While independent recruiters wear many hats in their business and do all of the work necessary, there eventually comes a time when they need to hire outside help even if it is just on a temporary basis.  One of the ways of maximizing the benefits of outside help is by becoming a better manager.  Below are a few tips on how independent recruiters can improve their management skills thus maximizing the benefits that come from hiring an extra pair of hands.

1. Delegate, don’t abdicate.  Remember, this is still your business and while having extra help can free up some of your time and energy it is important that you still retain responsibility for the work you delegate to others.  Whatever work you delegate to someone else, make sure you take the time to review it for accuracy and quality.
2. Take the time to train your worker.  Even if the person you have hired isn’t working onsite and is only with you for a few days or weeks, you must take the necessary time to train that individual. No one will come to you already completely trained.  Even if they have worked for other recruiters in the past, every business is unique.
3. Never expect the person you hired to do things outside of their job description.  While many independent recruiters wear many hats in their business, expecting their employee to do so could create an environment for resentment and turnover. Allow your employee to focus on their job without burdening them with responsibilities outside of that scope.

Tip 1 – Don’t wait until you arrive at the job fair to prepare.  Take the time in the days before the job fair to find out which employers and recruiters will attend and create a “hit list” in advance.  Also, take the time to create a “job fair package” which should include your resume and a cover letter addressed and tailored to each company on your “hit list.”

Tip 2 – Be prepared to interview on the spot.  Many companies and recruiters may be interested in doing an abbreviated interview with you onsite at the job fair.  Make sure you prepare a quick summary paragraph of your skills, talents and experiences.  And on that note, make sure that you dress professionally, even if the job fair says “business casual.”

Tip 3 – Arrive early to the job fair and pick up a booth map.  The map will allow you to easily locate the companies on your “hit list” and create a plan that will allow you to go from one to another in a quick and efficient manner.

Tip 4 – As you approach each of the companies on your “hit list” remember to be brief and always offer your resume.  If the employer asks you to fill out an application or conduct an interview, don’t decline or try to reschedule, doing so could give an entry to more prepared candidates. Simply make room in your schedule to interview or fill out the application.

Tip 5 – If you are able to meet with each of the companies on your “hit list” take the time to network with other companies and don’t forget to follow up with them within 24 hours of the job fair.

Unemployed attorneys are often told that doing volunteer work can be a great way to keep their skills up to speed while avoiding large gaping holes in their resume.  But how does an attorney volunteering his/her skills with an organization transform that volunteer job into a launching pad to other more lucrative opportunities.  Below are a few tips on how you can make your volunteer job pay off in unexpected ways.

1. Treat your volunteer job like an interview.  Even if you know that the volunteer job won’t transform into a paid opportunity at that particular organization, treat it as if that was the case. And as with any interview it is your job to show off your skills to the prospective employer.  Don’t wait for the organization to offer exciting project. Identify the organization’s needs and then figure out how you can use your skills and experience to solve problems or make their business better.
2. Get feedback on your performance, preferably in writing. Find out what you’re doing right, what you’re doing wrong and what you’re failing to do that may be of value to the organization.
3. Always deliver on your promises.  Although you are volunteering for this organization, make sure your treat the projects you’re working on as if you were getting paid.  Be careful to only promise what you know you can deliver and always deliver on time and in a professional manner.
4. Take care to build relationships with the people you are working with during your time at the organization.  Don’t limit those relationships to only those “in power” take the time to build relationships with all staff. Once you leave your volunteer capacity, take the time to maintain those relationships and feel free to mention your job search after the volunteer project has ended.
5. Once your volunteer time with the organization has ended make sure you ask for a written recommendation. You can use this recommendation when looking for paid opportunities elsewhere.

One final note on volunteer—make sure you avoid the temptation to pressure the organization into hiring you or giving you job leads during your volunteer time there.  The discussion of paid opportunities is best left to the time after your volunteer project has ended.

