Handling Criticism

During the summer you will receive criticism. Most firms give periodic evaluations. It is also possible that an assigning attorney will take time to offer you feedback on your work. The coin of feedback has two sides — praise and criticism. You learn more from the latter than from the former. If you are a solid citizen who is committed and enthusiastic you can learn great deal from constructive criticism. You must understand why it is given and what it means.

            Criticism is usually well-intended. Firms want you to succeed — if you are bright, well-liked, and energetic — the natural human instinct takes over. The partners running the summer program want to run a successful program. Experienced lawyers love to find new lawyers who they can bring into their groups or teams.

             That, in one respect, is what the summer program is all about. Criticism is not delivered in the abstract. It is delivered on the spot when you have made a mistake at a quieter moment during the project when the assigning attorney has a moment to breathe or during the regular review process.

            Some lawyers are just unpleasant or angry people. Usually, however, the lawyer is angry about because your mistake disrupted his schedule, confused his client, screwed up an issue in a brief, or otherwise made his professional life unpleasant.

            Depersonalize your reaction and learn from it. Contain your own hostility, rage, anger, and other emotional reactions. Do not head to your office in tears, vent your emotions to other summer associates or storm off into professional oblivion. At the end of the day run five miles or bike around the lake. (For those of you in cities without a waterfront or bike paths, I’ll await your call in 2010 about your next job.)

            Regain your focus and knock the next pitch out of the ballpark. Nothing distinguishes you faster than overcoming adversity — a trait common to all exceptional lawyers.

To stand out amongst the best recruiters and gain influence with clients, there are four core qualities that a recruiter must have:

1. The ability to persuade.  Recruiters who hope to gain influence with their clients and in their industry must be able to persuade clients to take the direction that the recruiter knows will be best for their company.  Many clients come to the table with set ideas and plans that if implemented could actually do more harm than good.  Recruiters who are influencers are able to persuasively prove to clients that an alternative plan would better serve their company’s needs.
2. The ability to strategize.  Influential recruiters are not only able to skillfully navigate the hiring process; but they can also navigate the unfortunate politics that come with the recruiting territory.
3. Natural confidence.  Confidence and ease as a recruiter comes with experience and knowledge.  The best clients want to leave their hiring needs in the hands of recruiters who are competent and confident in their abilities.  In this case, being timid and humble does not pay.
4. The ability to “make rain.”  The most influential recruiters don’t wait around for things to happen.  They are the active force in their business.  Influential recruiters take the initiative with clients and tackle problems and obstacles with a “can do” attitude.

Many new and experienced attorneys are remaining unemployed for extended periods of time.  Some may view that period of unemployment as a black mark against their resume and may be tempted to “stretch the truth” a little so they can cover up their period of unemployment.  My advice:  Don’t do it.  Mark Villeneuve, a Connecticut-licensed lawyer who gave in to such a temptation when he allegedly lied several times about his work experience when applying for a staff attorney position at the state’s Workers’ Compensation Commission.

According to state officials, Villeneuve falsely claimed that he graduated cum laude from Western New England College School of Law in 2004 and that he served as the law review's assistant note editor. He also allegedly claimed that he was employed at the Law Offices of Jean Smith in Meriden, Conn., a firm that Villeneuve said handled all types of workers' comp matters—another falsehood.

State officials are also claiming that the inconsistencies in Villeneuve’s claims were revealed during a face-to-face interview for the position in February 2008. If found guilty of the charges, Villeneuve could face professional disciplinary action because the state’s ethics rules for lawyers clearly states that lawyers cannot lie.

Job candidates should avoid embellishing their resume because such “little white lies” could damage your legal reputation.  Remember, recruiters and employers are conducting more thorough background checks before and sometimes even after employment has been secured.  Some attorneys face background checks by clients in high profile cases that involve lots of money or where a lot is at risk.  Don’t take the chance of ruining your reputation, remain truthful at all times.

