As the competition for jobs becomes fierce, many job candidates are faced with increasingly difficult interview questions.  In the first part of our series we asked "Why do you think YOU were chosen for layoffs?"  Now we want to tackle another question that catches almost all candidates by surprise.
Difficult Question #2:  A year from now, what is going to keep you at this company?

Let's admit it, many job candidates make the mistake of thinking very short-term when faced with a difficult job search.  After sending out 100 resumes, sitting through 20 interviews and failing to land a job after a year or so, many job candidates, because of desperation, take positions that will only keep them interested for a year, at the most. Hiring is a huge investment, in good-times and bad, that's why employers want to avoid candidates who will bail before they can get their return on investment.  Your job is to let them know you're in it for the long haul.

The first step to tackling this difficult interview question is to ask yourself this question BEFORE you apply for the job.  Is this job the type of job that can hold your interest for years?  What are the qualities that make this job appealing for the long-term?  To answer these questions honestly you need to have a clear long-term vision.  Does the job help you achieve your long-term career goals?  Maybe it offers the chance for advancement, training or the opportunity to be mentored by the best in the business.  

Here's what you might say:

"This position offers me the opportunity to achieve my long-term goal of ___________ by offering excellent training and hands on experience in __________________."

"The opportunity for advancement in the company makes this position very attractive because I'm interested in becoming _____________________ eventually."

What you don't want to say:

"I don't know," or any clever variations on "I don't know."

With many employers and recruiters swamped with tons of qualified candidate resumes are becoming more discerning during interviews.  Some recruiters and employers are now asking difficult questions that may cause some candidates to stumble during an interview.  Let's take a look at one difficult question and discuss the best and worst responses:
Difficult Question #1:  Why do you think YOU were chosen for layoffs?
This is a difficult question for anyone who as faced a layoff.  It's also a question that can catch even the most prepared of us off guard. But don't let it frazzle you. The first rule to answering this question is: don't express any anger or hostility towards your former employer.  That means AVOID saying:
"Well, I think it was favoritism, jealousy, nepotism etc…."
"Well, I don't think I was appreciated and I worked there for 10 years and never got a word of thanks…"
"They wanted to give my job to a younger person who will work for less…"
Don't give the above responses even if they are true.
Below are some acceptable answers to the question:
"I'm not sure, I just think they needed to cut costs and I got unlucky…"
"I don't know.  Can I think about that and get back to you?"
Also avoid devaluing your work performance.  Don't suggest that if you worked harder, finished that project on time, etc., that you would have avoided a layoff.  Saying something like that may devalue you in the eyes of the interviewer and lessen your chances of landing the job.

If you're a recruiter working effectively in the current marketplace, then you've been fortunate enough to land some very high quality candidates and snag the interest of employers who are still hiring.  But what you may have noticed is that some of the top candidates still want to negotiate compensation before taking an offer even if the additional compensation is insignificant.  Negotiation is not necessarily a bad thing; but it may be unwise to negotiate if the compensation offer is at least close to what the candidate is looking for, here's why:

1.    There are a lot of high quality candidates looking for a legal job in a market that has shrunk significantly due to the recession. If your candidate doesn't accept an offer relatively quickly the employer may offer the position to another candidate causing a loss to you (as the recruiter) and of course to the candidate.

2.    The increased salary may not be worth the cost, especially if the additional income is only a slight increase over what the employer is currently offering.

3.    If the candidate asks for a change in the compensation package it must go through the approval process again and may be rejected especially in the current financial environment.

Recruiters need to remind candidates that when assessing the worth of a job they need to look at the compensation over a three-year period, promotion opportunities, non-cash benefits (healthcare, life insurance, 401K matching etc.) and opportunities for general career advancement and training. Make sure that you educate your candidates about possible compensation and their expectations before you're at the negotiating table, it could save you a placement.

When jobseekers are trying to connect with others who can get them one step closer to the job of their dreams, there are a few rules that must be followed.  Let's take a look at few of the most essential rules of networking:

Rule #1:  Always be genuine.  Remember, you're not JUST scoping people out for opportunities to land a job; you're building relationships that hopefully will last for years to come.  So when you're connecting with others through your networking efforts take a genuine interest in them and keep an eye out for the long-term.

