Most resume writing guides focus on using power words or words that can persuade an employer to schedule an interview or to at least keep reading their resume. But what about those words that may cause an employer or recruiter to dump your resume in the trash?  What words should job candidates avoid using if they want to increase their chances of landing that interview? Let's take a look:

Avoid abbreviations and acronyms.  Although people at your former job may be familiar with certain abbreviations or acronyms, assuming that the recruiter/employer reading your resume is not familiar with the abbreviations or acronyms is probably the safest route.  The last thing you want is for a recruiter or employer to trash your resume because they had no idea what you were talking about. If you feel that you need to use an acronym or abbreviation, use it sparingly and offer a footnoted definition.

Avoid using negative words to describe anything, including your former job, school, co-workers or boss.  Negative words such as boring, mean, bossy, angry or stupid are all no-no's when it comes to your resume.

Avoid using personal pronouns such as "I" or "Me."  Just say, "Litigated 20 case for XYZ firm" instead of saying "I performed litigation for XYZ firm."

Avoid using words that are not commonly used and that the reader may not understand. Keep it simple. If your resume is written with a lot of $100 words that sends the recruiter or employer running for a dictionary, it's doubtful that your resume will avoid the trash bin.

During the second quarter of 2009, Eolis International Group doubled its deals for partner acquisitions over the same period in 2008, with seniors leading the way.

Increasingly, savvy firms are throwing age-based compulsory retirement for partners to the wind—recognizing that the legal community has an extensive stable of senior citizens who demonstrate high energy, a continuing flair for pulling in major client revenues, and a portfolio of clients that can be nurtured and ultimately transitioned into the fabric of the firm.

David Bernstein is a leading example. A lifer at Rogers and Wells, he was swept up into R&W’s merger with Clifford Chance, where he remained until the age of 71.

A client and longtime friend, Bernstein contacted Wendeen Eolis to consider the possibility of a new adventure, citing his love of legal practice and his continued vigor. (Bernstein’s hours and client base rivals busy colleagues twenty years his junior.

In May, assisted by her affiliated partner Alan Miles and Associates, Wendeen completed a deal between Bernstein and K&L Gates. And knowing that K&L Gates’ New York managing partner cares only about quality, EOLIS and Miles went for a double header serving up another eminent grise, Roger Crane, formerly of Nixon Peabody.

Could it be a trend that opportunistic law firms will aggressively pitch seniors (partners in their sixties and even their seventies) who demonstrate energy and wisdom and a continuing track record for revenue production? Wendeen will be writing more extensively on this issue following completion of a trend study of 20 Law firms around the country.

Do you feel like you're ready to burn out at the end of the day when searching for a job?  Maybe you're sending out hundreds of resumes, attending ten networking meetings a month and going to see every recruiter in a 20 mile radius; but still haven't secured one job offer.  If that sounds like you, then you need to consider working smarter, not harder.  Here are some job seeker tips on working smarter.

Tip #1 - Never apply for a job that you couldn't see yourself working for at least five years. Yes, I know that it's hard out there and you just want to find something to pay the bills. But honestly it takes the same amount of energy (if not more) to find a job you love as to find one you hate or can barely tolerate. Plus, if you are applying for a position that you are less than excited about, it will show in your cover letter, resume and especially in an interview.

Tip #2 - When you find an interesting job, don't delay applying for it.  Do your necessary research, tweak your resume and write your cover letter immediately. Then send out your package.  Don't set the position aside for a day or two and go back to it because you will lose momentum and you may not get back to it until weeks later.

Tip #3 - Don't work past the point of diminishing returns.  It doesn't make sense to send out 100 resumes that are poorly done when you can send out 10 resumes that are perfect and positively represent who you are as an employee. Treat your job search like a job, complete with breaks, lunch and even vacation days.  If you overwork yourself you won't be able to put your best foot forward in your job search because you will be exhausted. Create reasonable daily goals and do your best to complete them.  Don't beat yourself up if you're unable to complete everything. The important thing is that you work on your job search daily and make sure that you combine several strategies to find the type of job you really want.

It's an unfortunate sign of the times; but more and more job candidates are lying on their applications, resumes and even during an interview.  According to some candidate screening companies, more than 30 percent of job candidates lie on their applications regarding their work experience and education.

