The investment strategy of value investing-seeking fundamentally sound companies with strong balance sheets and price-earnings ratios (properly audited, of course) provides a good analogy for lawyers in the recession.  Because the fundamentals of law practice remain constant , this environment requires all lawyers to perform a rigorous self-assessment of their goals and their skills and to plot a career strategy:
1. Determine how do your academic credentials stack up objectively (e.g, law school ranking, class rank, honors, clerkships) and how are lawyers with your experience and skill  set faring in the current market.
2. Are you organized, analytical, and outgoing? What non-legal education and work experience and life skills do you have that will help you enhance or retool your practice?
3.  Establish honestly your career goals and priorities, both near and long term.  What is your dream job?  Do you want to stay in the law? Do you want to maximize your compensation or your personal time? Do you prefer a more or less structured work environment? Do you want to be a “headliner” or a staffer?  Do you like working with lawyers?
4. Be informed-what jobs are available?  How do they stack up against your current job and your dream job?
A good career counselor or recruiter can aid you in this self-assessment and developing a career strategy.  Good consultants give you the tools to evaluate your situation and determine the way forward.  That requires you to examine closely what you want to do, what you can do and what is available. You may decide to stay where you are, to test the market aggressively or to invest in yourself though education.
Establishing a strategy based on your fundamentals: your experience, skills, priorities and goals and on accurate market information can grow your “portfolio” personally and professionally.  You can do nothing more important for your career.
© 2008 David Bargman
President,  Baum, Stevens

Interview preparation significantly improves your likelihood of success.
In an increasingly competitive legal market, what can you do to stand out from the competition?  Properly prepare for your interviews.  
Sound like common sense?  You would be surprised how many attorneys can’t find the time to prepare.  Yet well-prepared candidates almost double their likelihood of success.  Here are some tips to help you get started.
DO
•    Research the employer and the opportunity.  Most of this information is available on firm websites.  When you do research an attorney beyond a firm’s website, you probably shouldn’t emphasize it.  It can be perceived as “stalkerish.”
•    Arrive on time.  All attorneys have last minute client emergencies, but tardiness or rescheduling can raise questions about your multi-tasking skills.  The firm may also see it as a lack of interest.
•    Be enthusiastic, optimistic and confident.  Take care not to come across as overly eager.
•    Anticipate questions, planning and practicing responses.  Practice will give you a level of comfort that comes across as confidence during the interview.  Take care not to sound over-rehearsed. 
•    Ask thoughtful questions.  (Asking if the firm has an office in NY or how many attorneys are in the office won’t impress interviewers.)  This is a terrific way to learn more about what the employer wants and to share how your abilities match the hiring needs.    
Now that you know some of the things you should do, what about the things you should avoid?  Here are some of the most common “don’ts” we hear from employers.
DON’T
•    Don’t be a “Negative Nelly” or “Negative Ned.”  This is the most common complaint about candidates.  This includes not attacking other firms.  You never know where the interviewer’s spouse, siblings, parents or friends work.
•    Don’t disrespect recruiting coordinators, secretaries or other staff.
•    Don’t approach lateral interviews like OCI interviews.  With lateral interviews the roles are reversed, especially given the current economy, so ask not what the firm can do for you but what you can do for the firm.
•    Don’t answer a question by telling the interviewer that someone already asked the question.  If you are meeting with more than one person, you’ll likely hear the same question from different people.  When you hear the same question again (and again and again) answer as enthusiastically as the first time you were asked.
•    Don’t go into too much detail about personal matters.  Maintain a good balance between being personable and effectively expressing your professional interest and qualifications for the position.
These tips will give you a strong start to take your interviewing skills to the next level and to take the next step in your career.  Good luck!  
Questions?  Contact Elite Laterals recruiter Amy Savage at amy@elitelaterals.com or 202.280.2408.

It is no secret that the country is in a recession. You can’t open a newspaper, turn on the TV or surf the internet without being smacked across the face by the reality of it. The financial markets have collapsed and the jobless rate is at its highest since 1974. Over 533,000 people were laid off in November alone. Included in this number are hundreds of attorneys who have been laid off by their firms because of the current economic conditions. Firms are using the financial situation as an opportunity to ‘clean house’. Included in these layoffs have been some incredibly talented lawyers. This has arguably become the most difficult job market the legal community has ever encountered.  
 
All the more reason to count yourself as one of the lucky ones if you still have a job and are not at risk of losing it. But what if, even in the midst of all this downsizing, you have just realized that you can not spend another day practicing at your current firm? What should you do? Join the legions of exceptionally well-qualified attorneys flooding the job market or play it safe and tough it out at your current job? This is one of the questions for the ages – at least this age.
 
First, don’t think you’re crazy. Attorneys, like most highly-intelligent, driven individuals, generally believe they are overworked and understimulated. Rarely are lawyers content with their current employment.  
 
