If the professional world were a zoo, Biglaw attorneys and in-house counsel would be kept in separate cages. They live in distinct environments and, according to a group of general counsel at the InsideCounsel SuperConference, have very different characteristics.
GCs from Kaplan Higher Education, Navistar, and Johnson Controls got together for a panel about building great in-house teams. It started with some general advice: Ask for writing samples from applicants, don’t hire applicants who use “I” during their interviews, and help to develop your workforce.
“Attorneys don’t tend to be precise and concise when they talk,” said Janice Block of Kaplan Higher Education. She has training sessions to help new hires improve their communication skills, so they can explain what they do for the company if they get stuck in the elevator with the CEO, for example.
Not surprisingly, companies are getting tons of applications for in-house positions these days. “In a market like now, we have lots and lots of people interested in joining the company,” said Jerry Okarma of Johnson Controls, a technology company based in Wisconsin. Attention, diverse candidates: “We have a hard time finding African–Americans in Milwaukee,” said Okarma.
People at the conference told me they’re seeing some amazing résumés cross their desks. People with 20 years of experience are applying for the lowest-level in-house jobs, said one in-houser.
But note well, law firm types: your experience might be a strike against you. The GCs in this session said they look at candidates with in-house experience first, and then to those with law-firm experience. One GC referred to law firms as the “outhouse.” The session included a fair amount of harping about how the animals are trained in the Biglaw outhouse…