Legal Recruitment from Ten-Percent Legal

Friday, January 15, 2021

Legal Recruitment News January 2021

Legal Recruitment News includes a legal job market report, hourly rates guide for locums, a state of the market report for the sale of law firms and articles on job interviews, buying a law firm for nothing and interview techniques. January 2021 edition. 

Click the link below to read: 

https://www.jonathanfagan.co.uk/legal-recruitment-news-january-2021/

 

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Annual Predictions from a Psychic for 2020 - how well did he do?

 

Annual Predictions - how did the professional psychic do?

We have been following the predictions of Craig Hamilton-Parker of psychics.co.uk for some years now - it is fascinating to see how he fares every year with his previous year's predictions.

Here are a selection of his predictions for 2020 taken from his website at the start of the year:
War in the Middle East - hmm - sort of correct (but then there is always a war occurring in the Middle East - its a bit like predicting that it will rain in Wales).
Trump Reelected - incorrect
Boris Marries Carrie Symonds - incorrect
Meghan Markle Pregnancy - sort of correct!
Revolution in China - incorrect
European Economic Crisis - incorrect
Yvette Cooper becomes the leader of the Labour Party. - incorrect
Prince Charles will be hit by an egg. - incorrect (unless Camilla threw one at him and nobody knows).
Elizabeth Warren will be the Democrat Presidential Contender - incorrect.

Total score - 1/2 out of 9. Megan was pregnant for a while and there is a war in the Middle East. However it does like the cosmic rays were not fully functioning in 2020!

Selection of Predictions for 2021 Taken From https://psychics.co.uk/blog/predictions/

There will be a tsunami near Japan.
Giant iceberg causes shipping problems.
There will be strikes and protests in the USA, the UK and Europe. Very violent protests occur in Paris, London and Washington.
North Korea will fire more missiles. There will be starvation in North Korea and moves to remove Kim Jong-un by his own people.
New infrastructure projects will be announced including plans to build a tunnel to Northern Ireland.
Southern Ireland will struggle with Brexit and in the years to come will leave the EU.
There will be a public backlash against the BBC’s overt political correctness.
Terrorists hijack a plane. I see Paris. Gunfight in an airport.
Joe Biden will have a short presidency. An illness or accident will stop his presidency short. Biden will be succeeded by a woman.
A serious Trump illness during 2021 is predicted and marital problems ahead. Possible affair revealed. Trump will stand as an independent candidate in 2024. The Republican party will betray him. It’s too soon to say if he will win in 2024. (unless he does the remedies) An earlier election may be called.

We will revisit in January 2021 with a score! Incidentally psychics are available now to speak to at £1.50 per minute on the website above (although there is currently a special offer of 29p per minute for 10 minutes for new customers).

 

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Wednesday, December 09, 2020

70% of Employees Request Flexible or Remote Working

 

A PR company has issued a press release claiming that research shows that up to 70% of employees in the UK plan to ask their employers if they can work flexibly and/or remotely for at least some or all of the time.

70% of workers plan to ask for remote or flexible working of at least some kind from their employers following the pandemic in 2020. The whole pandemic situation has opened up huge opportunities for employers to save on costs going forward, and use home working as a way of either increasing their prospects of recruitment or by saving costs in terms of rates paid because people no longer have to travel all the time to their offices or places of work.

For employees enforced working from home has opened a lot of eyes to how much time each day is completely wasted travelling to and from a place of work, when for a number of jobs it is completely unnecessary to do so.

Not good news for the commercial property sector which is taking a battering along with the retail sector, but for firms looking to save money on their costs this is a very good and quick way of doing so, providing employers are comfortable with employees not being based in the office.

The pandemic has meant that employers seem much more relaxed now about the concept of home working and they seem to have developed a situation where they feel able to trust their employees to do the work on a daily basis without getting distracted by other things.

We have noticed in the environment of legal locums that a hugely increased number of professional locums will now only work remotely or in an office for some of the time, with the rest of the time spent working on a remote basis, because they’ve got so used to the way of working and of not needing to be based in the office anymore.

The pandemic may well have sparked a revolution in the whole concept of working from home, and has probably shifted views on the issue quite considerably into allowing it both from employee and an employer perspective, because employers can see that actually their employers can be trusted to do the work and are just as productive working from home as in the office, and employees see that it’s not so bad working from home on a remote basis, even without all their colleagues in the same building.

So when you are recruiting in future, bear in mind that home working is the current fashion and if you are able to offer at least some flexibility in this, your choice of potential candidates will be drastically increased. If you refuse to allow any then the job of recruiting staff will be so much harder.

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Legal Recruitment News December 2020

Legal Recruitment News December 2020 from the Ten Percent Group. Includes our Legal Job Market Report, Locum Hourly Rates for December 2020, Tips on Making a CV Stand Out, Law Firm Valuations, Suggested Answer for Interview Question on Travelling and the Importance of Offering Remote Working to Staff. 

https://www.interimlawyers.co.uk/legal-recruitment-news-and-legal-job-market-update-december-2020/

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Saturday, November 14, 2020

Awkward Candidates at Interview Stage Tend to Waste Recruiters' Time - Recruitment Agent Rule of Thumb No.323

 

Recruitment agent rule of thumb number 323: If a candidate is hard to pin down for an interview time, they are almost certainly going to mess everyone around at some stage in the process.

