Let’s All Hurry Up and…Wait

Several years ago, my colleague, Dan Binstock wrote an article called “Play the Waiting Game” that was published in the Legal Times. In his article, Dan discusses the nerve-wracking act of waiting to hear back from a firm after a second round of interviews. It’s quite funny but also provides very good advice so I often pass it along to candidates who find themselves in this unbearable juncture of the hiring process. Check Dan’s article out at: http://www.bcgsearch.com/pdf/60785.pdf

Now, three years after it was written, this article has become more relevant than ever. And, while it focuses on the waiting period after a full-round of interviews, the same principles can now be applied to ALL stages of the interview process. There is no doubt that as the market slows down, firms are being extremely cautious and deliberate in their hiring decisions. Whether you are between a phone screen and an in-office visit or between a full-round and the possibility of an offer, firms are taking their time. But, let’s focus on the positive side of what I just said–there are firms out there that are interviewing for lateral attorney positions and (gasp) they are hiring! Thus, we want to encourage all of you out there who are in the lateral job market to:

1. Start your job search as soon as you know you’ll need and/or want to make a move;
2. Be prepared to exercise the utmost patience throughout the process; and
3. Confer with your legal recruiter before sending any follow-ups to the firm.

Finally, keep in mind that the passing of time does not necessarily mean the response will be disappointing–it just means everyone is being careful and, in the end, careful hiring decisions result in greater job security.

A Resume Must Tell the Whole Story

I think it’s instinct–we all know how important it is for a resume to tell all there is to know about our qualifications. When it comes to attorney resumes, it goes one step further. Not only must we adequately summarize our qualifications; we must also include certain pieces of information that law firms will undoubtedly want to know. The following are just a few examples of special information that is appropriate to include on attorney resumes:

• Practice Description: In addition to a description of your day-to-day responsibilities and maybe some highlights from specific cases/deals; it is crucial for the person reviewing your resume to immediately spot the substantive areas in which you have experience. Thus, the first line under each position you have held should include this information. Example: “Primary areas of focus include real estate, land use, and environmental.” Keeping in mind the number of resumes law firms receive for a single opening and the fact that the person doing the initial screen is not always an attorney, including such basic information in an easy-to-spot manner can make a dramatic difference.
• Firm Description: When moving from one geographic region to another, it is often helpful to include a short description of your current firm. This especially applies when you work at a firm that is well-regarded or highly ranked in your particular region but may not be as well known in the region of your job search. Examples: “XYZ’s litigation practice is routinely ranked as a top practice by ______.” or “ABC Firm is one of the largest firms in Small City and is known for its corporate and finance practices.”
• Reason for a Move: When a candidate leaves Firm A to join Firm B with a partner or group, it is common practice to list the two firms as separate and distinct entries on the resume. Now consider the fact that one of the most common reasons firms have for passing on a candidate is “too many moves.” Having said this, moving because a partner recruited you or because your entire practice group moved is quite distinct from making a move for any number of other reasons. Thus, in such situations, it is proper (and helpful) to note that the move occurred under special circumstances. Examples: “Moved to Firm B with partner from Firm A” or “Practice group left Firm A to start the Big City office of Firm B.”
• Bar Admissions: Most attorneys know to include their bar admissions on their resume. However, if you are moving to a different region and have definite plans to sit for that state’s bar exam or, you are eligible to waive into the bar, you must let the firm know. Example: “Admitted in Massachusetts and New York; Sitting for February 2008 California Bar Exam.”
• Summer Associate Offers: If you summered at a firm and received an offer but did not elect to accept the offer, it must be clear that you did receive the offer. Many times, attorneys will include the summer position in their work history but will not indicate whether or not an offer was extended. This likely leads the firm to believe that an offer was NOT extended. If that is the case, fine. You can’t go back and change that. However, it is absolutely crucial to indicate if that was NOT the case. Example: ABC Firm, Summer Associate (offer extended).

Applying for a lateral position at a law firm is a unique experience because law firms place a huge emphasis on very specific aspects of your career history and qualifications. These are just a few examples of information that can make a difference in the consideration you receive from a law firm. A good legal recruiter should always go over your resume with you and be ready to advise on whether these and other modifications are appropriate given your particular circumstances.

