There are two sides to law school career services. One side you meet at conferences and events. The CSO employees you meet in public are smart, earnest people. They care about their students, and they know better than their deans the challenges of the legal job market. They’re pleasing to look at and interested in meaningful reform. You end conversations with them feeling like they’re underpaid.
The other side of CSO is the side you only hear about from the disgruntled students who actually need them. If the student has a job, they say there is one good CSO person in an office beset by lazy morons. If the 3L doesn’t have a job, the whole office is a solitaire-playing, baby-making, incompetent den of secretaries who are contractually obligated to use the word “network” in every single sentence.
I think both sides are true. There are some real CSO gems who work hard, and the law schools like to show these people off. But the system of law school career services is based on legal jobs economy that is gone and never coming back. People are using 2003 skills to contend with the 2013 job market, and it’s failing students all across the country.
It’s failing even students at Ivy League schools, as this story will point out. But I have two simple solutions that law schools could implement for next fall that would significantly improve the performance of law school CSOs….
Yesterday, we brought you news of a job opportunity that is currently available on the University of Maryland School of Law’s Symplicity job bank. When we first wrote about the listing, we called it a “career services nightmare.” After all, the job had more to do with orange parking cones than the law.
As it turns out, the powers that be at Maryland Law weren’t very happy that Above the Law called them out. Instead of hanging their heads in shame for trying to sell a job as a parking garage manager to its students, the career development office issued a vigorous defense of this exciting opportunity in vehicular supervision and coordination.
The email was written by the assistant dean for career development herself. What did she have to say?
Another day, and another round-up of terrible job opportunities available to J.D. holders. I think it’s important to continue bringing these jobs to your attention. I think it’s important to have a place on the web where people can go to answer the question: Why is it a big deal if Indiana Tech opens another law school? Somebody needs to keep an eye on what future graduates from such institutions will be doing for a living.
Today we’ve got two God-awful job opportunities. As we’ve said repeatedly, you can’t get on our radar as a terrible job unless you are offering something more interesting than low pay for overqualified individuals (though offering a Depression era hourly wage is always a good start).
Check out these two jobs, which add the insult to injury that unemployed J.D. holders are really looking for…
Somewhere down there live law students worse off than you.
You don’t see this every day. We have one law school offering the recent graduates of more prestigious law schools the job of teaching its law students how to pass the bar. It’s probably a great opportunity for people with only limited experience to get into legal academia, but man, I think it would make the students at the offering law school feel kind of crappy.
I mean, the position their school is looking to fill is called “Bar Passage Counselor.” It’ll be a non-faculty, administrative position. One of the core duties will be to “teach a law school course developed to increase students’ likelihood of bar exam success.” Isn’t that, like, the whole point of law school? What does it say about this law school that it’ll be looking for a non-faculty person to spearhead this effort?
At least they’re trying to fill this position with a person who went to a good law school….
We currently have a number of active openings for associate roles at US and UK firms in HK / China, Singapore and two new in-house openings. As always, please feel free to reach out to us at email@example.com in order to get details of current openings in Asia, as well as to discuss the Asia markets in general and what we expect for openings later this year. Our Evan Jowers and Robert Kinney will be in Beijing the week of March 25 and Evan Jowers will be in Hong Kong the week of April 1, if you would like to meet them in person.
The US associate openings we have in law firms are in the usual areas of M&A, cap markets, FCPA / white collar litigation, finance, and project finance. The most urgent of our top tier (top 15 US or magic circle) law firm openings in Asia (among many other firm openings that we have in Asia) are as follows:
• 2nd to 5th year mandarin fluent M&A associates needed in Beijing and Hong Kong at several firms;
• Korean fluent 2nd to 4th year cap markets associate needed in Hong Kong;
• 2nd to 5th year Japanese fluent M&A associates needed in Tokyo;
• 4th to 6th year mandarin fluent cap markets associate needed in Hong Kong;
• 2nd to 4th year M&A / cap markets mix associate needed in Singapore.
In a land that is right here and in a time that is right now, a technology has arisen so powerful that it can replace basic human document review. Is it time to bow down before our new robot overlords?
First, here’s a little story about me: my life in the legal world began as a paralegal. My first case was a GIANT patent infringement case that was already six years old and had involved as many as five companies, multiple US courts, the ITC and an international standards committee. I knew nothing about any of this.
On my first day, my supervisor (a paralegal with at least eight other cases driving her crazy) sat me down in front of a Concordance database with a 100,000+ patents and patent file histories. “Code these,” she said. I learned that “coding”, for the purposes of this exercise, meant manually typing the inventor’s name, the title of the patent, the assignee, the file date, and other objective data for each document. I worked on that project – and only that project – for at least the first six months of my job. After a week or so, time began to blur.
What I know, in retrospect and with absolutely certainty, is that as time began to blur, so did my judgment. So did my attention to detail. If you could tell me that I did not make at least one mistake a day – one inconsistent spelling, one reversed day and month, one incorrectly spaced title – I frankly would need to see your evidence. I would not believe it. The human mind is trainable but it is not a machine.
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