Here are the top 3 lies told by job candidates and some suggestions on how you can uncover the truth:

1. Exaggerating Dates/Responsibilities of Past Employment - As many as 35 percent of all resumes "stretch" the truth regarding job titles, responsibilities, and length of work history at previous companies.  To uncover the truth, recruiters should verify with former employers the exact dates of employment, exact job titles and the specifics of the candidate's responsibilities, duties and accomplishments.

1. Lying About a Degree or Credential - According to companies that conduct background checks approximately 20 percent of job candidates lie about their educational qualifications.  Some even go as far as creating fake diplomas. Recruiters should always check with the educational institution to make sure the job candidate's degree or credential claims are accurate. 

1. Inflating Salary History - Many candidates inflate the amount of money earned at a former job in hopes that it will increase their chances of receiving better compensation.  Recruiters should confirm salary history by calling former employers.  However, some companies may refuse to provide that information.  If so, a recruiter may want to ask the candidate for their W-2 form to confirm the salary claim.

  

The most successful recruiters use technology as a tool to help them get closer to their goals easier and faster.  Whether they want to improve candidate processing, develop comprehensive databases or solve some other problem in their business, using the right technology is critical.  Here a few rules to follow if you want to invest wisely in technology for your business:

Rule #1 - Understand that all technology/software will eventually become obsolete.  That may not mean that you need to trash the entire program and replace it; but it will definitely mean getting an upgrade or expanding the system.

Rule #2 - Use technology that will work with, not against your recruiting process. In order to achieve this you need to create an overall recruiting strategy with clear visions and goals.  Choose technology/software that will improve some aspect of your recruiting process, whether that's workforce planning, marketing, sourcing, screening, assessing tracking or on-boarding. Understand that you may need to purchase multiple technology tools to cover all of your needs. There is no single software solution for everything.

Rule #3 - Buy only the technology you need and intend to use. Don't buy all the bells and whistles if those additions won't help you achieve your goals. But do invest in systems that expandable and that can grow with you.

Rule #4 - Integrate all technology. Make sure all of your software and other technology work together seamlessly.

 

Some job seekers have been on the market for more than a year and unfortunately are finding their efforts produce few results.  Why is it that some job seekers can land a new job in a matter of weeks while others languish for months on end?  It could be that some job seekers are using more effective strategies that produce the results they want.  Let's take a look at the most effective job search strategies:

1.     Successful job seekers, treat their job search like a job.  They get up on a daily basis and commit 6 to 7 hours to their job search.  Of course given themselves breaks so they can avoid burnout.

2.     Successful job seekers commit several hours a week networking at the right events and following up with their new contacts.  When it comes to networking it is important that you target the decision makers and follow-up immediately.

3.     Successful job seekers avoid spending too much time at job fairs, which are often a colossal waste of time, especially during economic downturns.  If they do attend job fairs they make sure that they have a plan beforehand and that they research and target specific employers.

4.     Successful job seekers only apply for jobs that are a good fit.  Many recruiters and employers complain that too many job seekers apply for positions that they aren't even remotely qualified for. This is a waste of time for both the job seeker and the recruiter/employer.

5.     Successful job seekers use recruiters to help them connect to the right employers and jobs. But they don't rely solely on recruiters to find them employment.

6.     Successful job seekers post their résumés on a variety of online job boards.

7.     Successful job seekers never send out "standard" cover letters and résumés to employers or recruiters.  Each resume is customized to address the concerns of each specific employer.  Of course when posting a résumés on a general job board, a general résumé is used; but never for specific jobs.

Recruiters facing a turbulent job market are looking for solid survival strategies for tackling and thriving in today's current environment.  Here are a few tips:

·      Display you creative recruiting techniques.  For recruiters seeking to snag the most lucrative and rewarding job orders, providing proof of your skills is critical.  Take the time to demonstrate to clients that you have a network of quality contacts that will give you access to the best candidates.

·      Show your value to the bottom-line.  Recruiters who are most successful in this contracting job market are able to show how their services can help clients keep their hiring costs down. Explain to clients how you are uniquely equipped to connect them with appropriate clients and effectively improve their bottom-line.

·      Focus on the most lucrative job markets. To get the most out of this job market, savvy recruiters need to focus on the most lucrative areas of law.  Certain legal practice areas are contracting while others are expanding due to the rising demand.  Focus on those practice areas that are expanding and spend time building relationships with the most important and influential players.