Laid off? Here’s what you should say about it…

Dealing with the fact that you were laid-off in a subsequent job search and/or interviews is always difficult. In many cases, it raises red flags to a potential employer because they inevitably question whether the lay-off was actually a performance-based firing. The one silver lining in today’s current market—lots of people are in the same position. With the number of lay-offs currently taking place across the country, most prospective employers will understand (and believe) that your situation was the result of the current economic downturn.

With this in mind, the last thing you want to do is give a prospective employer any reason at all to doubt the circumstances surrounding your lay-off. Thus, it is best to be straight-forward about your situation and, you should address it in your cover letter. In most cases, it is not necessary to go into great detail or to provide a lot of background information. You only need to state that you are looking for a new position because you were laid off as a result of the economic downturn. If you have strong references from the firm that laid you off, make sure to mention this fact as well. Offering references at the outset is a good way to let prospective employers know that your previous firm did not have concerns with your performance.

As for the interview process, the same guidelines apply. Be straight-forward about the fact that you were laid off and resist the urge to sound apologetic. In the interview setting, it may make sense to discuss some more of the details surrounding your firm’s lay-offs. For example, were a large number of people let go? Everyone in your specific practice area? Such pieces of information may help to alleviate any lingering doubts or concerns.

While being laid-off is never easy to handle, employers are encountering numerous well-qualified attorneys who have been laid off. Thus, your overall goal should be to focus on demonstrating to a prospective employer that the lay-off was related only to economic conditions and not connected in any way to performance-related concerns. Be ready to discuss facts in a straight-forward manner, have references ready to go, and let the manner in which you address the situation instill confidence in your qualifications.

Never underestimate the power of a positive attitude

A lot has been written about the power of positive thinking and a positive attitude.  I, myself, have read a lot on this particular topic.  But, a recent personal example has shed a whole new light on the power of having a positive attitude.  It has to do with a dear friend of mine whose industry is getting absolutely devastated by the current economic downturn–he’s in construction.  When news started coming out of impending layoffs at his company, he was sure he’d be one of the first to go.  Why?  He was the most recent hire and commanded a hefty salary.

At last, the day came.  People were called into the conference room, one at a time.  A few were given the news that it would be their last day.  Others were told they were being forced to take a reduction in hours and, in turn, a reduction in pay.  My friend was in the latter group.  His hours were cut and the accompanying pay reduction of 15% of his salary would have a most detrimental effect on his family.  Still, he thanked his employer and vowed to work just as hard on his reduced schedule as he had on his full-time schedule.

The next round of layoffs came.  Again, some were given the news that it would be their last day with the comany and again, some were told of further reductions in hours and, of course, pay.  Many lost their benefits.  Still, my friend was “spared” and expressed gratitude to his employer.

The company is now in its 5th round of lay-offs and everyday, my friend remains thankful that he still has a job.  He is searching for part-time work to set off the pay cuts he has taken but remains one of the hardest working individuals at his company.  Though he has taken a serious financial hit, his work ethic remains sound.

Not too long ago, he was in the office early one morning when one of the company’s founders arrived.  He thanked my friend for his hard work and said, “You know, a lot of people have been extremely rude and angry when we’ve informed them of the need for pay cuts.  While I understand we are delivering bad news, it seems to escape most people that were are, at the same time, doing everything in our power to keep folks employed as long as we possibly can.  I can tell by your positive attitude through all of this that you really do get it.” Suddenly, my friend understood why despite being the last person hired, he has yet to be let go.

It’s really quite amazing how much your employer will learn about you in these times of adversity.  Keep working hard and keep a positive attitude–it will pay off in the long run because your employer will identify you as a sound long-term investment.

Guilt Free Zone for Working Moms

A couple of weeks ago, I was in my home office, on a call, late in the evening. In the background, I could hear my daughter protesting bedtime, insisting that only Mommy can sing her good night song. She eventually went along to bed but, the minute she heard the door to my office open, she called out–”Mommy, can you come sing to me?” Of course, I did.

Since then, I’ve been thinking about the guilt that all working moms must deal with on a regular basis. I almost let myself feel down in the dumps about it but I quickly rebounded as I started to think about the benefits to being a working mom.

