16 Upper Woburn Place, London, WC1H 0BS
- Specialism: Legal
- Sector: Private Practice
- Roles: Permanent
- Location: London and South East
Type a day in the life of sellick from Mark Bailey
City of London, London | Permanent
TURKISH SPEAKING CONVEYANCING SOLICITOR / LEGAL EXECUTIVE/ PARALEGAL Our client, a progressive and dynamic firm of solicitors are seeking to recruit an experienced Residential Conveyancing Solicitor/ Legal Executive/ Paralegal to join their ever expanding team on a full time, permanent basis. Having built a good reputation for being approachable, they have become renowned in the local community for providing a professional and quality service to their clients. The residential conveyancing department is a very successful team within the firm and due to increased workloads, there is now a need to recruit an ambitious and driven Residential Conveyancing specialist who is fluent Turkish speaking Solicitor/ Legal Executive/ Paralegal. The ideal candidate for this Residential Conveyancing role will have a bubbly demeanour and would value the benefit of working within a team. Fluent Turkish is essential for the role, with a minimum of 2 years conveyancing experience. If successful, this firm are offering a competitive salary, a wonderful environment and the opportunity to become an integral member of a supportive team.
Legal locums are highly sought after during the summer months, as permanent employees take their annual holiday and the demand for temporary cover increases. As a result, many of our clients look for highly skilled locums that can come into their business and hit the ground running. Laura Smith, Manager and specialist legal recruiter at Sellick Partnership, gives her advice on how to impress during a telephone interview to give you the best chance of securing your next legal locum role. Working as a professional legal locum provides a lot of benefits – flexibility over the location of your work, more control over your rate, and the chance to build your skillset across a variety of sectors and businesses. Because locums often work away from home and are needed quickly, telephone interviews are a popular method of assessing the right locum for the role, and many legal candidates will be invited to start an assignment after a telephone interview and the vetting of successful references. Here are some key pieces of advice for participating in a telephone interview to ensure you can successfully secure your next legal locum job: Make sure you are in a quiet place. It sounds obvious, but if you are out and about, go and sit in your car or find a quiet spot because it is easy to be distracted whilst on the phone. Train stations, supermarkets and shopping malls are noisy and will be a challenging experience for you and the interviewer. If you are at home and there are others around you, find a quiet space where you will not be interrupted. If you are unable to be at home, why not choose a quiet corner of a coffee shop; that way you can still conduct the interview without being distracted. Ensure you have got enough signal and battery charge. Make sure you have sufficient signal on your mobile phone. If you can avoid using it, even better! Have the call on a landline phone where it is far less likely that there will be issues with the connection. Also, ensure your landline phone and/or mobile have adequate battery power; landlines are often wireless and will need charging. Keep cool under pressure. Time is limited but resist the temptation to talk too quickly. Be succinct and if you want to go into more detail, ask the interviewer if this is appropriate. If you have not fully understood a question, check with the interviewer to increase your understanding. This will give you more time to prepare an answer and prevent long silences over the phone. Allow adequate time. Ensure that you set aside sufficient time for the interview. We have had experienced candidates who have needed to end calls prematurely due to other commitments, which does not give the best impression. Allow 45 minutes to an hour for the call to be on the safe side. Dress professionally and smile. More and more interviewers are choosing to do telephone interviews via Skype or FaceTime, so dressing professionally is a must. That does not mean you have to wear a suit and tie, but make sure you look well-presented and are in a clean area of your house/office. However, even if an interviewer cannot see you, by smiling and wearing professional clothes, you will feel much more confident and this will come across to the interviewer. It is important to have good posture to assist with your sound quality, and some people find standing up helps them significantly. Keep your CV in front of you. An obvious benefit of telephone interviews is the ability to review your CV whilst speaking to the interviewer. Consider keeping your CV by the phone so you are able to quickly switch into interview mode, ease into the call and help you provide relevant examples to the interview questions. This will also help to ensure that you can demonstrate your experience, and that you can confidently explain your job history and any gaps in your career. Prepare your own questions. At the end of the interview, consider asking one or two questions that have not been brought up, or that you want clarification on. Think about these points beforehand and, if necessary, write them down. You should have researched the organisation prior to the call and be able to demonstrate your knowledge of both the company and the interviewer. Bring a notepad and pen to write down any points you want to come back to later, and always ask questions if you are unsure of anything they have asked you throughout the interview. For more advice on how you can become a successful legal locum, or advice and news from our legal recruitment team, head over to the insights section of our website. Alternatively, you can get in touch with me or a member of the legal recruitment team to discuss your needs, or view our latest legal jobs here.
