The new U.S. News law school rankings, which we’ve been covering extensivelyin thesepages, contain all sorts of interesting tidbits about the ranked schools. For example, in each school profile there is an “employed at graduation” figure, which “represents the percentage of all graduates who had a full-time job lasting at least a year for which bar passage was required or a J.D. degree was an advantage.”
That seems like an important and useful piece of information to know if you’re going to pay or borrow a six-figure sum to attend law school. Comparing the employment rates of different schools would be an important part of one’s due diligence when selecting a school.
Among the top 14 or so-called “T14″ law schools, which one had the highest “employed at graduation” rate? The answer might surprise you….
100% of kids who got into this box were in this box!
Earlier today, we talked about the brain drain as law schools have to compete for a dwindling pool of high-scoring applicants. In this market, hitting your targets for your entering class is a tricky business for deans of admission at our nation’s law schools.
It’s an issue of yield: law schools need to make offers to enough applicants to fill their seats, without becoming overwhelmed with matriculating students. If schools that are ranked higher than you start admitting applicants with slightly worse qualifications than usual, you end up with not enough students — and your yield rate (the percentage of students you make offers to that actually accept the offer) goes in the tank. Poor yield rates look bad, and make it harder to predict how many people you need to admit in the first place.
Man, if only there was a way you could know whether or not people would come to your school before you admitted them….
For the past few years, the National Law Journal has been publishing a list of the best law schools to go to if you want to work in Biglaw after graduation. But through the lens of this annual report, we can see some of the changes that have happened in a profession that’s been in transition ever since the Great Recession. From layoffs to law firm collapses, Biglaw has faced many difficulties, and these challenges have been passed on to would-be associates when it comes to hiring.
Take, for example, the hiring scene in 2008, when the law school that earned the highest honors on the NLJ’s report could brag about sending 70.5 percent of its graduates to top law firms. Although we’ve started paving the road to recovery after several sluggish years, the employment picture for law students hasn’t rebounded to those levels.
Slowly but surely, it’s been getting better. In fact, this year, the future for law students seeking Biglaw jobs looks “marginally brighter.” But how much better? Let’s find out….
Ed. note: This is the first in a new series, “Across the Desk,” from Bruce MacEwen and Janet Stanton of Adam Smith Esq. and JDMatch. “Across the Desk” will take a thoughtful look at recruiting, career paths, professional development, human capital and related issues. Some of these pieces will have previously appeared, in slightly different form, on AdamSmithEsq.com.
As noted in the American Lawyer recently, the lateral recruiting boom of recent years continues unabated. As the Am Law article points out, “At the same time [as they’re focused on hiring lateral partners], firms appear to be homing in on their poor performers. Nine out of 10 survey respondents said their firm has ‘unprofitable’ partners, and seven out of 10 said their firms have partners at risk of being deequitized or ‘put on performance plans.’ As one survey respondent put it: ‘There are too many partners without sufficient billable work.'”
Now, wouldn’t you think it would make sense — if firms are worried about underperformers — to pay some attention to associates as well as partners? After all, some of those associates should, speaking theoretically at least, be your future partners.
Yet there’s unrebutted evidence that firms look at the wrong criteria when hiring associates….
Is there anything quite as grand as allegations of a UVA Law grad behaving badly?
Today’s installment of “Lol-VA” involves serious allegations against a lawyer and 2009 graduate of UVA Law who was dubbed a “rising star” in Democratic politics in Virginia. Unfortunately, instead of the usual fun allegations of getting belligerent and drunk or stealing transcript paper, these claims are more serious.
Albemarle County supervisor Christopher Dumler was arrested and charged with forced sodomy, yesterday.
Collars should go down to half mast, as these allegations could put a stop to Dumler’s career…
[UPDATE (9/5/2013, 11:30 p.m.): The charges discussed in this story have been expunged.]
