Blogs & opinions
- with the author: Olivia Moore
In order to gain insights into how firms and organisations might adapt to run a successful virtual or hybrid summer placement this year, Olivia Moore speaks to Burness Paull and CMS about the programmes they ran last year.
For April's Stress Awareness Month, our Careers and Wellbeing Manager Olivia Moore explores its key themes of connectivity, certainty and control, and offers some practical tips.
Olivia Moore, Careers and Wellbeing Manager at the Law Society of Scotland, discusses how marking mental health days can be an important way for employers to engage staff, break down stigma and raise confidence to speak about mental health issues.
Careers are rarely linear, yet that doesn't make the unexpected twists and turns any less daunting when they happen. Olivia Moore, our Careers & Wellbeing Manager, discusses the impact of coronavirus on careers and asks if you have a story to share of an unexpected career journey that could help others for our new careers blog series.
Olivia Moore, Careers & Wellbeing Manager at the Law Society of Scotland, explains contextualised recruitment for students, as these systems designed to enable fair access are becoming more common in graduate recruitment.
Olivia Moore who leads our Lawscot Wellbeing work discusses how employers and individuals can get involved in raising awareness to mark World Suicide Prevention Day 2020 on Thursday, 10 September.
Following on from a workshop with high street practitioners Olivia Moore, Careers Development Officer at the Law Society of Scotland, lays out some simple steps for smaller employers to include in a wellbeing strategy following the coronavirus pandemic.
Olivia Moore works in Careers & Outreach at the Law Society of Scotland. In this piece she uses the story of one prospective trainee to examine why employers might want to improve their flexible working practices to accommodate the next generation of solicitors.
You may have heard recently of 'contextualised recruitment' that firms like Pinsent Masons, Dickson Minto and Morton Fraser are implementing via a company called Rare. It's designed to improve social mobility, but what does it all mean?