Your company was just named in a new complaint, and there’s no obvious choice of counsel to defend you. What do you do?
You ask around internally to see whether any of our lawyers has worked with good counsel in the jurisdiction. Perhaps you ask a trusted outside lawyer or two for recommendations. You narrow the choices down to two or three candidates, and you decide to interview the top three firms.
This brings us to the subject of this post: What do you ask at the interviews?
Let’s continue the good cheer. Back in the spring, we wrote about a law student who was thinking of dropping out of school. He sought our advice — and, surprisingly enough, my colleague Elie Mystal advised this fellow to stay in school (even though Elie is generally not a fan of legal education).
Some commenters disagreed with Elie (shocker), and urged the kid to drop out. But now we bring you an update suggesting that perhaps Elie’s advice was sound….
There are no magic questions to take through the interview process. There are only areas to be examined. Life is one long extemporaneous speech. It is not canned dialogue. The student who prepares and understands the areas that are significant to her decision will know where to focus her questions.
Some questions should be directed at associates, while others should be directed to partners. Students sometimes forget that they can actually learn something more about the firm by asking questions. Yes, the questions you ask will be assessed by the interviewer; but please don’t ask certain questions for the sake of asking questions.
This helpful information is provided by Lateral Link’sFrank Kimball. What follows is an outline of areas you may want to consider, but remember who your audience is….
As part of your interview preparation, you should familiarize yourself with the kinds of questions you may be asked and prepare responses to those questions. Nothing turns off an interviewer more than “ummms” and “uhhhs.” You don’t have to memorize your responses verbatim (and you shouldn’t), but being prepared will help you avoid any Miss Teen South Carolina answers to any interviewer questions.
While it is impossible to cover every single question an interviewer may ask, Lateral Link’sFrank Kimball, legal recruiter and former hiring partner, provides his recommended responses to commonly asked questions, adds comments explaining the purpose of the question, and points out any “traps” the interviewer may be setting by asking you the question.
Congratulations! After enduring several hours of OCI “speed dating,” you scored a callback interview. You have done your research, gotten “in the zone,” and it’s off to the firm reception area for a day of interviews. You’re tense — which is proof that you’re alive and that you care. You’re worried that you don’t know as much as you should — which is proof that you are not arrogant or presumptuous. You’re as focused as you were the day before final examinations began at the end of first year — because you know there is a lot on the line.
Exhale, check your breath, and make sure you reviewed the following tips, courtesy of Lateral Link’sFrank Kimball, before you set out for your interview….
Somehow, because I’m working in-house and writing this column, I’ve become the adviser to the disaffected. A correspondent now asks: “I’ve worked at a Biglaw firm for several years, am at the end of my rope, and am interviewing for an in-house job next week. How will an interview for an in-house job differ from a Biglaw interview?”
I have three reactions: First, the interview may not be different at all. The in-house lawyers who are interviewing you may be veterans of Biglaw, and they may not have changed their interview styles when they changed jobs. Being qualified and pleasant may be plenty to land the job, as it is at many large law firms that are hiring new associates wholesale.
But the interview may be different in two ways that you should consider….
As the owner of a small law firm, I’m always surprised at how many blind résumés I receive in the mail. First of all, who even uses mail anymore? Does anyone seriously think that I’m going take them more seriously because they used cream-colored, 100% cloth, 24-pound bond paper? I’m not.
But forget the résumés for a minute; for me, it’s the cover letter that tells me whether I want to interview this person. Over the years, I’ve received thousands of cover letters from lawyers and law students. I’ve gotten to the point where I really don’t need to read the résumé before I’ve made my decision.
So with that in mind, here are 11 tips for writing cover letters to potential employers.
1. Spell my frikkin’ name right. You’d be astounded at how many times candidates blow this one.…
It’s been many years, but I still remember the steps I took to land a job at a small law firm. Even though some of the methods have changed with technology, law students and potentially on-the-move associates might find this tale instructive.
After flaming out in the on-campus-interviewing process, I went to the library and looked up law firms in the Boston area. (This was before the Internet but after libraries.) I wrote down the names of dozens of firms, then went to the Martindale-Hubbell books and looked up the different firms. (Yeah, I know: quaint.) I selected lawyers whose practice areas or backgrounds or law schools or something seemed like a match for me, and I wrote down (in actual handwriting) their names and contact information. I then went back to my apartment, fired up the Wang word processor (OK, now I’m just messing with you), and entered them into a mail-merge form letter.
I then mailed dozens of nearly identical form letters (“Dear Lawyer …”) to attorneys around Boston, enclosing completely identical copies of my résumé. The letters said basically the same thing as the résumés, except in paragraph form (I used bullet points in the résumé), and asked for an interview.
As part of a nationwide tour, Above the Law is coming to the great city of Chicago.
Join preeminent law firm management consultant Bruce MacEwen, Katten Muchin Chicago managing partner Gil Sofer, and JPMorgan Chase & Co. assistant general counsel Jason Shaffer for a panel discussion (sponsored by Pangea3) on the evolutionary and market forces bearing down on the law firm business model. Come on by Thursday, November 20, at 6 p.m., for thought-provoking discussion, food, drink, and networking.
Space is limited and there will be no on-site registration, so please RSVP
Average law school debt for graduates of private universities hovered around $122,000 last year. With only 57% of new attorneys actually obtaining real lawyer jobs, recent graduates have a lot to consider when it comes to managing their student loan payments. Thanks to our friends at SoFi, today’s infographic takes a look at student loan debt, including the possible benefits of refinancing for JDs…
Kinney Recruiting’sEvan Jowers is currently in Hong Kong for client meetings and still has a few slots available through October 22. Evan will also be in Hong Kong November 14 to December 15. Further, Robert Kinney has been in Frankfurt and Munich this week and is available for meetings with our Germany based readers.
One of our key law firm clients has referred us to one of their important clients in the US, Europe and China – a leading global technology supplier for the auto industry – in order to handle their search for a new Asia General Counsel and Asia Chief Compliance Officer.
Kinney is exclusively handling this in-house search.
This position will have a lot of responsibility and include supervision of eight attorneys underneath them in the Asia in-house team. The new hire will report directly to the global general counsel and global chief compliance officer, who is based in the US. The new hire’s ability to make judgement calls is going to be as important as their technical skill set background.
The position is based in Shanghai and will deal with the company’s operations all over Asia and also in India, including frequent acquisitions in the region.
It is expected that the new hire will come from a top US firm’s Shanghai, Beijing or Hong Kong offices, currently in a top flight corporate practice at the senior associate, counsel or partner level. Of course, the candidate can be currently in a relevant in-house role.