Legal Recruitment Specialists, Legal Jobs in the UK

What to ask when interviewing for a public sector legal job

If you are seeking a public sector legal role, you should ask the right questions about the organisation’s flexibility and wellbeing policies to make sure that any prospective employer is able to meet your expectations and align with your work-life priorities. When applying for a legal role in the public sector, most candidates will be focused on showcasing their skills, credentials and competencies to prospective employers. However, it is just as important for employers to demonstrate that they understand the needs and expectations of the candidates. Today’s legal jobs market is highly competitive and candidate-led, with employers having to compete for a limited number of available applicants. At the same time, candidate expectations are evolving rapidly, with the pandemic encouraging many professionals to reconsider their career pathways and seek out roles that prioritise flexibility and wellbeing. As such, when you are interviewing for a public sector legal role, it is important to ask the right questions to ensure that any prospective employers are going to be able to deliver working conditions that align with your goals. Recently, we conducted a #legal survey to find out exactly what public sector legal professionals are looking for in a new #job. Over the next few weeks we will be sharing our findings, but in the meantime you can access the full report here: https://t.co/ryHdgdce6v pic.twitter.com/QUZjfWAVzz — Sellick Partnership (@SellickGroup) May 16, 2022 What do today’s candidates want out of a public sector legal role? Today’s public sector legal candidates are looking for a flexible, supportive working environment that prioritises career development and personal wellbeing. This emerging trend has been demonstrated by a recent survey carried out by Sellick Partnership, which polled 172 public sector legal professionals on exactly what they are looking for when considering a new job. The survey demonstrated the following: 70% of those polled said the prospect of better progression options would motivate them to move jobs, as 45% do not feel they have a meaningful opportunity to progress their career in their current role. 47% said they would be unlikely or very unlikely to move jobs for a role at the same level. Only 5% would be willing to apply for a role that involves working in the office for five days a week, with 28% looking for at least three days working from home, 19% wanting four days at home, and 20% wanting to work entirely remotely. 76% cited enhanced flexi-time as a perk that they will be looking for in their next role. 52% said they want more annual leave, 39% are seeking additional training and 35% want their employer to subsidise opportunities to gain new qualifications. 76% said they would be put off applying for a role if the salary banding was not included in the job ad, while 37% are put off roles that require too much specialist knowledge and 35% are put off by overly generic job descriptions These findings highlight the fact that legal professionals are now expecting their future employers to be responsive to their needs, and deliver working arrangements that reflect their priorities. What questions should you ask during your interview? When considering a public sector legal role, it is vital to make sure you are asking the right questions at the interview stage. After all, the purpose of an interview is not only for employers to evaluate candidates — it is for job applicants to assess whether the employer is able to deliver a job offering that they will be satisfied with, and whether this is somewhere they truly want to work. The opportunity to ask any questions will usually come towards the end of the interview and it would be considered very unconventional for a candidate not to be given the chance to do so. Employers should also expect questions to arise earlier on in the process than what would have been the norm some years ago. Below are some examples of the topics you can bring up to ensure that your prospective employer will be able to meet your needs: Working conditions and flexibility: What kind of flexible working arrangements are available? How often will my flexi-time be usable? What level of control will I have over my own hours? Will my flexible working allowances be written into my contract, or will these be decided on an informal or discretionary basis? What will home working look like? What kind of support and equipment will be provided? What arrangements will be available for staying in touch with the rest of the team - for example, regular team video calls or social events organised for the whole team? What is the average daily workload for this position? How often are staff members expected to deliver more than their contracted hours? Will I be able to regularly take the breaks to which I am entitled? Wellbeing and company culture: Why has this position become available? What is the average length of time that people remain with the company, and how long has the current team been working here? What is the team culture and workplace environment like? Do you regularly organise team-building events and social gatherings outside of work? Are team members expected to attend regular meetings, or do staff largely work autonomously? How does this differ if I am regularly working outside the office? What kind of support can I expect to receive from my line manager? How responsive are they to questions, and how easy are they to contact? If I am primarily or exclusively working outside the office, will this change the level of support I receive? What makes this organisation different? What are your cultural values, and what aspects of your corporate environment are you most proud of? Career development opportunities: How does the career progression structure work here? Is there a formalised pathway for advancement, or is every individual career trajectory different? How long on average does it take to get promoted? Would someone else have to leave in order for this to happen? Ask the interviewer about their own career progression: how long have you been here? What pathway have you taken to reach your current level? What support have you received from the organisation to achieve your goals? What kind of training opportunities are available? What additional qualifications and capabilities can I achieve, and what level of support will the firm provide to help me do so? The takeaway for employers Because candidates are becoming increasingly aware of their own needs in the employment market and more willing to ask for a generous package that meets these needs, employers themselves should be more proactive about adjusting their offerings to reflect their applicants’ priorities. This means focusing on things beyond the salary that they are willing to offer a candidate, especially following on from COVID-19 where importance lies with other benefits such as flexibility, establishing and maintaining a healthy work-life balance and having a clear pathway to progression. Being aware of the questions they are likely to be asked during the interview stage will facilitate this, and equips employers with the tools they need to show a willingness to go the extra mile in order to provide generous terms for the best talent. Find out more To find out more insights into what public sector legal candidates are looking for when searching for a new role, take a look at the full findings of our recent survey of solicitors, lawyers and legal executives. If you want to learn more about how Sellick Partnership can help match candidates with ideal legal sector roles that meet all of their expectations, please visit our legal recruitment hub, where you can browse our latest legal job listings and find out about the services we offer. You can also contact us directly by calling us on 0161 834 1642.

