The Blogosphere -

            All of us read www.AboveTheLaw.com and other blogs about the profession. http://www.AbovetheLaw.comAbove the Law is a marvelous clearinghouse for information about law firm hiring, compensation, terminations, and all manner of humorous, topical, or scandalous behavior. The core content on the site is up to date, reliable, and provocative. Developed by David Lat, a former Wachtell Lipton associate and Yale Law School graduate, the site has become controversial because of its rapid-fire and detailed reporting on law firm terminations and financial issues.

            It attracts a fair amount of criticism because of the way that it peels back the layers of the onion of law firm management and compensation. In my opinion, law firms would probably not have been as transparent about terminations, summer program results, and compensation, if they had not been nudged by Above the Law. 

            The “comments” part of this blog permit any user to say almost any thing about any person or law firm. Many of the comments are obnoxious, baseless, bizarre, offensive, and half true at best. 

        For a law student in a summer program, please step away from the keyboard and do not post comments on any blog. Yes I know about your rights. And I know you will post from home under an assumed name. But if I am running your summer program, I can probably recognize your “voice” from what you say and how you say it. And engaging in the mud slinging that goes on in the comments section of any of these blogs is done at your peril. Committing grotesque public career suicide just to put something on a blog is as dangerous as it is foolhardy.

In an industry where reputation is everything, sending out unproven candidates to clients can be risky.  Below are a few tips on how recruiters can test the quality and experience of potential candidates before they interview:

1. Get samples of the candidate’s work, letters of recommendation directly from their former superiors and copies of any awards or achievements they may have earned.  Nothing speaks louder than a candidate’s work and the accolades of their superiors.  Anyone can put together a resume that fudges the truth but seeing a candidate’s work and hearing the feedback of their former superiors can provide the proof you need to feel confident about their abilities.
2. Written job simulations.  A written job simulation can be especially effective for new and/or unproven job candidates.  It can be set up online as a test that requires little to no effort on the part of the recruiter.  A written job simulation can test the knowledge of a candidate and their mental agility on the job.
3. Pre-interview questionnaire.  A pre-interview questionnaire can help you find out about a candidate’s experience, knowledge and personality.  Like the written job simulation, the pre-interview questionnaire can be set up online where the candidate can fill it out without the input of the recruiter.

During this recession job searches that stretch on for a year or more are more common that most job seekers expect.  And it’s the long job search that places many job seekers at risk for job search burnout which can jeopardize their chances of finding the right job for them.  Below are five signs that you may be suffering from job search burnout:

1. It feels like torture to even search for job leads.  If you find yourself avoiding turning on the computer or dreading checking in with your legal recruiter, you are probably suffering from job search burnout.
2. You do not feel enthusiastic even when you do find a job lead.  If you experience a pervasive sense of apathy about your job search even when you receive promising leads, then this may be a sign of job search burnout.
3. You lack the energy and motivation to properly prepare resumes or research companies before applying.  Or you may even allow job leads to go unattended to because you just don’t “feel up to it.”  If so, you are probably suffering from job search burnout.
4. You feel that you will “never” find a job and you often go weeks without doing any significant work on your job search.
5. You are easily distracted by leisure activities that may take you way from your job search for hours or even days.
6. If you are experiencing any of these signs of job search burnout, you may want to:
7. Take weekly breaks from your job search. Maybe a day or two away will refresh you.
8. Find a job search buddy who is enthusiastic about his/her job prospects.
9. Tackle your job search in small steps or goals that can be completed in 15 or 20 minutes.

1. Get samples of the candidate’s work, letters of recommendation directly from their former superiors and copies of any awards or achievements they may have earned.  Nothing speaks louder than a candidate’s work and the accolades of their superiors.  Anyone can put together a resume that fudges the truth but seeing a candidate’s work and hearing the feedback of their former superiors can provide the proof you need to feel confident about their abilities.
2. Written job simulations.  A written job simulation can be especially effective for new and/or unproven job candidates.  It can be set up online as a test that requires little to no effort on the part of the recruiter.  A written job simulation can test the knowledge of a candidate and their mental agility on the job.
3. Pre-interview questionnaire.  A pre-interview questionnaire can help you find out about a candidate’s experience, knowledge and personality.  Like the written job simulation, the pre-interview questionnaire can be set up online where the candidate can fill it out without the input of the recruiter.

