Legal Secretary - Belfast - Different Areas of Law

Job Description

VANRATH are delighted to be assisting a leading firm in Belfast City Centre with the recruitment of a Legal Secretary.

The role will be performed within Monday - Friday 9.00am - 5.00pm - Permanent position. Flexibility available on shifts.

Different areas of Law available

Salary

£24,000 - £28,000 (Fully negotiable) - highly competitive rate of pay (Negotiable) + Great benefits & Flexibility on working hours

Responsibilities

  • All forms of typing / audio typing - letters, faxes, memos, emails, documents,
  • Preparation of Court documents and Briefs
  • Preparation of documents and filing of statutory returns
  • Making telephone calls and receiving telephone messages on behalf of the solicitor
  • Sending and receiving e-mail messages on behalf of the solicitor,
  • Making appointments, keeping records and contacts up to date,
  • Filing, faxing and photocopying duties, keeping records up to date,
  • Being a support to the firm and the wider team, as and when required.

The Ideal Person

  • Legal Secretary experience is essential

For further information on this vacancy, or any other job in Belfast or wider Northern Ireland, please apply via the link below or contact Jack Groves on 02890330250 or jack.groves@vanrath.com in the strictest confidence.

Depending on how they work, there are several types of recruiters. The most important distinction is the one between external and internal recruiters.

External recruiters (also known as independent or agency recruiters) don't work for a specific company. Instead, they work on their own and recruit employees as needed for clients who hire them.

Internal recruiters, also known as in-house recruiters, work for one specific company only and help them source and hire new employees.

So, should you hire an internal or external recruiter? While there is some debate that an internal recruiter will act in the best interest of the employer and the external recruiter will act in the best interest of the candidate, in reality, both will do their best to find a great employee for their organization.

This distinction matters because having an internal recruiter on board means another person on your payroll. If you run a startup or a small company, you probably can't afford an internal recruiter and you're better off with an external one.

Additionally, there are niche recruiters and recruitment agencies, specializing in a certain field. As of late, there is a huge demand for IT positions and the number of IT or technical recruiters is on the rise.

No matter the type (external or internal) or their niche, there's a common set of recruitment skills that every good recruiter needs to have to do their job well. Here are some of them and how you can spot them in a recruiter.

1. Attention to detail. As we've recently written, attention to detail is not important for every position out there, but it's vital for recruiters. As they can work with a relatively small talent pool, it's extremely important to remember every detail. This means who they've talked to, their position, their willingness to apply for a new job etc.

Details like these could ruin a company's reputation if the recruiter is reckless. There's a famous case of an external recruiter who tried to recruit the employees of the company that hired him.

2. Marketing skills. Finding top talent in today's market is extremely hard. The number of open positions is much higher than the number of applicants (especially for IT and other hot industries) and candidates won't rush to any company out there.

This is why great recruiters also need to be great marketers and know how to sell the position and the company, using the latest marketing tactics. Communication skills. No matter the position they're trying to fill, the recruiter is the key link between a company and a candidate. Depending on the impression they make, they can either attract or discourage the candidate for applying. As such, recruiters need to have excellent communication skills and be able to entice candidates to apply. These skills are highly important for all positions, but they're critical for industries such as engineering, which tends to have more introvert applicants.