Legal Recruitment from Ten-Percent Legal

Tuesday, December 08, 2015

Is Loyalty a Commendable Trait for a Locum Solicitor?

If you locum through Interim Lawyers and Ten Percent Legal Recruitment, we value your commitment to us immensely. If you take on an assignment and see it through, and consistently do this, then inevitably you will get continued attention from us and be offered repeat assignments.

If you decide half-way through an assignment or during an ongoing assignment that you plan to go elsewhere because the money is higher, or the conditions are better, then chances are we will bear this in mind for future assignments and be very wary about putting you forward in advance of other locums with whom we enjoy a more trusting relationship.

This may sound somewhat controversial and over simplifies what tends to be a very complicated situation. 

For example, the firm you are with may have been extremely vague as to the length of the assignment and you may have been offered a 3 to 4 month assignment elsewhere with specified dates. Similarly, the firm you were with may be utterly dreadful and you really do not wish to carry on working with them, but having read the above are probably fairly nervous as to future locum work coming your way!

We entirely appreciate that there are genuine reasons for leaving a locum assignment half way through, or finishing one early and the above examples are just a couple of reasons why an assignment can end early or you make the decision to jump ship.

However, in the vast majority of situations it is usually fairly clear to us as to why someone is leaving and if there are good reasons we do not hold it against them. However if we suspect they have simply done it because someone has dangled a carrot in front of them for another assignment that sounds better than ours then we do usually hold it against them. 

In order to put locums forward for roles, particularly with our most reliable and longstanding clients, we have to have trust in the locum and their ability to see the assignment through. Some of our regular locums have been known to turn down very lengthy assignments to fulfill their commitments to existing firms, whether through ourselves or otherwise.

Our relationship with one of our biggest and best clients was somewhat dented earlier this year when a locum went for a face to face interview, accepted a string of assignments for the whole year of weeks at a time and then shortly before the first assignment was due - in peak season - decided to go elsewhere for a longer term contract.

Needless to say this locum has not and will not work through us again!

We appreciate entirely as stated above that this candidate had very good reason for turning down the locum assignments in view of the lucrative work elsewhere, but the consequences of that for us as a business are too much to be able to give her any locum work again in future.

Bear this advice in mind because it not only applies to Ten Percent and Interim Lawyers, but also to other agencies as well. It is important to demonstrate loyalty and commitment to locum assignments as this will impact on your future opportunities.


Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. 

Monday, November 30, 2015

How to cope with sudden redundancy



Losing your job without any notice can be one of the most stressful things you will ever experience in your working life. The thought of waking up in the morning without a job, without any money coming in at the end of the month and without anything to do can fill people with horror and cause serious damage to anyone's mental health.


So what are the best ways of coping with the unexpected?

1)      Check your finances


This may seem like common sense but so many people just panic without actually looking to see how much money they have in the bank, how much they are owed (there are various statutory obligations on the government to support you if you suddenly lose your job and have wages owing) and any likely future expenditure in the next couple of months. Work out how much you are going to need to spend to survive over a period of say three months, and calculate whether you have the money in the bank to cover these overheads.


Look at any money you plan to spend in the next 3 to 6 months but are not yet obliged to spend it. For example, if you have thought about booking a holiday or planned to purchase a new car it is important to look at these costs carefully and decide whether or not you still feel able to afford them in the worst case scenario.


2)      Think of the worst case scenario


Some people put their heads in the sand and do not consider what could happen in the short-term and long-term future if they do not find another job quickly. If you are highly experienced with lots of skills that other employers are going to want to see, then it shouldn't be too much of a problem finding another job even if the pay is less. However, if you are in your late 50s, early 60s with skills and experience etc, you may find it a bit harder because of the subconscious age discrimination that will no doubt follow you around as you make job applications. Think of what would happen in 6 months if you haven't been able to find a job and you have calculated what expenditure you are going to need to find in the meantime.


3)      Falling into a new job by mistake.