Attracting and keeping quality candidates is a skill in its own right.  The best and most experienced legal recruiters understand that quality candidates are the lifeline of their business.  Below are four easy steps that can help any legal recruiter attract and keep quality candidates:

1. Indentify.  The first step to attracting quality candidates is to identify how you can best meet the needs of quality candidates.  Take the time to identify their wants and needs and then figure out how you are the best legal recruiter equipped to fulfill those wants and needs.
2. Client matching.  Once you have completed step one, take the time to identify the clients who are best fit for your top candidates.  This should be done rather quickly because the best candidates do not remain available for long.
3. Expedite.  Your top candidates should receive expedited treatment throughout the recruiting process. As quickly as you can, move them to the interview stage with employers.
4. Make sure you communicate often and clearly with your best candidates.  Keep them in the loop about the hiring process of companies they have already interviewed with and even if you have not found a perfect match for them, touch bases often enough to keep your recruiting services on their radar.

1. If a recruiter intends to maximize the benefits of social networking tools and not allow those tools to consume most of their energy and time, they must stay organized.  Take the time identity and assess the social networking tools available to you.
2. Identify which tools will be most beneficial to you as a legal recruiter.  Some tools are nice to have; but may not be as useful as we think.
3. Ease of use.  Indentify which social networking tools are user friendly and require the least amount of time and energy.
4. Prioritize.  Rank your social networking tools by their cost effectiveness, benefits and ease of use. 
5. Eliminate duplicates.  Try to avoid doing things more than once.  If one social networking tool achieves a goal easily and with the least amount of cost, there is no reason to utilize another tool that does the same thing. 
6. Stay current on changes that impact your target audience. Some social networking tools may lose favor with your audience while others gain popularity. To use social networking tools effectively you must be willing to be flexible.
7. Integrate. When possible try to integrate your social networking tools into one effective system that works seamlessly.  This will decrease the time and energy requirements needed to use them effectively.

Social Networking Sites -

Ten years ago no one could have envisioned the array of electronic tools and toys that exist today. And I doubt if any of us can imagine what lurks over the horizon in 2015-2025. Today students and professionals spend a lot of time on social networking sites like FaceBook. They are  fun and useful tool for making, enhancing, and developing personal connections on many different levels with new and old friends from all corners of your life.

            However, I strongly recommend that you scrub your Facebook profile of anything that could possibly be embarrassing to you personally or professionally. That party with the hookah or bong pipe? Erased. The all brand beer party in Acapulco. Gone. Those photos at Karen’s wedding where your blood alcohol level appears to be higher than your I.Q. Delete. Willing to play bet your career?  I didn’t think so. Don’t worry I’ll still be your Facebook friend.

Does this violate your first amendment rights?  I have no idea. And I don’t care. What I do care about is the impression you make on your senior colleagues and the clients of your law firm who may find such behavior juvenile, immature, inappropriate, or offensive.

            Ahh  - since I am not your Facebook friend you believe your privacy settings can save you? Not so fast Sparky, I’ll bet you a Zingerman’s sandwich from Ann Arbor or nice bottle of Pinot Noir that I can break through that wall easily and completely. Maybe with my phony log in name that causes you to accept my friend request. Maybe there are other ways. Are you willing to play Bet Your Career?  Didn’t think so.

This is the 9th installment by Frank Kimball for law students.  Click on the author's name to view all of his previous posts.

Working with a legal recruiter should be treated with care.  There are certain habits and behaviors that can almost guarantee a positive experience with a legal recruiter and there are certain behaviors that will almost guarantee that the relationship is doomed from the start.  Below we take a look at five things that can damage your relationship with a recruiter:

1. A sloppy, inaccurate or inappropriate resume.  Take the time to create a resume that is appropriate for the positions for which you’re applying and take care that there are no errors.  Avoid exaggerating the truth by fudging employment dates and titles. Also, resist the temptation to inflate your prior salary.
2. Unprofessional voicemail.  While having the latest pop song on your voicemail is acceptable when only your friends and family are calling, doing so when you’re searching for work can hurt your chances.  Remove informal greetings and pop music from your voicemail and replace it with a simple, brief and professional greeting.
3. Demanding to know exact salary information immediately.  Resist the temptation to demand to know exact salary information when you call a recruiter about a job.  The salary you’re offered will depend on many factors and can’t be determined before you’ve at least interviewed with the company.  Although, the recruiter may be able to give you a ballpark salary figure, he/she can’t offer anything concrete. 
4. Failing to do what you promised to do.  If a legal recruiter schedules you for an interview do your best to show up on time. If something happens that will cause you to be late or miss the interview, please let the recruiter and/or the employer know immediately.
5. Failing to be transparent about your independent job search.  A common problem many legal recruiters experience is when candidates fail to be transparent about their independent job search or their work with other recruiters.  This can often cause double submissions which can end in commission disputes or more likely the candidate not getting the job.  Let your legal recruiter know if you or another recruiter has already submitted your resume to a company so they can avoid submitting you twice.

When a client comes to a recruiter for help finding the right talent for a position, it is up to the recruiter to make sure he/she finds a perfect match.  But finding the right match is only as good as the information a client gives a recruiter.  Many clients aren't quite sure how to verbalize what they want exactly, that's why the recruiter must ask the right questions.  Here are 7 key questions to ask when trying to find out what type of professional would be a good match for a company.

1. What industries would you like potential job candidates to have experience in?

2. What specialized skills are you searching for?

3. Which of these specialized skills are needs, wants and/or must haves?

4. What degrees or certifications do you want candidates to have?

5. What is the minimum number of year's experience you are looking for in a job candidate?

6. What is the maximum amount of salary you are willing to pay the job candidate?

7. Are there any types of candidates you DO NOT want us to approach for this position?

Also, make sure you properly assess the work environment of the company so that you choose candidates with a personality that will match the environment.

1. If you're going to file your taxes late don't forget to request an extension.  The IRS will grant an extension of up to six months for late filers. If you file your taxes late and did not receive an extension you will be assessed a late filing penalty.
2. Owe money?  If you owe money and do not pay it by April 15^th, you will be assessed penalties and interest. But it is much lower than the late filing penalty, so file your taxes even if you cannot afford to make any payments immediately.
3. Request a payment plan.  If you owe less than $25,000, the IRS may be willing to offer you a repayment plan for up to 36 months.
4. Take advantage of your retirement deduction.  If you're a self-employed recruiter don't forget to take advantage of the IRA/retirement savings deduction available. It is not too late to deposit money into a retirement savings account and right off the deduction on your 2008 taxes.  If you filed for an extension of six months, you will have up until October to take the deduction.
5. Work with a tax professional to take full advantage of all of your business tax deductions available.  Many states are filled with unlicensed and untrained tax preparers, as a business owner it is not in your best interest to trust your taxes to these individuals.  If you can, work with an experienced tax accountant to file your taxes.

Group interviews are common with many employers; but they can be a challenge for some candidates.  Interviewing with multiple individuals who have different personalities and interviewing styles can overwhelm even the most season interviewee. So how does a candidate ace the oftentimes high-paced and high-stress group interview?  Here are a few tips to consider:

1.      To help you better prepare for a group interview, try to get the names and titles of the individuals who will conduct the interview.  Take the time to research each person and determine how they fit into the company and in what capacity you would work with them if you were hired.

2.      While group interviews involving four or more people can make it challenging to remember the names of the interviewers, doing so will help you create a rapport with each of them.  Consider asking them their name before the interview begins and/or write their names on a sheet of paper in the order that they are seated.

3.      Remember to make eye contact with everyone in the group equally.  Try not to focus all or most of your attention on only one or two people. Also, don’t assume that you should give the most senior person the majority of your attention. Oftentimes the opinions of junior employees are very valued.

4.      If you are bombarded with more than one question at the same time, don’t panic, answer only one question at a time and then ask others to repeat their question.  If you need clarification on a question, don’t be afraid to ask. 

5.      Use silence and pauses as a tool.  Group interviews can be fast paced; but that doesn’t mean you should rush when asking or answering questions.  Take a deep breath before speaking and take the time to you need to articulate your thoughts clearly.