1. Make your clerkship search targeted. The average job seeker sent judicial clerkship applications to 37 judges.  And those applications were probably “generic.” Do yourself a favor and pick out the judges you want to work with.  Do your research and even try to network with the judge or those around him/her. 
2. Send your application by mail.  It will be easier to get lost in the shuffle if you’re among 400,000 applicants who choose to apply for clerkships online. Instead apply via mail because some judges have expressed a preference for mailed applications, while others are outright ignoring online applicants.
3. Go small.  Think about taking a clerkship in a smaller community. Even if you need to move, working in a smaller community could be the boost you need to find a job.

And just in case you were wondering, judicial clerkships aren’t just for new graduates.  As mentioned earlier, attorneys with lots of work experience are often given preference by some judges so be willing to include a judicial clerkship on your list of potential jobs

On November 20th & 21st over 300 women gathered in Chicago for Ms. JD's 3rd Conference on Women in the Law: Avenues to Advancement. The first day of the conference featured a day-long skills workshop for law students facilitated by the Project on Attorney Retention and the University of Texas School of Law Center for Women in Law. The second day of the conference included panel discussions on a wide range of topics including "The Old Girls Club: Maximizing Women's Initiative Effectiveness", "The Indispensable Junior Associate," and "Bring on the Rain: Business Development Strategies." Speakers and panelists included Michele Mayes, VP & GC Allstate Insurance; Andrea Zopp, VP & GC Exelon Corp.; Cathy Lamobley, former GC Shell Oil Co.; Sue Bettman, VP & GC R R Donnelley & Sons Co.; Judge Joan Lefkow, Northern District of Illinois; Kelly Hoey, President 85 Broads; and Corrine Wood, former Lt. Governor of Illinois.

The feedback from conference attendees has been overwhelmingly positive. Students rated the skills-workshop among the most valuable experiences of their legal education. That assessment was echoed by the volunteer faculty who worked with them and described the workshop as the best of its kind. Given this feedback, Ms. JD now plans to replicate this workshop model for junior associates as well as other students groups. Of course the aim of the conference was not just to disseminate content, but also to strengthen Ms. JD's community presence. On that count the conference was a smashing success. In the months following the conference Ms. JD's online traffic has steadily increased and now receives roughly 115,000 unique visits per month, making Ms. JD.org the central online meeting place for women in law and the nexus between women in the profession and law students aspiring to join them.

Ms. JD is a nonprofit, nonpartisan web-based community founded by female law students and dedicated to reinforcing and expanding the representation of women in law school and the legal profession.  Between 1948 and 2001 the number of women attending law school consistently increased. That trend appears to have reversed. Every year for the last 8 years the proportion of law school classes occupied by women has decreased.  Ms. JD aims to get our profession and our institutions back on track.

The Blog: Ms JD.org features content ranging from “Advice on Taking the Bar Exam” and “How to Get a Clerkship” to “What to Wear to an Interview” and “Networking Advice for Female Law Students.”  Contributors include students and young attorneys along with notable guest bloggers like Justice Sandra Day O'Connor, General Elena Kagan, Slate.com's Dahlia Lithwick, Professor Herma Hill Kay, Professor Barbara Babcock, and Judge Dorothy Nelson.

The Network: In 2008, Ms. JD formed the National Women Law Students’ Organization at 70 law schools.  NWLSO continues to grow, with local events throughout the year and annual gatherings at Ms. JD's conferences. Through NWLSO, Ms. JD has created a “rapid response” network that connects professionals to students and can spread news about women in the law, job opportunities, resources, and events.

The Library: Two years ago Ms. JD created the most comprehensive online collection of resources available on women in the law. The Library, now jointly maintained with the University of Texas School of Law Center for Women in Law, holds hundreds of articles, reports, and best practice recommendations on all topics relevant to women in the legal profession.

The Scholarship: Every summer Ms. JD funds summer stipends for two female law students dedicated to public interest work. Past recipients have used their stipends to intern at the ICC in the Hague, the JAG Corps, the ACLU Voting Rights Project, and the Equal Justice Foundation.

The Fellowship:  Ms. JD is launching the Leadership Fellows program. In conjunction with the ABA's Commission on Women in the Profession's Margaret Brent Award, Ms. JD will match 20 high-achieving female law students with mentors from among the Commission's alumnae of commissioners and award winners. The one-year program is designed to foster a commitment to excellence in a new generation of women attorneys, inspired by the generation of trailblazers who paved the way for their success.