Rule #2:  Have networking goals.  If you're attending meetings, dinners or events that offer an opportunity to network, make sure you have clear cut goals before you arrive.  If there is a list of attendees, try to get a hold of it and decide who you want to connect with before you arrive.  Don't forget to do your research ahead of time so that you know what topics will be of most interest to them.

Rule #3: Help others. Networking is not a one-way street.  It's important that jobseekers make sure that they are a resource for those connections they make.  When you connect with a new person, ask yourself, how can I be of assistance to them? In order to answer that question correctly you need to know what it is that they want or need that you can provide.  It could be as simple as information or a contact. Whatever it is help them get one step closer to their desires.

It's truly a shame that we need to even post an article about this; but there are some unscrupulous individuals posting fake job ads on the internet to gain information about the competition or to just see what's out there. Job candidates must vet every online job ad before they decide to apply for it because many of them are not real.  This is another reason why working with a legal recruiter and using the Leopard Job Board can be a valuable asset for job candidates.  Both recruiters and Leopard Solutions have already vetted the companies and the validity of the job ads before they're posted, saving job seekers valuable time.  So let's take a look at what job candidates should look for when assessing the validity of an online ad.

1.    If a job ad lists their company name, do a little research. Does the company exist? If so, do they have a legitimate website?  Check and see if the job listed online is also listed in their "Employment and Career Opportunities" section. If so, you may want to apply for the job through the company's website.

2.    Does the online job ad have salary listed in a way that is vague or could be misleading?  For example, many fake job ads will say "the potential to earn…" or "earn up to…"  If you see an online job ad with that type of verbiage it is likely that it’s a fake job ad.

3.    Job ads with typos, misspelled words and glaring grammar errors are most likely fake job ads.

I can hear the collective groan.  Many recruiters working independently enjoy being the jack of all trades; but sometimes getting a little extra help especially in an essential area such as marketing, can take your business to the next level.  So here are a few tips that may help you identify the best marketing guru for your team:

1.    The best marketing gurus are up-to-date on the latest and most effective marketing strategies that work for legal recruiters.  If your marketing guru is focused on "old school" strategies such as classifieds to the exclusion of new media marketing such as social networks, then you probably should keep looking.

2.    Is your marketing guru willing to offer "measurable" outcomes so that you can determine if you're actually getting a good ROI?  Good marketing gurus do things that will affect your bottom-line. For example, can he/she increase the number of potential client contacts, repeat clients etc.?
    
3.    A good marketing guru will have a general knowledge of how to create brand synergy that will increase your company's flow of business and profits. Can your marketing guru logically explain why they need to do something and how it will positively impact your business?  For example, if your marketing guru wants to change your website, logo or advertising, he/she should have a good reason to do so. The last thing you want to do is fix what's not broken.

Hunting for a job is hard work.  In today’s world, there are more avenues open to jobseekers, but that doesn’t make the ‘hunt’ itself any easier. You might inadvertently work against yourself because your expectations are too high for the current market.  You might also make some simple mistakes that could lower your chances of success.  Here are a few simple suggestions to help you in your search.

Rely On A Good Recruiter
If you are seeking an attorney position, your best bet of landing a new job is with a recruiting professional.  Job boards can give you an idea of what jobs are open, but a recruiter will be your advocate in landing that job.  They also have knowledge of job openings that will not appear on public job boards.  They already have contacts within the firms and can work to sell them on YOU.  Your first step should be to engage a recruiter in your search BEFORE you send your resume out to a dozen companies.  If you have been unable to engage a recruiter in your search, read on…

Don’t Drop The Ball
Companies and firms are inundated with resumes on a daily basis.  If you send in your resume and simply wait for a response, your chance of success is very low.  If you don’t follow up your submission with another email or phone call, your resume could easily be lost in the shuffle. 

Only Apply To Positions You Are Qualified For
Sending your resume in without reading or understanding the job requirements is a major faux pas. The New York Times recently reported of a business that advertised for an attorney, and yet over half of the 1000 applicants were NOT.  Read the job ad carefully and be honest with yourself about your qualifications.  Wasting the hiring manager’s time is never a good road to employment.  If they are seeking a Labor and Employment attorney and your specialty is IP, don’t apply. Remember, they may have an opening down the road that is appropriate for you and you don’t want to ‘spoil the well’.