Don't forget to continue to market yourself on an ongoing basis and only focus on companies tht have the current need and most importantly, the ability to hire new talent.

Many recent law school graduates find themselves facing huge private student loan payments; but are simply unable to find jobs paying enough to cover the costs.  Unlike federal student loans, private loans usually have a higher interest rate and fewer affordable repayment options.  But there are some things recent law school graduates can do to ease their repayment burden:

1.      Consider consolidation.  If your credit score has increased significantly since you took out the student loans, you may be able to consolidate your private student loans and get a lower interest rate. Consolidating your private student loans allows you more time to repay them while lowering your monthly payments.  But be cautious, this will cost you more money in the long-term.

2.     Pay off your private student loans first.  Since private student loans usually have a higher interest rate and less repayment options than government student loans, it is wise to pay them off first.

3.     Pay more than the minimum and begin paying off your student loans immediately.  A little extra every month will go a long way to reducing the principal on your student loan.  When you pay your student loan every month, write two checks.  One will be your minimum payment and the other check will be the extra amount of money your want to pay, on this second check write "apply to the principal" in the memo area. Doing this will let them know that you want to pay down the principal of the loan and doing so will reduce your interest over the life of the loan.

4.     For those of you who are unable to make your minimum student loan payments, consider paying something on the interest at least.  Even if you have a deferment, the interest on the loan continues to accrue and with many private student loans that interest is capitalized if it's unpaid, meaning your interest becomes part of the principal. Once the interest become part of the principal, you will be required to pay interest on it, which could cause your loan to grow to astronomical amounts over time.

 

As more employers become cautious about hiring and banks pull back on lending, recruiters must be proactive if they want to survive the financial crisis.  Here are a few "must make" moves for recruiters fighting to survive the downturn:

1.     Limit your debt usage.  It may be tempting to load up on debt, especially as cash may seem scarce; but doing so could spell trouble if you run into a dry spell as the economic environment worsens.  The best move recruiters can make in this economy is to avoid accruing more debt and pay off their existing debt without depleting their cash reserves.

2.     Get an experienced mentor/advisor and take their advice. Good advice is golden, especially in hard times. Recruiters want to avoid making unnecessary mistakes that may cost them financially. During good times, most of us can afford to make a few mistakes; but when things are financially tight costly mistakes can sink a business.

3.     Save cash! Have at least six months of operating expenses or more on hand. Many recruiters make the mistake of operating with absolutely no emergency funds on hand.  Failing to have a cash cushion could sink your business quickly when true emergencies do arise.

 

As analysts assess the economy they are predicting that the recovery to come will be a "jobless" recovery which will involve a lot less massive hiring sprees and more short-term, project specific jobs that are added and eliminated on an as-needed basis.  How can recruiters prepare and position themselves to excel in this "jobless" recovery?

1. Build long-term, value rich relationships with employers. Recruiters who create employer relationships will be best positioned to receive the job orders for various positions as they are needed. 

1. Focus on employer relationships that have the largest potential for project-based jobs in this new "jobless" economy. Those employers will usually have an ongoing need for contract workers.

1. Use the downturn as an opportunity to research the needs of existing and potential clients.  You may even want to consider becoming more proactive by identifying areas where you as a recruiter can help them fulfill a need.

1. Stay in ongoing communication with clients and take the time to educate them on how they can benefit from the new "jobless" recovery.  

1. Educate job seekers on the opportunity for project-based work with employers. Encourage job seekers to take advantage of the project-based positions while they search for more long-term work during this recovery period.

Every job seeker knows that dressing professionally during an interview is critical for success; but sometimes when you've been "out of the loop" for awhile, it's easy to get out of a professional mindset and wardrobe.  Here are a few tips to help you dress the part on your next job interview:

Tip #1: Wear conservative colors such as black, grey and blue, while avoiding loud patterns that may distract the interviewer.

Tip #2: Women should wear well-fitting suits or a jacket over a knee length dress. Avoid clothing with ruffles, embroidery or other embellishments. If wearing a skirt or dress, sheer or flesh colored hosiery should be worn.

