345 or by email on kayleigh@legalpersonnel.com.au Enquiries from both candidates seeking temp work and employers requiring temp staff are welcome.