Spell Check Your Resume! 
A recruiter or hiring manager will likely discard your resume upon seeing the first typo.  Why should they bother reading it, if you can’t be bothered to check your own resume for mistakes?  If you were not serious about your application –how seriously would you approach your job?

Write An Appropriate and Tailored Cover Letter
You can easily spot a ‘form’ cover letter.  Don’t use the same cover letter for each and every job submission.  You should tailor each cover letter to the firm you are applying to.  Know something about the firm; tell them why you would be a good fit.  Praise their work, and convey why you want to work there.

Find Contacts on LinkedIn to Help Your Search
If you can’t find the name of the hiring manager on the company website, use alternative means.  LinkedIn can be a valuable tool to help you find the information you need.  You can search for the hiring manager, or anyone else who works for that particular firm.  Once a contact is made, ask whom you could contact concerning the open position at the company. 

Look at the Law Firm Website
See if anyone there graduated from your law school, or went to your undergraduate school.  They might prove to be a valuable ally in your job search.  Find a connection with a CURRENT employee, and they could give you a good deal of valuable information. 

For additional information, read the NY Times article: “Where, Oh Where, Has My Application Gone?”  By Phyllis Korkki.

The U.S. Department of Labor has setup guidelines for recruiters when searching for applicants online.  You can see the entire guideline pamphlet at http://www.dol.gov/esa/ofccp/iardwnld.htm.
Rule #1: When recruiters are vetting candidates online they are allowed to not consider candidates who aren't willing to do what is required to perform the job.  For example: If a candidate is not willing to travel, work overtime or work for a specific salary required for the job, the recruiter does not need to consider the candidate's application.
Rule #2: Recruiters are allowed to strategically limit the number of candidates they will consider.  For example:  If a recruiter has received 200 applicants, they are allowed to consider the first 20 (or any other amount chosen) and not consider the rest.  Or, they can randomly choose which candidates they will consider for the position. But they would not be allowed to exclude candidates based on age, gender or other discriminatory criteria.
Rule #3: Recruiters are required to properly use "basic qualifications" when searching for candidates online.  For example:  Requiring 10 years of experience for an entry-level legal position would be a misuse of "basic qualifications."  All basic qualifications that recruiter requires must be necessary to perform the job.

It is times like these that the greatest innovations come into being.  That's what happened when the executive search industry was born during the Great Depression.  At the time there were too few jobs and way too many people applying for those jobs, many of them unqualified.  As any recruiter knows, sloshing through a pile of resumes from unqualified candidates can be a huge time waster.  Because of the huge number of resumes recruiters receive, some of the most qualified candidates may find themselves overlooked, especially if they happen to be near the back of the pile.  That's why using technology that can identify the most qualified candidates without you going through each individual resume is so important.  For those who don't have access to the screening technology or find that it's not enough here are a few tips for rapidly decreasing your time spent reading resumes:

1.    When working with the employer to create the job description, find out what the "must haves" are for the position. For example:  An employer may require "five years experience" without exception. Once you identify the "must haves" include the information in the job posting and request that candidates to mention in their cover letter/resume if they meet the "must have" requirements.  Once you receive the cover letter/resume, immediately scan for the "must haves."  If the candidates meet the "must have" test then spend the time to review their information more closely.

2.    You may want to consider using a "deadline" for resumes received.  In other words, if you posted an ad on June 7th you may consider giving your full attention to resumes received within the first 3 days after the job was posted.  If you find qualified candidates in that 3-day pile, then reviewing the other resumes may be unnecessary.  However, you should consider having an assistant send a short thank you note via email to the candidates who did send in resumes.

3.    And finally, you may want to have an assistant do a preliminary review of resumes to pull out those who meet the requirements, minimizing your time spent on the task and freeing you to take care of more important things in your business..

If you're working hard on your job search this summer keep meticulous records, because you may be able to write-off some of those expenses on your 2009 taxes.  Here's what you need to know:

1.    You can write-off the expenses associated with your job search, but the job search must be for a position in your current occupation. If you're changing careers, you won't qualify for the IRS job search deductions.

2.    If you are making copies of your resume/cover letter and mailing them out to employers, you may deduct those expenses. Keep copies of the receipt for photocopying and the money you pay for postage.