The Research: In 2009, Ms. JD launched its first original research initiative, collecting data on the representation of women in orders of the coif, law reviews, and clerkship placements at the nation's top law schools. 

Ms. JD spreads the word: women's victories are everyone's victories!

www.ms-jd.org 

Reason #1 – Working with only one legal recruiter eliminates your chances of having a double submission.   One of the biggest problems facing attorneys who use multiple legal recruiters is that they are often submitted to the same employer by different legal recruiters which can cause them to lose the opportunity.  Many employers simply aren’t willing to take the risk of a fee dispute that could arise if they hired an attorney who was submitted by more than one legal recruiter.

Reason #2 – By working with one legal recruiter, the job candidate can take the time to develop a relationship with the recruiter.  When working with multiple recruiters it can be difficult to develop a working relationship beyond the surface.

Reason #3 – By having only one recruiter who has submitted your resume to and sent you on interviews with their clients, you will have one source that will know you well.  That one legal recruiter will receive feedback from their clients and can in turn share that feedback with you. Also they will have a thorough knowledge of where you were submitted.

 Of course the choice to work with multiple legal recruiters is up to you. If you do choose to work with multiple legal recruiters, it is important that you keep meticulous records of where you were submitted and by whom. 

  Manage Your Time - Life On a Professional’s Clock

One of the toughest problems is the change from student life to law firm life. The work habits of many students do not match well with the daily life of a firm. Law students work hard — your first year in law school may be the hardest interval. in your career. But, when join a law firm you follow the pulse and practice of the firm, its partners, and its clients.

            To begin with the self evident - lawyers in most cities are at their desk at 8:30 a.m. Set the student sleep cycle aside. You must be available throughout the normal hours of a law firm’s work day - later in your life you’ll earn the right to set your own schedule, but not this summer.

            Be early. Always. How early? Five minutes sounds about right to me. It’s a matter of respect and efficiency.  Being late for a meeting, of whatever consequence, sends a powerful unmistakable message that you believe your time is more important than the time of those who called the meeting. 

            No one wants to hear about your late bus, the jammed subways, how tough it is to get a taxi on the Upper East Side on Monday mornings, your four course lunch at Burrito Folklorico, or whatever other explanation seems handy at the time.  You’re not clubbing with your crew in your Escalade where it’s de rigeur to be late. You’re working for clients who want their lawyers to be accessible.

            Use a diary system to track your appointments, projects, and time records. Your firm may have an on line system for time entry.  If it doesn’t you can use Outlook ™, ACT™, or a BlackBerry™ or an old fashioned legal pad.  What matters is that you track appointments, commitments, and chargeable time in a way that is accurate, current, and manageable.

            Time the production and delivery of your work product to match the availability of firm support services and the time schedule of partners. Learn what night and weekend services are available for word processing, copying, and other support areas who you need to talk to in order to make these arrangements and when you must call to make these arrangements. Having a good relationship with the night-time and weekend support staff can make or break your summer.

            Learn the preferences and schedules of the people for whom you are working. Some are early birds. Some are night owls. Some prefer that drafts of documents be left on their desk chair. Others want drafts faxed to their home or e-mailed as an attached document. If you do not know, ask the assigning lawyer or their assistant. Do not be surprised if the schedule of the assigning lawyer changes without warning. They are juggling dozens of competing demands and their good faith intention to meet with you Wednesday at 10 a.m. may fall by the wayside if a client asks them to fly to San Francisco for a meeting.

If you're a law student looking to enter this challenging  job market you need to do your homework and we're not talking about those "law books" we're talking about researching the firms you want to work with.  Here are a few tips on researching a law firm:

1. Go to the law firm's website and actually read it.  Read the newsletters, press releases, and learn about promotions, new clients etc.
2. Research articles on the law firm using search engines, the library or the tools at Leopard Solutions.
3. Use Leopard Solutions to identify key personnel at the law firm.
4. Conduct an informational interview with employees at the law firms
5. Talk to former employees of the law firm to find out the negative aspects of working for that particular firm.