1. Will returning to school increase your job prospects?  Maybe your current skill level is not adequate enough.  Before you invest the time and expense required for more education, take the time to interview those who are doing what you want to do. What classes do they recommend you take? Do you really need to get a second degree or will a certification suffice?
2. Will returning to school create more debt and how will you compensate for income loss over an extended period of time?  While there are grants available for returning students, most people will need to take out loans to take a few classes or get a second degree.  Can your budget handle the added strain? Will your additional education reap the enough financial rewards to cover the added debt?
3. If you are returning to school because you want a second career, are you ready to make the type of long-term sacrifices that may be required?  Starting a new career will require you to start from the “bottom” and you may initially experience a large drop in salary.  Once again, can your family budget handle the strain?

For recruiters who want to not only survive the recession; but thrive through it all, it is important incorporate effective client retention strategies into your business process. Let’s take a look at a few tips:

1.     Build long-term relationships with your clients.  Successful recruiters don’t just settle for job orders once in awhile.  If a recruiter wants to guarantee a steady flow of work, it is important to become the primary source for all of your client’s job orders.  Not only that, consider working with your client to put together a hiring plan that will help them predict their future employment needs. And be sure to help them understand how those hiring decisions will positively impact their bottom line.

2.     Work with your client to fill difficult job orders; but also help them simplify job orders by removing unnecessary requirements.  In order for a recruiter to effectively fill difficult job orders and to even help a client reassess an existing job order, it is important that the recruiter thoroughly understand the client’s business.  Take the time to learn about your client’s business challenges, peculiarities and strengths so that you can help them effectively shape and fill job orders.

3.     Eliminate the drive-by hiring process.  It is important to be fully invested in the success of a new hire.  Great recruiters who want to thrive during this recession need to incorporate in their process a way to increase the retention of new hires.  Clients who need to rehire after you recruited the wrong person for the job, may decide to take their business elsewhere.

The Perils of Technology 

Understand and follow all rules on access, use, privacy, security, and Internet access. Do not use the firm’s network or e-mail system for recreational or personal purposes. Even then, do not distribute jokes of whatever subject and taste you forward to friends during school. Do not sent around large “exe.” files, video clips, music, etc. It is not worth the candle to debate whether this is right or wrong or infringes on your 1^st Amendment or privacy rights - if you “get into it” with the firm you lose. Game over (but thanks for playing).       

Telephone / Blackberry — Your firm may give you a Blackberry or smart phone for the summer.  Use it with common sense.  Follow whatever rules the firm has for its use - especially those about e-mails, use of non firm e-mail accounts, web surfing, downloading those fun apps you love to play with, sending, receiving or storing audio or video clips or images of any kind.       

Don’t use the Blackberry as a tool or fashion accessory.  Wearing it, whipping it out during meetings, checking your e-mail publicly and conspicuously accomplishes nothing except to make you look like a techno-jerk.  Turn off the ringer when you go into a conference room or a meeting with another attorney. Don’t check your e-mail “discretely” while you’re in a meeting with a client or a lawyer.       

Don’t leave it in a taxi, restaurant or somewhere else where the village idiot can scroll through your e-mails and files because you’ve left the device unlocked. You may live and die by text messages to your crew - but I would not send even one on the firm’s device. Ask the former Mayor of Detroit - it’s not a career-building move.      

Availability - You may be in a firm or on a matter where you are supposed to be available 24/7. That’s what you signed up for - so have your Blackberry charged and available at all times so that the lawyers on your team can reach you. If you don’t like that level of access - find another firm after you graduate.  Yes, some lawyers engage in passive aggressive control freak behavior with their electronic toys to whistle up younger colleagues for false emergencies or assignments that really don’t need to be done at 10 p.m. Your job is to be aware of the culture and practices of your firm and to adapt to the environment.      

Footprints - Every where you walk in the electronic world you leave footprints. It will not advance your career one whit to have to defend your Internet habits during your exit interview. Everything sent or received on the firm network resides on back up disks or tapes. Many networks have screening systems to flag when an attorney is using the firm network to ❏ send or receive obscene or inappropriate messages ❏ log on to Internet sites unrelated to the firm’s business. Are firms Orwellian? Nope. Are they trying to monitor your personal life? Nope, again. They are protecting the interests of the firm and its clients. In a world where almost anything can be discoverable, firms must be scrupulous about managing electronic communications and records.

