1. Recruiters should be completely upfront about the status of a job opportunity.  It is important that recruiters are transparent when it comes to job availability.  Clearly state to job candidates the status of jobs and the time frame in which the job order may be filled.
2. Offer accurate job descriptions. Recruiters should make sure that they offer job candidates a complete list of the skills, experience and other qualities required for a particular job. 
3. Offer job candidates as much information about the hiring company as possible.  This should include when possible the name of the people the job candidate will interview with or work under should they eventually be hired.
4. Offer a thorough explanation of the hiring process.  Both the recruiter’s process and the employer’s process should be explained to the job candidate.  The candidate needs know how the hiring process works and how long it will take approximately.
5. Every recruiter should take the time to update the job candidate on the status of their job application with the employer.  Ideally, if a candidate was rejected for a job opportunity after an interview, the candidate should be given a reason why they are not being considered.
6. Recruiters should indicate to the job candidate the level of confidentiality they can expect.  Many job candidates want to carry on a discrete job search especially if they are still working with an employer. Recruiters should make clear what level of confidentiality they can effectively provide.

1. Focus on your seasoned skills.  Many older job seekers make the mistake of downplaying their years of experience; but most employers will value the experience older attorneys bring to the table.  The best move older job seekers can make is to focus on their set of niche skills which are the most developed and highlight their years of experience.  They must also demonstrate their ability and willingness to seek and absorb new skills and knowledge.
2. Create an online presence.  Many older job seekers shy away creating an online presence; but this can be detrimental to their job search.  All job seekers need to have an online presence which should at least include a resume and membership in one or more of the online social networks such as LinkedIn and Facebook.
3. Stay up-to-date on your industry and connect with your peers.  Many employers and some recruiters assume that older job seekers may tend to lose touch with current trends and changes. It is important that older job seekers demonstrate to employers and recruiters that they are connected to the current happenings in their industry. 

1. Recruiters should be completely upfront about the status of a job opportunity.  It is important that recruiters are transparent when it comes to job availability.  Clearly state to job candidates the status of jobs and the time frame in which the job order may be filled.
2. Offer accurate job descriptions. Recruiters should make sure that they offer job candidates a complete list of the skills, experience and other qualities required for a particular job. 
3. Offer job candidates as much information about the hiring company as possible.  This should include when possible the name of the people the job candidate will interview with or work under should they eventually be hired.
4. Offer a thorough explanation of the hiring process.  Both the recruiter’s process and the employer’s process should be explained to the job candidate.  The candidate needs know how the hiring process works and how long it will take approximately.
5. Every recruiter should take the time to update the job candidate on the status of their job application with the employer.  Ideally, if a candidate was rejected for a job opportunity after an interview, the candidate should be given a reason why they are not being considered.
6. Recruiters should indicate to the job candidate the level of confidentiality they can expect.  Many job candidates want to carry on a discrete job search especially if they are still working with an employer. Recruiters should make clear what level of confidentiality they can effectively provide.

Social Events

Summer associates are inundated by invitations to lunches, dinners, in-firm programs, and social activities outside the firm. Particularly in a summer when the economic outlook is uncertain, summer associates must  act with care and discretion at firm sponsored social events. Almost invariably misconduct involved excessive late night drinking. Someone once said “nothing good happens after midnight.” They were right.

            First, understand that the primary purpose of the events is a good faith effort by the firm to entertain summer associates and convince you to join the firm following graduation. It is not a secret effort to see how you behave in a social setting, whether you can order from a menu written in a foreign language, or how much beer you can consume at a Cubs game.

            Second, how you behave at social events will be observed (and remembered). So a summer associate is always wise to behave with caution as if you were in the middle of a 12 week interview (because you are). It should go without saying that drinking to excess, being too loquacious and entertaining, or behaving in any way that becomes memorable is an obvious no-no.

            Third, it is up to you to strike a balance during the summer. Your work comes first. Period. You do not want to be known as either the party animal or dullard of the summer program. You should be able to exercise some adult judgment about the appropriate balance.

            Fourth, I have never seen a ‘no offer decision’ made because someone worked too hard, or was a bit less socially active than others in a summer program. But I do recall many situations where someone’s conduct at social events was consistent with a generally poor performance during the summer and it became one of many ingredients in a no-offer decision.

            Fifth, if you are invited to an event, R.S.V.P. promptly and don’t change your mind at the last minute or simply no-show. Whether it’s an event at a partner’s home, a program being held to showcase a department, or a group heading to a baseball game, don’t be one of those annoying summer associates who is a no-show. Don’t of course do any of the following (actual behavior of summer associates in recent years - names omitted to protect the guilty)

• RSVP and no show;

• Don’t RSVP and show up anyway;

• Change the name of your guest three times (because you and Fred are having

“relationship issues”);

• Bring your “crew” with you unannounced ...because “that’s how you roll”;

• Decide you like another partner’s party better and go there unannounced instead;

• Getbombed beyond comprehension and make a pass at a partner’s spouse;

• Arrive intoxicated and snort coke in the bathroom of a partner’s home;

• Get in a fight with your S.O. on the patio of a private dining room for a firm event; or my

personal favorite

• Send a long note to the head of administration complaining about the food at the senior

partner’s home, your seating assignment, and the fact that her golden retrievers jumped on you.

1. How your skills and your experience make you uniquely qualified for the job.  While this may seem obvious at first glance, most job seekers fail to effectively include this pertinent information in their cover letter.  Take the time to understand what the employer’s needs are then meticulously articulate how you can fulfill those needs.
2. Highlight only those skills that will help you fulfill the employer’s needs. For example, if the employer is searching for an attorney who has experience in family law, it would be unwise to highlight in your resume the years of experience you have in corporate litigation.  And while it is okay to highlight other work experience if you are changing careers, you must be careful to relate that experience to the employer’s needs.  When changing careers it will be your number one priority to convince the employer that your skills and experience are transferable.
3. Emphasize you willingness to learn new skills and adapt yourself to the company’s culture.  This is something that most job candidates fail to address in their cover letter.  While every employer wants to hire someone who has the skills and experience, they also want a job candidate who is going to fit in well to their existing corporate culture.
4. Indicate your knowledge about their company.  This is rarely done.  Most job candidate fire off generic cover letters and wonder why they don’t get a response.  If you want to stand out from the crowd, make sure you include information about the company.  For example, you may want to congratulate them on a recent expansion, award or some other accomplishment.  Or, you may want to mention an article you saw written about the company or about one of their associates.  The choice is up to you; but just make sure you let the employer know that you have done your homework and that the cover letter is specifically written for them.

1. A flexible working policy.  Because most women still take care of most or all of the household responsibilities such as caring for children, a flexible work schedule is important.  A sick child, teacher conference or even a snafu with a babysitter may require women attorneys to take more time off.  But a flexible working policy can allow them to come in earlier, later or on the weekends to make up for lost time.
2. Part-time partnership programs.  Some law firms are now instituting part-time partnership programs where a new partner is hired to work on a part-time basis on a known track. Attorneys enter the program as salaried partners and can advance to become equity partners while working part-time for a certain number of years. As many studies have shown, women are more likely to work part-time or drop out of the workforce to raise children.  Part-time partnerships allow women to make partner while working part-time if they choose.
3. Remote work.  The ability to work from home may offer the best flexibility for women attorneys who have families.  Like flexible working, a work-at-home arrangement can offer flexible hours a woman attorney may need.
4. Mentorship opportunities.  Creating a viable network is imperative for any attorney, especially if they want to advance to partner.  Mentorship programs that match women attorneys with seasoned lawyers can be helpful in creating a strong career network foundation.