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In-house legal recruitment specialists
Our expert In-House Legal Consultants boast strong working relationships with companies across the UK. Specialists in the in-house market, they are committed to introducing organisations with the highest quality legal professionals on a locum, contract and permanent basis. Our approach is targeted and focuses on the following sectors:
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We work with a range of businesses from SMEs and start-ups, through to global organisations acting on a range of positions from paralegal, sole counsel, senior legal counsel and head of legal. We also have experience in supporting candidates moving within the sector, as well as those from private practice who wish to move their career in-house.
Our focus on building genuine lasting relationships with both clients and candidates makes us stand out against our competitors, so if you want a recruitment partner you can trust get in touch with our specialist in-house legal recruitment team today.
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Latest jobs
MEET OUR PEOPLE
Legal Team
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Zanub Najmi
Resourcing Consultant
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Katie Beverley
Senior Consultant
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Michael Bailey
Manager
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Barney Gibson
Senior Consultant
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Rayhaneh Tehrani
Manager
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Laura Hayward
Senior Manager
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Mark Bailey
Senior Manager
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Meet the Team
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10 Twitter accounts legal professionals need to follow
Are you a commercially minded legal professional who is short on time but needs to stay on top of current trends, challenges and competitor activity for the good of your business? Twitter is a great way for you to stay ahead of the game, and get the insights and industry know-how you need to succeed. Give these Twitter accounts a follow today, and start engaging with some of the best of your legal profession. As the number of solicitors qualified to work in England and Wales continue to rocket (up a massive 36% from ten years ago) and the demand for commercially minded lawyers outstrips supply, the need to save time becomes an essential trait for lawyers. Plus, increasingly, our clients are seeking legal candidates who are aware of current affairs, trends, challenges and competitor activity and who can apply this knowledge to make strategic decisions and contribute to the growth of their organisation. However, with 270 million Twitter users as of January 2019, and the average lawyer we work with having a large workload and very little time, it can often be difficult to sift through the thousands of accounts relevant to you. To give you a helping hand, we have listed the top Twitter accounts most useful to legal professionals who need to be commercially focussed. 1. @Lawsocgazette – Law Society Gazette’s official Twitter page offers a concise feed featuring top daily legal headlines along with links to a range of topics such as opinion pieces on Brexit’s impact on the legal sector, reports on work/life balance for solicitors and even careers advice for practising solicitors. 2. @LocGovLawyer – Local Government Lawyer provides news, analysis, events and jobs covering legal practice in both local government and the wider public sector. 3. @LegalWeek – Legal Week’s feed is regularly updated with key news and insight for business lawyers, offering advice for both novice and seasoned legal professionals. 4. @Legal500 – Legal 500 is a leading guide to law firms and solicitors in the UK. More than four million users visit The Legal 500 website and their Twitter account is a great spot for all the latest news, industry rankings and resources. A must for any legal professional! 5. @TheLawyermag – The Lawyer Magazine's official feed is full of news, events and insights within the legal sector across the glove. A highly respected publications, and one almost every legal professional will find interesting. A great resource if you want to keep up-to-date! 6. @JoshuaRozenberg –Joshua is Britain's best-known commentator on the law. He previously trained as a Lawyer and transitioned to a BBC journalist and regularly comments on breaking legal stories. Top tip, check out Joshua’s followers if you want to expand your reach and network with legal professionals across the globe! 7. @GdnLaw – Arguably the best of the national press, The Guardian Law’s Twitter feed features breaking legal news from both the UK and international markets, highlighting prominent legal professionals and offers careers advice. 8. @Lawyerist – The Lawyerist gives legal porfesisonals of all levels light-hearted insight into the legal world, with news, events, opinions and memes on current affairs. 9. @Legalcheek – Legal Cheek’s Twitter feed provides comic relief for those in the legal sector, often highlighting the latest news with a humorous perspective. We love their weekly roundup of legal news every Monday! 10. @GlobalLegalPost – Global Legal Post provides an excellent rundown of the globes legal news, analysis and events. 11. @fdelond – Prof Fiona de Londras is a human rights lawyer with a great reputation and following. She is a practicing lawyer, self-proclaimed feminist and immigrant and is the current Professor if Global Legal Studies Birmingham University. Tweeting about everything from Brexit to abortion law, her feed is sure worth a follow. 12. @SellickGroup – no legal Twitter list would be complete without our own Twitter page! Our legal community follows us to stay-up-to-date with the legal jobs market, get the latest insights from our expert legal recruitment consultants and news related to the legal sector. Be sure to follow us for the latest news , events , press coverage and legal jobs. If you found this blog useful and are looking for a new legal opportunity we would love to hear from you. Check out our latest legal jobs today, or contact me directly by calling 0161 834 1642 or email me on michael.bailey@sellickpartnership.co.uk. Or, for further information on how to use social media in your job search or tips on developing your online brand as a lawyer, check out our candidate resources page.