Your Own E-Mail & ISP —Be equally cautious about logging on through the firm network to access your own E-mail or ISP. If you access Hotmail or Yahoo from the firm your ‘anonymous handle’ won’t protect you - every keystroke from your desktop passes through the firm's systems and filters and can be traced easily      

Voicemail —Be prudent with voice mail.  No funny greetings.  No forwarding messages which you think are funny to fleets of summer associates.  No playing with bugs on the firm’s phone system.       

Security — Law firms are zealous about viruses, hackers, unauthorized access to the firms’ networks, and damage to the firm’s records. Follow the rules on copying disks, uploading or downloading files, shareware, use of laptops, macros, and all the rest. It goes without saying that you do not want to be the summer associate who loses a firm laptop or documents outside the office. For further detail, invest $9 and watch Changing Lanes.      

Cutting Edge —Law firms are in the midst of an expensive technological revolution. Your firm may be ahead in some areas and behind the curve in others. Do not gripe if your desktop or laptop lacks the bells and whistles of your machine at home or the one “they have over at Brown & Williams.”       

The technological revolution is most expensive change in the practice of law in the past fifty years (aside from attorney compensation). Firms struggle to stay current without incurring astronomical costs. The firm that is ahead of the curve today may well fall behind next year because firms cannot afford to constantly upgrade and change their equipment.      

Electronic Habits — Do not assume that all lawyers love e-mail. Some lawyers do not use it at all. Others only use it from time to time. Take time to learn the preferences of the lawyers with whom you work. Some will be voice-mail junkies. Others will happily practice in a world where legal pads and pens suffice. If you bury someone in annoying e-mails or voice mails to someone who lives on a different electronic planet you will irritate them. Face-to-face visits with colleagues should not be a lost art and passive aggressive e-mails should not become an Olympic sport.

While all recruiters want to get along with both clients and candidates there are times when conflicts may arise.   So what are the best strategies for resolving conflicts while simultaneously maintaining relationships with your clients and candidates?  Here are a few tips:

1. Remain in control of your emotions at all times.  Responding to a conflict with anger can only escalate the situation.  Even if the client or candidate is clearly angry do not return that anger.  And never make any decisions while you are upset. 
2. Give yourself time to respond.  Just because a conflict has come up doesn’t mean that you need to respond to it immediately.  As we mentioned in the previous tip, emotions may be involved, so if you or the other person is emotional, delay your response.  You may simply tell the other person “I’m sorry but I will need to call you back about this issue tomorrow.”
3. Hear the other side.  Many conflicts are simply matters of miscommunication, so taking the time and energy to listen to the other person’s story is important.  To make sure you are hearing them correctly, briefly repeat to them the most pertinent points.  For example, “I just want to make sure that I understand, did you just say….” 
4. Stick to the facts and avoid personal insults.  While you make suspect that a person is dishonest or incompetent, saying so will only escalate the conflict.  Instead say, “You told me you would do ((blank)) but instead you did ((blank)).”
5. Be willing to apologize or accept the apology of the other person if appropriate.  The willingness to apologize and accept the apologies of others will go a long way in building the trust and respect necessary in your client and candidate relationships.

Placing your resume on the internet may not be enough to get the attention of legal recruiters and employers.  It is becoming increasingly important that a candidate’s online resume contain the necessary keywords that will place them at the top of a legal recruiter’s/employer’s search.  So, what exactly are keywords? Keywords are the words and/or phrases that recruiters and employers look for when searching for a candidate. They are also used often in job ads. For example, a recruiter searching for a litigator may look for a resume with the phrase “litigation experience.”  The candidate who has effectively placed this phrase in their resume will receive the most “hits” from legal recruiters and employers using a search engine.  Here are a few tips on using keywords in your resume:

1. Find out which keywords recruiters and employers are using by searching for and comparing ads for the type of job you’re looking for.
2. Be sure to include these keywords in your online resume repeatedly.  But the keywords should not be used in an excessive or unnatural way.  The keywords should not make up more than 11 percent of your text.
3. Be sure to use the keywords in the ways that they are used within the legal industry and in the job ads.  For example, if acronyms are often used, then for the purposes of your online resume use the acronym.