Quite a few people take roles quickly in the same way that people have relationships after ending a previous relationship and regret it after a few weeks because they have jumped into it too quickly without thinking of the consequences.


Do not panic!  


Think carefully about a job move and having calculated the financial position and thought about the worst case scenario, do you still need to jump into the first job that comes along or have you got some time to think about it first?  


If at all possible try to think about it first.


4)      Don't panic!


Do not panic. This has to be the best advice to give you. People lose their jobs all the time and it is quite common. Do not think you have done anything wrong - sudden redundancy is often caused by a system failure rather than a personal failure. Try to concentrate on the positives that are going on in your life and do not think about the negatives.  Although there is stigma attached to not having a job, it is so common these days for people to move jobs every few years rather than stay in them for long periods of time, that no one is going to particularly hold it against you.


Don't forget to contact your ex-employer to ask one of the managers or anyone at the business if they will write a "to whom it may concern" reference for you. If you are still in work consider drafting this yourself and getting someone to print it out on letterhead.  This reference should confirm the dates you worked for the business, the opinion of the manager or writer as to your experience & skills and whether they would be of benefit to another employer, and confirmation that they would most certainly employ you again given the opportunity. The letter should finish by explaining why the employment has been terminated suddenly and to apportion no blame to you.

This one piece of advice will be very useful for you in applying for other roles as you can send the reference with the CV to anyone you are making a job application to so that they could see the circumstances surrounding your sudden departure.


Finally, don't panic.


Have I said this before?


Jonathan Fagan is a director of Ten Percent Legal Recruitment and commentates regularly on the state of the legal profession and also legal careers. You can contact Jonathan at www.ten-percent.co.uk or email cv@ten-percent.co.uk.

Saturday, September 26, 2015

5 things not to take to a Job Interview

As legal recruiters, we regularly hear of horrific interviews that have gone badly wrong and these are some of the things that people have turned up with and seriously affected their chances of success. 

1)    Their Mother.


We have actually had instances of candidates turning up to job interviews with their mother in tow and both sitting in the reception area of the company or firm they are interviewing with and becoming the source of great fascination amongst the staff.  Why on earth would anyone take their mother to a job interview?  But it happens. If your mother has given you a lift to the location or offices of the firm you are interviewing with, then park her in the local Costa Coffee. Do not for a second think it is a good idea to let her come into the building with you when you are attending for an interview. It is a terrible idea and one to be avoided like the plague.

2)    A naff carrier bag
Your choice of carrier bag can
 affect the outcome of a job
interview?


Feedback on a couple of interviews in recent years has been that they like the candidate and thought they were very friendly but their appearance was awful.  This included the Lidl carrier bag they were carrying their stuff in.  Not only had it indicated that particular candidate's shopping habits, which some would say are tasteful and others would be horrified by, it also indicates a lack of preparation in that the candidate hasn't got a smart bag to take with them to professional meetings. How will this candidate be when speaking to clients of the firm or company they are interviewing with?

3)    Odd socks


Your clothing really does matter for interview. If you have odd socks on and you cross your legs as a man, and the firm see the odd socks, then unless it is a clear fashion statement it is very likely that they are going to hold this against you. Similarly, wearing jeans and a t-shirt to an office based interview is definitely not a good idea, neither is turning up in a cap. Similarly, you can be overdressed.  We have heard of people turning up for job interviews wearing a suit, but also having a waistcoat, bow-tie and a cumberband. Whilst this look may be fantastic for dinner parties or balls, it is definitely not a good idea for job interviews.

4)    Tattoos


It will probably pain a lot of people to hear this but there are still considerable numbers of employers out there who regard tattoos as a sign of the devil and are very unlikely to employ you if they spot one.  It is understandable that if you have 'Kill' tattooed across your knuckles or a picture of an angel tattooed across your forehead it is not going to be very easy to hide these blemishes. However, if you have a picture of Popeye on your forearm and have the option to wear a long-sleeved shirt, then it might well be worth considering wearing the long-sleeved shirt for the interview.  No doubt in time this taboo will end as the vast majority of people under the age of 25 seem to have a tattoo somewhere on their person and employers will have to move with the times. However, as it stands tattoos are not a good idea to keep visible. 