3.    Got travel plans?  Many job seekers looking for work are searching nationally, requiring them to spend on transportation and lodging which can be deducted from taxes. Travel expenses are deductible only if the majority of your time is spent on job search related activities during your trip.

4.    You may also deduct employment agency fees that you pay while searching for a job in your current occupation.

5.    Unfortunately, if you are searching for a job for the first time these job search deductions are not available.

To find out more information about deducting job search expenses visit www.irs.gov and search for the IRS Publication 529, Miscellaneous Deductions.

Despite a surge in the number of resumes hitting recruiters' desks, the number of quality candidates with the right combination of experience and skills is often hard to come by. The truth is that most quality candidates have several recruiters vying for their attention and trust.  Here's what you can do to win them over:
1.    Value the candidate's time and effort spent submitting their resume and/or interviewing with the employer.  Keep the candidate in the communication loop regarding to the status of the position.  Don't allow weeks to pass after an interview without checking in with the candidate to let them know what's going on, even if it's just to say, "I haven't heard back from that employer yet, but I am submitting you to another position."
2.    Build relationships with quality candidates before you need them.  This is going to require a little upfront effort on your part but will pay off in a big way. Using social networking tools such as blogs, LinkedIn, Facebook etc. identify and begin building relationships with quality, passive candidates preferably before you need them to fill a position.
3.    Go that extra mile for your quality candidates.  Make sure you offer value to the candidates such as forwarding, valuable articles and tips that may help them in their career. You may even consider setting up a blog for this purpose.

If you've been following this blog for any length of time and taken our advice, you've probably put together a very polished resume and have a general cover letter that can be tweaked for each position.  But a polished resume and cover letter won't get you a job if you're not doing the necessary work to get the results you want.  Many job seekers make the mistake of making their job search goals too general and never measuring their efforts.  They will say, "I'm going to send out some resumes this week" instead of getting specific.  The result is that many job seekers stay on the job market for longer than necessary because they haven't done the work and they haven't created a measurable system for setting and reaching their goals.   

Here's what job seekers need to do:

1.    Set weekly and daily goals for your job search.  Get specific and aim high.  Don't worry if you fall short. Remember the old saying, "shoot for the moon and reach the stars." For example, if you want to send out 20 resumes a week, then you should send out at least 4 resumes a day to reach your goal. You may actually only send out two a day; but that's better than none at all which is a probable result without specific goals.

2.    Take note of what you have actually accomplished for the day.  Don't feel bad if you haven't completed everything, just aim to improve your performance the next day.

3.    Tell someone what you're doing and be accountable to them.  Ask a trusted friend or follow job seeker to hold you accountable for your daily and weekly progress.

By writing down your goals and recording your actual progress, your job search results become measurable. Measurable actions and results leave little room for self-deception about what efforts you did or didn't make to find the job of your dreams.

Whether you're negotiating a salary or benefits, there are some basic negotiating skills every recruiter and job seeker can use. Let's take a look at some of the most important negotiating skills:

1.    Before approaching the negotiating table, ask yourself, "What is the lowest amount I'm willing to take?"  In other words at what point is the deal no longer worth it.  Remember, decide what your "lowest amount" is before you arrive at the negotiating table.

2.    Face the power dynamics.  Who has the most power at the negotiating table?  If you're a recruiter, do you really need to close this deal or do you have plenty of placements on the table?  If you're a candidate, have you been looking for work for months with only a few interviews or do you have several offers from employers? If you find that you have the most power don't be afraid to drive a hard bargain; but if you have the least power you may want to negotiate cautiously.

3.    Start negotiating from the high-end.  In other words give the other party an offer that you can justify, but is significantly higher than your lowest offer.  Don't be afraid to be bold, just remember you must be able to justify your high-end offer.

4.    Be willing to walk away.  Negotiation can only be successful if you're willing to walk away especially if the other party doesn't at least give agree to your lowest offer.

And Steve Stone

The majority of lawyers are introverts and many struggle with self-promotion.  No one wants to be the obnoxious braggart that everyone in the office talks about.  In fact, there is a fine line between shameless and shameful self-promotion, and there is an art to walking on the shameless side.  There is also immense value in being able to effectively promote yourself.  This skill is important for job interviews, performance reviews, and client development.