We have produced numerous rules of thumbs for recruitment agents over the years, and this is one of the almost guaranteed rules that applies nearly every single time!

Picture the scene – we have taken a vacancy from a client, the vacancy seems very promising with a good salary, decent conditions in an easily accessible location, and we send it out to our candidates. We get six enquiries and send off four CVs. Three of the CVs we like the look of and we have found the candidate very easy to deal with. The fourth CV will be good, but we may have struggled a little bit to get hold of the candidate to confirm their interest. You can almost guarantee that the candidate the firm will want to interview will be the fourth one that we have been slightly uncertain about.

The Interview Arranging Dance

You can guarantee that when we try and contact the candidate the following will happen:

They will not reply to our interview request email.
They will not reply to a text message.
They will not answer a telephone call and let their phone ring through to voicemail.
They will not reply to a follow up email asking them if there is a problem with their email, text and phone lines.
The client will chase us lots of times asking what’s going on, and trying to find out if we have done something wrong or not contacted the candidate.
Out of the blue the candidate will contact us and say their grandma has died or their car broke down or they lost their phone, and of course they are available for interview at the client’s convenience.
The client will be very pleased to hear that the candidate has been in touch and give us some dates for interview.
The candidate will promptly repeat the first four steps at least twice, before we finally pin them down and get an interview arranged.

Phew! As a recruiter at this point we’re usually quite pleased because we’ve done our job. We have sourced candidates, we have arranged an interview and now we just need to sit back and wait for the candidate to attend the interview, perform well and get offered the job. Wrong!

The "My Dog Ate My Grandma" Excuse

What happens next is that the candidate contacts us the night before the interview to say that they are unable to attend the interview because (insert your own excuse here) their grandma died, there was a gas explosion, the end of the world occurred, they crashed their car, they’re not very well, they have developed symptoms of the bubonic plague or they are simply too tired to attend and won’t do their best.

We will then have to go back to the client, rearrange the interview (unless the client tells us to clear off and immediately sacks us and goes with another agent as undoubtedly they will think it’s all our fault), go through the whole process again of pinning down the candidate, arranging the interview and dealing with any last minute cancellations which may or may not occur.

Once this has all happened, and assuming the candidate has finally attended an interview and impressed the client enough to be offered the job, we then enter into the next phase of the recruitment dance, which is the 'receive the offer and disappear' stage.

The "Receive the Offer and Disappear" Trick

This is where the candidate gets the offer through from us, either by telephone or email, and then immediately disappears never to be seen again. We will email, text, phone, email, text and phone, and sometimes you can just guarantee that we are never going to hear from that candidate again. Whether they have taken the offer to their current employer to gain some leverage for a salary increase, decided they can’t be bothered or simply have a psychological condition which makes them feel wanted so they attend lots of interviews in order to get lots of people to tell them how great they are, it does not matter.

The candidate will have disappeared never to be seen again, and we will lose our client who will be by now completely fed up of the whole thing and moving on to other agents to source a candidate.

Recruiters Get Nervous When Candidates Hesitate

Of course we can avoid all of this simply by dismissing the candidate at the first opportunity and not bothering putting them forward as soon as they start to show any signs of flakiness. This is why on some occasions recruitment consultants will be very nervous if anybody shows signs of flakiness at any time during the process. A candidate may have a perfectly valid reason for not wanting to attend an interview or taking their time to get a CV across, but bear in mind the recruitment agent rule of thumb. As soon as you show any sign of hesitancy, the recruitment consultant is instantly thinking of the worst case scenario...

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Legal Recruitment News November 2020

Legal Recruitment News November 2020 from the Ten Percent Group of Recruitment Websites.

https://chancerylane.co.uk/legal-recruitment-news-november-2020/

 

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Sunday, October 18, 2020

Charities and High Salaries - Amnesty International

There has recently been a report that Amnesty International are going to have to lay off a large number of staff because they have got a shortfall in their income and have spent too much trying to raise money that never materialised. 

Amnesty International paid four members of staff £100-110k in 2018. It also paid one person £80-90k and seven members of staff £60-70k. This means that twelve members of staff earned more than £60k in 2018. This was a 100% increase on the year before - when six staff in total who earned more than £60k. Data is taken from their most recent submitted accounts to the Charity Commission at the time of writing this article.    

An article in The Guardian newspaper last year included quotes from the Unite union talking about the high salaries paid to a bloated management team at the charity, with a large number of senior managers earning six figure salaries.

We first looked at the salaries paid by Amnesty back in 2014 during a study into high salary levels being paid to executives in the charity sector. Amnesty International were, in terms of their size, one of the worst offenders for paying what were clearly much higher than expected salaries to senior management. 

Let’s face it. It’s very likely that most of the managers and higher earners at Amnesty are administrators in the sense of they will be managing day to day running of the charity. 