1. Before a recruiter sends a candidate to interview with an employer, the recruiter should fully disclose the job’s requirements, responsibilities and corporate culture.  Be sure to ask if the candidate needs clarification on any of the above mentioned items.
2. Find out what the candidate’s expectations are of the employer.  What salary do they expect?  What type of working conditions do they expect? What type of corporate culture do they expect?  You may even want to gauge their expectations for the employment process.  If you know that the employer’s process is particularly lengthy or complex please let the candidate know.
3. Also, thoroughly explain the employer’s hiring process.  Will the candidate need to meet with several people?  Will there be assessments of the candidate’s skills?  What type of background check will be required of the candidate? Even if  part of the process seems normal or common make sure you disclose it to the candidate.
4. Make sure that you let the candidate know you are available for questions before or after their interview.  And you should follow up immediately after the interview to find out how the candidate perceived their interview.  You may also use this as another opportunity to briefly review the next step in the employer’s hiring process.
5. If the employer has provided feedback about the candidate please share that feedback with the candidate when appropriate.  

1.  Use social networks as an opportunity to post job opportunities; but to also to engage passive candidates who may fit your client’s corporate culture and needs.  Using blogs and online newsletters you can create a dialogue that extends far beyond the latest job posting.
2. Create a recruiter brand that appeals to both your clients and your candidates; but don’t try to do so at the same time.  Consider having two separate sections on your website (or even two separate websites) that target clients and candidates separately. 
3. Use online communities such as LinkedIn and Twitter to engage with peers, candidates and clients.  Create “digital relationships” using these tools that can extend beyond your computer and help you build your own community of valuable connections.
4. As we’ve mentioned in Tip #1, blogs and online newsletters can be used to create a dialogue between yourself and your target group (potential clients and candidates) but it can also be used to create credibility.  By creating valuable information products, such as articles and reports, you can become a resource for others and the “go to person” for many in your industry.
5. Use social networks to stay in touch with both candidates and potential clients by incorporating them into your recruiting process and your follow-up system for clients.  For example, you may want to send a candidate or client a LinkedIn “friend request” after a meeting. You could even have two different LinkedIn accounts, one for clients and another for candidates.

Client and Firm Confidences

Nothing is more sacred to the legal profession than the confidential relationship between lawyer and client. This goes far beyond what is required by the rules of professional conduct. Your personal rule should be very simple — do not talk about the firm’s business, its clients, their problems or anything related to them outside the four walls of the firm. With anyone. At any time. It is that simple. 

            The greatest risks are casual social comments. Somewhere in the middle of a case of Heineken you pass along information about something of great sensitivity to a firm client.

            Equally risky are comments in restaurants, public places or cocktail parties that directly or indirectly reveal the business of the firm or its clients. The group at the next table may include three employees of the client, their banker or accountant, a competitor, or associates working for someone about to make a competing offer to buy your client. Trust me.

            They are there — perhaps not as nattily attired and lacking the Bombay Sapphire martini — but there nevertheless. It is not just legal advice or technically privileged information. It is anything about the client and their business. You risk immediate termination if you violate this rule.

            Gossiping about firm politics, attorneys, finances, or other subjects is equally foolish. While it violates no disciplinary rule, you can be assured that the managing partners do not want the firm’s business discussed at Liquid, Club X, or Martini Madness.  I would be equally cautious about posting commentary on the internet about your summer employer, no matter how carefully you believe you have disguised your identity.

            Do not copy, remove, download, or distribute written work product without the clear permission of the hiring partner and the partner for whom the work was done. While firm policies vary, most do not want their work product distributed outside the law firm, for any reason at any time. It really does not matter if you change all the client names.

The firm’s confidential work product includes  memoranda you write during the summer form files of pleadings and transactional documents —whether or not publicly filed brochures and marketing proposals and any and all information maintained on the firm’s network or databases (including, of course, lists of clients, contacts, or potential clients). jeopardizes your career.