What you want to find out is the philosophy, culture and reputation of the firm you want to work with. You also want to find out the vision of the law firm and what their plans are for the future.  Do you really want to work for a firm that may be considering a move to another state in five years?  Or, do you want to work with a firm that has a business model that isn't viable or sustainable in the long-term? Remember, you can never know too much information about a law firm that you're considering investing your time with.  And it is an "investment." 

Editors Note:  Researching law firms can be done on this site!  Navigate to Law Firm Profiles for a firm overview.  Participants in our Law School Project can use their Leopard List to contact and identify attorneys with whom they will have common backgounds and interests.  If you are interested in joining our FREE Law School Project, please see HERE.

Becoming the “life of the party” is not just for college anymore and it doesn’t need to involve crazy antics and copious amounts of alcohol.  Becoming the life of a networking party can help you gain the contacts you need to get a jump start on your job search. Here are a few tips:

• Use a winning smile.  People love and are attracted to happy people.  Happy people smile.  Use your winning smile to appear more approachable and attract more winners at your next networking event.
• Ask questions. No, don’t ask people if they know about any hot job leads.  That’s for later.  Take the time to ask your contacts about their lives and activities.  You would be amazed at how easily people open up to others who are genuinely interested in them.
• Listen closely.  There’s nothing worse than someone who greets you at a networking event only to scan the room for their “next victim” while you’re talking. When you approach someone at a networking event, it’s important that you take the time to really listen and engage them. Don’t do “drive-by networking” it’s just annoying and plain rude.
• Study their business card.  When someone hands you their business card take the time to look at it, read their name aloud and comment on their business before you place the card in your purse or wallet.  Doing this reinforces the fact that you are genuinely interested in that person.
• Remember their name and repeat often.  People love the sound of their name. When speaking with contacts at a networking event be sure to remember their name and ask them how to properly pronounce it if it’s difficult to say.

1. Lack of persistence. You may think that sending out your resume sporadically, a few times a month, every month, is being persistent; but the most successful job seekers will tell you that’s just not true.  One of the most common barriers to success is failing to consistently work on your job search.  And you won’t really know if you’ve been persistent until you begin tracking your actions. So take the time each week to decide what you will do to find a job and then track what you actually did. It’s okay if you didn’t do everything on your list, most of us don’t. Just make sure that you are striving to complete as much as possible and that you are working everyday to find a job.
2. Lack of an effective job search strategy.  Just like a ship lost at sea, if you’re not on the right course it doesn’t matter if you’re talented and skilled, you probably won’t get to your destination. Job seekers who want to increase their chances of success need to map out a solid strategy for achieving their goals.  A strategy should include a vision, clear and tangible goals and a timeline for completing those goals. Yes, a strategy can and should be flexible; but try to be as specific as possible when you create your strategy while keeping in mind that it may change along the way.
3. Failure to remain connected with contacts until you’re ready to ask for a job. Many job seekers make the mistake of asking contacts for work before they build a relationship with the person. The most successful job seekers create a solid relationship with their connections before they ask them for help in their job search.  When you make a connection, find out how you can be of value to your new contact before you ask for help.
4. Failure to maintain your legal skills and knowledge. During this recession, many job seekers have remained unemployed for over a year. For job seekers who have been out of the workforce for more than six months, taking a class or volunteering in your field can be helpful in maintaining and even expanding your skills.

1. Consider using nice stationary that is not too formal; but not overly conservative either.  Purchasing heavy stock paper with matching envelopes from an office store is probably best.
2. While there are no definitive rules on whether your thank you letter should be typed or handwritten, I recommend typing it.  By typing your thank you letter you guarantee that it will be legible and perceived (at least in presentation) as professional.
3. A thank you letter should be sent within 24 hours after your interview.  While some job seekers email thank you letters, sending a thank you letter through the mail will probably make a greater impression.

1. Directly thank the interviewer for meeting with you.
2. Briefly restate why you are a good fit for their company.
3. Restate your main strengths.
4. In closing thank your interviewer again.
5. If you were interviewed by more than one person (which is often the case) send a thank you letter to each person individually.

When times are hard the resume pile just keeps getting higher and higher. So how does an ordinary recruiter sift through an extraordinarily large mountain of resumes? Here are seven tips:

1. Give top priority to job candidates who have come as referrals and who possess all of the must-have qualifications.

2. Next, give priority to job candidates who have must-have qualifications and “wish-list” qualifications.

3. If job candidates have won awards in their field or somehow stand out in their field in other ways, add them to the must-read resume pile.