5)    A Big Mac Happy Meal from McDonalds.

When you attend a job interview, it is more than understandable that beforehand you want to make sure you have got plenty of energy to stay alert and awake and keep focused. But whilst eating a Big Mac Happy Meal from McDonalds is probably not going to give you the same boost as a banana and a bag of nuts, there are those who would find this a comfort before attending a job interview.  However, walking into the buildings of the company who are interviewing you and asking if there is somewhere you can put your Big Mac Happy Meal bag is not to be recommended.  It does not go down well with the employer who no doubt will find out about it when the secretary or receptionist expresses horror that you have deposited the said item with them.

So there we have it, 5 items not to take to a job interview if you can help it. Don't forget to switch off your mobile phone. Good luck!

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Tuesday, September 15, 2015

How to Recruit Staff without Incurring Agency Fees - Subscription Recruitment

It is estimated by a number of different bodies (including CIPD) that the average cost of recruiting a new member of staff at all levels, from junior assistants through to senior executives is over £4,500 plus VAT. This takes into consideration agency fees, training fees, time taken to do the recruitment if not using an agency and the time taken by the new employee to settle into their role before they become productive.





Recruitment agency fees can be a considerable chunk of money. At junior level they can range from about 10% through to 20% of the first year's annual salary or package, and at a senior level they can be as much as 35% of the package. Putting this into perspective, if you recruit a chief executive or senior manager on a salary of £100,000, your agency fee could be as much as £35,000 plus VAT.

This cost can be prohibitive for small firms and preclude them from even considering using the services of a recruitment agency.

But what if there was an alternative to paying an agency a large sum of money up front without any guarantee of a decent return?

What if there was no issue of worrying about you receiving a rebate of the fee if the candidate leaves within a set space of time?

The answer is that there is an alternative. Subscription-based recruitment. This is also known as a recruitment membership service or unlimited recruitment but the basis of subscription recruitment is that there is no fee charged by the recruitment agency for the successful, placement of a member of staff. Instead, you pay a small monthly fee which acts virtually as an insurance policy. This small monthly fee guarantees you access to the recruitment agency's candidates as and when you need them. This may of course never happen but if you have a five-year contract and decide even to use the service once, then you will have earned back the money you paid out in one placement of a candidate through that agency.

Take the Ten Percent Unlimited Option. Full details of this can be found at www.tenpercentunlimited.co.uk . This service operates for 5 years and enables solicitors' firms and legal employers to recruit at all levels for a period of 5 years, including both locum and permanent candidates. The prices start from just £60 per month and depend on the size of the firm, the number of offices, turnover, types of law covered and geographical location.

If you have a vacancy you simply send it through to Ten Percent and they run the vacancy in the same way they would do if you were paying a contingency fee (i.e. you pay if a successful placement occurs). The agency, Ten Percent Legal Recruitment, will send your vacancy out to their candidates on the company database, advertise the vacancy across a range of job boards, promote the vacancy via their own website & other sources and send CVs across.

The difference with the subscription service is that from the moment the CVs are sent across you have full control of the recruitment process. You can choose to contact the candidates directly yourself, you can ask the agency to contact them for you, you can check the candidates out to decide whether or not they are of the calibre you wish to consider further, and you can do as much or as little with the CVs as you wish.

The restrictions on the subscription service for Ten Percent Unlimited include not being able to forward CVs onto third parties and a fair usage policy, i.e. if a firm starts sending false requests for CVs when they have no intention of recruitment - this would kick in and reduce the number of CVs they could access - and no roles involving commission-only payment structures.

