While every country has its own quirks when it comes to recruiting for law jobs there are some things that are the same the world over. There are lots of traps to fall into that could prevent you from getting that international law job you have always dreamed of.
CV Lacks Focus – You have to think of your CV like an advert, it’s selling you as a candidate to you potential employer abroad so it’s important it’s got a clear focus. Decide exactly what you would like the reader to come away from your CV thinking. You can then focus every element of your CV towards this aim. Don’t include anything unnecessary and keep the document brief.
CV Hides Key Skills – If you are applying for a legal job your relevant qualifications & experience is hugely important. Don’t hide them away at the end of your document. It’s a sad truth but often recruiters don’t read CVs in that much depth and often lose interest before the end. Don’t let important information get lost at the end of your CV.
Over Used Template – Nearly everyone uses Microsoft Word and lots of people use Google. So imagine how many people use the templates that are easy to find. In a competitive job market, like law, there can often be a large number of applicants for a position; anything you can do to help your CV stand out can help your prospects of getting a legal job abroad.
Application Not Addressed to Correct Person – It’s easy to make a mistake when you are sending out lots of job applications especially if you are planning on relocating to another country. However addressing your CV to the wrong person could instantly ruin your chances. The obvious solution might seem to be to send your applications to a generic “Dear Sir” If they have included a name on the advert such a tactic is likely to seem impolite and suggest you don’t have a huge desire to get the job.
Typos and Bad Grammar – Probably the most repeated tip when it comes to CVs and covering letters but Typos and Grammar mistakes can be really costly. Double & triple check it. It is always worth getting at least one other person to give it a quick proof read a fresh set of eyes will spot mistakes you never would have seen.
Untailored Cover Letter – There’s nothing wrong with sending out a generic CV, there are definite benefits to tailoring the document to each job but it’s not essential. On the other hand you must tweak your cover letting for each individual job application you make. Show why you would be the perfect candidate specifically for the job advertised. Use the same phrasing as they have used and you could be on the way to a great international law job.
Talking Too Much – It’s always risky in a job interview that you can end up talking too much. Answer the question briefly giving an extended answer can seem like a good idea but it’s easy to end up rambling and create a bad impression.
Negative About Previous Jobs – The chances are you are leaving your job you are unhappy there, especially if you are thinking about moving abroad. However it won’t help you get a new job by dwelling on the reasons you are leaving your old one. It will make you seem negative person and less attractive as a potential employer.
Asking About Salaries Too Early – Much like a shop wouldn’t ask to see your credit card before letting you through the door you shouldn’t jump the gun when it comes to salary negotiation. That can wait till they offer you the job, any earlier and you’ll just end seeming arrogant hardly an attractive quality in legal professional.
Not Enough Eye Contact – The importance of body language cannot be underestimated many people can get hung up on what they say in an interview when how they are sitting and how they and the tone of their voice. One of the easiest ways to improve your body language is too make more eye contact. It’s easily done and can have great positive effects.
If you are thinking of applying for a legal job abroad avoiding these mistakes could make your search for a new career that much easier.
Employment law and regulations are a complex set of laws that govern the labour environment or sector in a country. Due to the extensive nature of diversification in the labour sector, these laws and regulations have over time become more and more complex, both in content and in interpretation. They govern both the employer and the employee and serve as the basis or foundation for any contracts drawn and signed by both parties. Employers and employees however, find themselves at an acute disadvantage when faced with the daunting task of navigating these laws and regulations. This is where retaining the services of a competent employment law solicitor becomes important.
The concerned solicitors are individuals or firms trained and experienced in all matters that pertain to employment law. More often than not, the established solicitation firms comprise a number of solicitors. These solicitors each have a certain field of the law department and regulations in which they have specialized in. In addition, having dealt with these matters over time, they develop the kind of experiential expertise that one would need from a legal representative.
If you are an employer, retaining the services of such a lawyer is important for a number of reasons. Hiring various persons on different terms of employment will mean having to fully comprehend the contents of the contracts being drawn out. This is to ensure that the contracts being drawn up reflect and cater to the interests of both the company and the prospective employee. Disregarding one minor aspect may introduce grounds for future disproportionate compensation if that employee decides to sue. In addition, terms of employment are rarely reviewed over time and this sometimes makes certain elements of it obsolete as the employment laws and regulations evolve. In all this, the employer needs to have a lawyer beside them at every stage of the decision making process to highlight any necessary aspects surrounding employment law and regulations.
Concomitantly, as an employee, this law and attendant regulations can either be your shield and defence or a loophole through which an employer may escape with your compensation. It is therefore important that before signing any employment terms, one consult an employment solicitor. They will be in a position to explain the various aspects of these statutes as well as interpret the contract explicitly. Trying to understand these laws and regulations as a layman may ultimately prove disastrous. Take some time to call up or visit an employment and regulations solicitor as they will ensure you are in a position to make the best decisions that attend to your interests adequately.
Police are regulated by legislation and can be prosecuted for misconduct and negligence on their part. Under s. 88 of the Police Act 1996, the chief office of police in that area will be liable for any acts and omissions done of police officers that are under his command, acting during the course of employment of their police function. Where the victim has been unlawfully arrested, the chief officer of police will have to prove on the balance of probabilities, the arrest was lawful. The main actions against police are assault, false imprisonment, malicious prosecution, misfeasance in public office, trespass, trespass to goods or conversion, negligence, breaching the Human Rights Act and racial discrimination.
There are limitation issues involved in claiming against actions by the police. An action found under the law of tort cannot be brought after 6 years of the date on which the event in question occurred. The time limit for a civil claim of assault and wrongful arrest is six years that accrues from the date of arrest. False imprisonment starts from the date of the alleged arrest continuing to the date of release from police custody. A case for malicious prosecution starts from the date that the proceedings complained of terminated in the victim or claimant’s favour.
If the case has escalated to trial, a claimant has no right to elect trial by jury. However there is a presumption that trial will be by jury unless displaced by s.66(3) County Courts Act 1986. It is therefore necessary for an application to be made to the court if a jury trial is sought after by the claimant. There is also a statutory presumption in favour of a jury trial in certain circumstances, unless the court is of the opinion that the trial requires a prolonged examination of documents, accounts, scientific or local investigation which will not be appropriate for a trial by jury and would be more efficient to be trial by judge. The claims against police, where there is a prima facie entitlement to a jury are where there is issue of a charge of fraud against the claimant, or a claim in respect of libel, slander, malicious prosecution or false imprisonment.
There is a standard of proof that needs to be established in civil action cases against the police. This means that the court will need to be satisfied that an event occurred or on the evidence put forth, the event was more likely than not did occur. The court will have in mind as a factor, to whatever extent is appropriate in the particular case, that the more serious the allegation the less likely it is that the event occurred and the stronger the evidence before the court, means it will be established on the balance of probabilities.
