Yesterday, we talked about preparing for an interview using the STAR method. Today, we talk about exuding confidence during your interview. Confidence is the fuel that keeps you going to create opportunities and protect the assets you’ve already developed. When it comes to interviewing, you must project the right level of confidence if you want to be taken seriously and considered for the role.
If you’ve secured an informational interview, you want to get as much out it as possible. Don’t want to waste the opportunity and time; organize your thoughts, possible responses, and your questions to get the information you need in a timely manner.
Business cards are a great way to introduce yourself at networking events, conferences, and other events. Many people get stuck figuring out the do's and don'ts of personal and professional business cards. So how do you handle your business cards in a way that is not too intrusive and also leaves a good impression?
You don't want to be called conceited before a job interview. No one wants to sound like a braggart when you’re trying to find a new job. Being too humble, however, can cost you great job opportunities. Below are a few tips on how to brag about your accomplishments in your cover letter without sounding like a braggart.
As the new person on the job, you may find that the law firm associates who’ve been in the trenches long before you arrived sometimes make unfounded assumptions about your abilities. Unfortunately, this can result in you being underestimated. Don’t let it get you down. Being underestimated can be a great advantage to you.
It is important to develop a method for identifying high potential candidates. Great candidates come from different firms, agencies, backgrounds, and different schools (sometimes not the very top schools) but they offer just as much value as more "in-demand talent." Here are a few tips on identifying high potential candidates:
Onboarding is always difficult for firms. It requires time planning (before the new hire starts), time dedicated to showing them the ropes; and all that equals money. Six to eight weeks in, the firm dedicates time and money, yet still, the new hire falls short. Did the onboarding go wrong? Why isn't the new hire meeting expectations?
Depending on your law firm’s marketing plan, you may be using sales letters to convince potential clients to do business with you. Do your sales letters include essential components that will attract the right kind of clients?
Many employees and employers alike view annual performance reviews as archaic. Many are looking for something different, but getting rid of performance reviews completely may not be the best strategy. We have a few ways that employee performance reviews help law firms, even the small ones
Effective marketing is about sustained, planned, and consistent dissemination of materials in a variety of media targeted to the right audience. There are many sources that talk about content and SEO, though general, they are catering mostly to the B2C marketer. In the B2B space, especially with law firm marketing; we cannot mass market or assume that we can use the same message during different parts of the buying cycle. How do you create a marketing schedule for your law firm?