Skip to main content

Money for Old Rope

04.01.07 "All you do is send out a CV and make a telephone call to get paid a fortune - recruitment consultants are like estate agents!"

I like to think that as a legal recruitment consultant I work very hard for our clients and candidates. What a lot of people do not understand is the amount of work we have to put in to attract solicitors, lawyers and legal executives to our sites and services. The average cost of recruiting a solicitor without an agency is about £3,600 including advertising and time spent interviewing and selecting. That is assuming you can find a solicitor - a good number of legal jobs are left vacant for a considerable amount of time - it can be up to a couple of years or more.
I thought it might be worth setting out what we do.

Firstly our site is optimised each month to push us up the search engine ratings - we are usually in the top 5 on Google, MSN and Yahoo, although MSN has recently changed its search patterns, and most of the larger agencies have dropped rather dramatically. Increased competition from the legal job boards has also pushed the agencies down a little bit.

Secondly, we advertise on all the major search engines, spending £1000's each year on ensuring our ad is on most search pages for the relevant keywords. This covers us for most of the main searches that you would do to find us. We also advertise occasionally in the Law Society Gazette.

Thirdly, we write articles, provide services and run the consultancy side of the business to attract passing trade and keep our current candidates interested in us.
We also have to maintain a good knowledge of the legal market, and attend trade fairs when necessary to speak directly to clients and candidates (Law 2006 was one such event we attended). We also sponsor various events and awards from time to time.

Some of our recruitment is very straightforward - we send out a CV to a firm advertising with us, they interview and offer a post with very little involvement from us. The key here is that we have had to attract the firm and the candidate to us, and this is where the cost issues come in - we have introduced two parties together that may otherwise have never met. Some of our recruitment is extremely complicated, and involves a considerable amount of work liasing with the firm and candidate (usually when we have a good candidate for whom we secure a number of interviews for), and subsequently spend a lot of time advising the firms and candidate on salary levels, terms and conditions for the contract, start dates, etc... There is a statistic in the recruitment world that says that only a certain number of interviews will progress to offer stage, although this does tend to be high in law. As a result, because we are in a commission based industry, we can spend considerable amounts of time dealing with a certain candidate, only to find that when we get to offer stage, they decide not to proceed, and we have to write the time off - not wasted, but not generating any income for the company.
On the whole I think a lot of consultants work long hours to secure offers and posts for their candidates, and it is usually not just a case of whacking out a CV and making a telephone call.

Jonathan Fagan, Ten-Percent Legal Recruitment - The no.1 online legal recruitment agency for all legal jobs.

Comments

Popular posts from this blog

Overpaid Charity CEOs - top 40 of high paid employees - updated 2022

In 2014, we wrote an article about high pay in the charity sector after the Charity Commission started to require all charities to disclose pay of senior executives earning more than £60,000.    We have updated the list for 2022, with a comparison chart so you can see the difference between 2014 and 2022. We have included the source of the most recent salary levels and the year refers to the accounts year we extracted the salary information from.   2022 Top 40 Chart of High Paying Charities Charity Highest salary Year Consumers’ Association £390k-£400k 2020 MSI Reproductive Choices £240k-£250k 2020 Save the Children International £285k-£300k 2020 Cancer Research UK £240k-£250k 2020 The British Red Cross Society £170k-£180k 2020 Age UK £180k-£190k 2020

What does PQE stand for?

15.08.07 What is PQE, and how important is it to law firms? PQE stands for 'Post-Qualified Experience', and is usually given in years or half years for solicitors and also for legal executives as well. In terms of job advertisements, it was envisaged by various experts on age discrimination that it would no longer be an accepted method of describing vacancies by law firms, as it should not matter how many years experience you have for a post, rather it should be more based on your ability. However since 2006 and the new laws, very little has changed, because in reality solicitors need certain levels of PQE before they can undertake certain tasks. For example, a 1 year PQE solicitor is legally unable to supervise an office - they have to be 3 years PQE before they are allowed to, and also have passed a management course recognised by the Law Society (some solicitors believe the latter to be a simple money spinning operation by various course providers, but I could not poss

What questions are asked in an Investors in People Assessment?

Recently Ten Percent Legal Recruitment was assessed for the investor in people accreditation. We worked very hard on this and spent some time as a company ensuring that all our procedures and policies were in place and that our staff were aware of the various requirements of the Investor in People process. We wondered how the assessment would go and also what the questions were likely to be during the interviews. The assessor was very friendly and explained from the outset what she was wanting to do and we were already aware that we would have thirty minute interviews with the directors and managers and twenty minute interviews with the staff. We also had the Investors in People programme so we were able to look and see what the actual questions would be based on, but there was nowhere to indicate what questions would be asked in the investor in people assessments. So if this helps anyone else, here are the questions we were asked in our investors in people accreditation: The asses