Often the summer slow-down is a useful point to both take stock of the year so far and also to re-evaluate where you have been successful (or otherwise!) It’s also a good time to try to fit in some of those non-fee earning duties which form a crucial yet hard to quantify part of any role, such as marketing and networking.

One of the interesting aspects of a legal recruiter’s role is building a comprehensive knowledge of the market and the manner in which various practices work and differ from each other; what they expect from their fee-earners in terms of billable hours, the culture that they have, and the client interface enjoyed by their non-partners.

Some firms will expect the rank and file to be out at events getting their faces known and talking about the brand which they represent; others are more reluctant to send their assistant solicitors out when they have designated business development executives, or where it viewed solely as being a partner’s responsibility. Interestingly there appears to be more of a tendency for the smaller firms to allow their assistants to attend networking events, with the larger practices being represented by non-lawyers, partners or not at all.

It’s fair to say that about 60-70% of the lawyers we meet are not huge fans of the marketing & networking side, preferring to allow others to undertake this where possible. This is understandable as the prospect of walking into a room of strangers with the ultimate aim of gaining instructions or referrals is not everyone’s idea of fun. What many don’t realise though is the manner in which they are potentially limiting their career prospects by avoiding business development opportunities, particularly if their peers are being more proactive in this area.

Essentially by the time lawyers reach the 3-4 year PQE level there can be a clear difference in terms of what they can bring to the table when looking at a new role, with this gap widening with subsequent years of PQE. Recently we have met with associates at top tier practices who are unable to offer any kind of following whatsoever, yet in contrast we have met others from smaller outfits who can bring an active client base which not only covers their basic salary costs but will also generate additional profits for a new practice. As an employer it’s a no-brainer as to which individual to meet, particularly as recent history has shown that business is fragile and a busy pipeline of work can quickly dry-up unless there is a flow of new instructions to supplement this.

In a thriving market there was little or no requirement for non-partners to bring work with them when making a move, particularly in the transactional areas, as the level of instructions remained high and the main requirement was for talented individuals who could cope with the already existing caseload. Consequently an associate at a top tier firm could expect to move to a competitor as a senior associate and thus the calibre of practice on a CV was often the most crucial aspect.

However now that the market has turned there are a number of very capable lawyers who are finding themselves trapped in a ‘dead man’s shoes’ situation, where they are waiting to make partner yet until such openings exist at their present firm they will be treading water where they are. These individuals are hamstrung by a combination of lack of opportunities with competitors and an inability to bring work with them which might tempt another firm to view them as an opportunist hire.

The lawyers who are able to make a move are the ones who can bring work with them; these individuals are now finding a range of opportunities which would perhaps have been closed to them before and are in fact overtaking others on the career ladder. Associates with followings are currently negotiating partner-level roles with other firms which are keen to bolster a particular area, whilst other associates at supposedly better practices are finding the offer of partnership a long way off.

The conclusion? Quite simply the requirement for solicitors to engage with clients from an early point in their career has never been more crucial, particularly for those with partnership in mind. If you build and retain a loyal client base you will be valued much more highly by your employer, who should recognise the contribution you make through higher salary and/or better career prospects and progression. If they don’t recognise this then you will also find that the opportunities for solicitors with followings are far greater and that you are a much more attractive and far less risky hire, perhaps even at a higher level than that which you currently enjoy.

If you’re interested in keeping your career within your own hands it’s time to get out there and get yourself known.

To discuss opportunities in your local market where your client following can make a difference call one of our specialist consultants at VG Charles & Co for career guidance on 0121 233 5000/020 7649 9094