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In the increasingly competitive “war for talent” we are experiencing in the world of hiring these days, you’d be forgiven for being a little surprised to hear that there are employers who will go through a lengthy application and interview process and then knowingly offer their preferred candidate a salary lower than the figure they’re looking for.
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Richard Hooper discusses how flexible working can work for your firm
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Richard Hooper discusses what to do when the recruiters who hold the vacancies you are interested in don’t seem able to able or willing to help.
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The recession has had an impact on legal recruitment, leaving employers at risk of missing genuine talent, says Richard Hooper
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Law firms are learning to think twice about offering fixed-term contracts, because they can cut down the potential talent base. This is especially bad when you're really looking for a full-time staffer - after all, why leave their full-time job for your short-term role?
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When discussing a jobseeker's motivations for looking for a move, two of the most common reasons I hear are 'career progression' and 'for a pay rise'. The two are closely linked – the first generally takes care of the latter. But, too often, they are confused together as being the same goal when they are not.
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It seems a lifetime ago now, but back in the glory years before the recession there was a lengthy period when the legal accounts sector was considered to be very much a 'candidate-driven' jobs market. An above-average jobseeker would have their pick of the jobs, and employers would have to act fast to secure them.
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A while back I blogged about the importance of complementing accountancy studies with workplace experience (in which I also noted what happens when an individual gets wrapped up with their studies and doesn't carry out the tasks they’ve been learning theoretically).
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The recruitment industry is trying to raise its game internally by introducing qualifications to ensure higher standards of ethics, service and compliance. Positive steps, I say - but I believe there is a lot that can still be achieved externally through employers and jobseekers asking for more from the recruitment consultants they are dealing with, and not accepting unethical behaviour from them.
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While the job market has been gradually improving over the last 12-18 months, competition is still fierce for those vacancies hitting the market - and the opportunities that are attracting the most interest are part-qualified accounting roles offering study support.
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Someone asked me to help with filling a vacancy recently - a vacancy that's already been on the market for around three months.
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Although long working hours tends to come with the territory in the world of recruitment, I firmly believe that we each have our own most productive times of the day and employers who can accommodate this by offering flexible working hours will benefit in the long run.
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In my day-to-day role it's always interesting to hear the inside track on the general mood of a firm's finance department. When it's bad, it's even more interesting to find out why…
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I was very interested to read about the Institute of Legal Cashier & Administrators' (ILCA) recent decision to review their name, and their subsequent shift to the Institute of Legal Finance and Management (ILFM).
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Given the market conditions the legal sector is currently facing, surely finding the most effective staff in these areas that directly affect cashflow is now more important than ever? Why then rule out a large slice of the market before reviewing a single CV?
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