You can see the cost saving involved in using a subscription service. Say that you want to employ a new sales manager on a salary of £35,000, two secretaries, a couple of temporary staff to cover whilst the secretaries and the sales manager are on holiday and an emergency cover for a few weeks at some point in the next five years. The cost of all this would be around the £10,000 mark if you went through a conventional agency. However, using the subscription based model the cost would only be the monthly payment that you would make for 5 years. So assuming you were at the lowest end of the Ten Percent Unlimited scheme, the cost would be £3,600 plus VAT for the 5 years, which is over 60% cheaper than the standard conventional contingency only model of recruitment. Adding to this unexpected recruitment on expansion or future replacements of staff and you can see that the cost savings can be quite phenomenal compared with the costs of using an agency in the conventional way.


This is just one type of subscription recruitment service but Ten Percent Unlimited already has over 100 solicitors' firms as members. A good number of clients choose to use the conventional Ten-Percent Legal Recruitment locum and permanent services as well, paying a fee when a successful placement occurs.

The same service operates in other fields as well via different agencies and is possibly argued to be the future of recruitment in certain sectors. It works up to a certain level but eventually the search and selection becomes so specialised that employers have no alternative but to use a specialist recruitment agency in the traditional manner to try and recruit themselves.

For full details of the Ten Percent Unlimited Scheme including a quote, please visit www.tenpercentunlimited.co.uk.

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database.

Thursday, September 03, 2015

Ten-Percent Foundation - Nominations Needed for 2015 Donations

Summer 2015 10% Donations - Nominations Needed 

It is time for us to take any nominations for our charitable trust - we were due a trustees meeting last month but it has been carried over. We hope to provide continuing support to a number of our existing charities, including the British Stammering Association, LawCare and a school in Tanzania, but apart from this we are open to suggestions. We do not, as a matter of policy, donate to any charity paying staff more than £75k. Email any suggestions to cv@ten-percent.co.uk.

About Ten-Percent Legal Recruitment 
We are a specialist legal recruiter, covering both permanent and locum roles across the whole of the UK. Over 11,000 lawyers are registered with us and we have access to a range of external and internal job boards and websites where we do not have candidates available ourselves.

We also assist with recruitment advice and assistance, regularly advising partners and practice managers on suitable salary and package levels. Our company is unique for a number of reasons, including the fact that we are not shy to publish our fee structure and also donate a chunk of our profits to charity each year.

We offer unlimited permanent and locum recruitment for a fixed monthly fee or one-off fees depending on the job.

We donate 10% of our profits annually to charity, hence our name.

 We have three recruitment consultants, Jonathan Fagan, Clare Fagan and Pete Gresty, together with our finance director Pearl McNamara. Together we have over 40 years of experience in the legal profession.

Jonathan Fagan is a qualified solicitor and still (reluctantly!) undertakes litigation on behalf of the company when required.

Ten-Percent Legal Recruitment also owns Interim Lawyers, a specialist locum service. We operate an outsourced UK based typing service as well – www.uk-transcription.co.uk and are preferred suppliers to a number of institutional clients and law firms across the UK and overseas.

The Ten-Percent Group of Legal Recruitment websites gives 10% of annual profits to charity (hence our name). We have carried on with this tradition since we formed the company 15 years ago. So far over £66,000 has been donated to charities in the UK and Africa including LawCare and the CAB.

Locum Hourly Rates of Pay - Update August 2015 from Interim Lawyers and Ten-Percent Legal

Updated Locum Hourly Rates of Pay - August 2015

Hourly Rates of Pay for Locum Solicitors and Legal Executives
Locum hourly rate payment varies widely according to the demand, length of assignment, level of experience and advance notice available. Hourly rates go up during the summer (June-September). NB: These rates are intended as a guide only. Hourly rates can vary according to the location, duration and level of expertise.