4. Filter out candidates who live out of state.  If you have enough qualified candidates in your locale it won’t make sense to review the resumes of those who don’t live in the state.

5. Filter out candidates with less experience.  When you have a large pile of resumes, it is wise to give priority to those who are most qualified and with the most experience. 

6. Filter out candidates whose job experience is sporadic, inconsistent or who are obvious “job hoppers.”  Candidates who have had 3 or 4 jobs in the last two years should not be given a priority read.

7. On that note, also filter out candidates who are recent hires at other firms unless they have a compelling reason why they left their last job.

Accounting For Time

Welcome to a profession where you are paid for your time. Clients pay for legal services by the hour. Recording your time accurately, comprehensively, and consistently is important to your firm, its clients, and your career. Developing this habit takes effort but it must be done. Record your time daily and turn it in daily. Most firms look closely at lawyer’s time in assessing the productivity, profitability, and making decisions about compensation and promotion. Most firms will ask that you enter four types of information in a format like this

            Your advisor, recruiting coordinator, or secretary can teach you the details. But you are setting yourself up to meet with Dr. Kevorkian if you do not get in the habit of careful time keeping. If you do not record your time every day, you will lose track of what you have done. This will lead to ❏ lost time ❏ inaccurate chargeable hours ❏ and incomplete descriptions of work performed. Your time charges must be sufficiently detailed to be understood by the billing attorney and the firm’s client. A cryptic reference such as ‘research’ is not sufficient. Explain the nature and scope of the research —

Research and draft memorandum on Alabama standards for summary judgment in premises liability matter

Likewise, if you meet with an attorney, the entry “meet with John” is inadequate. Instead your time entry should read

Meeting with John Smith re: summary judgment standards in securities fraud matters in 8^th Circuit. Evaluate revisions to compulsory counterclaims against Republic Gypsum.

            The time you record on June 2d, is shown on a computer print out generated in early July. It is reviewed by the billing partner, finalized, and sent to the client in later in July. Questions from the client will be received during August or September — after you return to school. It is irritating and time-consuming to decipher and edit superficial time records two months afterwards. Time that cannot be explained cannot be collected.

            Accuracy means recording the time you spend. It does not mean double thinking whether you should round up or down. Your hourly rate reflects the firm’s assessment of your capability and efficiency. The billing partner will decide whether to write off, write down, or write up your time. Do not lose yourself in the weeds of second-guessing the basis of time based billing.

            Don’t become obsessed with hours — the profession attracts hard-working professionals. In a healthy economy, meeting the firm’s chargeable hour target will take care of itself. Most firms understand that summer associate have substantial down time, time charged to firm or administrative matters. If you remain obsessed by the almighty chargeable hour, please ask for a copy of my 1996 report — Worshiping False Profits— How Hours-Based Billing and Compensation Killed The Goose That Laid the Golden Egg.

This is a special continuing series designed for law students.  The next installment will be Friday, January 22nd.

Fees are the lifeline of every recruiter’s business. But how do you negotiate fees with enough tact and poise to create a win-win outcome? Let’s take a look at some successful tactics:

1. Qualify your client before the negotiations begin.  Is the client really looking to fill a position now or are they just a tire kicker?  You can find this out by asking them, “When do you need to fill that position?”  Does the client have the ability to pay for you service or is there firm experiencing tough times?  If they are struggling, watch out they may be looking for a discount.   
2. If your client is looking to fill a job order immediately and they are able to buy, you need to find out what it is they are looking for.  What type of fees are they use to paying?  A good question to ask might be, “What fees do you usually pay recruiters who are top performers?”   What you don’t want to do is under bid or over bid for a job order.
3. If the fee is lower than you expected or desired, you need to further assess the situation before your accept or reject the offer.  How much do you need this client’s business? Has it been a slow year for you?  If so, taking a lower fee may make sense even if it is for a lower fee; however, you may want to make it clear to the client that the fee is only “introductory.” You don’t want them to become accustomed to lower fees.
4. If you want to turn down a client’s offer, do it with tact even if a few was outrageously low or a job order is so demanding it would be impossible to fill. Thank the client for the offer and leave the door open for future business.