Are you a legal professional looking for your next career move? There are a lot of elements to consider when searching for a new job within the legal sector, and company culture, including policies on diversity and inclusivity, is usually high on that list. To help you determine which job opportunities to go for, our Legal recruitment team has compiled the top LGBT-friendly companies in the UK. So, whether you are looking for a position as a lawyer or solicitor, typist or manager, you can start your job hunt today without having to compromise on your priorities. To stand out to job seekers, many law firms are now committed to demonstrating their policies on supporting inclusivity and diversity among their employees. This is particularly important in recent years, as increasing numbers of legal professionals are actively seeking out LGBT-friendly organisations when considering their next career move. Helpfully for job seekers, at the start of 2019, campaign and advocacy charity Stonewall released its annual report detailing the top 100 most LGBT inclusive employers in the UK, of which 16 companies are from the legal sector. Ruth Hunt, Chief Executive of Stonewall, said: “Changing things for the better needs us all to work together – across workplaces, across sectors, across communities – and using tools like the Workplace Equality Index helps systematically achieve sustainable change. Collectively, we can, and will, build a world where all LGBT people are accepted without exception.” Each law firm on the list was assessed on ten key areas including community engagement, policies and benefits, procurement and the employee lifecycle. Read on to discover more about the top ten law firms and their policies. 1. Pinsent Masons #1 on the Top 100 After securing the number two spot in 2017 and 2018, Pinsent Masons finally reached number one in 2019. Last year, it played a pivotal role in setting up an employers’ group, ‘Businesses for Love Equality’ in Northern Ireland, which released a statement in September 2018 in support of the extension of equal marriage. Richard Foley, Senior Partner at Pinsent Masons, said: "It isn’t about reaching the top spot; it’s about what the Stonewall Workplace Equality Index stands for and what everyone engaged in it is working so hard to accomplish. Pinsent Masons has created an inclusive workplace that enables everyone to be themselves; from our recruitment processes through to our engagement with clients. You can find out more about the firm’s LGBT policies here. 2. Bryan Cave Leighton Paisner #2 on the Top 100 Bryan Cave Leighton Paisner (BCLP) is an international law firm with 25 offices around the world. Headquartered in St. Louis, it holds three offices in the UK, located in Manchester, London and Southampton. Segun Osuntokun, Managing Partner of BCLP’s London office, said: “As the first global law firm with two female co-chairs, we are deeply committed to taking a strong, visible and authentic stance on equality and inclusion. We have seen first-hand that supporting and promoting an environment of inclusivity and respect on the ground, every day, has a direct positive impact on our workforce, clients and our wider communities.” Discover more about BCLP's commitment to diversity by following this link. 3. Baker McKenzie #10 on the Top 100 Operating in 46 countries with over 1,500 partners, Baker McKenzie has a bold inclusion policy that focuses on ethnic and cultural diversity, gender diversity as well as LGBT diversity. Commenting on its top ten placement on the Stonewall report, Paul Rawlinson, Global Chair of Baker McKenzie, said: “Through our Global LGBT+ Business Resource Group, engaged Senior LGBT+ Champions and a growing network of in-country LGBT+ and Ally Chapters, we are making strides in creating an inclusive environment for all, where everyone feels free to be who they are, wherever they are.” Read more about Baker McKenzie’s diversity and inclusion policies. 4. Dentons UK and Middle East LLP #15 on the Top 100 The world’s largest law firm, Dentons UK and Middle East LLP (Dentons), offers services within a range of sectors, including energy, transport and infrastructure, financial institutions and funds, technology, and real estate. In 2018, some of its initiatives included a 'LGBT and Faith' panel event, mentoring other law firms on how to be more LGBT+ inclusive, and the launch of Dentons' global Pride Day. Nick Mott, UK Diversity and Inclusion Partner at Dentons, said, "We are delighted to have earned our highest ever ranking in this national index highlighting Dentons' commitment to LGBT+ inclusivity and visibility, both in the workplace and the wider community. We strongly believe that Dentons' dedication to diversity and inclusion contributes to the success of our business, and this ranking is a testament to the hard work of so many people across our firm." If you are