First, there are the “selfish” advantages. Having a career gives me something that is all mine–something to which I can devote myself for no reason other than the fact that it brings me satisfaction (when almost everything else I do on a daily basis is for someone else’s benefit). In addition, I take great pride in contributing to our family income. There are many things that are made possible by my income and 99% of them are for the benefit of my kids.

Second, there are the benefits to the most important people in my life–my kids. I have the privilege of knowing that in me, they have a role model. As they grow and start to make their own touch choices in life, they will see that it is possible to achieve all of their goals–whatever they may be. Finally, because my husband and I both work, EVERYTHING in our home is the result of a team effort and our kids know that we are both able to meet their needs. (Even though only I have the power to sing them to sleep!)

There are many challenges that come with being a working mom and the accompanying guilt can be overwhelming. But, there is so much to be admired about women who choose to have a family and a career. Thus, anytime the guilt starts to creep in, it’s imperative that we take a minute to reflect on the benefits to all involved and to feel pride in the great sacrifice that we make for our families.

You landed an interview! Now breathe…

The market is tight and you’ve been looking for quite some time. Then, suddenly, you get the call from your trusted recruiter–an interview! Now, stop, take a deep breath and relax.

I was recently asked whether it is possible to show too much enthusiasm at a job interview. The answer is yes and unfortunately, the line is a very fine one. Why? Because showing proper enthusiasm for the position is absolutely essential. Afterall, who would want to hire someone who appears disinterested? At the same time, being over-eager never plays well either. It’s like dating–you want to appear interested, but never desperate (even if you are).

A few pointers for the over-eager: (1) Don’t make any comments about how relieved you were to get the interview or how long you have been looking for a new position; (2) Remember that one good way to express enthusiasm is to ask substantive questions about the firm and the position for which you are interviewing; and (3) Resist the urge to send daily e-mails checking in on your status after the interview. A simple thank you note is fine but think about the person who calls you numerous times a day following a first date–kind of scary. Don’t be that person!

It can be extremely difficult to remain calm when opportunities are scarce and the need to be employed is all too real. But even in scary times, it is necessary to remain confident, calm, and collective. And, when you do find yourself tempted to stalk the partner who interviewed you, try calling a friend or anyone else who will listen to you vent but won’t decide to “pass”!

Do I Really Even Need a Business Plan?

Yesterday, my colleague Jamie Bailey, encouraged partners contemplating a move to draft a business plan. The most common response I get when I suggest the same is–”Do I really need a business plan?” The answer is an unequivocal yes!

Some things to keep in mind:

1. A business plan can be even more important than a CV/Resume. No one ever puts up a fight when asked to draft a resume. We all assume it’s a mandatory part of the job search process. However, when I utter the words “business plan,” it’s quite a different story. Ironically, I can think of more than a handful of firms where a copy of a partner’s law firm bio will suffice in lieu of a formal resume. I can’t think of a single firm that would turn down the opportunity to review a partner’s business plan. For an established partner with significant portable business, a business plan lends immediate credibility to the nature of the portable business. For an up-and-coming partner with little to no business, a business plan is the best way to sell a prospective employer on your potential. In either case, a business plan can be even more important than having a detailed resume.
2. A business plan does not give away all your secrets. One of the most common objections I get to the idea of drafting a business plan is–”I don’t want to share confidential information that the firm can then use to its advantage.” But keep in mind–a business plan does not have to give away all of your secrets. With careful drafting and a well-reasoned approach as to what will be included in the business plan, you can definitely convey the necessary facts without spilling your secrets.
3. What does a business plan say about you? It tells the prospective firm a number of essential facts: (1) that you understand the economical/business aspects of practicing law; (2) that if the firm hires you, you are going there to be a productive, contributing member of the firm; (3) that you have given thought to your practice and how it fits in with the firm’s existing practice; (4) that you are confident enough in your skills and abilities to give them a snapshot of what you have to offer; and (5) that you care about where you end up.

Once candidates get over the initial reluctance, they tend to find the exercise of drafting a business plan incredibly helpful. Often times, drafting a business plan goes a long way towards solidfying what you are looking for in your job search and it helps you prepare to advocate for yourself during the interview phase. There really isn’t a downside and, in the end, is really is quite painless!