Second, make a careful assessment of the market. Firms are being inundated with resumes of exceptionally well-credentialed candidates right now. Those firms that have positioned themselves well financially are able to pick up very talented and motivated attorneys.  
 
In past years, most attorneys anxious to find a new home would wait until after the start of the new year to begin their search. The few attorneys who entered the market in the last month of the year found very little competition for the open positions. This year that has all changed, so when
you enter the market needs to be given as much thought as the firm you ultimately join.


Article continues here....

Many home-based recruiters enjoy the flexibility and independence of working at home; but many are not sure how they can measure their success without the feedback of others.  Well here are a few indicators that can help a home-based recruiter measure how successful their business has become.

1.    Gross revenue.  How much money have you earned as a home-based recruiter this year?  Or this month?  Start out with a base figure and compare your earnings over-time. Increased revenue could be an indicator that your home-based business is experiencing some measure of success.

2.    Profits.  Gross revenue can sometimes be a misleading indicator because of the overhead factor, that's why it's also important to measure how much of your revenue is NOT eaten up by overhead costs.  Profits are an essential indicator of a home-based recruiter's long-term success.

3.    Growth.  Did you increase your sales, profits or the number of clients over time? An increase in business growth can be a clear indicator of success. Take the time to carefully track growth in all areas of your business.

4.    Improved offerings to clients. A home-based recruiter's ability to offer services to clients based on market needs and changes is another indicator of success.  How well did you adapt to changes in the marketplace by offering clients new and improved services?

Don't feel limited by these measurements; feel free to add your own. Each home-based recruiter has his/her own ideas about how success is defined in their business.

You've got the right resume design, style, structure and the experience to match; but what can give your legal resume that special edge above all the rest?  The right words!  Using powerful words in your resume can catch the attention of overloaded HR personnel and make your legal resume stand out from the bunch. Here are some examples of how the power words "success" "represent" "negotiate" and "implement" can be used to your legal resume's advantage:

1. Successfully negotiated a lawsuit settlement worth $5 million.
2. Represented 30 high profile CEOs.
3. Successfully implemented cost-saving measures for XYZ Law Partners.

Other power words include:

Instrumental, Developed, Initiated, Designed. Coordinated, Achieved, Introduced, Managed, Contributed, Influenced, Coordinated, Broadened, Devised, Diagnosed, Eliminated, Generated, Launched, Streamlined, Uncovered, Upgraded, Executed

Below are more examples of how these words can be used in your legal resume:

1.    My research was instrumental in winning the case.
2.    Devised business plan for TRS Law Partners
3.    Generated 40 new clients a month.

These are just a few of the many power words that you can use in your legal resume.  Remember, when choosing verbs, use active verbs only to give your resume that special edge.

Some recruiters attempt to skip the interviewing process when selecting candidates for employers. This is a huge mistake that could cost time, money and a client's business if you send the wrong employee to a job site.

The screening interview may be the best style of interviewing for recruiters who are short staffed and have little time to conduct face-to-face interviews.  A screening interview is used to quickly and easily qualify (or disqualify) a candidate for an employer. This type of interview should be used to quickly assess a job candidate's character, intelligence, work background and general qualifications. Below are a few cost effective ways to conduct screening interviews.

Telephone Interview
The same rules apply in a telephone interview that you would use in a face-to-face interview. Telephone interviews may also be tape recorded; but you are required by law to tell the job candidate that you are recording the interview in advance.  The recording gives you the opportunity to review the candidate's responses and further improve your ability to screen them.

The Computer Interview
The computer interview usually involves a series of multiple-choice questions that the job candidate can answer via email or online.  With the right set of questions a recruiter can easily assess a job candidate's appropriateness for a potential employer.  For this type of interview it's important to choose questions that will assess the job candidate's ethics, character and personality.

Video Conference Interview
The video conference interview is a convenient and cost effective interviewing method that has all of the benefits of the telephone interview with the added advantage of seeing the candidate's visual presentation.  Cheap and free video conferencing is available online through companies such as Skype.

No matter what type of interview you choose, it is important to screen job candidates before you send them to an employer.

In this tough job market, "winging it" in a job interview is the worst strategy when a job candidate is trying to gain an edge over the competition. Here are a few actions a job candidate can take when preparing for a job interview.

1.    Research the company you are interviewing with and take notes about recent news items such as a new client, contract and/or press coverage.  These are things you can mention in the interview to make great first impression. Also find out as much as you can about the company's culture by studying their mission statement and other "company philosophy" materials.

2.    Make a list of your "winning characteristics" that will mostly likely convince the employer to hire you over other candidates.  These "winning characteristics" must be qualities you possess that the company has stated or suggested that they desire in a job candidate.  For example, if the job description says "we're looking for someone who can multi-task" and you know that you have that quality, add it to you list. 

