2011 is shaping up to be an exciting year for private practice recruitment.  Over the past 18 months, leadership teams have focused more sharply on their firm’s strategic advantages and goals for growth.  Firm and practice group goals were evaluated, plans were developed and benchmarks set.  These strategies are now being executed.  This means Australian and international firms are now recruiting with a strong focus on growth markets.  Many new roles are already on the market with more expected in the coming months.  The number of job applicants is also increasing, demonstrating a strong desire to source new opportunities.

Where is the Demand?

Busy practice areas with high levels of recruitment activity include construction, property, planning & environment, energy/resources, insurance, workplace relations and litigation/insolvency. While mid tier firms were more active in the market over the past 18 months than top tier firms, this is starting to shift. 

Partners with transferable practices are in demand particularly with mid tier firms, as is the perennial 3-5 year lawyer.  There are some opportunities for less experienced lawyers, however strong academic results and quality experience are prerequisites.

Candidate Registration
A significant number of private practitioners are interested in new opportunities.  Also contrary to the norm, lawyers who have been working in-house are also considering opportunities in private practice. Many are seeking to capitalise on the improved economy and greater number of opportunities. 

International markets
With indications that the UK recession is coming to an end, activity in London is increasing.  This is a good sign for lawyers with aspirations of working in the UK.  Some larger firms are recruiting Australian lawyers with first rate experience and credentials. 
Expatriate Australian lawyers are still returning home and are making contact with recruitment agencies.  Most are hoping to return directly to a position, which is not always possible.

Overcoming competition for quality staff

Firms are reviewing their strategies to attract quality candidates, including offering sign-on bonuses and relocation allowances.  Competition for quality lawyers is increasing with counter-offers being made to some candidates, and not just from their current employer – interestingly, in a couple of cases, offers of employment were made from the lawyer’s referees.  While money is one factor in determining a lawyer’s decision to move, the other major factors include better mentoring, career progression, better quality work and better work/life balance.