interested in a career at Dentons, find out about its diversity and inclusion policies here. 5. Travers Smith #25 on the Top 100 London’s Travers Smith was established in 1851 and specialises in 17 practice areas including finance, employment, corporate finance, pensions and real estate. In 2018, as part of its LGBT policies, it introduced a Pride-themed Travers Smith web logo, a first for a City law firm, and created a ‘rainbow staircase’ in its office building. Daniel Gerring, Head of Pensions and Chair of the Travers Smith LGBT+ network, said: “Our inclusion this year in the top 25 is a reflection of our commitment to playing a leadership role, not only in the business world but also within wider society. I am especially proud of what we achieved this year in supporting not only our own LGBT+ people and their allies, but also other LGBT+ communities across the UK and beyond.” Read up on Travers Smith’s commitment to inclusion. 6. Norton Rose Fulbright LLP #32 on the Top 100 With over 4,000 lawyers and staff in countries around the world, Norton Rose Fulbright LLP is a full-service business law firm for corporations and financial institutions. In addition to placing 32 overall, Stonewall also awarded the firm’s Pride network the Highly Commended Network Group for the third consecutive year. Farmida Bi, Chair of Europe, Middle East and Asia at Norton Rose Fulbright, said: “We are extremely proud to be included in this list for the sixth consecutive year. The ranking continues to be a testament to the firm’s commitment to diversity and inclusion in the workplace.” Find out more about Norton Rose Fulbright’s commitment to diversity and inclusion here. 7. Hogan Lovells International LLP #34 on the Top 100 International firm Hogan Lovells International LLP (Hogan Lovells) is the ninth largest law firm in the world by global revenue, and advises 50 of the Fortune 100 and 34 of the FTSE 100. In 2018, it launched its Gender Transitioning in the Workplace Policy for the UK, which set out guidelines for transitioning employees and their colleagues. Ruth Grant, Partner and Chair of Hogan Lovells Global Diversity & Inclusion Committee, said: "To receive industry recognition for our efforts is hugely encouraging and is incredibly rewarding for our UK Pride network and our new global Pride+ network. As a global law firm, our goal is to reflect in our culture the diversity of our communities and our clients. This is key to the growth and success of our people and our business.” You can discover more about the organisation’s diversity and inclusion policies here. 8. Allen & Overy Joint #37 on the Top 100 With 5,500 employees, Allen & Overy has 44 offices in over 30 countries around the world. A&Out is the firm’s global network for its LGBT+ community, with over 100 members and 700 allies across the world. Wim Dejonghe, Senior Partner of Allen & Overy, said: "LGBT+ inclusion has been a focus of ours for some time and our ranking this year is testament to the dedication of our people in keeping it at the top of the agenda and maintaining progress. In the last year this has included a focus on trans matters in particular, in addition to our existing LGBT+ initiatives, working to reinforce our supportive and inclusive environment for all our trans and non-binary colleagues." You can discover more about the organisation’s diversity and inclusion policies. =8. Taylor Wessing Joint #37 on the Top 100 Full-service international law firm Taylor Wessing ran several diversity and inclusion initiatives in 2018 in order to earn its place on the Stonewall top 100. These included promoting its Transitioning at Work policy and reviewing its parental policies to ensure they are LGBT friendly. Managing Partner, Shane Gleghorn, said: "We are committed to ensuring that our working environment is a place where people can be themselves and allows talent to flourish. Making the Stonewall Top 100 Employers list, and rising 14 places this year, is a credit to every one of our people whose individualism and hard work shows how inclusive our firm really is." You can discover more about the organisation’s diversity and inclusion policies. =8. Clifford Chance Joint #37 on the Top 100 In February 2018, Clifford Chance became an early adopter of the UN’s new business standards aimed at supporting fair and equal treatment of LGBT+ people across the world. The firm also runs an LGBT+ diversity network, Arcus, that hosts Pride exhibitions in cities as widespread as London, New York, Paris and Tokyo. Visit the firm’s website to discover more about its diversity and inclusion policies. Get in touch With in-depth sector knowledge and an extensive network of clients, Sellick Partnership is ideally placed to help you find the right organisation for your next career move. If you are ready to discover your next Legal role, visit our dedicated jobs page or contact us today.