3.    Study the job description and use that information, along with the information from your research on the company to create a list of potential questions the employer may ask during the interview.  

4.    Create a list of your answers to potential questions an employer may ask and practice them before you go to the interview.

One final note on preparing for an interview, don't do it alone.  Role play with a friend to get feedback about your interview presentation and effectiveness.

The current Leopard Chat found on our attorney home page, deals with the question, ‘Why should I use a recruiter?”  The video interview is with Nancy Zehner of The Artemis Group, and Marjorie Grossberg of Major, Lindsey & Africa. Their answers are rather illuminating.  A good recruiter can make all the difference in your job search by being your advocate to prospective employers. Recruiters can help you polish your resume, be honest with you about your expectations and help guide you to the firms where you will find the best fit.  They are knowledgeable about the culture of the firm and can help find where your personality would fit best.  Recruiters can also be a tremendous advocate, and help firms look twice at candidates that they might otherwise have over looked.  A recommendation from a recruiter that a firm respects can go a long way in the hiring process. 

The interview also deals with the question of how one chooses a recruiter.  Marjorie suggests, ”You need somebody smart, with good connections and who is well respected.  Ask your friends who has worked for them, who did a good job?”  Word of mouth is one of the best ways to learn about a recruiter. 

Nancy Zehner suggests first and foremost that you find the RIGHT recruiter for you.  ‘Network, get referrals from your friends, then interview the recruiter and talk with more than one.  This is an important decision and this person will be your representative to the firms, make sure they will be a good one.”  She also says that you shouldn’t be afraid to ask questions or even ask for a writing sample from the recruiter.  “The process should be transparent – you should be able to ask them anything and everything.”

We invite you to take a look at the interview in its entirety. It offers a good deal of information that you may need if you’re planning to look for a new position! Please be sure to check out the Leopard Library to see past interviews as well. Our site is designed to bring recruiters, employers and attorneys together. We hope you take advantage of all it has to offer!

To View, Paste this Address Into your browser OR visit our Attorney Home Page: http://www.leopardsolutions.com/jseeker_index.aspx 

Nancy Zehner (Pictured Left) is president and founder of The Artemis Group Ltd.  Laura Leopard (center) and Marjorie Grossberg ( seated right) is a Partner and Co –leader of the Global Associate Practice Group in the New York office of Major, Lindsey and Africa.

Let's face it, for many of us, cover letters are simply a pain, especially when you want to apply for as many legal jobs as humanly possible.  Writing a good cover letter can definitely slow down the "legal job hunt" process.  But before you toss the cover letter to the side and simply send out only your resume, you should realize that many legal recruiters and employers can be persuaded in your favor with a well crafted cover letter.  Before you sit down to write your cover letter you need to realize that the cover letter serves as an introduction of the job candidate and can be used to convince a recruiter or employer to call the job candidate for an interview.  Below are some recommendations for writing a good cover letter.

1.    Be professional and objective.  State facts and avoid opinions.  For example, your cover letter may say "I negotiated a $300,000 settlement with XYZ Company."  But you want to avoid statements such as "I'm really good at negotiations." Although this may be true, it is still an opinion.

2.    Never use "To Whom It May Concern."  That just screams "I don't really care who this goes to and I'm just sending out form letter style cover letters hoping that something will stick."  That type of attitude will never impress an employer. Always get the name and position of the person who the cover letter will be going to and address the cover letter directly to them.

3.    Only highlight achievements and accomplishments that are relevant to the position that you are applying to and that prove that you are qualified for that particular job.  That takes us to our next point.

4.    Never send out cookie cutter cover letters.  You may think that the employer doesn't notice that you sent them the exact cover letter you sent 100 other employers; but they will notice and it won't work in your favor.  Always tweak cover letters so that they address each individual position and potential employer specifically.

5.    Lastly, always check for proper spelling and grammar in your cover letter.  A matter of fact, get a second pair of eyes to read your cover letter before you send it to an employer.

Recruiting the "right" employees is critical to every recruiter's success.  That's why recruiters must be thorough in their selection of job candidates.  Of course this includes, examining the job candidates resume, cover letter and references but it also includes screening potential employees through a rigorous interview process.  In the next few articles we will examine several types of interviews that can be used by recruiters; and the techniques that make them effective.  Let's first take a look at the very popular "panel interview" style.

The panel interview is where a job candidate interviews with a group of interviewers at the same time.  This type of interview can be effective in determining how well a job candidate can interact with several different personalities.  The panel interview also allows several company managers/employees to objectively evaluate the job candidate's skills and qualifications.  Every interviewer will bring his/her own set of questions and can uncover issues or strengths that may be overlooked in a one-one interview. In other words, this type of interview allows the company to have several sets of eyes examining the potential employee at the same time.  This decreases the possibility that he/she will be hired based on the quirks, likes or dislikes of just one person. The job candidate who takes part in a panel interview can be effectively and objectively evaluated for their interpersonal skills, qualifications and their ability to think fast on their feet.