So, how can you promote yourself effectively without being over the top?  First of all, you must tell your story in a way that is authentic and engages your audience.   We recommend thinking of this as the difference between telling and selling.  Selling sounds like you are forcing something to happen whereas telling is about conveying important information through your story.  Effective self promoters are sincere and are truly storytellers.

When promoting yourself, you should also think of yourself as an entrepreneur.  Your product is you!  Would you buy a car without knowing its features?  Why would someone hire a lawyer without knowing that she has the necessary experience?  It is certainly more interesting to learn about a car’s features by looking at a well-produced colorful brochure than by reading a long sheet of statistics in small black and white print.   Similarly, it is more interesting to learn about a person’s experience when she presents it in her own full-color, succinct, easy to watch, well-thought-out and honest “commercial.”

In order to become better at promoting yourself, we suggest that you create such a commercial for yourself.  Think about what’s important to share.  What have you accomplished?  What are you proud of, and why?

Now you are ready to begin to craft a story that is uniquely yours and tells what you have accomplished in a truthful, positive, authentic way.  We suggest that you script your story in several different ways so you can tell it differently to different audiences. 

You will also want to find opportunities to practice your brag.  You may want to begin by doing so with an individual or in a group where you are at ease.  You can branch out from there.  The more practiced you become with telling your story, the more comfortable you will be sharing it with others outside your immediate circle.  Have patience.  While it may feel a little uncomfortable at first, with practice over time, you will become a powerful and shameless self-promoter.

Debby Stone, JD, CPCC, PCC and Steve Stone, JD, CPCC, ACC

When the economy is in a slump and job orders are slow, many legal recruiters decide to cut back on expenses.  Unfortunately, one of the first expenses some legal recruiters cut is advertising.  But advertising is absolutely integral to any legal recruiter's business success.  So instead of cutting out your advertising expenses, try maximizing your advertising dollars.  Here are a few tips:

1.    Invest the majority of your advertising budget into what works best.  For example, if you're advertising in two magazines and one is generating 10 potential client calls a month, while the other is only generating 2 potential client calls a month, you may want to consider shifting all of your money into the most effective magazine.  Can you advertise more often?  Can you get a bigger/better ad? Maximize as much as you can.

2.    Make sure you have a powerful online presence.  Oftentimes potential clients will Google a legal recruiter before they call. How well designed is your online brand?  Is your website professional? Do you have articles/blogs online that establish you as an expert in your field?  All of these things will help to convert "window shoppers" to clients.

Remember, during an economic downturn, many legal recruiters will reduce their advertising or stop advertising completely.  This may give you the opportunity negotiate cheaper advertising rates and snag the clients your competitors won't reach because they no longer advertise.

Many job seekers who are searching for creative ways to stand out from the heap are coming up with some unusual gimmicks.  An article in the Chicago SunTimes (http://www.suntimes.com/business/1617841,CST-NWS-jobs11.article) said:

One applicant sent a shoe with a resume to "get my foot in the door"; another staged a sit-in in a lobby to get a meeting with a director, and another sent a resume wrapped as a present, saying his skills were "a gift to the company."

While the above strategies are "out-of-the-box" and attention getting, many of these tactics may actually backfire if taken too far.  Recruiters and employers may be amused by some candidates' more than unusual tactics; but they may also be turned off from hiring them.  Remember, the most valuable candidates don't need to resort to extreme gimmicks to get the attention of recruiters and employers; their experience and proven accomplishments speak loudly enough.

One tactic that doesn't require a lot of "smoke and mirrors" is finding someone who is familiar with your work and has contacts at the company or knows the recruiter you want to work with.  Ask your contact to personally recommend you to the recruiter or employer.  Don't think you have the connections?  Think again, find out who you want to work with and start asking friends, acquaintances and former colleagues if they know anyone at the company. Once you get a yes, ask them to write a letter of recommendation. You would be surprised at how far personal recommendations can go in making you stand out against the competition.

All market niches are not created equally.  They're even more unequal during a recession.  When jobs are scare, the most successful recruiters focus only on the most lucrative markets.  

How do you know if your market is hot (or not)? 