Recruiters who want to build a powerful brand for their company must include word of mouth in their arsenal.  While ads are effective in keeping your brand in front of clients and candidates, word of mouth praise and referrals can give you the edge over other recruiters.  Here are a couple of other reasons why word of mouth is an important part of your branding strategy:

1. When a candidate or client highly recommends a recruiter, it makes your branding more believable. It’s one thing to have an ad that says “we fill job orders in less than a week” but when an employer tells their HR person that you have habit of filling job orders quickly, you’re more likely to get the job order.
2. Word of mouth advertising works double duty for a recruiter because unlike a static ad, individual clients and candidates are able to tell a story which is more memorable than most ads. Remember, people remember stories.

Here are a few tips on getting word of mouth advertising the easy way:

1. Remember to ask every client and candidate for written feedback.
2. Get permission from your client or candidate to use their written feedback on your website and other branding materials.
3. Make sure you’re on review sites and ask clients and candidates to post their reviews on those sites. Check those sites often and address any negative feedback.

Since 2008, the demand for legal services has steeply declined.  According to The National Law Journal, the total number of attorneys working at the 250 largest U.S. law firms, dropped by 5,259 from October 2008 to September 2009, a 4 percent decline. But while U.S. legal employment has decreased, outsourcing legal services to other countries such as India has increased, forcing other law firms to find ways to cut costs so they can remain competitive. One of these “cut costs” has been the salaries of junior associates. Some law firms are lowering first-year associate salaries and billing rates. Other law firms plan to introduce new training programs that also have low salaries for junior associates participating in the programs. And others have announced that they will be abandoning the class system altogether along with its associated lockstep salary structure. What does this mean for legal recruiters and their ability to recruit quality candidates?  

1. Recruiters may find it difficult to recruit associates for law firms who have made significant salary cuts.   The recruitment process may be longer and more difficult.
2. Candidates recruited for positions with lower pay may not remain in those positions, creating a possible high turnover rate in associate programs.
3. If recruiters are able to recruit candidates for associate positions, those candidates may be of lower quality as candidate from top-tier schools have better options.

1. There is an unofficial dress code for all cocktail/dinner parties designed for networking—modesty is the best policy.  Dressing in a business style is the safest bet. Women should avoid dresses or skirts that are too short (i.e. mid-thigh), tops that are low-cut and anything that is sheer.  Men should always wear a jacket with a tie.
2. If name cards are already arranged at the dining table, do not rearrange them so that you can sit next to someone else.  You can always talk to that person before or after dinner.
3. Avoid overindulging in alcohol. If you tend to become intoxicated easily, it’s best to abstain.
4. Try not to start a conversation with someone while they have food in their mouth. Wait until they are done chewing before you speak. Likewise, avoid talking with your food in your mouth. If someone asks a question while you’re chewing, politely motion for them to wait a moment.
5. Do not talk about business at the dinner table.  The networking event is to make the connection and build the relationship before you ask for the job or job lead. You can always follow-up later. 
6. When asking someone for their contact information, say “how can I get in touch with you” instead of “can I have your business card” because some people may not have business cards at the event.
7. Have a plan before you arrive by identifying these people you are going to connect with at the event. You may even ask the host (before the event) to seat you next to a specific person. It’s no guarantee that they will do it; but it is worth a try.
8. No touching up your make-up, hair, or filing your nails at the dinner table.
9. Displaying good table manners count.  Eat either continental style or American style; don’t mix the two. Check out this video on table manners http://www.youtube.com/watch?v=rBAROjhBkPs

Split Summers        

Many students divide their summer among two or more firms, a practice which appears desirable for students when making decisions during the fall of the second year. By the time the summer rolls around, the risks become clear. What seemed wrapped in Solomonic sensibility last Fall is risky — you want two firms to place complete faith in you even though your loyalty is divided. You split the summer — you assume the risk of failure. A less than sparkling performance is more likely to result in a ‘no-offer’ decision.