An attorney's resume is his/her calling card and it's the first thing a potential employer sees representing the potential employee.  While we have discussed the importance of a resume's content, what we haven't delved into is the importance of an attorney's resume style.  For more experienced attorneys, this is mostly a given; but for law students, knowing how an attorney resume should look is often new territory.  Let's take a look at what law students can do to get that attorney resume edge and make the best first impression possible.

1.    Avoid those cute, fancy fonts.  That's right, the ones with curved lines and the little hearts above the "I." Stick with an easy-to-read font such as Times New Roman or Courier.  Remember, potential employers scan (not read) hundreds of resumes for just a single position.  What are they scanning for?  Any sign that the attorney candidate is not a professional.  Fancy fonts could put your resume directly into the trash bin.

2.    Use 1 inch margins, for the top, bottom, left and right.  Don't have a lot on your resume?  Don't try to fill the page by creating 3 inch margins.  The same applies for really long resumes, don't skimp on the margins.  Go with the standard 1 inch margin, leaving just enough space to give an overall balanced appearance.

3.    Use bullet points to highlight important accomplishments only.  Don't overdo it with the bullet points, too many will decrease the effectiveness they have of pulling attention to what you want to stand out.

4.    Keep the formatting of your resume simple.  Avoid the use of columns, tables, special styles and characters because some software programs may not be able to read them.  

5.    Spell check and always use proper grammar.

6.    Print your resume using a laser printer and heavy-stock paper.  Use muted colors such as grey or off-white.

It's a tough job market, yes, we all know that; but the real question is…what are you going to do about it?  Tough job markets require unique and aggressive strategies that give you an edge over the competition.  We've talked about resumes, cover letters and even what to wear; but let's talk about something that many of us introverts are literally terrified of…networking.  To many job seekers, networking is the big taboo, something akin to sales and something we would love to avoid.  But networking can do wonders for your job search efforts and ultimately your job search results.  That's why every job seeker MUST network.

When it comes to networking, most of us know that we should attend conferences, career fairs and other events where potential employers may be; but we often don't know what to do when we get there.  Here are a few tips.

1.    Do your research.  Before you attend a networking event, find out who is going to attend.  What is their name? What is their position at the company?  Do they have the power to hire or can they refer you to the person who does the hiring?

2.    Have a plan. What do you want to achieve at the networking event.  Yes, we know you want to get a job; but that's not exactly how it works.  Networking should be seen as a way to build relationships with people who can help you get hired.  So, ask yourself…"what do I want to achieve at this event?"  Do you want to meet 5 hiring managers?  Connect with employees working at a certain company?  Gather information about the hiring needs of a company?  Pass out your business card to a certain number of people?  Collect business cards from others?  Note: Never pass out your resume unless you're at a career fair or it's requested of you.

3.    Become a resource.  Always ask yourself, what else can I offer this person, besides my resume and/or business card.  Maybe you can offer information or contacts that are useful for the other person. Look to give, as well as receive.

4.    Follow-up with contacts.  Once you meet someone, follow-up with them via email or telephone and continue to stay in touch.  This is how you maintain and strengthen your network.

Moving in-house is a big step; make certain you understand the pros and cons.

Given the myth that in-house legal careers provide a better lifestyle with shorter hours, it’s no wonder that so many attorneys are disappointed when they finally make the switch from law firm attorney to in-house counsel.  Others with realistic expectations, however, find it is exactly what they want.

To ensure that you have the full picture before deciding on that make-or-break move, here’s a run-down of a few of the pros and cons of working in-house.

PROS

One client.  As in house counsel, you essentially have one client – the company.  This could be a plus if you enjoy representing one client on a range of matters.  This is in contrast to many law firms where you may focus on one type of matter for a range of clients.

Increased involvement in business matters.  In-house positions frequently offer an ideal base from which to gain both legal and non-legal experience, as in-house counsel are often more involved in the business end of corporate matters.

Forest for the trees.  Would you rather focus on the forest (the big picture) or the trees (details) within it?  In-house positions, especially higher level roles, often focus on the big picture in contrast to law firm attorneys who may tend to focus more on the details.  If you like being involved from the outside setting goals and ensuring the overall success of a project, then in-house may be more likely to appeal to you.  

CONS

Fewer training opportunities.  The majority of in-house positions do not offer the level of training programs and facilities that law firms offer.  This is of particular concern for junior associates who have yet to develop a full skill set, especially for those who ultimately want to return to law firm practice.  Those attorneys may not be able to compete later in their careers with law firm associates who have more training.

