We’re in the middle of law firm interview season. We’ve offered you both cheerful and depressing takes on the summer associate recruiting process.
Speaking of depressing things, interviews are frequently followed by rejection. Trust me, I know; I’ve received many rejections over the years. I recently contributed one of my “favorite” rejection letters to an online compilation (see page 27 of the pamphlet, or page 15 of the PDF, reprinted with the permission of Justice Scalia).
That was a kind and gracious rejection letter, which is what you’d expect from a genteel institution like the U.S. Supreme Court. When Biglaw firms turn your dreams to shame, they aren’t quite as nice….
There are very few things more disheartening than rejection. Whether you’re the dork in high school trying to work up the courage to ask that special someone to go on a date, applying to school, or looking for a job, no one wants to be rejected. And in an attempt to calm your nerves, loved ones will often say, “What’s the worst that could happen?”
But all the good thoughts and best wishes in the world don’t provide much comfort when you’re searching for your first law job and everyone else is doing the exact same thing (not to mention they went to much better law schools than you did). While it may not be the end of the world, rejection can really hurt. The mere fear of rejection can paralyze some, and if there’s constant rejection, it’s not uncommon for depression — or in my case at the moment, extreme pessimism — to start kicking in.
Knowing this fact, employers generally attempt to soften the blow of rejection to the furthest extent possible. They say comforting things like “you are highly qualified” or “have impressive training.” If they really liked you, you may even get a more personal statement that actually acknowledges something in your résumé, which at least means that they read it and tried to make believe that they cared.
In this day and age, the rejection letter is few and far between. Most law school graduates who are desperately searching for employment have only their empty inboxes to serve as their cold, harsh dose of reality. Truth be told, some even long to receive those uncommon rejection letters, if only in recognition of their continued existence on this planet as a human being with a piece of paper that’s worth six figures and then some.
But if you were to receive one of those magical, mystical rejection letters, wouldn’t it make you feel better if that letter were so riddled with typos that it would be hard to believe that it had been sent to you by a Biglaw firm?
Elections have consequences, and right now I’m waiting for Republicans to start paying the piper. I’m looking at you, Ted Nugent. You declared, nay promised, that if Obama was reelected, you’d either be dead or in jail within a year. Well, tick tock buddy, we’re all waiting.
In fact, there were many Republicans who promised to do all sorts of horrible things should Barack Obama win. And apparently some of them are following through. Nothing makes a political statement about the vibrancy of our democracy than petulantly firing people when democracy doesn’t go your way.
And heck, we don’t even know how many people will be “not hired” because, “Grrr… we have to pay for our employees’ health care because we were too partisan or stupid to support a single-payer system that would have shifted the burden of health insurance away from private employers.”
At least, we won’t know unless they tell us. Which, incredibly, one solo practitioner apparently did, in a rejection letter to somebody who applied in response to her Craigslist ad. It’s easily the best post-election rejection letter we’ve seen….
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.
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: firstname.lastname@example.org.
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