A recruiter’s job does not end once the hiring is done.  The first 30 to 45 days after a candidate is hired is the most critical period of time for not just the candidate but for the recruiter.  It is in that 30 to 45 days that that many new hires quit or are fired.  As a recruiter, losing candidate to attrition during that critical 30 to 45 days won’t bode well for their relationship with the client/employer.  Don’t let all of your recruiting efforts go to waste by losing a client’s new hire to attrition so quickly, take the time to follow up with the new hire and the hiring manager to make sure the new employee is adjusting well to their new job. If your fail to follow up with new hires and hiring managers after you have placed a candidate you are basically taking a gamble.  While in the majority of the cases the new hire will adjust well in that first 30 to 45 days, there will always be at least 10 percent of the placements that fail with no follow-up on the part of the recruiter.  A recruiter can help to minimize their placement failure rate by checking in on the new hire and the hiring manger.  Here’s what you should ask new hires and hiring managers:

1. What are the things you like best about your job (new hire)?
2. What are the things you like least about your job (new hire)?  
3. What are the things you like best about how you are being managed? (new hire only)
4. What are the things you like least about how you are being managed? (new hire only)
5. What are some things you would like to see your new hire do that they are not already doing?

1. Once you have finished the informational interview, don’t forget to follow-up with a thank you letter and an offer to stay in touch.
2. While conducting your informational interview be sure to identify commonality with the interviewee.  For example, if the interviewee attended your college, make sure you mention that fact and then mention it again in your follow-up letter.
3. Invite the interviewee to any events you may attend in the future that may benefit them.  Also, don’t be afraid to connect them to people who you think may help this person’s career.  Don’t make the mistake of believing that just because he/she has a certain title/position that you cannot help them or that they may not be interested in attending events with you, if those events are beneficial to them.
4. With the interviewee’s permission, forward to them article clippings that may be of interest to them and let them know of any progress you’ve made in your career.
5. Take the time to ask them how they are doing once in awhile; but make sure you don’t inundate them with emails or phone calls.
6. Ask if you can add them to your online social network, such as LinkedIn. Using online tools such as LinkedIn, show them your value to offer links and posts of relevance and value.

Working from home as a virtual recruiter has its own sets of challenges and benefits.  But if virtual recruiters want to be successful in their work-from-home arrangement, they must maximize their effectiveness and productivity. Below are a few tips on how recruiters can make the best of their virtual workplace:

1. Create clear daily, weekly and monthly goals.  And don’t forget to keep track of your progress. It can become easy to “tread water” when you don’t have anyone looking over your shoulder.  Be your own best supervisor by setting clear goals and taking daily steps to reach them.
2. Invest in quality technology and software that can help you achieve your goals and make your at-home office efficient.  Look at your technology and software as digital/robotic assistants who can help you get your done job right.  Take the time to assess technology/software and don’t hesitant to invest in those things that make you more effective.
3. Minimize interruptions.  Don’t feel the need to check your email three or four times a day or to answer your phone every time it rings.  Set aside uninterrupted time to complete tasks and even schedule breaks so that your day is structured.
4. Create clear boundaries between your work time/space and family/personal time and space. Don’t allow your personal responsibilities to seep into your work time and vice-a-versa.  Make sure you have set aside a designated space for your business and don’t allow others in the household to violate that space or the time you have set aside for your work.

Tough Sensitive and Controversial Issues

Drugs And  Alcohol

        Do not be stupid about drugs. No matter where you live, where you work, or what the law may provide, you are committing professional suicide if you use any form of drugs, at any time.

Do not abuse alcohol at firm events. Ever. This is not a fraternity. I do not care if three other people at a firm cocktail party have a blood alcohol level that is higher than their shoe size and their I.Q. put together. It is not funny. It is not appropriate. And it is not in your long-term professional interest to be one of the folks who lawyers talk about for years.

Even if your firm has a legendary ‘frat boy’ or ‘hard partying’ reputation, you are far wiser to err on the side of caution. Did you hear the one about the lawyer who drove the golf cart into the swimming pool at the summer outing? ❏ How about the one about the lawyer who couldn’t swim and dove fully clothed off the high dive board? ❏ How about the summer associate who fell down getting out of the taxi after a four hour lunch and went face forward in front of the managing partner. True? Yep. Funny? Nope.