Fewer clients.  With only one client, the company itself, in-house legal positions are dependant on the prosperity of the company.  Consider very carefully where the company currently is and its direction prior to putting your career in the hands of its success, or lack thereof.  Additionally, if you prefer working with a range of clients, working in-house will not usually offer that opportunity.

Not always a 40-hour week.  Many attorneys are surprised to learn that in-house attorneys can work as many hours as some law firm associates bill, though maybe less than the top-billing associates.  If you’re after that elusive 9-5 position, confirm the hours before you accept the offer.

Taking an in-house counsel position involves an amount of risk.  What will make the difference when you do it – if you do it – will be whether or not you’ve done your research and preparation, and knowing whether or not the risk is an acceptable one.
Questions?  Contact Elite Laterals recruiter Amy Savage at info@elitelaterals.com or 202.280.2408.

Recruiters Must Abide By EEOC Interviewing Guidelines

When it comes to hiring, legal recruiters are subject to the same Equal Employment Opportunities Commission (EEOC) interviewing guidelines as law firms.  These guidelines are designed to make sure that hiring is done objectively without regard to race, national origin, religion, marital status, parental status, age, disability, sex or political affiliation.

There are a few easy steps recruiters can take when interviewing to make sure that their hiring process remains objective and in line with EEOC guidelines.

1.    Interview a large pool of candidates that are as diverse as possible.

2.    Try to have more than one person interview the job candidate.

3.    During the interview, do not ask about marital status, parental status or possible pregnancy.

4.    Do not ask about the job candidate's country of birth.  For example, do not ask "Were you born in the United States?" or "What country were you born in?"

5.    Do not ask a job candidate's age unless the job requires that the employee be of a certain age.  You can however confirm that the job candidate is over 18 years of age or if he/she is a minor that they have a work permit.

6.    Do not ask about previous arrests. However you can ask about convictions if they are job related.  For example, if an attorney was convicted of fraud that would obviously reflect on his/her ability to carry out his/her job duties honestly.

7.    Do not ask the job candidate about his/her religious background.  A matter of fact, do not bring up religion at all during the interview.  If the candidate reveals that they have special needs due to their religious affiliation, you can ask them what accommodations they need.

8.    Do not ask a candidate if they have a physical or mental disability.  But if the job candidate voluntarily reveals that they have a disability you can ask what type of reasonable accommodation they may need.  

9.    Do not ask a job candidate about the religious or racial affiliation of their law school or what racial or religious organizations that belong to.  However, it is permissible to ask at the job candidates what professional organizations they belong to.

10.    Although it is not permissible to ask a job candidate about previous drug usage, an employer has the right to ask about current drug usage.

When interviewing, recruiters need to keep in mind that questioning should only be related to the job the candidate is applying for and should not scrutinize personal, non-job related issues such as race, national origin, religion, marital status, parental status, age, disability, sex or political affiliation.

Facebook profiles are poked.  Twitters are tweeted.  Linked In invitations are sent.  I know it’s a bear market when a long line of forgotten souls suddenly come looking for me out of the blue.  So, what’s the key to landing a job in this bear market and beyond?

(1) Be Patient.  It’s going to take much longer to find a job today than it was last year or the year before.  Don’t harass recruiting managers.  Don’t complain to headhunters.  The clients are taking their time because they can.  And, they do.  
(2) Sacrifice.  You may have to take one or two steps back.  Many firms are not hiring.  Interview with passion even if the job is not everything you want.  
(3) Network.  Too many attorneys only network when they need a job.  You should be networking constantly – for new clients or to meet attorneys of stature in your field.  Join bar groups and networking groups, and go to the meetings.  Every meeting.  Folks won’t take you seriously if you show up for one out of three meetings.  And, when talking to a networking contact, be sure to ask for another referral.  That’s how your network grows.  

It's the end of the year and time to get your taxes in order.  If you're a home-based recruiter, now is the time to take advantage of ALL of your tax saving deductions.  Let's start with some basic rules for saving money at tax time.

1.    Keep all of your records and stay organized.  Pinpoint what deductions you want to take for the year and begin organizing those records before it's time to see your accountant. And that brings us to our next point.

2.    Yes, you need an accountant.  Yes, it costs money; but it is the best and easiest way to save on taxes and reduce the chances of being audited.  Unless you were an accountant in your former professional life, it is highly recommended that you work with an accountant to prepare your taxes.  Another added advantage of working with an accountant is that he/she will be aware of any recent changes in the tax laws, saving you time, hassle and money.

3.    If you work from home, make sure that your home has an office that is "regularly and exclusively used for your home-based recruiting business" so that you can claim the home office tax deduction.  That means that if you want to use the home office tax deduction you cannot use your home office for other things, such as a space for entertainment, cooking or the kids' playroom.

Okay, now that we've got that out of the way, let's take a look at some of the things you can deduct from your taxes as a home-based recruiter.