If I may be so bold, I have an idea for a new class to be taught at UVA School of Law. It would be called “Use Your Words,” and it would go over the proper way for lawyers and law students to address police officers.
I’d teach the class at 2:00 a.m. That way the students could get in the habit of addressing people with respect even while they are intoxicated.
They could use the training. A couple of years ago, a UVA law student found herself accused of spitting on the police after a night of drinking (although the charges were ultimately dropped). More recently, a UVA Law alum and DLA Piper partner, Laura Flippin, did use her words about her own intoxication — she just allegedly didn’t use truthful ones, while under oath.
Today, we’ve got another UVA law student who allegedly didn’t use her words with the police; instead, she used her phone. No, not in the way you’re thinking….
Here’s a fun way to deal with declining law school applications across the country. UVA Law is literally sweetening the deal for their students. The school is now providing free honey in Slaughter Hall. That’s where UVA houses its student organizations, in addition to some administrative offices.
I think it’s a great idea. Honey is a tasty treat that… wait, hold on, I’m getting some new information. Sorry, sources are now reporting that the the free honey is due to an… am I hearing this right… an infestation of bees at the law school.
If you think that there’s only one reason that a person would want to steal transcript paper, you’re not going to be disappointed by Josh Gomes’s guilty plea. It’s that familiar story of a person popping his collar while wearing no pants….
Last month, we solicited law school success stories from you, our readers. We’re often quitecritical of law schools around these parts. So, to even out the scales a bit, we’re going to be running a series of happy stories, focused on graduates who are glad they went to law school.
We’ve tried to organize the success stories under a few broad themes, to lend some structure to the discussion. Some of the themes exist in tension with each other, and not all themes will apply to all readers. By the time the series is done, however, we hope that the stories will collectively shed some light on the question of whether one should go to law school.
Let’s launch into our first collection of law school success stories. They could be grouped under the theme of “go cheap, or go home”….
Kinney Recruiting’sEvan Jowers is currently in Hong Kong for client meetings and still has a few slots available through October 22. Evan will also be in Hong Kong November 14 to December 15. Further, Robert Kinney has been in Frankfurt and Munich this week and is available for meetings with our Germany based readers.
One of our key law firm clients has referred us to one of their important clients in the US, Europe and China – a leading global technology supplier for the auto industry – in order to handle their search for a new Asia General Counsel and Asia Chief Compliance Officer.
Kinney is exclusively handling this in-house search.
This position will have a lot of responsibility and include supervision of eight attorneys underneath them in the Asia in-house team. The new hire will report directly to the global general counsel and global chief compliance officer, who is based in the US. The new hire’s ability to make judgement calls is going to be as important as their technical skill set background.
The position is based in Shanghai and will deal with the company’s operations all over Asia and also in India, including frequent acquisitions in the region.
It is expected that the new hire will come from a top US firm’s Shanghai, Beijing or Hong Kong offices, currently in a top flight corporate practice at the senior associate, counsel or partner level. Of course, the candidate can be currently in a relevant in-house role.
It’s the legal profession’s equivalent of a long-term relationship.
When Michelle Waites, Senior Patent Counsel for Xerox Corporation, attended The LGBT Bar’s Lavender Law conference several years ago, she wasn’t sure what to expect. She left having forged a lasting business relationship that still endures today.
It was during The LGBT Bar’s event – an annual gathering of more than 1,600 lesbian, gay, bisexual, transgender and allied legal professionals – that Waites first met Marla Butler, a partner at Robins, Kaplan, Miller & Ciresi LLP, who specializes in patent law.
Today, the two are still close friends as well as professional colleagues. Butler’s firm continues to work with Xerox – a business partnership forged via The LGBT Bar.
On November 19th, The Bar will present its first-ever conference outside the United States. Dubbed “A Lavender Law Experience for Europe,” the day-long Business Legal Conference will replicate programs such as the one that brought Waites and Butler together for legal professionals in Europe.
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