Lateral interview season is about to kick off. You’ll likely see several law firm vacancies pop up early in the new year as firms struggle to find replacements for attorneys who jump ship after receiving their year end bonus.
In preparation for the upcoming interview season, the recruiters at Lateral Link have compiled a list of the top five tips to help you ace your next law firm interview.
1. Be prepared: Preparation is key. Do not try and “swing it” and go to an interview unprepared. Understand what is at stake when you go into an interview — getting hired. Back in the good ole days, your résumé alone was sufficient to get you a job. The interview process was merely a formality and a way for firms to screen out people who were completely socially inept. Today, the résumé is only one component of your candidacy….
A story I often tell is about the first time I took a deposition. I got there early, and I thought that the most important thing was to control the witness. I didn’t realize the first time around that the way you control somebody is not by intimidating them. But I adjusted the chair that I was sitting on so that I’d be really tall, and could look down imposingly on the witness. But I raised it so high that as soon as I sat down, I toppled over and fell backward.
My suggestion has always been short and pointed: “Say something smart. Say something funny. Ask a good question. And get the heck out of there.”
What about on the other side of the table? I really don’t trust interviews. I don’t believe that it’s possible to tell during a half hour or an hour whether someone is truly competent or a great bluffer. I never thought I learned much from forcing people to talk about their résumés. So when I was interviewing candidates for jobs at a big law firm, I’d try to identify something that the applicant claimed to know — a practice area, a procedural issue, a case the person had defended — and engage the person on that subject. I figured that I was thus showing interest in something about the applicant while giving myself a chance to assess whether the applicant was sentient.
But now I work at a place that sells human resources consulting as part of its business. That requires folks to think a little harder about interviewing techniques. After all, if you’re offering professional advice about conducting interviews, you ought to interview your own job applicants effectively. I’ve recently been educated on this subject and, as a dutiful blogger, I’ll share with you what I’ve learned. What is behavioral interviewing, and why is it better than traditional interview techniques?
A lot of people ask me how I ended up in this in-house gig. Oh fine, nobody has asked, but darnit, I’m gonna tell you anyway. And I’ll even include a couple of tips that I think helped me. I’ll assume you’re already familiar with a lot of basic interview tips, such as doing your research, preparing a great résumé, and not picking your nose in front of the receptionist, so I’ll avoid mentioning those.
I like to call the interview process I had for my current job the Shortest Interview Process Ever (SIPE, for short). If you’ve worked at a company before, you’ve probably noticed that companies absolutely love, love, love acronyms and use them all the time. Just FYI, your ability to learn acronym-speak is directly proportional to your success as an in-house lawyer, so feel free to start making up your own and using them on your BFFs!
At one point, after a few years in Biglaw, I called a recruiter I had used before and asked if there were any jobs out there. The recruiter was not happy to hear from me. But this was reasonable because, a few years earlier, he had helped to get me a job offer — that I didn’t take. At that time, I had four job offers (obviously, this wasn’t during the economic hellhole that we’re in right now) and decided to go with one other than his. So understandably, he wasn’t a happy camper to hear from me this time around….
I was hiking in Iceland this past summer. We were pretty high up – around 1,000 meters – and it was raining hard, high wind, snow on the ground.
“Damn, it’s cold,” grumbled one of my American companions.
An Englishman behind us stumbled over a patch of frozen volcanic ash. “There’s a clue in the name, mate,” he offered helpfully.
Some things are so obvious they really don’t need to be explained anymore. Like it’s icy in Iceland. Like it sucks working at a big law firm. You kinda ought to know that by now — which is why interviewing 2L’s feels so heart-breaking.
I should know; I’ve been listening to senior and mid-level associates for the past month, telling me how much it sucks interviewing 2L’s….
And be careful about what you place in the trash. Law firms have paper shredders for a reason; use them. Consider this your practice pointer for the day.
Earlier this month, an ATL reader sent us a collection of documents relating to Sullivan & Cromwell’s on-campus interviewing program at the University of Michigan Law School. For the record, our tipster didn’t have to go dumpster diving for this find. The documents were contained in a black binder that was conveniently placed on top of an outdoor recycling bin, where it caught our reader’s eye. (As we all know from California v. Greenwood, you have no reasonable expectation of privacy in stuff you leave in the trash.)
So, what was in these documents? The contents will be of interest to partners and associates at other firms, as well as law students going through the OCI process right now….
Every couple of years, people need to be reminded not to have private conversations in public spaces. Who could forget Acela Bob, the Pillsbury partner who talked about firing people on a crowded train?
University of Virginia law students, that’s who. Yes, we have another installment of: when popping your collar goes real wrong. On the way back to Charlottesville from New York City, a group of UVA Law students were waiting for their flight out of LaGuardia. They started talking about how their callback interviews went. They started talking loudly.
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….
Today is Friday, September 9, 2011. Do you know why today is special? Here’s the answer:
Yes, that’s right — we’re smack dab in the middle of the clerkship application season. Today was the first date and time (10 a.m. Eastern) when judges could contact applicants to schedule interviews, pursuant to the official law clerk hiring plan.
Let’s talk more about the process — and hear from those of you who are going through it….
Hey, have you read Above the Law for like one single minute in the past month? If so, you probably know that we’re having this big blogger conference on March 14th at the Yale Club. Yeah, the Yale Club. You’ll be able to recognize me: I’ll be the only big… blogger guy surreptitiously holding a can of crimson spray-paint.
Speaking of coming, you should come. We’ve got CLE and all that. Click here to buy tickets to get CLE credit for listening to bloggers scream about stuff on the internet.
To refresh your memory, details on the panel that I’m moderating — almost entirely sober, mind you — follow.
My panel is called Blogs as Agents of Change, and we’re going to talk about whether all of these spilled pixels are actually making a difference. You know my view… just ask Lawrence Mitchell, but here are the panelists:
So you spent a considerable amount of time courting, selling and maybe even doing some friendly stalking of that attractive lateral partner candidate with a sizable book. After he or she ignored your emails and didn’t return your calls, a few weeks go by and you read a press release in the legal media announcing the recent move to a competing firm.
Rats. Another one got away from you. You cringe when you consider how much time was spent in meetings that did not bear fruit. Your heart aches when recall how you were led to believe this was a marriage made in heaven.
You have been rejected.
The sting of rejection is painful, even for fancy law firms. But you need to find a way that you can turn this disappointment into a legitimate learning experience.
No, this isn’t a pre-party before we come back next fall for the real thing. This IS the real thing. Quinn Emanuel is pushing the envelope on recruiting. The party is now. This is when you meet the partners and associates face to face. This is when we begin the dance that could land you an offer for your second summer BEFORE school starts in the fall.
First: You come to the party. Second: If you like us, you send your resume after June 1, 2014. Third: If we like each other, you get an offer.
We’re not waiting for fall. We’re not doing the twenty minute thing. This party is the real thing!
We hope you’ll join us, and look forward to meeting you.
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