•    All ordinary and necessary expenses considered customary for your type of business
•    Fees paid to professionals; such as the accountant you hire to file your taxes
•    Advertising costs
•    Postage expenses
•    Telephone expenses
•    Annual credit card fees on your business accounts
•    Educational and training classes/conferences related to your business
•    Transportation expenses
•    Insurance
•    Office furniture
•    Depreciation on business equipment
•    Expenses related to maintaining and repairing business equipment
•    Offices supplies
•    Wages paid to employees

Talk to your accountant to find out other tax deductions you may claim as a home-based recruiter.

With the legal market slowing significantly and competition for the few places available getting stronger, you would be forgiven for feeling a little half-hearted about your chances of getting an offer.

We won’t rehash the bad news that you know all too well.  Instead we’ll share some good news – firms are still hiring, even if at slower rates, and there are strategies that can turn things around and help you stand out from the competition.  It’s a matter of discovering the best strategies and applying them.  Here are some strategies you should consider:

Strengthen Your Skills.  Though personality matters, in a slow economy your skills matter more.  Hone them by taking on additional assignments, seeking out more responsibility and assisting teams working on high-profile or cutting-edge cases.  Those skills matter to potential employers now more than ever.  The efforts also demonstrate you are a motivated attorney who will go the extra mile to get great results.

Improve Your Attitude.  When interviewing, don’t complain about your current situation.  Now is the time for your interviewers to see that you are the type of person who has a can-do attitude, and who can back it up with results as well.  Convince them that not only will you hit the ground running but that you will hit the ground winning.

Network.  It’s amazing how easy it is to let years - even a decade or more - pass by without contacting those classmates or former colleagues who once were a part of your life.  Now is a great opportunity to reconnect with them and at the same time increase your chances of getting that ideal job.  Hesitant to pick up the phone?  Join the club.  Our experience, however, is that most attorneys are happy to reconnect.

Consult the Experts.  Many positions are never advertised, so get a jump on what’s available in your area by seeking the advice of a professional.  Law school career services offices can often provide valuable advice, and professional recruiters are an excellent source of market details and inside information.  Even recently-employed attorneys who are willing to share their in-the-know-secrets with you are a good source of information.  Leave no rock unturned in your quest for an offer.

In tough times, those putting in the extra effort are the ones who will reap the benefits.  If you can rise above the common belief that mass-mailing your resume to every firm in town is the best you can do, you will show firms that a slow market hasn’t slowed you down one bit.

Questions?  Contact Elite Laterals recruiter Amy Savage at amy@elitelaterals.com or 202.280.2408.

An attorney resume is the first form of communication a legal firm will receive from a potential legal job candidate.  The resume represents who the attorney is, their accomplishments and value.  It is absolutely critical to make sure that your legal resume is fully representing and communicating what you want it to.  In order to have the most effective legal resume possible, there are a few tips you should follow.

1.    Always be 100% honest, with no exceptions.  Don't exaggerate and never stretch the truth.
2.    Keep the language clear and precise, but lively. Short sentences and phrases are better.
3.    Emphasize your accomplishments more than your responsibilities.  For example, "won 90% of trial cases."
4.    When writing job descriptions make sure that they point to your relevant experience.
5.    Don't include jobs, accomplishments or responsibilities that are irrelevant to the position you are seeking.  For example, if you worked as a clerk at a music store during law school do not list this on your resume, even if it is one of only two jobs you've ever had.
6.    Do list any summer law internships, and highlight any significant legal work.
7.    Unless requested, do not include a salary history, references or thesis paper with you resume.
8.    Include your relevant professional associations.
9.    Include your law school grades and class rank on your resume.  If your grades and/or class rank is low be prepared to explain this in the cover letter or interview.
10.    Include all relevant experience and accomplishments on your resume even if it makes the resume two or more pages in length.

Should you wait until firms pay bonuses or take action now to make a move?

Do you know that you want to explore the possibility of leaving your firm, but aren’t sure when to make the move?  Are you considering waiting until bonuses have been paid?  Join the crowd – in the past many associates have delayed searches rather than leave bonuses on the table.

Given the recession, however, this year it might pay to reconsider how bonuses and other factors affect the timing of a lateral move.  Why?  Bonuses might not be worth the wait.  Consider the following:

•    Many of the largest firms have announced that they are slashing bonuses by tens of thousands of dollars.  Given market trends, it is safe to say that when major firms announce bonus reductions many other firms will do the same.

•    Firms are less motivated now than last year to use money as a retention tool.

•    With business slowing down, attorneys aren’t able to bill as many hours and may not even bill the number of hours required to earn a bonus.

•    Time spent waiting for your bonus at your old firm could cut into the time credited towards your 2009 bonus at your new firm.

These aren’t the only factors to take into account given the recession.  Other factors to consider include:

•    In this questionable and volatile economy, law firm closures and layoffs continue to escalate.  Leaving by choice (after you secure a new position) is a much better option than being told to go – regardless of the reason.

