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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.
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:
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.
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:
Wellbeing and company culture:
Career development opportunities:
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.
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, 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.