Brand new vacancy: we are currently recruiting for a Recruitment Coordinator to work with our client, an elite tier and highly regarded US and international law firm. This is a permanent position based in their London office in the heart of the City and will sit within the busy Associate and Graduate team.
This is a fantastic opportunity for a legal recruitment professional with circa 2 years’ experience in working within a similar position.
Typical responsibilities will include but are not limited to:
Che Shing Li, Managing Director at Hodgkinsons Solicitors, explains how CascadeGo has revolutionised his firm’s HR practices.
It’s no secret that law firm support structures have changed over the past 10 years. As just one example, the ratio of PAs to fee earners is now radically different when compared to pre-recession levels. Where it was once a secretary or PA supporting one or maybe two fee earners, the average ratio in the UK Top 100 law firms today is closer to one PA to five fee earners or even more.
Are you interested in a career in law? A paralegal? Legal executive? Solicitor? Did you know that you can work your way into law without having to go to university, which let’s face it, isn’t for everyone! Law graduates often face the challenge that, although they have gained the knowledge, they lack experience. Many have found themselves in a paradox of contradictory rules as once they have the qualifications, law firms won’t employ them with no experience.
As recruiters, we are driven by helping people find their dream job. LinkedIn is just one of the social media platforms that can help you get noticed in the job market. In this post, we’ll explain to you how to draw up the best possible LinkedIn profile.
BigHand shares findings from a recent survey of over 800 legal support staff, giving new insight into the daily challenges and working experiences of support teams globally.
One of the biggest issues we encounter when we take over a law firm’s secretarial and administrative support function, is that the teams—whether document production, print and mailroom, front of house, or even PAs — might not have received training for a long period of time, either in the firm’s system or processes. This can lead to individuals completing tasks as they best see fit rather than in line with the firm’s expectation or requirement.
When law firms begin to research whether to outsource their secretarial and administrative support services, it can be difficult to know where to start. There’s a lot of information to take in, lots of jargon associated with outsourcing and the processes behind transferring services from in-house to a third party—all of which can act as a hindrance when exploring the possibilities available to your firm.
From the outset, you need to know why you are outsourcing and therefore what to expect from the provider you select to use.
The latest Bellwether research paper titled, Stress in the Legal Profession: Problematic or Inevitable’, published today by LexisNexis UK, a leading global provider of information and analytics; highlights that stress is an endemic issue in the legal profession with two thirds of respondents currently experiencing high levels of stress despite the confident ‘business as usual’ industry outlook.
One of the questions we are asked before a firm elects to outsource is, “once we are working with you, how can we monitor the value you actually deliver to us?”, and at a more tactical level “how will we know you are meeting agreed service levels?”