•    Competition for positions will soar in 2009.  Why?  Many associates will wait until the New Year to start a search and more layoffs are coming.  If you are willing to consider a move today, you stand to benefit greatly by starting your interviews before the New Year’s crush of applicants.

•    Opportunities that are available today may already be filled by other attorneys come 2009.  After all, the firms hiring now have the most active needs and want to fill them quickly.  By not considering a current opening you may miss out on the opportunity altogether.

•    Starting a search today and receiving your bonus aren’t mutually exclusive.  You can interview now but may be able to start your new job after bonuses have been paid.

When to start your search is a very individualized question, but given the recession you should ask yourself what if anything you have to gain by waiting.  Considering these factors is a good starting point for you to answer that question.

Questions?  Contact Elite Laterals recruiter Amy Savage at amy@elitelaterals.com or 202.280.2408.

Although not exactly new, working from home is becoming more common as both employees and employers try to save money and increase productivity.  But because working from home is so different from working in the office environment there are a few special skills managers need to use to make the process more rewarding for the company and more productive for the employee.

Hire recruiters who have what it takes to work from home.  The best home-based workers have a tremendous amount of self-discipline, possess a clear grasp of time management and are excellent communicators.

Provide home-based recruiters the support they need, including all the necessary technology and administrative support.  If possible have a team dedicated specifically to addressing the needs of recruiters working from home.

Keep an open line of daily communication.  Setup a system where recruiters working from home can frequently and easily update you on tasks completed, project progress and connect with others in the office.  If there are office meetings make sure that you include your home-based recruiters through teleconference or other technology.

Setup a system where you can accurately and objectively measure a home-based recruiter's effectiveness in terms of their productivity, not the hours they worked.  For example, you might measure how many "potential candidates" were contacted by the recruiter working from home during the week or month.

The most important resource a manager must give a recruiter working from home is the training he/she needs to increase their self-management skills, their effective use of technology and their ability to efficiently carry out job tasks with little supervision.

Law students might expect a lengthy job hunt as more and more companies face shrinking profits and are decreasing their hiring. But what many don't realize is that there are some benefits to being the new kid on the block.  While many law firms are decreasing their lateral hiring, others are welcoming new hires, many of them fresh law students, just like you.  There are also some other things a law student can do to get an advantage in the tight law job market?
1.    Find a mentor to show you how to find a job, the right way. 
2.    Have a polished resume.
3.    Treat your job search like a full-time job.
4.    Network, attending law and business related events.
As a student, don't be afraid to let everyone know that you're looking for a legal job and work with a mentor who has experience finding and landing good legal jobs.  Connect to people at law firms and other businesses that may hire lawyers.  Don't be shy about handing out your business card and asking if you can forward a resume.  You may even want to setup a coffee meeting with potential employers and legal firm insiders (meaning current employees) to begin establishing a relationship with them.  While you're unemployed, take advantage of this time to brush up on your skills and learn new ones.  You may even want to go back to school and gain a degree in an additional practice area.  Focus on any activity that will increase your marketability in today's tough legal job market.

Recent months have been a roller coaster given the market crisis.  Add to this the increased frequency of law firm layoffs and firms slashing bonuses, and the outlook for the legal market has been unsettling, to say the least. 

It is not the time, however, to give up or give in to a situation which at first glance may seem rather bleak.  On the contrary, it is time to dig your heels in and fight to continue moving forward in your career.

If you are worried about your current job now is the time to make certain you are important to your team’s success.  Could you be more responsive?  Better handle deadlines?  Improve your attitude?  Are you willing to take on additional responsibilities when needed, even if it means longer or more intense hours?  It goes without saying that your skills must also impress.  Remind yourself that becoming a “go to” attorney offers you protection that no amount of worrying can. 

For attorneys concerned about making a move, the good news is that there are still openings - particularly for patent attorneys, and even for some corporate mergers and acquisitions as well as corporate securities attorneys.  In addition, demand for bankruptcy attorneys is on the rise and there is some demand for litigators.  Real estate, finance and other slower practice areas don’t offer as many opportunities.  Still, you only need to find the one opening that suits you and one of those could be it.

Improve your prospects with other employers by following the lead of attorneys worried about their current jobs: make yourself important to your current team.  That can be difficult when you know you are leaving, but it’s the right thing to do as long as you are employed and it also presents an opportunity to further hone your skills.  Improving those skills will make a difference as now more than ever employers want attorneys who can hit the ground running.  You’ll also build strong references along the way. 

An overlooked aspect of being hired during difficult times is that the hiring firms are often those with solid foundations and may offer more secure positions.  As such, although there are fewer positions out there now they can be worth fighting for. 