What are the benefits of working for a boutique law firm?

Working for a boutique firm can offer a number of advantages: the roles combine prestigious work with a good work-life balance, and are worth serious consideration. Setting goals is an important part of building a long and successful legal career. For many, the ultimate goal as a lawyer is to secure a position with one of the biggest legal firms in the City, working on high-profile clients and gaining seniority in a competitive field. However, increasingly many legal professionals are seeking a good work-life balance as one of their key goals, and may be looking for more control. Joining a boutique firm can offer these benefits, as well as many of the same advantages as working for a City firm, and can be considered as a viable alternative. The rise of boutique law firms The UK’s leading boutique law firms are largely centred in and around London, and most are founded by former partners of top City firms who left their roles to start niche practices with their own vision. Boutique firms tend to be smaller, occupying single offices and, instead of maximising their caseloads with strict billable targets, they offer more tailored and fluid services, focused on client care and case completions. Additionally, boutique firms usually allow fee earners to manage their own time more flexibly and deliver more personalised services, rather than keeping a strict schedule. Many clients prefer to work like this, and it lets solicitors enjoy a more relaxed pace of work. The best boutique firms combine this client-focused approach with a high-value client base. With many of the founders being former City partners, they are able to bring existing clients and contacts with them, ensuring they are still able to work with high-profile accounts and cases. Why work for a boutique law firm? Working with a boutique law firm can be an appealing alternative to roles in the City for a number of reasons: A better work-life balance City law firms are seen as offering the most prestigious and desirable roles, with impressive salaries and the opportunity to work with blue-chip clients. These roles can be a great benefit to any CV — but at the cost of a very high workload. By contrast, boutique law firms offer a much less taxing schedule and a better work-life balance, while still allowing lawyers to work on high-profile accounts. In my experience, boutiques are more flexible with working hours and days to fit around your lifestyle. Although salary levels for boutique firms are typically slightly lower than in the City, these roles are still well paid, and the reduced stress and improved work-life balance can be worth the trade-off for many. Greater autonomy and flexibility Boutique firms give staff much greater personal control over their schedules, allowing them to take a creative and personal touch to their client dealings. Indeed, customers working with boutique law firms will usually expect this, as they seek a client-centric service that focuses on a strong and satisfying relationship, rather than data-driven performance metrics. This greater flexibility also extends to working hours and setups. Boutiques are much more likely to offer remote working and flexible hours — key priorities for many professionals since the coronavirus pandemic. More opportunities for progression Working for a City law firm provides access to high-value career progression opportunities, but they are also very challenging to obtain. Due to their rigid progression structures, staff will need to work patiently through each level for years to earn a chance at a senior role, and it could take up to a decade to become a partner. When it comes to boutique firms, routes of progression are much less rigid, and with fewer candidates competing for the top roles, it’s possible to achieve a senior position much faster. More opportunities to get hired Boutique firms are much more likely to consider applicants from a wide range of career backgrounds. Applicants with relevant experience from a Legal 500 background can get a role with a boutique firm and earn the chance to work on high net worth accounts without a City level CV. In these roles, they will work alongside people with City backgrounds and deal with cases contested by City firms. Additionally, the hiring process for boutique firms is also much more accessible. Rather than needing a months-long process of multiple interviews and vetting stages, boutique firms will often offer a much quicker interview process, overseen personally by the senior partner, allowing much quicker hiring decisions to be made. Who’s best suited for a role at a boutique law firm? Many professionals may not realise these boutique roles are available, even though they would be well-suited to the advantages they can provide. This is why it’s important to review all of the opportunities out there before deciding your future career path. The following groups could particularly benefit from considering boutique law firms as an option: City lawyers who are looking for greater autonomy at work, or a better work-life balance Professionals who want greater flexibility in their working hours, such as mothers returning from maternity leave Young professionals who are two to five years PQE (post-qualified experience) and don’t currently have a CV that is suitable for a City firm, but want an alternative pathway to high-value client work For more advice on finding the right legal job opportunities, get in touch with Sellick Partnership. Visit our legal recruitment services page to browse our latest legal roles with boutique and City firms, or explore our online resources to find out more about the best ways to take your career forward.

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Legal recruitment

What to ask when interviewing for a public sector legal job

Survey results: what are public sector legal candidates looking for in a job?

What are the benefits of working for a boutique law firm?