Relocating During a Tough Economic Times

When the economy takes a downturn, as we are currently experiencing, many candidates who are looking for work will consider relocating in order to find a job. This is often a very necessary and successful means of finding work in a down economy. Still, there are important factors one must consider before making the decision to broaden a job search to include multiple regions.

Some factors to consider include:

• The Bar Exam. In a down economy, law firms often find themselves with more qualified candidates than they can handle. Thus, one of the easiest ways to “weed out” candidates is to exclude those who are not licensed in the relevant jurisdiction. Whether this occurs will depend greatly on the candidate’s specific practice area and/or expertise but, it definitely happens and it is something of which all candidates should be mindful. This is especially true if your search stretches out over the time period in which the bar exam is offered. At that point, law firms often say, “If this candidate is truly interested in relocating, why didn’t s/he take the bar exam last month?”
• Travel Expenses. Ordinarily, law firms do not cover travel expenses for a screening interview. However, when there is a high demand but low supply of candidates, the firms will often accomodate requests to conduct a screening interview by phone and then cover the cost if they do decide to fly the candidate out for a full round. In a market of high supply and low demand, on the other hand, this often is not the case. Instead, firms will fully expect candidates to travel at their own expense even if it is only for a screening interview. The best plan of attack in this case is to try to get more than one meeting while you are in town. But since interviews may be hard to come by (depending on your practice area and the market you are considering), be prepared to demonstrate your level of interest and commitment to relocating by accomodating the firm’s request to fly out at your own expense. The good news is that the firm may decide to go ahead and give you a full round of interviews once you agree to travel. Or, if they decide to bring you back for a full round, they will cover those costs.
• Logistics. If you are considering relocation in order to find a job, don’t forget to think about logistics. Do you have a home to sell? What are the job prospects for your spouse? How quickly will you be available to start a new position? Are you in a position to meet with firms in multiple regions? While all of these issues come into play regardless of the market, they can be absolute “deal killers” during tough economic times. Thus, be sure to give thought to such issues before you undertake the time and expense of expanding your job search into multiple regions.

These are just some of the issues that may arise as you consider relocation. But, remember, a good recruiter should be able to counsel you and provide job advice in addition to job openings. So if you are considering relocation, contact a local recruiter to discuss the job market and whether there are special factors you should consider in the relevant jurisdiction.

More on Best Firms for Women

As I’ve previously noted on my blog CounseltoCounsel, Working Women magazine is out with it’s second annual list of best law firms for Women. I pointed out in that post that it is important to keep lists like this in perspective.

This week, Massachusetts Lawyers Weekly highlights the complexity of the question (i.e. “Is this a good firm for women?”) The article points out that two of the firms on last year’s list have since been sued for sexual discrimination by their associates. Despite this, one of the firms appeared on the 2008 list again. The other firm claims that it did not apply to be on the list because the application process was too cumbersome. Hmmm. Again, the takeaway is that rankings should only be one of many factors to consider when making career decisions.

While I do believe that rankings like this can promote better workplace policies, it is important to learn how those policies are working in practice.

Happy 4th of July!

I love all holidays and 4th of July is no exception. I don’t have any major plans for the day in fact, I have no plans at all. Still, I can’t help but get a bit sappy when I think about what it means to celebrate the 4th of July. While not a perfect nation, we are all lucky to be Americans.

And, on this day, I find myself thinking about all the lawyers in this great country. We should all be honored to be part of the legal profession in America. Lawyer jokes aside, lawyering is an honored profession. We are experts–depended upon when the stakes are high and the issues are complex.

Throughout my time as a lawyer and now as a recruiter, I have encountered countless individuals with outstanding accomplishments and amazing intellectual ability. On the whole, lawyers are an amazing group of people and some of the most respected individuals in history.

Thus, on this 4th of July holiday, I’d like to encourage all lawyers out there to reflect on the years of hard work and commitment that it took to get you where you are today. Go ahead, pat yourself on the back (just don’t let anyone see you doing it!). Your job may not be perfect; billable hours may have your stress levels at an all time high; and your client may be driving you nuts! But don’t lose sight of the fact that the work you do is always important to someone and no matter what type of practice you are in, someone has placed their trust in you and is depending on you to solve a problem that is probably keeping them awake at night. Be proud of your profession.

Happy 4th of July!