Casual Friday

       Casual Friday is a fact of life. What began as a sensible experiment during the recession is a national trend. Today, most law firms — from Wall Street to San Francisco to Atlanta to Chicago — are casual in one form or another —- all the time, Fridays only, or summers only. Still it remains a challenge for summer associates to make the right choice.

It goes without saying that a summer associate should know and follow the firm’s policy. It is equally clear that a summer associate who errs on the side of being conservative will never be faulted by partners for their choice. Try to be conservatively unmemorable during the summer. The last thing you want is for any partner to remember anything you wore. You are a professional, not a punch line. And yes, George and Virginia, partners notice and gossip about it.

What is the summer associate to do? Square your wardrobe with the expectations of your clients and invest in your future. What you wear to the Ace Hardware, the Last Chance Tortilla Factory, Double Latte Heaven, or the Empire Diner is not what you wear to Harris & Baldwin on Friday. It is as simple as that.

       The problem is, by and large, not with our women colleagues. For reasons known to the denizens of Madison and Fifth Avenues, they invest more time, effort, and money in selecting, purchasing, and wearing casual clothing. Immerse yourself in Mad Men on Bravo - you don’t have to buy a hat - but a few conservative suits can help you down the path to greatness.

During this tight job market, more job candidates are looking beyond their city for job opportunities.  But with many companies taking a closer look at their expenses, many may be hesitant to grant an interview to a job candidate that is not local.  Here are few tips for increasing your chances of getting that out-of-town interview:

1. If you’re already planning to move to the city you’re looking for a job in, consider setting up your address in that city before sending out resumes. Many employers will be more receptive to job candidates with a local address. This doesn’t mean that a job candidate should be deceptive about where they are currently living; but they should be clear that they are intending to relocate to the city in which they are applying for jobs.
2. If you are applying for several job opportunities in the same town, try to schedule more than one interview in the same stretch of time especially if you are paying your own travel expenses. And most likely, at least for the initial interview, you will be responsible for paying your own travel expenses.
3. When applying for an out-of-town job opportunity make sure that you address why they should hire you as opposed to a local job candidate.  Does the city lack candidates with your experience or expertise?  Whatever the reasons are, state it clearly in your cover letter and in the telephone interview which has become standard for out-of-town job candidates.
4. And finally, make it easy for the employer to grant you an interview. Remember, currently the biggest concern of many employers is the expense associated with interviewing and hiring out-of-town job candidates.  If you are able to reduce that expense in any way, you may increase your chances of landing the interview.

The online space has become cluttered with text, images and videos which all compete for the best candidates’ attention, so how does a recruiter break through the clutter to grab the attention of quality candidates?  By optimizing their job ad in a way that appeals to the sensibilities of quality candidates while enticing them to contact the recruiter.  Below are a few tips on how a recruiter can optimize their job ads:

1. Make sure you have a job title that entices the candidates to read the actual body of the job ad.  Remember, job seekers have limited time and because of this they are often simply scanning job titles before they choose to read an entire job description.  If your ad’s title is not eye-catching you may get passed over by qualified candidates.
2. Include industry specific buzz words in your job ads. Oftentimes, job candidates will use a search engine to find job ads.  If a recruiter’s ad lacks the industry specific buzz words that job candidates use in their internet search, then the ad simply won’t be seen by the right people.
3. K.I.S.S. –Keep it short silly.  It’s important that online job ads are succinct but clear.  Make sure to only include the most pertinent information in your job ad—enough information to entice the job candidate to send a resume. Avoid writing very long job ads.  Once again the job candidate is short on time and most likely won’t read a very long ad in its entirety.

•    What was the most difficult decision you have ever made on a job?
•    Tell me about a time that you had to face an irate client.  How did you handle that client? What did you do that you would change?
•    Describe a situation where you had a conflict with a co-worker who did not personally like you.  How did you resolve this conflict?