Tip #3: Men should wear business suits with a blue, white or off-white colored shirt. Ties with "wild" designs and bold colors should be avoided during an interview. Also, socks should be darker than the suit.  For example, wearing black pants with navy blue socks is a no-no.

Tip #4: Women should avoid wearing open-toe shoes or "stiletto" style heals. Oversized bags should also be avoided. A small purse in a neutral color is recommended.

 

The Income Contingent Repayment (ICR) plan is designed to make repaying education loans easier for students pursuing jobs with lower salaries.  This option is an excellent choice for recent law school graduates who are considering careers outside of law or careers that don't pay enough to cover the minimum payments required on their student loans.

How ICR Works

First of all, ICR plans are only available from the U.S. Department of Education; however some private lenders do offer "income sensitive repayment plans."  If you have student loans made directly through the Department of Education's Direct Loan program you can contact them directly to apply for the program.  The student's loan repayments are calculated by the amount of money they earn and the number of people in their family.  For example, a family of four (two parents and two kids) would pay less in monthly payments on a $100,000 student loan than a single person.  To determine your monthly payments you will need to provide proof of income via a W-9 or 1099 form and sign a sworn statement that your stated income is accurate. You will also need to state how many people there are in your family.  Roommates and non-related persons cannot be counted as family for the purposes of our ICR plan. Once your monthly repayment amount is determined you will have 25 years to repay the loan, with the balance of the loan forgiven at the end of 25 years.  The portion of the student loan that is forgiven is treated as taxable income.

If your monthly payments don't cover the interest of your loan, the unpaid interest is added to the principal once a year; however capitalized interest on a student loan in this program is capped at 10% of the original loan amount. To find out more about the Income Contingent Repayment Plan call 800-557-7392.

 

 

Avoiding typos and spelling errors on your resume are not the only mistakes that job seekers should be on the look out for; job seeker etiquette can also be a big determining factor in whether you get the job or even a chance to interview. To help you put your best foot forward, here are some etiquette tips for job seekers:

1. Drop the "cute" voicemail message.  Recruiters and employers don't want to hear the latest pop songs when they call you for an interview.  If you're sending out resumes and hoping to land an interview, make sure your voicemail is simple, straight forward and most importantly--professional.
2. Tread cautiously while posting online. As most of you know, employers and many recruiters do an internet search on job candidates before hiring and sometimes before interviewing. Don't post anything online that you may regret later and that includes pictures that may be considered "unbecoming."
3. Separate your online networks into "private/personal" space for family and friends and a "public/professional" space for employers, co-workers and colleagues.  LinkedIn is a great place for business profiles and Facebook works well for the "private/personal" connections you want to make.  But still use caution when posting in your "private/personal" space.  Don't post anything you might be embarrassed to show an employer.
4. Don't send out "blind/cold" emails to executives you haven't had any prior contact with. If you meet someone at a networking party, it is okay to connect with them, otherwise refrain from "spamming" employers.

 

Most of the news we hear about lately is bad--job losses, companies going bankruptcy, customers refusing to buy and the numbers of Americans on unemployment growing.  But what the headlines don't tell us is that now is the perfect storm for recruiters and employers to find high quality talent at a lower cost. Below are the reasons why:

1. Many employers are holding back because of fear.  They fear that their company's revenue won't generate enough to support new hires so they wait for indicators that things are getting better.  Unfortunately for them, smart companies realize that they have less competition for top talent when other businesses "wait out the storm."
2. There are a lot of job seekers on the market.  Yes, there is a labor surplus in America right now, which gives employers and recruiters more to choose from.
3. More high quality talent is unemployed, which means that they are available to recruiters and employers who may have had difficulty accessing them previously. In good times, high quality talent is rarely laid off.
4. Because the numbers of high quality talent has increased, many previously expensive job seekers are now willing to accept offers that they may not have considered before.  This offers an opportunity for smaller businesses to access high value candidates that were previously only accessible to the "big players."

So the next time a client tells you that they are waiting out the storm, remind them that this storm could benefit their business.