            The risk of not receiving a permanent offer is greater for students who split their summer. There is less time to recover from a blown assignment or a bad review  establish relationships, understand a firm’s practice and make a reasoned decision. But since you decided to split, here is how to minimize the risks. Understand that the risks of failure during a split summer are far greater in a soft economy. If for some reason a firm decides to pare down the percentage of offers extended, a summer associate with divides their summer is at more risk than a summer associate who does not.

            First, the burden is on you to perform above and beyond the call of duty throughout both halves of the summer.

            Second, do good work and lots of it. The file for someone who spends only four to six weeks will be quite thin. If you are not energetic, you stand a good chance of having only 30 percent of the reviews and work product of those who work the entire summer. If you arrive mid-way through the summer, many lawyers are on vacation. Those who are not wish that they were. The firm is weary of the summer program and it is hard to find good assignments. In the dog days of August, these problems can be acute.

            Fourth, if your significant other is back in city #1, do not bring luggage to the office on Friday before running to LAX to catch the shuttle to SFO. It shows a lack of commitment.

            Fifth, scrupulously protect the confidences of the first firm. Do not tell tales out of school about its internal politics, events, or recruiting shenanigans no matter where they fall on the boundary of the attorney-client privilege.

            Sixth, do not pout if your are not immediately embraced by the summer associates already in residence. All those people are not really staring at you and whispering as you head to the elevator. Or are they? You showed up six weeks late for summer camp. Put Parent Trap on your NetFlix list, and call me in the morning.  I like the original from 1961— but the 1998 re-make is commendable — even with the then-youthful Lindsay Lohan.

            In some cities -notably Dallas and Houston - the split summer has been a fact of life for decades and summer associates often divide the summer into two, three, or more parts. But even in markets where split summers are the rule rather than the exception, a summer associate must take each firm seriously.

Next week: Accounting For Time

In order to effectively compete for today’s top job candidates, it is increasingly important to understand how a new generation of legal job candidates are impacting the work landscape.  Generation Y is estimated to be 76 million people and many of their habits and world outlook is influencing business.  Here’s what you need to know about Generation Y job candidates:

• Growth is essential.  As a group, generation Y has expressed a need for constant growth and learning.  Jobs that offer growth and educational opportunities will fare well with this generation’s top performers.

• Flexible workspaces and schedules. This generation is not enamored with the idea of the 9 to 5 job.  Jobs that offer opportunities for non-traditional work arrangements such as work-at-home schemes will increase their chances of attracting top candidates.

• Team work.  Generation Y grew up with the belief that “everyone is a winner” and that the work of the team is just as important, if not more important than the individual. This is why work environments that encourage employees to work on projects as a group will attract more quality Generation Y candidates.

• Praise and recognition.  Generation Y job candidates are looking for more than just a paycheck.  Employers who recognize and reward the contributions of employees will most likely become a “first pick” amongst this generation of job seekers.

We’ve talked about job search groups and job search partners in the past; but one of the most important aspects of making any collaborative job search effort effective is being able to give and receive constructive feedback. Let’s take a look at some tips that might be helpful:

1. First, understand what constructive feedback really means.  True constructive feedback is information-specific, issue-focused, and based on observations. In other words, saying someone’s resume is unprofessional is a lot different than saying “your resume is too short and has several spelling errors.”  If you want your collaborative job search effort to be effective and even enjoyable, stay away from general criticisms and stick with specific feedback.
2. Constructive feedback is not always negative, it can be positive.  But even positive feedback should be specific, issue focused and based on real observations.  For example, “Saying your cover letter format is correct and addressed all of the employer’s questions” is a lot better than simply saying “Great cover letter!” Well, you can say “great cover letter” just don’t forget to tell your job search partner why it’s so great, because of course we all love compliments.
3. When giving constructive feedback, remember to be direct, sincere and honest.  Don’t say you like the way your job search partner did something, when in fact you think what they did was incorrect and could harm their search.  If you do that, you aren’t being fair. Both you and your job search partner deserve honest feedback that can help improve the job search process.
4. Avoid, telling your job search partner something in a manner or in a situation that could embarrass them.  In other words, no yelling, snide tones or nasty looks and don’t try to humiliate them in the presence of others, especially potential employers.
5. If you are the one receiving feedback, be open, listen and thank your job search partner for their feedback whether it was negative or positive and even if you did not agree with what they said.