Not sure what legal interviewers are looking for in their perfect candidate? We spoke to the current Lawyers in Local Government (LLG) president about what he looks for in candidates to get his thoughts on what you should and shouldn’t do to secure your dream legal locum job. Interviewing for a legal position can be a difficult and stressful process, particularly if you are interviewing for a locum role. If you are interviewing for a locum position you are usually required to undertake a short telephone interview rather than a lengthy face-to-face one. Whilst this can sound like the easier option, it comes with its own pressures. In this Q&A, Senior Consultant Sara Robinson speaks with Philip Horsfield, LLG President and Deputy Director of Corporate Governance at Rutland County Council, about his experiences when interviewing locum candidates and provides a few tips and insights that may help in your next interview. What are the biggest differences or challenges when conducting a telephone interview? One of the biggest obstacles I face when conducting telephone interviews is building up a rapport with the candidate. I find it much easier to build up a relationship with someone when I meet them face-to-face. I often find that telephone interviews can sometimes make it more difficult for a candidate to sell their experience when there isn’t a natural flow of conversation. What do you think about Skype or video interviews? Do they work? Are they the way forward? I am usually happy to conduct an interview over Skype or via video conferencing, and I do think they can remove some of the awkwardness of a telephone interview; however, they can still feel quite stilted and I would prefer to conduct a face-to-face interview. What are the biggest things you look for in candidates during an interview? The most important thing I look for when interviewing a candidate is cultural fit, and how they will fit into our team. For me, it is important to try and discover how the candidate has worked with teams in the past so you can get a feeling of it they are right or not. I believe you can learn a great deal about someone’s experience and qualifications from their CV, but an interview is a chance to find out more about their personality and how they build relationships. This is particularly important as we want our team members to have a good relationship with the client departments. I also look for how a candidate can add value to a team. I want them to be able to sell their experience but in a subtle way. I don’t want candidates to just recite what they have done and achieved; they have to be able to tell me how they can add value to our organisation and the service we are providing. What would put you off a candidate in an interview? Someone with an overly inward focus would put me off in an interview. When speaking about themselves they can’t just talk about their skills, they have to be able to show me how their skills and experience are relevant to the service we deliver. Following on from the point I made in the last question, the overly inward focus is more around them not wanting to or not showing their willingness to work as part of a team. What questions would you expect the candidate to ask you? I wouldn’t necessarily be put off someone if they didn’t ask me questions, but I would hope for candidates to ask me questions about the team and how they could fit into it. I want to get an indication that they are interested in our organisation and how we work as a whole, not just the specific role they are interviewing for. What questions do you feel give you the best indication that a candidate is right for your team at an interview? One of the biggest things I try and find out is how someone would handle a situation where they didn’t know what to do. This can be a challenge in any organisation, so I ask questions around this to find out how someone might act if faced with a challenging situation. I wouldn’t want someone to just make it up. How you deal with something you don’t know shows a lot about how you problem solve and your attitude to work. Being able to identify your areas for development is really important to me. Is there anything else that you would like to add about interviews? For me, interviewing is all about finding out as much about the candidate’s experience as possible, and how they can fit into the team. Ensuring they are the right fit is my primary concern. We expect to be able to accommodate flexibility for our employees and different working patterns, so as long as this is done with a mind for delivering the service then we will accommodate a variety of different working patterns. This Q&A has demonstrated how important interviews are to legal clients, and also highlighted some interesting things that legal professionals should consider before their next interview. Not only are the important to find out about the skills and experience of candidates, but most legal interviewers will want to know if you are the right fit for their business and team. If you found this useful and would like some additional help preparing for your next interview, you can check out our handy interview tips and advice guide here. Alternatively you can give myself, or a member of our expert legal recruitment team a call and we would be more than happy to help.