Job candidates who want to prepare for and master a behavioral interview need to take the time to thoroughly research the position for which they are applying and imagine what types of behaviors the employer may be looking for.  Based on your conclusions come up with a list of questions and practice formulating responses that are in story form.  You may also want to ask the recruiter if they know what type of questions the employer typically asks.

The high rate of unemployment is down to 9.7 percent from just over 10 percent earlier this year; but you wouldn’t know if from the high number of still unemployed attorneys and recent law school graduates.  Despite what the pundits say we are still facing hard times.  So how can a job seeker not only survive but thrive during these hard times?  Let’s take a look at a few tips:

1. Don’t let it get to your head.  One of the biggest obstacles standing in the way of job seekers who have remained unemployed for months or even years is depression and an overwhelming sense of hopelessness.  It is important that job seekers remain optimistic by keeping things in perspective.  This is a recession and it is normal to remain unemployed or underemployed for longer than in boom times.
2. Get busy doing something.  Even if you can’t find paid work, get creative with finding ways to keep your skills up to par.  Find a volunteer opportunity and if you can’t do that, create one.  There are many nonprofit organizations who lack funding due to the recession, they could use an attorney to help them out once in awhile.  It can be a win-win situation if you provide a needed service and they provide an opportunity to keep your skills sharp. 
3. Go back to school. Have you thought about getting another degree? Taking a workshop? Working on self-development?  If you didn’t have time before, being unemployed can offer an opportunity to expand or improve your knowledge and skills.  The government is even providing some funding for adults who want to return to school, don’t allow the opportunity to pass you by.
4. Consistently work on your job search.  Even if you only spend an hour a day working on your job search it is better than allowing weeks to pass without doing anything.  Looking for a job is a lot like sales—the more pitches you make the closer you will get to a “yes.”

When it comes to recruiting passive candidates it is important that recruiters identity what the candidate may be dissatisfied with in their current job.  There are basically two major reasons why a passive candidate would decide to leave their current employer and it’s up to the recruiter to identify which of these reasons are incentive enough for the candidate to consider a better opportunity.

1. The candidate’s work or workplace environment has become a source of unease.  Maybe the work is now boring and there is no excitement left in the job.  Or, maybe his/her peers or supervisors are not a good fit for the candidate’s personality or the culture of the firm overall is out of sync with the authentic personality of the candidate.  To find out if your candidate is dissatisfied with their work or workplace environment ask questions such as: “If you had the power, what would you change about your company, type of work or the environment you work in?”
2. The candidate’s career has stagnated with the current employer.  The candidate maybe has not been promoted or there is no room for upward mobility.  To find out if your candidate is experiencing career stagnation ask them questions such as, “Where do you see yourself in five years? Do you think you get there by working with your current employer?”

By asking candidates questions about their current employer, the recruiter can cause the candidate to reflect on what their current employer is lacking or failing to provide the candidate.  And once the candidate realizes where the current employer is lacking, the recruiter can then show them how the new opportunity can fulfill their unmet needs.

Death by Diction

    Make every effort to banish slang from the workplace and all forms of written and oral communication. Forgive the partners if they are offended by someone who uses the word “like” 23 times in 30 seconds as a verb, a noun, a gerund, a state of mind, and a verbal tic. It makes you sound like a poorly educated teenager trapped in a mall. While you’re at it, skip the shorthand messages on emails that are used frequently in your text messages with friends. A few years ago I met with a law student with an impressive record who mis-used the word “like” 132 times in a 30 minute counseling session. It was excruciating.

     For the sake of emphasis and clarity, I’ll be the first to admit that our generation butchered the English language as well in our own special Seventies Slang. For example the following compares how my generation might have expressed the same thoughts about interviews of the current generation.

2009 Slang - Like dude they were, like, bizarre. They were full of like, freaks. I like wanted to get the hell out. I was, like, wow. But, like, the second firm rocks – like totally cool. Gonna pay me like bookoo bucks. The 411 was right.  That first place was full of like wingnuts. The hiring partner was baked. Listen blue tool gotta  check my vitals and earjack some of my crew.

