* “[T]hree names are unnecessary, and over time I think you’ll see Squire Patton start to take hold.” Sanders got the boot in this law firm merger, and it won’t be long before Boggs follows. [Am Law Daily]
* The “great female brain drain” at Am Law 200 firms isn’t slowing down, and it will only get better if Biglaw firms concentrate less on their failed “fix the women” approaches. [Harvard Business Review]
* Mary Jo White of the SEC promised to dust off an often ignored — but “potentially  very powerful” — section of securities law to pursue financial violations. Be wary of the “innocent instrumentality” doctrine, defense attorneys. [DealBook / New York Times]
* We’ve got some breaking news for our readers from the “no sh*t” department: Law school graduates are still having a very tough time getting jobs as lawyers, and there is no real end in sight. [Sacramento Bee]
* If you’re looking for a way to explain a switch in your undergrad major when applying to law school, show admissions committees how pretty your grades are now. Tada! [Law Admissions Lowdown / U.S. News]
Ed note: This is the latest installment in a series of posts from the ATL Career Center’s team of expert contributors. Today, Marc Luber challenges Jim Saksa’s Slate article, “You Can Do Anything With A Law Degree,” with several viable career alternatives for JDs.
After law school, I took an unpaid internship. When I got my first music industry job in Los Angeles, I was severely underpaid. I sometimes wondered if the job required a high school degree, let alone a law degree. If you asked me then, I would have told you that a J.D. is a joke and that you should stay away from law school at all costs.
In my article of two weeks ago, I threw out the proposition that if you are running a law firm — or a department or practice group in a law firm — the critical mission is to “attract, train, retain and inspire talent.” If you can do this, you are probably going to accomplish great things — and the converse. So the question now is, how do you do it?
Below is the best I have been able to come up with. It is (mostly) from a speech I gave at an IMN conference in 2011. (You can read the original speech here.)
First — and foremost — Talent wants to be with other talented people. They crave it in their souls. They will put up with major “not nice people” and even poor working conditions, if they are convinced that other very talented people are doing it with them in the trenches. Consider Apple and Steve Jobs. He wasn’t thought of as a nice guy; indeed, quite the opposite. But when people looked around the room, they were awed at the skill sets of those in the room with them, and boy did they want to stay in that room, in the worst way. So they put up with Jobs’s not–niceness. (Of course, I do not advocate being this way as a boss — far from it.)
I begin my quest for a fulfilling job by revisitng my alma mater’s career development office (CDO). When I was a law student, the CDO was unhelpful. This was because during my law school’s annual on-campus interview period, even the small firms and local government agencies wanted only the top 10% of the class. So the CDO tried its best to help me and the rest of the peasants scrounge for whatever was left. At this point, the Biglaw dreams and in-house wishes ended, and we were preparing for our multi-season starring role in Lifestyles of the Poor and Unknown, sponsored in part by IBR.
So I was not expecting much from the CDO as far as job leads were concerned. And since I am well past the all-important nine-month deadline for post-graduate employment, I expected the counselor to tell me the cruel truth — that there was nothing the CDO or my law school can do for me — EVER. So to ensure that my visit wasn’t a complete waste of time, I emailed the secretary ahead of time, telling her that I wanted to talk to the career counselor about a number of things other than any available job openings.
The MBTI and its progeny have long been used by government agencies and educational institutions, but it truly has a foothold in corporate America. The MBTI supposedly helps employers to identify potentially successful employees and job candidates to identify their strengths. From the employer’s perspective, these tools offer a chance to identify potential successful hires based on something more objective than hiring managers’ hunches and first impressions.
A recent New York Times Magazine piece detailed an ongoing movement to “revolutionize the human capital resource allocation market” through Moneyball-style, Big Data empiricism. Apparently, employers are becoming more cautious and deliberate in their interviewing processes (the average length of the interviewing period had doubled over the past five years), while at the same time employing work-force-analytics software that can make the process cheaper and more efficient. All in all, around 80% of the Fortune 500 companies practice data-driven assessment in their hiring processes.
Which brings us to the legal industry, an outlier in this “revolutionary,” data-driven recruitment landscape…
One of the best parts of Above the Law is seeing lawyers use their skills in inspiring ways. Sometimes that involves standing up to racist practices and other times it involves actively trolling the wacky stuff we write about. This is the latter case.