 

With the recent economic crunch, many law firms are slow to hire recent law school graduates.  But who says that just because you went to law school that you must practice law?  Law jobs are not the only opportunities for recent law school graduates. Having a JD is a very versatile tool for getting your foot in the door in several fields. Let's take a look:
Politics:  You may not want to run; but you may want to work with local politicians in your area. Many politicians got their start as lawyers and many of them are looking to work with people who have studied law.
Government Agencies:  From law enforcement to a career in the FBI, many positions in the government's various agencies require a law degree.
Law Library/Researcher: There are many law libraries around the country in Universities, law firms and the nation's court systems.  Many of them are looking for candidates who have law degrees.
Things you should keep in mind as you search for your non-lawyer job:
Having a law degree sets you apart from the competition; but you must make it clear to possible employers that you truly intend to work in the field your applying for. Many employers fear that a recent law school graduate may use their non-lawyer job as a temporary stopover until they find a "hot lawyer" position; it's your job to convince them otherwise.  
Do not make the mistake of assuming that because you have a law degree that the employer should pay you above and beyond what another candidate would be paid.  See your law degree as an "extra" benefit that increases your chances of getting the job.

The power of testimonials given by satisfied clients are often underestimated by recruiters who are focused on finding new business prospect and appropriate candidates.  But investing a little time and effort into gathering and posting client testimonials on your website and/or printed materials can give your company a boost in the eyes of potential clients.

How To Gather And Use Client Testimonials

1. When clients offer their praise and thanks over the phone or in person, ask them for permission to post their words on your website or printed materials. Make sure you send them a quick email to verify the accuracy of the statement before you post the comments.

2. If you receive thanks or praise via email, make a habit of responding immediately and requesting permission to use the email on your website or printed materials.

3. Create a short feedback form or letter asking former and current clients for their thoughts about your services.  You can send this form via email and ask that they respond via email.  After receiving positive feedback, ask clients if it's okay publish their comments on your website or printed materials.

4. When using testimonials, make sure you use the client's full name and company name.  Testimonials by anonymous clients are ineffective.

5. Use testimonials that are specific.  A testimonial that says "This recruiter is great!" is a lot less effective than a testimonial that says "This recruiter was responsive to my needs and able to send us appropriate candidates who met our standards 100%."

Many recent law school graduates are finding that the job pickings are slim and have been so for the past year.  So what do you do when those pesky and scary student loan payments become due?  Take a close and honest look at your financial situation and your student loan repayment options.

If you have limited or no income, there are several options available to you. You can file for a deferment, which will allow you to pay nothing on your student loan. Loans in deferment still accumulate interest; therefore your loan balance will increase over time.  If you are unemployed or experiencing a financial hardship you can receive the deferment for up to 3 years.  If these deferments are used consecutively, you can receive a total of 6 years in deferments based on your financial situation. But of course those deferments can often run out fast, so what other options do student loan debtors have?  Fortunately for those who have exhausted their deferments or who don't qualify for a deferment, there is a new option available to for repaying student loans--the income contingent repayment plan or ICRP.  Under ICRP, student loans are repaid based on the debtor's income with the balance being forgiven after 25 years of payments. For example, if a single debtor earns $15,000 he/she would pay $0 per month towards his/her student loan.  This repayment program can be particularly helpful for students have large student loan debts over $100,000 and who can't afford high monthly payments that can often reach $1,000 per month. To find out if you qualify for ICRP visit: studentaid.ed.gov/PORTALSWebApp/students/english/IBRCalc.jsp.

 

This past year will go down as one of the most challenging for our industry.  We’ve seen hiring come to a stand still, law students lose opportunities that were once guaranteed, and everyone wondering what it all means for the future.  This labor day, we should all pat ourselves on the back for continuing to work hard, staying engaged and finding inventive ways to stay afloat.  Some firms have delved into contact placement, others have shifted to partner work, while still others have branched out into executive placement or outplacement work. Recruiters who have been laid off by their employers have struck out on their own, imbuing the entrepreneurial spirit we so love in this country. Everyone seems to still be finding their footing as ‘green shoots’ begin to appear. 

Recently, recruiting firms have been engaged in more searches and have taken them on with gusto.  We all expect a ‘hiring bubble’ to appear as firms begin to pick up business and realize that they have shaved down their ranks a little too far.  Firms will also begin to question some of their recruiting and hiring methods.  Law Schools and firms will begin to restructure the system that forced firms to hire two years in advance and build a more sensible system.  Law firms have begun taking on more searches ‘in house’ to save on recruiting fees and that is a trend that might continue.  Legal recruiters will truly have to begin earning those fees and return to doing all the footwork they have traditionally been paid to do. 