1975 Slang - You know dude it was heavy. Got to get down. It was whacked –a spaz factory full of  zipper heads – they gotta get real. Just a major bummer –. But that second firm was funky they know how to freak out. Bad. Solid. Funkadelic. Tubular. Can You Dig it? Check you later. Gotta keep bookin’ and keep on truckin’.

You’re not Eminem or Fifty Cent and I’m not John Travolta or an extra from West Side Story. Stick with clear, traditional English. Are you down with that? Kewl.

During the current recession, the rise in unpaid internships has many experienced job seekers thinking about applying for internships opportunities.  But both job seekers and employers need to be careful about how unpaid internships are approached because if they fall short of the guidelines of the U.S. Department of Labor they could be illegal.  Below are six things every job seeker, recruiter and employer should know about unpaid internships:

1. Unpaid internships must provide instruction to the intern that is similar to what would be given at a vocational school or college.  For example, if a job seeker (i.e. recent law school graduate) is interning at a law firm, they should be learning specific things related to the practice of law that might be taught in law school.
2. The unpaid intern must directly benefit from the internship.  For example, an intern working at a law firm who spends the majority of his/her time writing legal documents may benefit from that work, while someone filing documents might not.
3. Interns cannot replace regular employees and must work under the close supervision of the employees. 
4. The employer cannot derive direct or immediate advantage from having an intern.  In other words a company cannot “hire” an intern and put them in a position that would save the company money or time.  This is also related to point “3” above. The intern must be the person who gets the most benefit from the arrangement.
5. The unpaid intern must not be guaranteed a job after the completion of the internship.
6. The employer must make it clear that they do not intend to pay the intern and that there is no guarantee of employment after the internship as noted above.

If you work as an independent consultant long enough, a lawsuit is almost inevitable, this is especially true for recruiters. There have been several instances where a recruiter has been sued for failing to properly vet a candidate before placing him/her with a company.  Losing a lawsuit can put a recruiter out of thousands of dollars and even out of business.  That’s why having E&O (errors-and-omissions) insurance is imperative if an independent recruiter plans to secure the assets of their business over the long-term.

What is E&O insurance?

E&O insurance is an insurance policy that protects the insured from liability caused by mistakes in your professional work such a candidate misrepresentation you failed to detect or your inadvertent failure to comply with rules and regulations.  Basically, E&O insurance will protect a recruiter from the negative consequences of honest mistakes made during the normal course of the doing business.  For example, if a recruiter failed to do a proper background check on an attorney they placed and it turned out that the attorney misrepresented their experience; the client may want to sue the recruiter for professional negligence.  Well, with E&O insurance, the recruiter’s financial exposure to a lawsuit judgment would be minimized.

While E&O insurance is not offered by most insurance brokers, shopping around for brokers who specialize in providing insurance for businesses will probably yield at least a few leads.

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.

Naymz.com is considered the new kid on the block in the world of online social networking; but some experts think that Naymz’s personal branding abilities will appeal to job seekers seeking unique tools that will help them stand out from competitors.

How does Naymz work?

Naymz allows job seekers or anyone to post a resume style profile online with links to their other online social networks, professional work experience and most importantly, allows others to rank them and endorse them in the same way that is allowed on LinkedIn.   The service is free and includes a reputation monitor which is a real-time monitoring tool that can help users remain aware of what is being said about them online across various sources such as blogs, news sites, social networks, and other online content. The reputation tool alone could prove beneficial to job seekers who must always stay on top of managing their online reputation at a time when many employers do a online search of candidates before they even schedule an interview.

If job seekers plan to effectively use Naymz it is important that the take heed to the following tips:

1.  When you sign up with Namyz or any other online social networking site, make sure that you completely fill out your profile and keep it up-to-date.  Having an incomplete or out of date profile online is worse than having nothing at all.
2. Have a plan in place to get endorsements from former employers.  The endorsement tool is one of the features which make Namyz and its competitor LinkedIn so powerful.  Endorsements tell potential employers that those who have worked with you in the past value your work.
3. And finally, make sure you use Naymz reputation monitor tool.  Make it a habit to check what is being said about you online at least every month if you are actively searching for a job.  If you find negative information about yourself online, move quickly to correct it or have it removed.