August 2015 Private Practice Law Firm Rates:
* Conveyancing Locum Solicitors – 1-5 years PQE, handling residential standard sale price only – £26-30 per hour (slight variation for central London – £29-35 per hour).
* Conveyancing Locum Solicitors & ILEX – 5-35 years PQE, handling all levels of conveyancing including managing a department – £30-£40 per hour, including central London.
* Commercial Property Solicitors – 1-40 years PQE - £35-50 per hour.
* Wills & Probate Solicitors and Executives – 3-35 years PQE – £35-43 per hour.
* Family Solicitors – 4-40 years PQE – £23-30 per hour. Occasionally this goes up to £35 per hour for short notice or a few days cover.
* Civil Litigation – 1-35 years PQE. £27-35 per hour. These rates cover mainstream litigation – eg county court and small claims matters.
Hourly Rate, Weekly Rate and Salary Equivalents:
£20 per hour = £750 per week or £36,000 per annum (assuming a 7.5 hour day and a 48 week year).
£25 per hour = £937.50 per week or £45,000 per annum.
£30 per hour = £1,125 per week or £54,000 per annum.
We have over 11,000 lawyers registered with us. To request CVs for a specific vacancy please register your vacancy - Locum or Permanent
Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Wednesday, April 15, 2015

Further Information on some of our 2015 Donations

Further Information on the 2015 10% Donations

We now have further information from some of the charities we have donated to this year.

* Unicef - £100. Hopefully not used to help pay the salary of their rather expensive Chief Executive!
* Chester Zoo - £60. Supporting their work with Red Pandas.
* LawCare - £1,000. Money to be used in support of their provision of support for bullying in the workplace and disciplinary issues.
* Y Care International - £300. The money has been used to support vulnerable young people in Guatemala.
* British Stammering Association - £500. Money used to develop their provision to young people who stammer.
* Standalone - £200. Money used to create a support group in the Newcastle area. The charity support estranged family members.
* Hughes Syndrome Foundation - £100. The money was used to help in creating a GP learning module.
* Time Out Group - £200. (suggested by Chafes). Money used to help fund a holiday for adults with learning disabilities.
* St Johns Seminary, Tanzania (providing the funding for 5 students to attend school) - £2,200. We are hoping to develop a strong link with this school and support 5 children aged 14-18 with the costs of their education.

Total amount donated so far in 2015 - £6,460. We have a good chunk of money still in the bank and we plan to work out expenditure of this in mid-Summer 2015. Some of the above charities have been suggested by candidates and clients. Others are linked to our trustees' own interests.
Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Wednesday, March 04, 2015

Ten-Percent Foundation Donations for March 2015

Our 10% Donations for February 2015

The trustees of the Ten-Percent Foundation (a charitable trust) have met and decided on the following donations for Spring 2015:
  • Knowsley Domestic Violence Service - £1,000.
  • Centre 63, Merseyside - £300.
  • Unicef - £100.
  • Chester Zoo - £60.
  • LawCare - £1,000.
  • Y Care International - £300.
  • British Stammering Association - £500.
  • Ace of Clubs - £500 (suggested by Hanne & Co)
  • Standalone - £200.
  • Hughes Syndrome Foundation - £100
  • Time Out Group - £200. (suggested by Chafes)
  • St Johns Seminary, Tanzania (providing the funding for 5 students to attend school) - £2,200.
Total amount donated so far in 2015 - £6,460. We have a good chunk of money still in the bank and we plan to work out expenditure of this in mid-Summer 2015.

We will get details of how the money has been used by each charity and send out details in the next newsletter. Some of the above charities have been suggested by candidates and clients. Others are linked to our trustees' own interests.

As a matter of policy we will not donate to charities where the Chief Executive is paid more than £75,000. We believe that any charities able to afford salary levels higher than this are clearly not in need of charitable donations. Let us know your views on this policy..







Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Wednesday, February 04, 2015

How Not to Apply for Paralegal Jobs - advice on avoiding the pitfalls

The Joys and Delights of Recruiting Paralegals


Some recruitment agencies (well most actually) charge increased fee structures for higher level appointments. So for example Randstad charge 17% for salaries of less than £20k, 20% for salaries of £30-40k and 25% for salaries of £40k+.

