Tell us about your journey as a recruiter
Like many, I sort of ‘fell’ into recruitment whilst I was in my final year of law school. I had no intentions of working in recruitment long term – I’d always intended to practice law. I began as a candidate manager at an international recruitment firm and worked my way up to eventually managing the legal team. I really enjoyed it. Recruitment is a very ‘people-centric’ industry and that resonates with me. I joined Beacon Legal in 2018, focussing exclusively on in-house legal recruitment, and now head up Beacon’s in-house legal function.
What changes do you see happening in the recruitment industry in the next 12 months?
There’s no doubt that the recruitment dynamic has shifted recently. It was very much a candidate’s market in 2021 and 2022. This year we’ve seen fewer job opportunities, salary stagnation, redundancies and the like. It’s not dire straits, and good legal candidates are still very marketable, but the landscape is very different to what it’s been for the last couple of years. The recruiters who will navigate the next 12 months effectively are those who have built (and will continue to build) strong candidate and client relationships over time. ‘Transactional’ recruiters will find it very difficult.
What's one piece of advice you'd give to employers?
Nail the recruitment process. This means you (and your interviewers) need to be clear on the following: who you are as a business, what differentiates you from your competitors, what you’re looking for in a candidate and what your recruitment process looks like logistically. You also need to be very clear on what the candidate is looking for and be able to sell your offering accordingly.