The Legal Recruitment Resources Page from www.lawyer-recruitment.co.uk and www.ten-percent.co.uk
Last Updated: 24th June 2011
Welcome to the legal job and recruitment resources page from the Ten-Percent group of legal recruitment websites. We are including all our articles and information on recruitment for lawyers, law firms and entrants to the legal profession in one place. We hope it is a useful and valued resource to all who use it.
Click here for our Careers Forum, CV Writing Services, Legal Market Status Report and The Ten-Percent Careers Centre
Articles relating to Solicitors and Executives looking for legal jobs in the UK:
Job Offers - the nice firm or the money - a comprehensive guide to deciding which firm you should accept an offer from. |
Location Reports details of schools, hotels for interviews, travel times, house prices and tourist information |
References - advice for solicitors after interview - how important are they? |
Specialist Advice for Solicitors - articles on Annual Reviews, Career Decisions & Partnership, CV Guidance, Interview Preparation, Leaving the Profession, Re-Entering the Profession, Overseas Lawyers & the QLTT and Relocation. |
Specialist Advice for Law Students - full range of services from the Ten-Percent Careers Centre for law students and graduates, including 100 interview questions used by law firms across the UK. |
| Articles on Legal Recruitment - whether interview questions and answers, advice for employers on recruitment, or information on the current state of the market. |
| Legal Recruitment Blog - daily ruminations on the work of a legal recruitment consultant with advice and assistance to job seekers and employers in the legal profession. |
| Legal Recruitment News - our monthly e-news bulletins to clients and candidates - lots of articles on legal recruitment, writing legal CV's, applying for jobs, careers, marketing and much more. |
References
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Job Offers - Working for a nice firm or taking the money
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Recruitment Consultants - a critique!
'Recruitment consultants view candidates as a means to an end'.
Recruitment consultants should not:
- Put candidates forward for inappropriate jobs
- Feign to have more contacts and opportunities than they actually do have;
- Fail to keep a candidate fully informed about the success or otherwise of an interview on a timely basis;
- Fail to secure adequate feedback from an employer (i.e., feedback from which lessons can be learned to improve the chances of future success);
- Pretend that they know more about an industry and its disciplines than they actually do;
- Pretend that they are “in a meeting” or “away from their desk” when a concerned candidate phones through for an update or guidance;
- Advertise jobs which do not exist to “reel” candidates in;
- Urge candidates to retain their services exclusively on the basis that employers get annoyed when they receive the same CV (resume) more than once;
- Fail to request a candidate’s permission before they send through a CV;
- Refuse to accept a candidate’s first response if they are not interested in an opportunity;
- Cold call candidates at their place of work – especially if they know that a candidate has only recently accepted an appointment;
- Use candidates to gain inside information of an organisation’s personnel.
Of course, this list is not exhaustive. But we believe that it fairly represents some of the chief complaints that candidates justifiably have of recruitment consultants.
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