How are your current clients?  Are they giving you more business or more reasons why they aren't doing any hiring right now?  If you're market is hot, you should experience a slight increase in the number of job orders coming from current clients (or at least the same number of job orders).  If your current client job orders are on the decline or have stopped completely, that means your market is probably in a slump. 

What should I do if my market is in a slump? 

Research hiring trends in the legal industry and find out which markets have a high demand for attorneys.  Once you identify hot markets begin refocusing your marketing energy on those markets only.  And while you're at it, increase your marketing efforts by at least 30 percent.  Spend 30 percent more of your time marketing to potential clients. Use cold calling, online social

There's an interesting article at Law.com which features the stories of three recent law school graduates who are struggling to secure a legal job in this tight job market. Linda Nguyen graduated from the University of Houston Law Center in May. She ranked in the middle of her class and was a summer associate at the 114-lawyer Clark, Thomas & Winters law firm. But despite her credential she failed to secure an offer for a permanent position.  The law firm had previously hired the majority of its summer associates; but because of the economic downturn it only hired two of them and eventually delayed those hires until 2010.

Nguyen was stuck without the job that she believed was almost certain so she sent out 50 letters to law firms and networked with four attorneys she knew personally. Butt still she was unable to secure a legal job. But Nguyen didn't stop there and give up.  She got creative, contacting one of the hiring partners at Clark, Thomas and Winters and asked him to keep her in mind if he heard of any energy-related jobs.  Well, it worked out for her and she now has a job as a project manager at Houston's Entergy Texas Inc.  Although the position does not require a law degree, she's using the money to repay her student loans and is preparing to take the bar exam.  This recession will not last forever. Get out there and find a job that will help propel your career forward. It doesn't have to be exactly what you envisioned; but if it can give you money to pay the bills and time to study for the bar exam or send out resumes, it's worth it.

(source: http://www.law.com/jsp/article.jsp?id=1202431777067&Permanent_FullTime_Law_Jobs_Remain_Elusive_for_Three_Job_Seekers)

If your clients are slow in implementing necessary hiring due to recession headlines, then it's your duty as a recruiter to remind them that the best talent is often secured during temporary lulls in the economy.  When the economy is booming and the market is flush with jobs, the legal industry's A-list talent is swept away by the law firms that are quick and offer the most enticing incentives.  But during a temporary downturn in hiring, A-list job candidates remain on the market a little longer, giving your clients the opportunity to pick from the best while their competitors miss out because of hiring freezes or useless delays.

Here's what your clients need to know:

1.    Good workers equal more profits.  Delaying hiring could mean a delay in increasing their revenues.

2.    Smart investors always buy undervalued assets when everyone else is afraid to buy.  In the downturn there are many valuable candidates available who wouldn't be available if the job market was "hot."  Your clients should take advantage of this window of opportunity before it closes.

3.    Now may be a good time for clients to replace low-performing workers with A-list job candidates. In a market flush with high quality job candidates, it makes good business sense for clients to maximize their workforce by retaining only the best employees.

The current recession has made many employers examine the bottom-line more closely than ever.  What are employers and recruiters looking for, besides attorneys who are highly skilled and knowledgeable?  They're looking for two things:

1.    Attorneys who can help employers make money
2.    Attorneys who can help employer save money

This will require job seekers to get creative with the way they present themselves on their resumes, cover letters and in their face-to-face interviews. Job candidates must prove valuable to an employer's bottom-line if they plan to beat out the stiff competition.  

How do you measure up?

First lets clarify what it means (and what it doesn't mean) to make or save a employer money. You don't necessarily need to directly "drum up" business for an employer to be considered integral to the employer's bottom-line; but your work and the results of your work must create positive impacts on the company's cash flow.

For example:

•    At your previous job, did your performance improve the productivity of your department?

•    Did you create systems or do work that allowed the company to forgo hiring new staff?

•    Did your ideas or projects produce significant gains financially for your company?

Try to be specific when giving examples of how you saved or earned your former employer money.  Be specific about the amount of money earned/saved and be specific about your actions that lead to the employer's financial gain. Lastly, don't be modest about any actions you took that improved your former employer's bottom-line.