1. Recruiters looking to maximize their advertising dollars need to do their research and find out what has worked for themselves or other recruiters in the past.  Before advertising with a publication, whether online or offline, do your homework, what type of results has the company produced in the past?
2. Diversify your advertising mediums especially in the beginning.  This way you can take a look at different types of advertising opportunities and find out which work best for you.  Always try to have a combination of tools when launching any advertising campaigns.
3. Carefully track the effectiveness of your advertising campaign.  How many people have responded to that particular ad?  Are you receiving qualified leads from a certain placement?  Some companies even provide tracking tools to see how many people clicked through to your website, make sure you use these tools.
4. Tweak your advertising copy to fit the online market. If you have an ad that is not effective in getting responses, don’t be afraid to change it.

Unprofessional Attitude

Nothing wears more quickly on a practicing lawyer than a summer associate with a ‘bad attitude.’ I can hear some saying this is not fair. You are about to join a profession in which an unwillingness to roll up your sleeves and get a job done.

The senior partner who manages client relationships spent years developing her skills and many nights doing work that wasn’t necessarily as fascinating as arguing a $500 million appeal in the Ninth Circuit. When a summer associate breezes through a program and appears uninterested in a project or delivers late or superficial work product, the supervising partner will notice, and their conclusion will be negative. The wise summer associate is timely, focused, interested, and committed to the work at hand.

Poor Writing

Law schools cannot teach students to be excellent writers. While some new lawyers are excellent writers, excellence for most takes years of effort. Nothing puts you at peril more quickly than sloppy, unfocused, or error-filled writing.  Some supervising lawyers are anal-retentive about writing. But that is not unfair in a world where clients pay a literal fortune for legal advice and have the right to expect perfection.

If you wouldn’t accept a sloppy paint job on your Saab, or a shoddy work on your condominium, why should clients tolerate sloppy prose? A simple typo can cause a multi-million dollar headache. Lawyers who criticize carelessness are trying to teach you lessons which they learned years ago.

            Do not resent it.  Spell checking and grammar checking are not the guardians of perfection. Take the time to abide by the Mary Poppins Rule (“practically perfect in every way.”). Sometimes the most conspicuous and embarrassing errors survive spell check and grammar check — misspelling the name of the client, the partner, or the project are three favorites.

            Consider what happens to your written work product. First, it crosses the desk of the lawyer who assigned the project. Next, it will be read by another partner or two who work in that department. Finally, a copy is sent to the partner who runs the summer program. At the end of the summer writing can be the tie-breaker in determining whether you receive an offer.

One of the nerve wracking realities of today’s tight job market is that many employers are taking the present circumstances of our recession to pick and choose amongst both recruiters and candidates.  Basically many employers have so many choices that they feel less of a sense of urgency to commit and make a decision quickly.  So how does a recruiter position their business so that they can quickly snap up placements from their competitors?  Below are a few tips:

1. Keep a steady of flow of quality candidates in the pipeline.  Although the job market is tight and recruiters have a lot of resumes on their desk, the truth is that most of the resumes are probably not from highly qualified candidates.  If you make sure you have a steady flow of qualified candidates in your pipeline you can offer the possibility of a quick placement faster than your competitors.
2. Think about having the client conduct interviews onsite.  For example, you may suggest to a client that they set aside a block of four hours where you present several candidates to be interviewed and hold those interviews in your office or an office or conference room that you rent by the hour.  While this may not seem feasible for independent recruiters, it can be practical and effective in getting the employer to move quickly and to capture their attention putting it exclusively on your candidates.
3. Don’t allow your resume submissions to linger on an employer’s desk, follow-up with immediately asking the client when they would like to schedule an interview with the job candidate.  Don’t be afraid to send a note along with resume requesting that the client get back with you within 48 hours to schedule an interview.  This will create a sense of urgency.