Yesterday, we wrote about a curious job listing that a recruiter posted seeking applicants for an Am Law 100 firm that expressly forbid Scorpios. It was a fun little posting designed to catch the eye of Above the Law applicants and we gave it its due appreciation for creativity.
But one Scorpio reader decided to take it a step further and apply for the job with an equally creative cover letter. And they responded….
* Oregon’s ban on gay marriage was struck down yesterday, making it the thirteenth victory in a row for the marriage equality movement. The countdown to a SCOTUS case continues. [New York Times]
* After increasing its first-year class size by 22 percent just to pay the bills, folks at GW Law are starting to wonder what sort of long-term survival plan its new dean will propose. [GW Hatchet]
* Part of South Carolina’s Commission on Higher Education voted to reject the licensing InfiLaw’s takeover of Charleston Law, citing concerns about the diploma mill company’s rep. [Post and Courier]
* If can’t get a job after law school graduation, here are some jobs for your consideration — ones you didn’t need a law degree to consider in the first place, mind you. [Law Admissions Lowdown / U.S. News]
* Owners of the New Jersey mall where a young attorney was gunned down during a car jacking are attempting to get part of his surviving wife’s lawsuit dismissed. This is all really quite sad. [Star-Ledger]
In order to get what you want, you are almost certainly going to have to compromise. That could mean anything, so keep your ears open and your mind flexible. Things make more sense soon.
And apparently, that compromise includes coming to grips with the knowledge that you have no shot at the latest job listing from an AmLaw 100 firm. Because they have a real problem with 1/12th of the population….
Earlier this week, Jim Saksa wrote a piece in Slate entitled “You Can Do Anything With A Law Degree,” where he argued that you can’t do everything with a law degree despite the propaganda of the law school-industrial complex. Apparently he didn’t realize you could herd sheep. All in all, it was a great addition to the growing pushback to the lie that it’s a good idea to blow six figures on a legal education even if you aren’t committed to a life at least tangentially in the law and you get into a microwave law school.
It’s already generated some ridiculous defensive blowback. One carefully constructed rebuttal to the Slate piece, attempting to rehabilitate the “law degree as fashionable accessory” argument, looks on its face like a serious challenge. It’s not….
For the past couple of days, I’ve been at a conference held by Institute for the Advancement of the American Legal System (IAALS). The purpose of the conference was to kick off a year-long project entitled Foundations For Practice that was being helmed by Educating Tomorrow’s Lawyers (ETL), a subset of IAALS. ETL is trying to determine the fundamental skills that new law graduates need to make them as appealing as possible to employers directly after they graduate from law school — i.e., how can law schools make sure that their graduates have skills that are valuable to future employers.
IAALS gathered a diverse group of lawyers to discuss the issue. Present were public defenders, judges, former ABA presidents, attorneys general, public interest lawyers, general counsels, Biglaw partners, and small firm lawyers such as myself and fellow Above The Law columnist Carolyn Elefant. We were there to give our perspectives on what were the skills we thought were necessary for new lawyers. Obviously there was strong general consensus as to what skills were necessary for new lawyers to have.
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.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.
If you are considering a virtual law practice, you know that many of today’s solo firms started that way. But why are established, multi-attorney law firms going virtual?
Many small firms are successfully moving part—or even all—of their practice to a virtual setting. This even includes multi-jurisdictional practice spanning several states and practice areas, although solo and small partnerships are still the largest adopters of virtual law.
Can you do the same? The new article Mobile in Practice, Virtual by Design from author Jared Correia, Esq., explores how mobile technology bring real-life benefits to a small law firm. Read this new article—the next in Thomson Reuters’ Independent Thinking series for small firms—to explore how a mobile practice:
Reduces malpractice risk
Enables you to gather the best attorneys to fit the firm, regardless of each person’s geographic location
Leverages mobile devices and cloud technology to enable on-the-spot client and prospect communication
Transitioning in-house is something many (if not most) firm lawyers find themselves considering at some point. For many, it’s the first step in their career that isn’t simply a function of picking the best option available based on a ranking system.
Unknown territory feels high-risk, and can have the effect of steering many of us towards the well-greased channels into large, established companies.
For those who may be open to something more entrepreneurial, there is far less information available. No recruiter is calling every week with offers and details.
In sponsorship with Betterment, ATL and David Lat will moderate a panel about life in-house and we’ll hear from GCs at Birchbox, Gawker Media, Squarespace, Bonobos, and Betterment. Drinks, snacks, networking, and a great time guaranteed. Invite your colleagues, but RSVP fast, as space is limited.