Companies like Google, Microsoft, and Facebook have hired thousands of employees over the last decade by relying on brain teasers such as “Why are manhole covers round?” and “How would you weigh your head?” One psychology professor concluded last year that this sort of “puzzle interview is being used with greater frequency by employers in a variety of industries.” Earlier this week, however, a top human resources executive at Google reported that his company had scrapped the practice, offering the following admission: “brainteasers are a complete waste of time.” Google realized that its tests failed to identify the traits that correlate with success. For instance, Google now seeks managers who are “consistent and fair,” even if they aren’t good at estimating how many golf balls can fit inside a school bus.
Law firms are overdue for a similar reassessment of how they select junior associates. And as a corollary, law students should pay attention to the skills that law firms ask them about.
Let’s start with the employers. Several years ago, I organized a focus group of partners from top-10 Vault firms. I wanted to learn which skills Yale Law should emphasize as we continue to modernize the way that we train our students. The partners (including two corporate attorneys) all said that legal writing was the most important skill for junior associates.
The simplest way to know how candidates write, of course, is to evaluate their writing….
I’m trying to imagine what I would have done if a summer had approached me at a firm event and said, as suggested: “I’m working on an IP matter with Joe. Your IP practice was one of the reasons I chose the firm, and I am researching an interesting X issue.”
We haven’t seen a good Student Bar Association scandal in a while, but that’s all about to change. In case you’re not aware, the law students who are elected to serve on their school’s SBA are tasked with organizing fun events that will make their peers happy, and those events usually cost a lot of money. What can I say, alcohol and vomit clean-up fees are expensive.
So understandably, when that beer money starts to get mysteriously low — in this case, to the tune of tens of thousands of dollars inexplicably missing — people start to panic. At what point do you realize the girl responsible for managing your organization’s finances has embezzled more than $30,000?
Probably when she admits to you that she spent the cash to fuel her drug and alcohol addiction…
Left to right: Eric Cuellar, Hazhir Kargaran, and Justin Teixeira (click to enlarge).
Lawyers and Las Vegas are a dangerous combination. Just ask the lawyer who allegedly inflicted almost $100,000 in damage on a suite at the Encore Hotel.
Sin City seduces law students too. We’ve extensively covered the sadstory of how three Berkeley law students, while visiting Vegas on spring break, killed a helmeted guinea fowl named “Turk” at the wildlife habitat of the Flamingo Hotel.
Ed. note: This is the latest installment of The ATL Interrogatories, brought to you by Lateral Link. This recurring feature will give notable law firm partners an opportunity to share insights and experiences about the legal profession and careers in law, as well as about their firms and themselves.
Peter J. Devlin, President and Chief Executive Officer of Fish & Richardson, assumed the firm’s top management position in 2000. Under his leadership, Fish has opened several new offices, expanded its burgeoning international practice, bolstered its reputation as a national firm at the pinnacle of the IP and business world, strengthened its financial performance, and positioned itself for further growth. Mr. Devlin’s law practice emphasizes client counseling in the areas of patent infringement and validity opinions, patent due diligence, product clearance, and licensing; and in U.S. and foreign patent prosecution, focusing on medical device technologies, electronics, and software. Before joining Fish, Mr. Devlin worked for Raytheon Company, first as an electrical engineer and then as a patent attorney.
Chaos is a ladder. And right now, the legal education business is chaotic. Prospective law students are starting to wise up to the law school game. Applications have been dropping as law schools struggle to explain how it makes sense to go deep into debt just to participate in a very challenging job market. It’s very likely that the smarter people with good options are avoiding law school, leaving many law schools competing for a less intelligent crop of students. And still, more law schools are coming.
I don’t know if some law schools will fail, but I do know that some law students will be taken advantage of. But some law schools will also “win.” Some will come out of this “crisis” stronger and better off than before. Bloomberg Law crunched some numbers and has come up with some interesting stats on which law schools are gaining strength through the crisis, and which ones are grasping at straws…
* Oh, and by the way, it’s not just Verizon that the NSA is spying on. It’s every major phone and internet provider, too. They must see an amazing amount of foreign pornography on video chat. [Guardian]
* The IRS is under siege over its conservative targeting scandal, and now a training video parodying Mad Men has surfaced with a focus on “customer service.” How incredibly ironic. [DealBook / New York Times]
* Francine Griesing, the woman who sued Greenberg Traurig for $200M over the firm’s so-called “boys’ club” (and later quietly settled), has tips for women who want to succeed in the law. [Am Law Daily]
* This ruling has to do with collecting fees following a law school clinic victory, but the key takeaway is that law students’ “time and effort still has monetary value.” Hear that, ABA? [National Law Journal]
* Rutgers Law-Camden is trying to recover from “an existential threat” after its class size unexpectedly dropped by more than 50 percent. But… that’s a good thing these days. [Philadelphia Business Journal]
* A judge dismissed Pennsylvania Governor Tom Corbett’s lawsuit against the NCAA for “fail[ing] to advance the ball.” How kind of her to entertain us with some football references. [Legal Intelligencer]
In case you haven’t heard by now, the number of people who are putting down money to take the LSAT is at a 30-year low. But some people are absolutely reveling in the the dearth of competition — with the extreme drop-off in applicants over the last three years, now is obviously the best time to apply to law school.
With the June administration of the LSAT less then a week away, there’s no better time to wave high scores in prospective law students’ faces. There’s also no better time to show these 0Ls the scores they shouldn’t be aiming for on this exam.
U.S. News compiled a list of the law schools with the highest median LSAT scores, and we compiled a list of the law schools with the lowest median LSAT scores. Here they are….
Employers in Finland are legally prohibited from running web searches on job applicants. This anti-Googling rule seeks to protect privacy.
We don’t take that approach here in the United States. Although running internet searches on job applicants can raise legalissues, the practice is generally permissible.
So it’s important for current and aspiring employees to maintain clean digital footprints. You never know when an employer, like an elite international law firm, might learn of your criminal past, like your prior conviction for a sex offense….
Please note the UPDATE added below regarding the nature of the offense.
The holiday season is upon us, and yet again, you have no idea what to get for the fickle lawyer in your life. We’re here to help. Even if your bonus check hasn’t arrived yet, any one of the gifts we’ve highlighted here could be a worthy substitute until your employer decides to make it rain.
We’ve got an eclectic selection for you to choose from, so settle in by that stack of documents yet to be reviewed and dig in…
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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