Amnesty International is not a large charity and its purpose is to campaign for prisoners around the world, safeguarding human rights and protecting free speech. Quite a lot of the work is centred around supporting prisoners of conscience by encouraging members of the public and members of Amnesty to contact foreign and domestic governments in support of prisoners who are incarcerated courtesy of their expression of opinion or belief.

It is highly possible that the salaries being paid have been through one of the various salary committees that charities have set up to determine what constitutes fair pay for their executives. The Charity Commission themselves set up a committee back in 2015 to look at executive pay in the charity sector, and the committee was basically made up of senior members of large charities. The conclusion was pretty much as one would anticipate in that they concluded the salaries they were all getting paid were more than reasonable and competitive with other sectors.

What Amnesty and various other committees and people setting the salaries within the charities fail to appreciate I think, again and again, is that the charity sector is there to collect money from the general public and to undertake charitable work.

The sector is not there to generate an income, make huge profits, generate excessive funds, sell anything and then justify paying a large salary to maintain this level of income, rather than concentrate on their charitable aid. 

Furthermore, quite a few of the larger charities including Amnesty are based in London and one would imagine that a good number of the senior management are linked or friends with senior management level workers in other sectors including the banking industry, the legal profession or the medical profession, and no doubt they are aware that salaries in those sectors are high compared with the rest of the country. 

It is regrettable that perhaps there is not legislation out there to firstly regulate high salaries in the charity sector and secondly to regulate the way charities spend their money. Location of head offices could be a first consideration.. 

If for example Amnesty International were based in a small market town in the north of England with lower cost rent, prices of property and general salaries being lower, it would surely result in the costs to the charity being considerably lower than for a charity based in Central London. Would it be cheaper for anyone who needed to go and meet with potential donors or to undertake political campaigning simply to jump on a train and be paid the train fare rather than the charity be situated in a high wealth area and therefore spend considerable amounts of money both on salaries and on day to day running? Would a commission set up by the Charity Commission perhaps be better placed to tell charities where they should and shouldn’t be spending money, and if they do decide to go with a central location in London (as an example) then perhaps give guidance on the impracticalities and wasteful expense of charitable giving to achieve this?

There is always a danger with the charity sector that it is slowly turning into an industry. This is despite perceptions of the general public which generally is still that charity is good and giving money to good things is a great idea. What we have seen over the years from our work looking at charity accounts - this is not always the case.

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database.

Tuesday, October 13, 2020

Legal Recruitment News October 2020

 Our Legal Recruitment Newsletter is available to read online. It includes our monthly legal job market report, tailoring your CVs for jobs, an article on locums not wanting to work on site at the moment and ridiculous law firm valuations. 

https://chancerylane.co.uk/legal-recruitment-news-october-2020/

 

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals.

Thursday, September 17, 2020

Legal Recruitment News September 2020

 Legal Recruitment News September 2020 - click the link below.

https://www.interimlawyers.co.uk/legal-recruitment-news-september-2020/

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Buying a Will Bank - Do I Need to Get Permission from the Testators?

 

If you buy a will bank, do you need to write to all the testators to advise them of the change in location and ownership?

This has arisen recently following the purchase of a will bank (not one of our clients but a general query). Both the seller and the buyer had been concerned that the buyer should write to the many thousands of testators in the will bank to advise them that the potential ownership and location of their wills has changed and to get their consent to the transfer of location. This has obviously raised issues as to whether or not it is possible or practical to purchase a will bank if you have to do this when a sale occurs.

Any Ideas?

We would welcome any thoughts on this issue as we have, in the past, heard conflicting advice from the regulators. The following information is not intended as advice, but rather simply anecdotal experiences we have had, and should not be relied upon to take a particular course of action.

Anecdotal Information

We were involved some time ago in the sale of a law firm somewhere in the UK, where the seller discovered a will bank in the cellar and was very concerned as to what they ought to do with it when it came to the transfer of the business. In fact they were so concerned they contacted the SRA and received advice that permission was needed for the wills to be transferred to a buyer. They relayed this information to the buyer, who promptly put the whole thing on hold and eventually pulled out. The same firm managed to sell a year later to a buyer who wasn’t the slightest bit interested in contacting all the testators in the wills and simply took over the practice.

Similarly, many years ago family members had wills drawn up by a law firm in West Yorkshire who subsequently closed down due to fraud by one of the partners. The family members in question were not aware of this until I alerted them to the fact that the firm had closed down some years later. We discovered the practice had been taken over by another firm and their wills had been moved to their premises. At no time had the practice taking over the will bank contacted the family members in the intervening period. Presumably, the practice taking over had decided that it was either not practical or required for them to contact all the testators in the wills.

Prohibitive Costs

Presumably the cost of contacting every testator to get permission to transfer their will (or at least notify them) would be so prohibitive it would make any sale of any law firm or will bank impossible. If there was a will bank of 10,000 you would have to send out 10,000 letters, and then follow these up, because chances are in 80 to 90% of cases you would not get a response, so a 10,000 will bank would suddenly turn into a 1,000 will bank and completely remove any value at all.

If anyone has experience of this issue or can point us in the direction of regulations or practice guidelines that confirm the position one way or the other, we would be most grateful. We can either post a link to your site or relay the information anonymously.

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.