We’ve all seen and have heard of recruiters who simply throw resumes at a firm and hope that one sticks.  Those days are, and should be over. Recruiters who do their due diligence, vetting and interviewing candidates and only sending up folks who are truly right for the position in question are the recruiters who will prosper.  I believe the days when large commissions are gained for very little work are over.  We are entering a new cost saving, penny-pinching era where expenditures will be watched more closely and money spent much more carefully. 

Recruiters offer a valuable service and will always continue to be an important part of the legal hiring process, but now, they must constantly prove their worth.  Today we celebrate the great work ethic of the American people.  We can rest today, but we will all back at it tomorrow continuing to do the ‘next right thing’.

If you want to maximize the value of your online social network, there are three questions you need to ask:

Question #1 - Where does my target market interact?

Whether you are targeting clients or job seekers it's important to know which social networks they frequent.  Yes, there are the big social networks such as Facebook and LinkedIn; but there are also smaller, more niche online social networks that may be more valuable to you as a recruiter.  For example, if you are looking for clients you may want to connect to social networks that target law firms or even specific legal areas, such as social networks that for litigators, bankruptcy attorneys or immigration lawyers. The same concept goes for find job seekers.

Question #2 - What information do they WANT?

When seeking to maximize the value of your online social network, sharing valuable information is critical for building and sustaining viable communities. Make sure that you are providing information that is valuable to those you are targeting.

Question #3 - What information do they share with others?

Online social networks are viral because their members share information with others inside; but most importantly outside of the network.  This is particularly important for recruiters when valuable information that is passed on to others outside of your network, you increase the chances of connecting to a new client or attracting a high quality job seeker.

What happens when several different recruiters submit a high value candidate for the same job at the same time, a commission war, if the employer decides to hire the candidate? Often disputes can arise about which recruiter submitted first, did the most work or who truly represents the candidate. Commission wars are occurring more often because candidates are submitting their resumes to various recruiters who may all be submitting for the same positions.  There is an article in The Houston Chronicle highlighting how one commission war was resolved, and not in the favor of the recruiters or the candidate.

The article said

The job seemed like a perfect fit. The Port of Houston Authority was looking for a security network engineer, and Michael Garrett figured he had all the qualifications. So did his recruiter, IS&T, who brought Garrett in for an interview, verified his education and job history, ran a criminal background check and presented him to the port. But then the application hit a snag.

It turns out that Garrett, like many job seekers, had posted his résumé on more than a dozen job boards and worked with several recruiters over the years. With so many copies of his résumé floating around, it's not hard to imagine another headhunter hit the send button first.

And that's exactly what happened: Earlier in the day another recruiter submitted Garrett's résumé, which Garrett said was done without his knowledge or permission. By the time Tony Pannagl, managing partner for IS&T in Houston, said he could prove he was the only recruiter representing Garrett, the port identified another candidate for the $80,000 to $85,000 a year job.

It doesn't sound too profitable for anyone involved, well maybe the other candidate.  One way to avoid commission wars is to ask the job candidate where he/she was submitted their resume, including employers and other recruiters. Also, recruiters should really focus on creating relationships with employers so that they give them the first opportunity to fill a position, thus avoiding disputes with other recruiters.

(source: http://www.chron.com/disp/story.mpl/business/6592376.html)

As companies continue to move cautiously with hiring, it is important that recruiters utilize all tools to recruit and maintain client relationships.  Customer service is powerful tools and an important determining factor in how long a recruiter can retain a client.  But to be effective at delivering the best customer service, recruiters must master five critical skills.

Skill #1 - Empathy.  Put yourself in your client's shoes.  What is it that they want?  What's most important to them when it comes to working with a recruiter?

Skill #2 - Listen and take notes.  Don't be afraid to ask clients how they feel about the service that you're delivering.  Let them know that you want to hear their suggestions so that they feel free to share.  The information they will offer will often be useful in improving your relationship with all of your clients.

Skill #3 - Ask questions. If you're not clear about what a client wants or needs, never guess.  There are no "dumb" questions.  It is better to ask now than to have a disappointed client later.

Skill #4 - Work together to solve problems. If there is a problem, allow the client to get involved in offering a solution. Often clients can be a recruiter's best resource for problem solving.

