Legal Recruitment from Ten-Percent Legal

Thursday, December 27, 2018

How much do recruitment consultants make?

The average wage for a recruitment consultant in the UK including England, Wales, Scotland and Northern Ireland is about £27,500. This is assuming you take into account basic salary and bonus, because essentially for most companies recruitment consultants are sales people, whether they undertake permanent recruitment or temporary or contract recruitment.
There is an underlying principle that recruitment consultants have to earn what they make, in that you can only remain working as a recruitment consultant if you are paying your way.
Here at TenPercent Legal Recruitment, Ten Percent Financial and Interim Lawyers, we pay recruitment consultants a base salary at a range of between £17,500 and £35,000, and then on top of that we pay 33% commission on all income generated; whether that takes you over or under any levels makes no difference. 
We believe this is a fair way of working; it incentivises recruitment consultants to generate more income if they want to, but it also gives them a stable, if not fairly modest income every month if no sales are achieved. Very often though, in fact in most companies, recruitment consultants will get paid a base salary but only get commission if they generate a certain level of income.
We encourage long term relationships with our recruitment consultants and our most senior has been with us for over 10 years.
Most recruitment consultants do not get paid commission on a set amount, as recruitment agencies work on the theory that you have to earn the money that they pay you as a base income, whereas here at Ten Percent and Ten Percent Financial we think you should earn a percentage of everything you make and your wage is a necessary expense for us, as not only do recruitment consultants do sales but they also do administration work to support those sales, and it is this that we pay for.
How much can a recruitment consultant make? This is a good question and the answer is the sky is your limit. We regularly get emails from training companies offering to turn our consultants into £1 million billers and there are recruitment consultants across the UK who regularly generate over £300,000 worth of business every year. Assuming you can do this then you can expect an income of well over £100,000, but the hours you would have to put in to do this would be somewhat astonishing. 
Have a read of our series ‘how to be happy’ at to see whether this is a good idea and something for you.

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, December 18, 2018

Experiences of Discrimination in Recruitment

There has been a story in the Gazette recently about a barrister being turned down for a case because he was Afghan and not a while male barrister. Cue uproar in the legal profession and quite rightly too.
 My own experience of this dates back to practice over 20 years ago when a number of clients would reject the opportunity to be represented by colleagues who were Asian or female, and instead ask for a white male to represent them. It was not always clear whether this was because the white male in question was a well regarded 25 year qualified solicitor with a reputation for being able to get anybody off, but the way some of the clients asked was pretty indicative of someone with racist or sexist opinions, and impressively at the practice I worked at, the partners would have none of it. Similarly, I was aware of practices where they would bend over backwards to accommodate the wishes of such unpleasant clients simply to ensure they got the business.
 However, this type of behaviour doesn’t necessarily just follow in a client and lawyer relationship. We have worked with firms in the Middle East numerous times many years ago (we don’t anymore), who have specifically rejected any candidate who has not had a white male sounding name. Some of these firms went to extraordinary lengths to avoid having to consider a female or, even worse, an Asian female, for a role and some are pretty blunt about it.
Similarly, I’ve had conversations in the past with old white male senior partners who have asked about the intentions of young female solicitors; as to whether we thought they were planning to have children in the forthcoming years and therefore whether they would be better investing in another member of staff. We have also noticed occasionally we send out five or six CVs for a vacancy to a law firm and the law firm get back to request details of those they think have “white” sounding names and not Asian or black sounding names, if there is such a thing.
Bias appears in every walk of life, and the legal profession in very small minority of firms can be pretty bad at times with recruitment on a completely impartial basis.

Wednesday, December 05, 2018

December 2018 Legal Recruitment News