Alissa Anderson, Sparke Helmore's Director of Human Resources, looks at the current state of the recruitment market in the legal industry.
Most legal media have been commenting negatively on the future of the legal jobs market for graduates and established lawyers. While it has definitely been a tough recruitment market for the past few years, there seems to be a cautious increase in roles available in law firms. The other apparent trend is a shift away from permanent roles to contract roles.
It's fair to say that law firms appear to be offering fewer graduate positions than what they have in recent years. Law firms, like any business, are being prudent about how they manage their businesses so they can remain competitive, respond to market demands and deliver value to their clients. There will be an improvement in job numbers over time; however, the way in which law firms hire graduates might change.
The good news for people with highly valued skills and experience is that they will be able to find jobs, regardless of the state of the market. The trend for contract roles can suit people who are returning to the workforce after time away or who want to try a new role or industry without committing to a permanent role.
Employers are looking for well-rounded candidates with transferrable skills and the right attitude in applicants for legal and support roles. We look for people with integrity, resilience, an approach that puts clients at the heart of everything they do, the ability to create solutions and identify trends, and influencing and leadership skills.
In legal roles, employers are looking for good legal experience, innovative approaches to client's problems, in-depth knowledge of the business, legal and industry issues in the areas that clients operate in and a proven ability to collaborate within a team and contribute to successful outcomes.
For graduates, we look for a combination of a good degree with great marks, an ability to understand what it takes to be exceptional, a curiosity about world of commerce, the ability to work as part of a team and a strong client focus.
In support roles (secretarial through to finance, marketing and HR), we look for candidates who have good experience in a variety of industries, who are dedicated to their clients (whether they are other parts of the firm or external), have a good sense of commerciality and work well as part of a team. The ability to navigate and be successful in a partnership environment is also helpful.
Depending on career stages, employers may consider a candidate's outside interests as part of the decision-making process. If you are applying for a junior legal or support role, then those outside interests can set you apart from other people with limited work experience. Senior role candidates have many work experiences that they draw examples from. At this level, employers also consider involvement in the industry.
Questions have also been raised about what type of degree graduate lawyers should have or whether post-graduate qualifications are necessary. We don't differentiate between a LLB and JD when making decisions about graduate positions. Instead, it comes down to whether the candidate has the right capabilities to be a good lawyer. Lawyers don't have to have post-graduate qualifications to have a career in the law, but it can show a particular interest in a specific topic and can give a candidate an edge in the job market if they can translate what they have learnt into being a better lawyer.
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