Many recruiters find that when it comes to the issue of fees, many clients will attempt to turn the service recruiters provide into a mere commodity, pitting on recruiter’s price against another.  It is important that recruiters effectively battle this problem by knowing the value they offer the client above and beyond price.  Below are three tips on how recruiters can assess what value they offer a client before they begin negotiations:

1. Find out what the client wants, not just what they need.  How quickly do they need the job filled? What type of candidates do they want?  How difficult is it to find these types of job candidates?  What is their salary and benefit offer? What are their expectations of a recruiter?
2. Quickly assess if the client is a tire-kicker or an employer who is ready to hire now or in the near future.    Ask the client when they plan to hire. Ask them how soon they would hire if you found the perfect candidate within a week.  Also, ask them if they have already interviewed candidates or if they are working with another recruiter. The client’s responses will let you know how soon they will be hiring.  For example, a client who has already been interviewing for weeks may be ready to hire as soon as possible and may be in serious need of a recruiter who can bring in candidates that are appropriate for their company.
3. And finally, assess your own needs and abilities as a recruiter.  Do you really “need” this client’s business? If the client wants the job order filled quickly, can you deliver on-time or early?  Do you already have a network of appropriate candidates who will fit in well with their company and whose skills are a perfect match?  If you find that you can deliver on any of the client’s wants, make sure that you make note of that before you begin negotiating and definitely when the negotiating process begins.

When job seekers conduct online job searches there are some privacy issues they need to address.  As we have mentioned in previous posts, job scams are prevalent online and many of them depend on our growing willingness to share private information over the internet.  Below are a few steps each job seeker should take to protect their privacy online:

1.  When using online job search sites take the time to read their privacy policy.  Most job sites have privacy policies posted and ask for your approval before you sign-up.  Take the time to find out what you’re agreeing to before you click the accept button.
2. Don’t post your resume anywhere and everywhere. Take the time to choose a handful of reputable job sites.  This habit will help you keep track of where you have posted your online resume. 
3. Avoid including references on your online resume.  When you post your references’ names, phone numbers and email addresses online you are doing so without their consent and exposing them to possible unwanted spam and solicitations.
4. Avoid including personal information such as your address and phone number in your online resume. It is better to include a contact email address only and once you have made contact with a potential employer you can then decide whether or not to offer other types of contact information.
5. Don’t place financial information or your social security number on your online resume or in an online application.  Unless an employer is doing a background check, they do not need your social security number.

One of the most powerful ways to influence what employers and recruiters see when they search for you name using Google is to create a “Google Profile” page.  Google now allows individuals to create an online profile that can link to their website, resume and other social networks such as LinkedIn and Twitter.  Below are a few tips on how a job seeker can maximize the benefits of using a google profile page:

1. Keep it professional.  While many people impulsively use the google profile page as a personal page with pictures of their pets, kids and links to their online discussions it is advised that you keep this profile as professional as possible.  Include a simple but professional picture of yourself and refrain from posting or linking to personal or controversial online discussions.
2. Include a copy of your resume on the profile and a list of your most current work experience.  Do not include personal information such as your address or phone number.
3. You may also want to link to articles and blogs you have written which are related to your field. Don’t have any articles or blog posts? Consider starting a blog where you discuss legal related issues.
4. This could also provide a place to include pictures of you attending networking meetings, conducting a class/seminar, volunteering etc.  For example, if you spent the winter volunteering your legal skills to veterans, you might want to include a picture of you with those veterans on your google profile page.

Visit http://www.google.com/profiles to setup your profile.

Blown Deadlines & Mismanaged Assignments

      By far the most frequent problem encountered by summer associates is the challenge presented by handling multiple assignments or meeting tough deadlines. Lawyers live in a world of deadlines — depositions that must be taken, briefs must be filed, statutes of limitation will run, deals must be closed, and client presentations may be made. Some deadlines change unexpectedly. Others are immutable. Before tackling any assignment you must understand the relevant deadlines.

      Apocryphal stories abound concerning lawyers who invent artificial deadlines to torment summer associates. Those stories are, by and large, baseless. The assigning partner is, in most cases, juggling several deals, cases, or client matters. Their work for Clients A, B, and C, may well impact their availability to review your work on matters for Client D.