We have always charged flat rates regardless of salary, as for some reason it is usually easier dealing with senior solicitors and executives than it is sorting out paralegals. In fact after our last two experiences on paralegal roles I am wondering about turning our fee structure around and charging more to source paralegals and less to recruit solicitors and senior staff.

Paralegals are a nightmare.

Every time we get a vacancy in for a paralegal I involuntarily shudder. 

I know what is coming.

Applicants for paralegal roles can be the most wishy-washy, non-committal, half-hearted, barely-interested candidates we have the pleasure to work with. Don't get me wrong. I know the fun and games of being a paralegal - low pay, debts to service, constant eye out for training contracts and unkept promises of future promotion that rarely materialises. However the vast majority of paralegal applicants are absolutely dire and it is not surprising they do not progress any further in their careers.

Take a recent role we have had with an in house legal department. I should start by saying that they are not particularly going out of their way to be accommodating and offers have been on the lower side, but that is by the by. Looking back at my own legal career, if someone had offered me the chance to interview for a role like this one, I would have been there like a shot. 

We take instructions from the client. They are a service company with an in house legal department and looking for a litigation paralegal with at least 6 months experience in defendant civil litigation and good knowledge of CPR rules and the small claims track. Salary levels are up to the mid £20ks depending on experience.

Incidentally the word 'paralegal' is defined in general terms as anyone who isn't a qualified solicitor, barrister or legal executive but who does fee earning work in a law firm. Forget the claims about qualified paralegals and paralegal qualifications - someone will be making money out of it somewhere...

We post the vacancy across our system and email our registered candidates.

Within a few hours - success! Our first applicant. He lives in South London and the post is about 70 miles away. We ask him to doublecheck the location (confirmed OK), we check his salary requirements (fine) and also get further details about his litigation experience. A CV is forwarded across to the client, who immediately gets back to ask us whether the candidate is going to relocate to work. We email the candidate to check on this point - 5 weeks and lots of chasing up - no response.

The second applicant comes from a job board. She is a hairdresser who lives locally to the client. The third is a welder, the fourth works in a conveyancing department and fancies a change into litigation. And so on. In fact I think to date we have had to filter about 50 CVs from candidates who do not have any legal experience at all but thought they would apply nonetheless.

Candidate number 52 looks good. She lives within an hour's commute, does not have a job after being made redundant and is available immediately. We get her salary expectations and send a CV over. The client immediately interviews and makes an offer at the level requested. The candidate turns them down. Firstly she has decided they are further away than she thought and secondly she has other job interviews to attend and for posts where she may get paid a lot more. Not job offers - just job interviews.

Back to the drawing board.

We send over another 3 or 4 CVs and arrange interviews. Another candidate goes for the post - indicates his salary - looking to return to a litigation role from administrative work. The firm offer him his current salary after interview and indicate that there is future promotion possible. The candidate turns them down. Wants more money and not prepared to give up administrative work for the opportunity to return to a fee earning role.

Back to the drawing board again.

Finally a candidate who had an interview arranged with the client, but then cancelled with 3 hours to spare because her firm offered her a promotion to stay, has got back in touch. She thinks she may have made a mistake - the opportunity may benefit her career more than her current role - and now wants to attend an interview. Can we set one up? The client was slightly hesitant, understandably so, but has agreed to meet. Another candidate also waits in the wings.


I don't think this attitude is prevalent in many other professional industries, but every time someone posts paralegal vacancies with us this is a fairly common process. Half-hearted applications (so many CVs have spelling mistakes or just miss out basic information - name, current role, qualifications etc..), half-hearted commitment to attend interviews, a complete lack of interest in career progression or planning and no recognition of the need for professionalism. There also seems to be a lot of interest in what employers can do for candidates, but not vice versa. Are graduates encouraged to only think about themselves so much that they fail to appreciate jobs are not offered to them solely for their benefit and not the employers?

