While law firms face difficulty sourcing candidates, in-house vacancies continue to generate enormous levels of interest. Strong competition for such roles has been the norm even before the GFC struck and its fallout should have caused most organisations to dramatically reduce legal spend by bringing more legal work in-house; this has yet to translate into widespread action.

An improving economy has created the assumption that demand for in-house lawyers will increase in 2011. This prediction, though accurate in a general sense, must be read in conjunction with the following: 1. A two-speed economy: many of those positions will be created in organisations directly connected to the oil, gas and mining sectors;

2. International organisations still suffering from the GFC and restructuring;

3. High numbers of experienced in-house counsel not in full-time positions following retrenchment.

These factors combined mean that the nominal headcount of in-house counsel will increase in 2011 but will be confined to certain sectors which will expect demonstrated industry knowledge/experience from candidates.

In-house candidates should consider the following to increase their competitiveness in a tight market:

* Returning to private practice. It is vital to maintain skill level and a full time position will ensure this. Due to a candidate-short market and changing perceptions of in-house lawyers, law firms are increasingly open to candidates returning from an in-house role.

* Qualifying as chartered company secretary. Always an advantage, this is often a strict requirement for greenfields or autonomous positions.

* Moving interstate. Different types of organisations may tend to headquarter in particular states. In a market that is far from buoyant, the ideal role be found outside ones normal city of residence.

* Moving into a commercial role. In-house lawyers often see themselves more as commercially focussed professionals with a legal qualification than black-letter lawyers. A contracts/commercial manager position is therefore a natural fit for the skillset of many in-house lawyers. Such roles may create an alternative and rewarding career path in of themselves; in addition, experience in such roles will augment commercial acumen, vital to success in senior in-house roles.

Kenneth Willis Randstad Legal - Consultant T 03 9590 2267 M 0421 386 014 Kenneth.Willis@randstad.com.au