They do not need to explain that to you and they probably will not. You may not be able to discern why a deadline is imposed. Indeed, it may seem arbitrary or irrational. For example you may be told to draft an answer for a complaint “by Friday” even though the deadline for filing the answer is not for three weeks. The assigning partner is not trying to take your brain for a test drive. Rather they may need to review the draft, furnish it to co-counsel, sent it to the client and juggle all of that around depositions they are taking across the country during the week when the answer is due.

Yes, some lawyers are terribly disorganized and some put their work first and your work last. (Clients can be disorganized and demanding as well - or just opportunistic about doing a deal or starting a law suit - one reason you are paid so much is because you are a professional who can be deployed at any time). Some will wait until the last minute before giving you comments. That’s the way of the world and you must learn to deal with it. You will learn in practice that clients, judges, adversaries and others can turn your calendar topsy turvy without warning.

      The successful lawyer will learn early in her or his career to deal with interruptions, emergencies, and changing priorities. Once you settle in as a practicing lawyer and develop close personal relationships with partners and clients this fog will lift and it will be easier to handle.

      All businesses deal with unexpected demands - because unexpected demands are part of client service and an inherent feature of profitability. ❏That’s why a top restaurant can managed unexpected reservations from leading customers. ❏ It’s why a top retailer knows their inventory and may hold items aside for their best customers. ❏ It’s why a Broadway show knows how many special seats to set aside for last minute needs. ❏ Clients expect their lawyers to be available at a moment’s notice. It’s part of the bargain when you join the profession. At some level you should view the unexpected demand as a compliment: your services are needed - and that’s tremendous news.

      Assigning lawyers may inadvertently underestimate the time it takes to research an issue and prepare a memorandum, What they estimate as a “5-10 hour” project may take much longer. They may have forgotten that what comes easily and automatically to them is a first-time exercise for you. Partners often do not recall the steepness of the experience curve. It is just part of the experience. As you get into an assignment, if you foresee that the deadline is going to be a problem — call your advisor, the assigning attorney or assignment coordinator immediately. Work which is late, or which irritates or disrupts a partner often results in a senior partner marching down the office to visit the head of the summer program to say:

 Jennifer Albright just doesn’t get it. Where are you getting these students? ❏ You know, back when I was hiring partner, we didn’t have students like this. Young lawyers were different. I don’t know why we even interview at her law school. ❏ Why do we have to pay these kids so much? Whenever I want a summer associate I find out they’re at some four hour lunch that I’m paying for.

You do not want to hear the rest of this monologue. This Metamucil Moment for the hiring partner is not good for your prospects.

      A summer associate may discover half way into a project that it will take longer than projected. They then receive another assignment from another attorney. Then some administrative snafu complicates matters. What’s the way out of this thicket? Be a professional who always knows your own schedule. Plan ahead. As far as possible.

      If it requires you to ❏ burn the midnight oil ❏ join the sunrise over the desk club on Saturday morning❏ or miss a baseball game just do it. It is not a matter of hysteria. It is not an effort to join the Seals or Rangers. It is about professional commitment. The partners for whom you work make similar sacrifices. If this doesn’t match with your energy and commitment, get out now. But do not assume that there is any business or profession where long hours are not essential to master your craft and serve your customers.

Due to the economy many attorneys who are vying for positions as in-house or general counsel lawyers may find that they are being asked to do more than offer legal advice.  Companies such as Best Buy now have their legal departments handle privacy issues and compliance. And other companies are looking to general counsel to serve as business partners and even strategists. So what added value should job candidates have on their resume to get an edge on the competition especially if they are applying for in-house positions? 

1. Make it clear to the employer that you understand that the responsibilities of attorneys are expanding and you are willing to adapt to that change.
2. Demonstrate your business abilities and skills.  Do you have a business degree? Did you implement a cost savings measure at a former job?  Highlight any accomplishments that prove that you not only have an eye for law; but an eye for business too.
3. Even if you are recent law school graduate and just starting out, take the time to build up your experience dealing with a firm’s business operations.