When it comes to all-important law school rankings, law schools follow the juvenile, Cosmo-esque dating advice of pretending they don’t care while secretly making every decision, consciously or unconsciously, with an eye toward maximizing their appeal.
And that’s not the worst thing in the world. The rankings are there because we generally agree that they measure stuff we want law schools to maximize. But if the rankings counted, say, “employment X months after graduation,” in a down market, the urge for law schools to manipulate that figure is on par with scoring another heroin fix.
Even if it means hiring the students directly to boost the numbers. Schools around the country have been doing this for quite some time.
At one prominent law school, the number of students in school-funded jobs is climbing. Is this a sign that the job market for recent law school graduates has yet to bottom out?
When George Washington Law students signed up for the program a month ago — just in time to be counted as “employed upon graduation” — they were told that the stipend would be $15 per hour for a 35-hour work week. But Dean Berman decided that GW Law grads needed more of an incentive to find paying work, and yesterday he announced a plan to cut the stipend by a third, to $10 per hour.
Last night, after an outcry from students (and some bad press), Dean Berman changed his mind and decided to restore funding to the $15 per hour level.
Good times! There’s nothing quite like having to fight and beg for a one-year, $15-an-hour job after paying $45,750 per year in tuition.
In his letter reversing his decision, Berman has recast the reasons for wanting to cut the funding in the first place. I hope the class of 2013 is paying attention, because in the high likelihood that funding is cut next year, this is the justification you should expect to see….
The conceit of every Republican administration of my lifetime has been that poor people wouldn’t be so poor if they just “worked harder.” The dismantling of the welfare state was fueled by the notion that certain people needed more incentive to find work — as if being on public assistance somehow needs to be more hardscrabble and humiliating in order to really help people.
Now, it seems the same kind of flawed and sheltered logic will be coming to a law school near you. But the kicker is that it’s the students employed by the school, in programs designed to help the school game the U.S. News rankings and fleece the next generation of paying 1Ls, who are being told that they need more of an incentive to find employment.
We’ve got a school scolding students for being too comfortable in the post-graduate employment program the school itself designed to avoid telling the truth to U.S. News….
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.