Sometimes an economic jolt is the time to step back and evaluate where you are in your career and how you would like to position yourself for the future.  After all, history dictates that the financial crisis will end.  If you stay competitive your hard work and diligence will reward you in the long run. 


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For law students who are leaving the world of school, where baggy jeans and worn sneakers are the standard uniform, dressing for the often conservative environment of a law firm can be quite a challenge.  Although law students may think they know the wardrobe requirements of the professional world, grabbing any old suit won't fit the bill.  When attending your first interview you want to dress to impress and show a potential employer that you understand the culture of the professional world.  Even if you're applying for a law firm that has a business casual environment don't dress business casual for the interview.  If you dress as if you're applying for the highest paid position at the law firm, then you know you're on the right track.  It's better to be a little bit over dressed then to be labeled as the kid who dressed as if he was applying for the burger flipping position.  Here are a few tips to follow when dressing for your interview:
1.    Wear conservative colors.  That means black, dark blue and grey.
2.    Men, wear a tie and avoid designs that draw too much attention.  In other words, leave the Mickey Mouse tie at home.
3.    Women, wear skirts with conservative lengths that don't go too far above the knee and stick with flesh colored hosiery.  No bare legs.
4.    Shoes should also be conservative and closed-toe, no sandals.
5.    Shirts and blouses should be basic, preferably blue or white.
6.    Jewelry needs to be minimum, maybe studs instead of dangling hoops.
Whatever you wear to your interview needs to fit you well.  Avoid any clothes that are too small or too large.  Many law students want to get "original" with their clothing; but it's best to let your unique personality shine through your resume, cover letter and your excellent interview skills instead of your wardrobe when looking for a legal job.

 by Eden Mandrell and Courtney Goldstein

In-House Moves Handled, Too
 
Established recruiters with a long track record of successful placements often straddle three distinct practice areas or career stages: associates, partners and in-house. We have relationships with those on the hiring side as well as job-seekers, so we are in a much-coveted position when it
comes to knowing what is going on in the market – e.g., who is hiring, what they’re looking for, what it is like to work for certain companies, which candidates have gotten through to the interview stage, what questions are being asked during the interviews, etc.
 
If you’re contemplating a career in-house, recruiters can provide you with a reality check as to your viability given the market’s hot practice areas and current needs. The recruiter relationship, especially one established early in your career, can foster a path to in-house by counseling you
on which practice areas tend to open more doors to corporate work and which firms’ clients retain their attorneys for in-house positions.
 
It’s for Life
 
Recruiters understand the full life cycle of an attorney. At MLA, most of us have been practicing attorneys ourselves. We are also professional life coaches. Our market intelligence and personal relationships with law firms and in-house power brokers enable us to give you a unique and
beneficial perspective. Attorneys who partner with a recruiter throughout their career will have an insider’s view of the market.

The key to success throughout your career is networking. Having a recruiter as part of your network – one who will lead you in the right direction so you can attain your personal career goals, be in the most supportive environment, and start building your library of accomplishments
– is one of the best ways to ensure your success. 
 
If you only think of a recruiter when you decide to make a lateral move, you will miss out on the wealth of information we can provide throughout your career. A good recruiter should be considered essential to your development as an attorney – even if you never change jobs!

Eden Mandrell is the Regional Practice Manager for Major, Lindsey & Africa’s Associate
Practice Group – Central region. She can be contacted at 312-896-8557 or
emandrell@mlaglobal.com. 
 
Courtney Goldstein is the Regional Practice Manager for MLA’s Associate Practice Group –
Western region. She can be contacted at 213-689-0718 or cgoldstein@mlaglobal.com
 

When attorneys are on the job hunt many take their time to examining the position and salary of the jobs they are applying for while giving the working environment only a brief glance.  But the problem with this type of approach to the legal job search is that although the legal job may have the salary and prestige an attorney desires it may not be the right cultural fit.  There are as many law firm cultures as there are individual law firms.  For example, some law firms are high stress and fast-paced while others are laid back and slow.   Before an attorney submits his/her resume to a law firm, they should do their research on that law firm's culture.  Find out the culture of the law firm before expending any energy trying to land the position.  Ask yourself…
Do I prefer a casual work environment? 
Do I want to wear a suit to work everyday or business causal slacks/skirt and a shirt?
Do I want to work long hours or do I want to see my kids in the evening?
Do I work well under pressure or do I prefer a more slow-paced work environment?
Do I like a competitive environment where everyone is trying to make "partner" or do I want to remain at my current professional level?
I'm I interested in non-profit work? 
Do I only want to work on the high-powered cases?
These are just a few of the questions you need to ask when you're considering the cultural fit of a law firm.  Another big mistake many job seeking attorneys make is allowing others to dictate what they should be going after.   If an attorney knows that it's important to have family time, then it is not wise to take a legal job at a law firm that requires overtime every week.  Know yourself and your needs and choose the law firm that is the right choice for you.