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Top tips to make a legal recruiter love your CV
A legal recruiter’s job is to match the right legal professional with the right employer, and we are often looking for a particular set of skills and experiences based on a specific job specification. To get noticed your legal CV needs to catch the eye of a recruiter (or hiring manager) as they can make or break your legal job search. Getting the structure, font size and language right is just the beginning. There are a number of things that legal candidates should avoid when preparing their CV to ensure it goes to the top of the pile! 1. Accurately define your legal job experience Often recruitment consultants will refine the information you have provided into a branded CV format before they send it to the employer so they can tailor it for the particular role. Be sure to include as much appropriate information as possible, so the recruiter can get your CV ready quickly. Use bullet points, tailor your experience to the role and always include up-to-date and relevant information. You should also ensure your legal qualifications are listed in full and temporary and locum roles are not grouped together. Separating these out and being super clear will help the hiring manager get a picture of your legal skillset. Remember to explain gaps in your career history, for example if you took a 6 month break to travel or study. 2. Try not to make your legal CV too long Whilst you do not have to strictly stick to the two page rule, you still need to make sure the information is easily digestible so make sure it is clear and concise. Using bullet points is a good way of doing this. At Sellick Partnership we deal with hundreds of legal CVs a week, and reading through a 20 page CV is time consuming. Always keep in mind how busy the individuals reading your CV might be, so make it to the point, focused and most importantly, memorable. Need a hand? Check out our handy Legal CV template as a basis to condense your CV and ensure you are including the most relate information. 3. Check your legal CV thoroughly for grammar and spelling errors It is reported that more than 9 out of 10 CVs contain spelling errors, something you need to avoid at all costs. Think about your legal CV from a recruiter or a hiring manager’s point of view – if you received a CV full of spelling errors, incorrect punctuation and sentences simply not making sense, how would you perceive that candidate? It would instantly suggest that the you have a lack of attention to detail which is hugely important in the legal profession. Make sure that you spell check your CV and get your family, friends or recruitment consultant to read over it – a fresh pair of eyes is invaluable and will help you spot mistakes and recognise where things do not make sense, as well as areas for improvement to ensure your professionalism remains intact. 4. Avoid strange fonts and confusing layouts when writing your legal CV Always remember that a CV is a representation of you and your personal brand so getting the format right is really important. From the font that is used, to the layout and terminology, it gives an impression of what your personality may be like, as well as being a reflection of your skills, experience and values. A well-written legal CV is the biggest asset for every successful candidate, and putting time and effort into this important sales tool will ensure that those who read it will get a strong first impression of you and your potential value to their organisation. Still need a hand getting your legal CV up to scratch? Our legal candidates love our resources section packed with all the advice you need to land your ideal legal role. Why not head over to our candidate resources section and check out our guide to writing the perfect CV or chat to one of our consultants who can give you legal CV advice. Alternatively, you can check out our latest legal jobs here. Or if you are happy and feel like your CV is ready to secure your next legal job, then get in touch! I would love to hear from you.
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Internal rewards and recognition at work: Sellick Partnership breaking the mould
Some months ago I volunteered to get involved in a new committee at work. As a sales based business, previously the focus had largely been on rewarding sales figures and cash generation. This is standard across our industry, but the Board of Directors felt perhaps it was limited in terms of reach, and they decided to offer us the chance to change the status quo. As such, the Rewards & Recognition Committee was established to break the mould in terms of employee rewards at Sellick Partnership. The Board set a budget for the annual spend and gave us the brief to make the reward scheme as inclusive as possible and achievable for all employees. It says a lot when such senior members of a company entrust their employees to make their own decisions about how they ought to be rewarded for their contribution at work. The committee members represent a good cross section of the varying roles within the business, enabling representation from all areas. Having quickly established that a companywide shopping trip to NYC was out of the equation, we set about the task of trying to reward internal talent in the best way possible! As a committee, we took time to speak with employees at all levels and gather ideas from all business divisions including sales, support staff, central services and accounts. Every single employee is key to the success of the business as a wider entity and we really wanted this to be represented by the committee. We quickly decided that it was important to us as a business that not only did all roles have the chance of recognition and reward for excellence internally, but that people had a choice in how they were rewarded. We wanted the new model to be flexible and decided on a suite of prizes to choose from. People seek reward in various forms; some want to have additional income to spend, some would rather have a treat from a retailer they would not usually use, some want to have more time away from work, such as buying extra holiday days or finishing earlier on a given day. We deemed the existing sales based rewards as necessary but altered the criteria so that targets differed for each area of the business. We feel this is more of a true representation of the markets we specialise in and trends within those markets. We added a new element that took into consideration length of service by way of recognising consultant’s initial period of growth and development whilst still in training. This has succeeded in making rewards available to newer members of the sales staff. We also expanded the quarterly rewards scheme to ensure that up to 6 non sales members of the business are rewarded each quarter, based upon nominations from managers across the business. Finally, we introduced the ‘Wheel of Success’ to celebrate all the little wins that people achieve throughout the year. If someone hits a milestone of goes above and beyond their role they get a spin of a wheel and their reward is determined by what the wheel lands on. This has proven to be a huge hit across all offices and the idea is to reward little every day successes of all employees. It is fun and gets everyone involved. Feedback has been positive and with a few tweaks and ongoing assessment we are happy with the changes that have been made. The figures speak for themselves and more people than ever before are being rewarded by the business for their hard work and contribution, which is great. I genuinely think this enhances job satisfaction and makes for a happier work environment. This whole exercise has been excellent, and has really shown me how thinking outside of the box can made a huge difference to employee motivation. If you are interested in learning more about how to get your benefits packages up to scratch, check out our employer resources section.
