The ABA, and law schools in general, have been really slow to respond to the new realities of legal education. There’s institutional resistance to changing the way things have always been done.
Arguably, a company like BARBRI can be much more flexible in response to student needs. And, as many tipsters have told us over the past couple of weeks, BARBRI is making some changes. Which is kind of a nice way of saying that BARBRI laid off some people.
I recently spoke with BARBRI president Mike Sims about these moves…
But even changes to the curriculum still contemplate making most students waste another year of tuition while they wait to take the bar and start their job search in earnest.
Out in Arizona (I’m still allowed to write about Arizona without having to prove my status, right?), some are pressuring the state supreme court to skip ahead and allow 3Ls to sit for the bar exam in February. They argue that the change will allow students to pass the bar before they graduate; that way they don’t have to wait until the fall to find out if they’ve passed the bar in a state where there aren’t a lot of jobs for students who have their bar passage “pending.”
Sounds like a great idea, so of course some people have a problem with it. You know, because then students will spend time caring about the bar during their third year, instead of reading Above the Law in class…
Isn't there anyone here who can pass the bar exam???
As thousands of students are currently embroiled in state bar exams across the country, law schools are beginning to wonder about the next crop of exam takers. They’re wondering if next year’s class will bring shame or glory upon their institutions.
One law school seems to be getting proactive about its bar passage rate. Instead of being content with a rate that is near the bottom in its state, they’re making 3Ls engage in some remedial studies.
The only problem is that they only just informed the students last week, and the mandatory course will only apply to students who received poor grades way back during their 1L year.
UPDATE (5:57 PM): Duquesne responded and defended their requirement; see their statement below…
* Man busted for drunk driving in a toy car. I hope it’s still legal for me to get wasted and operate my remote control Grave Digger, or else my Saturday night is screwed! [Legal Juice]
* This is a good question: where does the Biglaw coffee come from? I’d also ask the question, “why does it always taste like s**t?” and “how come they serve it to you in thimbles?” Bottom line, back in the day, when secretaries or interns used to make the coffee, you could get coffee just the way you like it, not some generic crap from whatever minimum wage worker handles the machine in the firm cafeteria. [Law and More]
* What nannies need to know about Workers’ Compensation. OR: What expectant fathers wish nannies didn’t know about workers’ comp. [National Nannies]
* Gene patents may truly be capitalism at its worst. [WSJ Law Blog]
Dick intentionally spits on Prudence while she is asleep. Several weeks later, Prudence learns of Dick’s act. Dick is liable for battery.
– hypothetical in a bar exam review outline for Torts. A reader posits: “I truly do not think the writer of this example, with an infinite number of possible battery examples at his or her disposal, had an innocent mind at the time of the example’s writing.”
Somewhere down there live law students worse off than you.
You don’t see this every day. We have one law school offering the recent graduates of more prestigious law schools the job of teaching its law students how to pass the bar. It’s probably a great opportunity for people with only limited experience to get into legal academia, but man, I think it would make the students at the offering law school feel kind of crappy.
I mean, the position their school is looking to fill is called “Bar Passage Counselor.” It’ll be a non-faculty, administrative position. One of the core duties will be to “teach a law school course developed to increase students’ likelihood of bar exam success.” Isn’t that, like, the whole point of law school? What does it say about this law school that it’ll be looking for a non-faculty person to spearhead this effort?
At least they’re trying to fill this position with a person who went to a good law school….
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past six years. You can reach them by email: email@example.com.
We currently have a very exciting and rare type of in-house opening in China at one of the world’s leading internet and social media companies. Our client is looking for an IP Transactional / TMT / Licensing attorney with 2 to 6 years experience. The new hire will be based in Shenzhen or Shanghai. Mandarin is not required (deal documentation will be in English) but is preferred. A solid reason to be in China and a commitment to that market is required of course. This new hire will likely be US qualified (but could also be qualified in UK or other jurisdictions) and with experience and training at a top law firm’s IP transactional / TMT practice and could be currently at a law firm or in-house. Qualified candidates currently Asia based, Europe based or US based will be considered. The new hire’s supervisors in this technology transactions in-house team are very well regarded US trained IP transactional lawyers, with substantial experience at Silicon Valley firms. The culture and atmosphere in this in-house group and the company in general is entrepreneurial, team oriented, and the work is cutting edge, even for a cutting edge industry. The upside of being in an important strategic in-house position in this fast growing and world leading internet company is of the “sky is the limit” variety. Its a very exciting place to be in China for a rising IP transactional lawyer in our opinion, for many reasons beyond the basic info we can share here in this ad / post. This is a special A+ opportunity.
If your firm is in ‘go’ mode when it comes to recruiting lateral partners with loyal clients, then take this quiz to see how well you measure up. Keep track of your ‘yes’ and ‘no’ responses.
1. Does your firm have a clearly defined strategy of practice groups that are priorities of growth for your office? Nothing gets done by random chance, but with a clear vision for the future. Identify the top practice areas for which you wish to add lateral partners. Seek input from practice group leaders and get specifics on needs, outcomes, and ideal target profiles.
2. In addition to clarifying your firm’s growth strategy, are you still open to the hire of a partner outside of your plan? I’ve made several placements that fit this category. The partner’s practice was not within the strategic growth plan of my client, but once the two parties started talking with each other, we all saw how it could indeed be a seamless fit. Be open to “Opportunistic Hires.” You never know where your next producing partner might come from, so you have to be open to it. I will be the first to admit that there is a quirky element of randomness in recruiting.
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