Skill #5 - Follow-up. Don't forget to check in with clients on a regular basis to make sure they are receiving the level of service they expect. If there was a problem in the past that was resolved, check in later to make sure the problem has not resurfaced.  Constant follow-up is an essential part of good customer care and clear signal to your clients that you have placed them as a top priority in your business.

Companies usually receive the golden advice of creating a powerful brand identity. For businesses, brand identity can help attract or repel new business.  But what about individual job seekers who are competing with thousands of other candidates?  How do individual job seekers create a "job candidate" brand that is unique and powerful?  Here are a few tips on creating a powerful job seeker brand:

1. Create a list of qualities about yourself that make you different and relevant to the industry and the position you're seeking.  Basically, how do you bring value to the job and industry? Get specific.
2. Now create a "pitch" using those special qualities that you can mention to new contacts or include in your cover letter or even bring up in your interview.  The "pitch" should be short, natural and easy to understand.
3. Clearly define which employers and/or positions that would benefit the most from your special set of skills and experience. Also research the employers and find out what would be the best way to market yourself to them.  Try to think creatively.  Is there an upcoming conference, workshop or event where the company will have a presence?  If so, make it your job to position yourself at the event.
4. Create a powerful physical presentation.  That means more than just a professional resume and cover letter; it also means a professional image.  Consider updating your personal style to present the professional image you're trying to project.  This is especially important for recent law school graduates.

 

There's an interesting article in The Examiner that made me pause. In an age of emails, chat, Facebook and Twitter, many job seekers are blurring the lines between what's appropriate and what's not. The article made some interesting observations about the top reasons that employers/recruiters choose to not hire a candidate.  Here's the list:

• Candidate posted provocative or inappropriate photographs or information - 53 percent
• Candidate posted content about them drinking or using drugs - 44 percent
• Candidate bad-mouthed their previous employer, co-workers or clients - 35 percent
• Candidate showed poor communication skills - 29 percent
• Candidate made discriminatory comments - 26 percent
• Candidate lied about qualifications - 24 percent
• Candidate shared confidential information from previous employer - 20 percent

And it doesn't end there.  Seemingly small things have caused employers to disregard job candidates:

• 14 percent of employers disregarded job candidates because they used emoticons in their email messages.

• 16 percent of employers disregarded job candidates because they used text language such as GR8(great) in an email or even in a job application. (A complete no-no.)

For those who may be wondering--never use online language when communicating with employers or recruiters.  Even if an employer is contacting you via an online social network, make sure you use language that you would use in a resume, cover letter or in a face-to-face interview.   Drop the outrageous photos on your online profiles. If you wouldn’t wear around your grandmother, then it is probably outrageous. Think of the internet as a public place, like a park or city street.  Don't say or do anything you wouldn't say or do in public.

(source: http://www.examiner.com/x-12902-San-Diego-Job-Search-Examiner~y2009m8d27-Career-Expert-Provides-DOs-and-DONTs-for-Job-Seekers-on-Social-Networking)

 

Corporate legal departments are keeping more work in-house these days to reduce costs.   For many, this means more work and fewer people to do it. To that end, many companies are taking advantage of the high quality of talent on the market now by increasing the use of contract attorneys.

While using outside counsel is still a necessity for certain highly specialized work, many corporate law departments are re-evaluating and increasing the work can be done internally.   Often, that work consists of routine matters, such as patent applications, document reviews, low-level litigation and contract administration. However, as law departments lean more heavily on temporary legal professionals, the project work is not always routine.   With increased federal regulation, more companies are turning to contract attorneys to handle large projects, such as corporate investigations and transactional due diligence.    When the project is completed, the contract lawyers are released.

“Our company has seen a dramatic increase in the use of temporary attorneys and paralegals by corporate clients,” says Joe Freedman, Chairman of AMERICAN Legal Search, LLC, a national legal search firm and recruiting industry leader. “The talent pool is better than it’s ever been, and our clients are taking advantage of it.” Freedman added.

As the work product quality generated by contract lawyers increases, temporary legal teams may play a bigger role in corporate law departments. With a continued emphasis on cost-minimization, this may be a catalyst that changes the legal industry.

Leopard Law Blog has republished this article from 'Law Department Search', from Sapire Search Group.