Back in September, we mentioned that interviewees for the DOJ Honors Program were learning of their good fortune. Now the process has proceeded one step further — for some lucky individuals, to completion.
We heard from one offer recipient from the Civil Division, but we suspect this person is not alone. According to the Key Dates section of the Honors Program website, job offers are being extended from November 6 through mid-December 2009. In mid-December, candidates not selected as finalists will be notified.
More info about the process, plus the chance to comment, after the jump.
Who says the wheels of government turn slowly? Earlier this month, we reminded you that Justice Department Honors Program applications were almost due. Now, three short weeks later, candidates are hearing back about interviews. Sources report:
“DOJ Honors interview notifications have gone out. I was fortunate enough to snare one in the Civil Division. You might want to put up an open thread for discussion.”
“Interview invites came out Wednesday, information about which component came out Thursday. Open thread?”
We aim to please. Here you go.
If interview notifications went out on Wednesday, was that ahead of schedule? According to the list of key dates on the Honors Program website, today is supposed to be the day that the DOJ “notifies candidates selected for interviews by e-mail.”
Feel free to discuss the Honors Program interview process — which components you’re interviewing with, what you’d like to know about the process, or what you already know about the process (for those of you who have been through it) — in the comments.
This morning, we reminded you about judicial clerkships as one career option to explore. Now we’d like to remind you of another: the Attorney General’s Honors Program, at the U.S. Department of Justice. The application deadline is this coming Tuesday, September 8.
For those of you who aren’t familiar with the DOJ Honors Program, here’s a description:
The highly competitive Honors Program is the only way that the Department hires entry-level attorneys. Selection for employment is based on many elements of a candidate’s background including academic achievement, law review or moot court experience, legal aid and clinical experience, and summer or part-time legal employment. The Department also considers specialized academic studies (including undergraduate and post-graduate degrees), work experience, and extracurricular activities that directly relate to the work of the Department.
Sure, the U.S. Department of Justice has some issues right now. But a great many talented and dedicated people still work for the DOJ — and aspire to work there:
You should do a fall recruiting thread on the DOJ Honors Program. Interviews are happening for the next [few] weeks. It would be interesting to hear the thoughts of and get information from interviewees, as well as current and former DOJ attorneys. What do you say?
We say: Sure! Here’s the thread you’ve requested. For those of you who aren’t familiar with the Honors Program, here’s a description:
The Attorney General’s Honors Program
The highly competitive Honors Program is only way that the Department hires entry-level attorneys. Selection for employment is based on many elements of a candidate’s background including academic achievement, law review or moot court experience, legal aid and clinical experience, and summer or part-time legal employment. The Department also considers specialized academic studies (including undergraduate and post-graduate degrees), work experience, and extracurricular activities that directly relate to the work of the Department.
More details, including eligibility requirements and a timeline, are available here.
To get things started, we toss out a few possible topics, after the jump.
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 seven years. You can reach them by email: email@example.com.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.