            When you apply to the bar all previous employers must sign affidavits about your character and fitness. Your admission to the bar can be delayed or precluded if an employer reports that you do not treat confidential information with care. Driving the big rigs can be fun but your Mom does not expect your telephone number to be 1-800-18-WHEELS.

When it comes to finding the best clients, following a few simple guidelines will most likely produce the best results.

• First impressions are important to getting off on the right foot with a new or potential client. Make sure your brand is professional and cohesive and put into place an effective process for vetting and processing clients.
• Don’t be overly eager to take on a new client. Yes times are hard, but desperation will scare away even the most interested and valuable potential clients.  Even if job orders have slowed to a trickle, remember that you are offering just as much value as the client.
• Don’t rush into client relationships too fast.  Make sure that your new client respects your work and understands the value you are brining to their firm.  Clients who insist on haggling over fees and attempt to get something for nothing, will usually turn out to be long-term problems.  Avoid the temptation to take on these problem clients and focus instead on healthy client relationships that are reciprocal and lucrative in the long-term.
• Take the time to research your potential client.  Is their company financially healthy?  Do they have long-term recruiting needs?  Do they understand the value that a recruiter will bring to their company?  You may even want to schedule a short face-to-face meeting with the potential client. 
• Make sure that you follow up with your potential client on a regular basis. Even if a potential client does not use your services right away, following up with them will keep you at the forefront of their mind.

*Submit a well crafted resume.  This may seem obvious, but you would be surprised at how many job seekers fail to meet this first requirement.  Many job seekers send resumes to recruiters that are not crafted to sell their job skills and are not written as if it is going to an employer.  If you want to make a good first impression with a recruiter, send them a well written resume. Treat your recruiter as if they were an employer because they may be the link between you and your next job

*Do your homework.  Take the time to research the recruiter you want to work with.  What is there specialty? Do they have experience working with attorneys with your background and work experience?  Have they been successful in placing people like you in the firms of your choice? Remember, your recruiter is a tool for your job search.  If you don’t research the recruiter how will you know that you are using the right tool?

*Be transparent.  If you want to create a relationship with your recruiter that is based on mutual trust and respect it is important to be honest and forthcoming at all times.  Please do not exaggerate work experience or accomplishments and be honest about your needs and capabilities.  Once your recruiter is given the correct information about your skills, needs and career aspirations, he/she can connect you with the employers who are most likely a good fit.

As the recession drags on, many attorneys, some with years of experience, are considering careers outside of law.  But how do you make the leap?  One of the keys to making the leap from attorney to something different is to identify your most valuable and transferable skills. 

When considering a career change, it is important to thoroughly research the career path on which you want to embark.  If you’re thinking about different career options, then take the time to thoroughly research all of them. Find out what the requirements are of the new occupation, read and document help wanted ads for the job you want and take the time to contact professionals who are already working in your field of choice.  You can even join a few professional associations to network and begin building relationships with professionals working in the field.

Next you should identify the skills that you already possess that would transfer easily to your new profession.  But don’t just depend on your memory for this task.  If you have the documentation, review old job descriptions, employee reviews and even old resumes.   Work with a professional to craft a skills-based resume that will highlight your abilities and craft a cover letter designed to convince an employer of why you should be chosen over a more experienced candidate.  Also, consider using a recruiter who specializes in helping career changes make find a job.

Editor' note:  You can find a related article in our Hot Spot - or click here

Building and sustaining powerful relationships with your clients is one of the most useful things a recruiter can do to increase and maintain positive cash flow in good times and bad.  But how does a recruiter go about creating those relationships?  Let’s take a look at a few tips:

1. Remain in constant communication with your clients.  Yes, we know that your schedule is tight; but take the time out to meet with your core clients at least a couple of times a year.  Ask for their feedback about how you’re doing and find out what you could do to make their job easier.
2. Know your client’s business.  Read any articles about the client, subscribe to their newsletters/blogs and try to get a copy of their annual report or other documents that will give you insight into how their business is doing.  This knowledge will help you understand how you can help the company recruit in a way that will improve their overall business and operations.  It will also give you an edge over less informed recruiters.
3. Stay informed on the legal industry.  What are the latest happenings?  Any major changes?  For example, right now the legal industry is experiencing major changes in the way associates are compensated.  These are things you must know so that you can effectively respond.