Perhaps one of the problems is the general lack of a decent level of salary to justify the expenditure on training? Who knows. I do know that very often there is a reason why some people remain paralegals for a long time and are unable to get a training contract. It involves the words 'commitment' and 'lack of'. 


Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.

Wednesday, January 14, 2015

A Psychic's 2014 New Year Predictions Revisited

A Psychic's 2014 New Year Predictions Revisited
Last year we carried an article in our January Newsletter about predictions for 2014 by an expert online psychic, Craig Hamilton-Parker (taken from www.psychics.co.uk). We have also included his 2015 predictions below to see how he does when we revisit in 2015. Mr Hamilton-Parker charges £1.53 per minute for his services via telephone consultations.

Online Psychic Predictions for 2014 - how many did Craig get right?
1. The Dalai Lama will be taken seriously ill (incorrect).
2. Pope Francis will initiate a new spiritual mission to help the mentally ill (incorrect).
3. Syria will be partitioned into Alawite and Sunni provinces. Assad will go into hiding. (incorrect).
4. Gunman rampage in Kansas. Similar attack on the London underground. (incorrect).
5. Strange luminous plankton seen under the sea that cannot be explained by scientists (incorrect).
6. Remains of an ancient civilisation uncovered in Greenland (incorrect).
7. Oprah Winfrey launches new spiritual chat show bringing many world religious leaders to book (incorrect).
8. UK postal strikes backed by other trade unions and transport brought to a standstill. (incorrect).
9. Nick Clegg resigns (incorrect)
10. Massive fire in Mexico City (incorrect).
11. New Orleans flooded again (incorrect)
12. Factory explodes in Southern USA causing a chemical cloud (incorrect).
13. Australia has biggest bush fire ever (incorrect).
14. Japan builds a nuclear bomb (incorrect)
15. US economy soars ahead (correct – US economy grew by 5% in last quarter)
16. Massive riots at the Brazilian World Cup (incorrect).

Score: 1 out of 16.
Craig Hamilton-Parker's Predictions for 2015
1. Prince Harry will get engaged
2. Major volcanic eruptions in Japan and Hawaii
3. National Health and Police strikes with riots in London
4. Joan Collins dies
5. Royal family death
6. Strange fluctuations in the Earth’s Magnetic Field Detected
7. A Nuclear submarine will get into serious problems.
8. 2015 will be a year with a lot of Maritime problems and there could be a very serious disaster – akin to the sinking of the Titanic.
9. Economically, India will rise faster than China in the coming years
10. Josefina Vázquez Mota will become the first female president of Mexico.
11. There will be a bad earthquake during 2015 in Mexico City.
12. Many countries may see terrorist attacks from loan gunmen. I ‘see’ Berlin, Rome and Paris as targets but a simultaneous London attack with be thwarted.
13. There will be a celebrity kidnapping and an attack on a member of the Saudi Arabian Royal Family
14. The Conservatives will win the UK election by a whisker. Cameron will be ousted just after the election despite his electoral success.
15. During 2015 Jeb Bush will gain popularity and will win the American Election in 2016.

I suspect litigation lawyers may make good psychics – after all they spend a lot of time dealing with client enquiries about the strength of their cases. If you can read the mind of a judge surely you can produce better predictions than a professional psychic?
If you would like to make your own predictions for 2014 please add your comment to this article. We will then revisit all predictions in January 2015.

Jonathan Fagan is Managing Director of Ten-Percent Legal Recruitment and a non-practising Solicitor. Ten-Percent Legal Recruitment provides online Legal Recruitment for Solicitors, Legal Executives, Fee Earners, Support Staff, Managers and Paralegals. Visit our Website to search our Vacancy Database. Our Legal Careers Shop has eBooks on CV Writing for Lawyers, Legal Job Interview Guide, Interview Answers for Lawyers, NQ Career Guide, Guide to Finding Work Experience or a Training Contract and the Entrants Guide to the Legal Profession.