When attempting to fill a client job order, many recruiters get slowed down with the routine: submit resume to client, wait for client, get feedback from client.  There's got to be a better way, right?  Well there is.  If you've been keeping your quality candidate pipeline full, client placements can be filled from existing candidates who have already gone through your screening process.  Simply give your client the opportunity to pre-screen several candidates immediately instead of waiting for the whole "submit resume wait" routine to play out. Here's how it works:

1.    A client calls you up and says they need a job opening filled immediately.  They send you the job description and their requirements.

2.    You send them a resume and wait for their response. Well not exactly, at least not this time.  Instead you tell the client that you can schedule a quick pre-screen interview with several qualified candidates via telephone.  Set a date, a time and tell them you can send the client resumes for their review while preparing for the interview.

This method can be very effective in securing quick placements because it creates a sense of urgency for the client and focuses on the actual results of quickly connecting clients directly to candidates.  If the client is satisfied with the pre-screen telephone interview, you can go ahead in send the candidates in for a face-to-face with the client, putting you one step closer to securing a placement without waiting on resume feedback.

Are you planning to spend your summer kicking back?  Taking a break from recruiting because the market is not as hot as you’d like? Or will you be spending your time planning, building and working to be the one on top when the market turns around?

There are a few recruiters who have decided to ‘take the summer off’ and intend to return to work when the market is bullish and jobs are more plentiful. It makes for pleasant musing, like dreaming of how you’d like to spend your lottery winnings, but I think that their plan may have a fatal flaw.
 
The likelihood of the legal job market returning to the dizzying heights of the last few years is dim for the near future.  Law firms have discovered they can make do with less and they will continue to do so.  (Not to say that there won’t be a moderate hiring boom, there will!) There will most certainly be a correction and law firms will definitely need to fill their now decimated ranks with attorneys, but it will not be within the framework of old nor will the volume be the same. First, salaries have declined and they will NOT return to their pre-recession levels within the next few years.  Placements will be made, and commissions paid, but the amount paid for each placement will be lower.  Firms will hire, but they will not be filling all the slots they recently shed.  The number of attorneys working in law firms will not match the numbers of ‘07 and ‘08. Associate deferments will bring their own wave of ‘hiring’ into the firm, but will also create a gap of experience within the ’09 and ’11 year range. 
 
Recruiters who see an opportunity in this climate will choose to continue to work, making new contacts and forging new relationships. They would be contacting recruiting coordinators that they know, and don’t know, working to expand their network. They would also contact those newly hired associates who have not only managed to be hired, but have also managed to keep their positions while their contemporaries did not. Those folks (low in number) are going to be in very high demand in just a few short years. They will have the working experience that will make them very valuable laterals in the near future. They are the lucky few and creating a relationship with them now, could mean enormous dividends in the future.

Time is a great asset if you use it wisely.  Investing your time now could put you in an excellent position when the market correction occurs.  Who are they going to call when they need help with a placement? Someone who has virtually disappeared over the last few months, or someone who has developed a relationship and proven his or her worth?  That should be easy to answer! Common wisdom is to ‘invest in a downturn’. Sage advice, smart recruiters will heed it.

When preparing to interview for a judicial clerk position, candidates need to have a strategy and be ready to prove to the judge and his/her staff that they are the right fit for the team.  Here are some tips on how to put your best foot forward at the judicial clerkship interview:

1.    Before you send off your application package, make sure you understand why you want to be a judicial clerk.  How will a judicial clerkship help you move closer to your career goals?  The candidate should be able to eloquently and clearly articulate why he/she wants to work as a judicial clerk because the judge and his/her team will ask about it in the interview.

2.    Be prepared to discuss your writing sample and any legal issues that the judge may feel passionate about.

3.    Make sure you're familiar with and can discuss current and/or newsworthy legal cases that have come from the judge's court. 

4.    Make sure you're familiar with the judge's opinions and personal history so that you can anticipate what he/she will discuss in the interview.

5.    During the interview candidates should discuss their strong points (i.e. writing, analysis, research etc.) and emphasis what makes them a good addition to the judge's staff.

6.    Candidates should prepare a list of questions about the position's responsibilities, working conditions and other aspects of the job before arriving at the interview.

The interview typically takes place in the judge's chambers and lasts anywhere from 15 minutes to an hour. Travel expenses will be the sole responsibility of the candidate so try to interview with multiple judges in the same area if possible.