Donating your legal skills to a non-profit organization has many benefits to your job search. Let’s take a look at just a few:

1. Volunteer opportunities can offer you the chance to sharpen your skills or to gain new experience and knowledge.  If you’re experiencing an especially long job search, skill and knowledge erosion is of great concern. Consider volunteering to stay on top of your game. Who knows, that volunteer gig may just transform into a paying job.
2. Volunteering your legal skills to a non-profit organization can also offer you an opportunity to connect with others in your field who may be able to help you find a job. Even non-legal volunteer opportunities can be beneficial in this aspect.  For example, if you did fundraising or organized an event for an organization you may have access to a wider network of people who can help expand your job search.
3. If you’re just getting out of college, volunteering with at a non-profit legal aid organization could offer mentor opportunities, direct client contact and more work responsibilities that you might not have at a larger firm.
4. Volunteering does not need to be a full-time or even a regular part-time gig.  You may want to do a legal workshop or just volunteer for a set amount of days, weeks or months which allows you to fit it into your busy schedule.

1. Use technology to improve your business.  Facebook, Twitter, LinkedIn and even YouTube were hot tools for recruiters in 2009. But 2010 is poised to bring even more technological advances that will help improve recruiter productivity.  Web 3.0 and CRM tools will both emerge as an excellent way to track and communicate with candidates. Make sure that you stay on top of new technology and fully integrate helpful technology into your recruiting process.
2. Create a powerful brand that is memorable and that communicates your recruiter philosophy to both candidates and clients.  Strong brands include websites, advertising, marketing and social networks that have a consistent message that’s tailored to your specific audience.
3. Create a powerful networking strategy that focuses on building strong, long-term relationships. Remember that networking will require an ongoing effort. Use newsletters, blogs and social networks to stay connected to your contacts.
4. Become an expert in your field. Write articles, conduct workshops and speak at industry events to remain on the radar of clients and candidates.
5. Become more flexible and understand that there is a movement away from traditional recruiting methods. This coming year will favor recruiters who are willing to embrace the major changes affecting the recruiting industry.

 To say the least, 2009 has been a year of challenges for the industry.  Attorneys, law students, law firms and recruiters have all been touched by this recession.  Lay offs, deferrals, and virtually no associate lateral moves marked 2009 as 'Annus horribilis' for virtually everyone.  In it's wake however, we see signs of a industry that is reforming itself.  Law schools and law firms are deciding upon a new recruiting model.  Law firms are taking the bold step to change their compensation models, unemployed attorneys are opening their own practice and law students are looking at life beyond big law.  Law firms that had grown too fat, trimmed down and will not bloat again in 2010.  Many recruiters who where downsized opened their own shop and found surprising success.  The smaller, tighter business model is one that works, and America's business sector has learned that they can do more with less. The lesson of 2009 - adapt, change, rethink and reinvent.  The world is changing all around us, and only those who are willing to adapt will survive. 

We predict that 2010 will see an increase in hiring;  firms will realize that they trimmed down a little too far and rebuild some of their ranks. Recruiters will have to work harder, bringing in those elusive candidates to earn their fees.  Law firms will continue to do some hiring on their own - the list of firms who do not accept recruiter submissions continues to grow - but recruiters will most certainly have a piece of the pie. Professionalism is key in the relationship between firms and recruiters.  Recruiters who follow the rules, and deliver the 'hard gets' will continue to succeed. This is no time for sloppy practices, this is the time to raise the level of service and to deliver the goods.  

Leopard Solutions continues to adapt and grow.  2010 will see expansion into smaller markets - Minneapolis, Seattle, Pittsburg, Baltimore, Charlotte, Phoenix and Las Vegas - to name a few!  We will also debut our own social network, designed to bring attorneys, recruiters and law students together into one community.  An upgrade to our law firm profiles will help you research law firms in a terrific new way.  We have big plans!  We hope that you stay with us for an exciting ride in the new year.  We all wish you all a happy, healthy and prosperous New Year!  Good bye 2009 - 2010 is here with a brand new attitude!

Frank Kimball's law school series returns next Friday.