All posts by 08817203686547

Leveraging Your Technical Skills for an In-house Role

job seekers, ,

According to a recent survey by Thomson Reuters, 74% of corporate attorneys believe that Millennials will bring technology advancements into the legal department.

That’s a great responsibility, but why is it so important?  The benefit to legal departments is that a tech-savvy team will help them be more efficient and effective – a critical combination in times when there is increasing pressure to do things ‘faster-better-cheaper’.

Technology for in-house legal departments can include:

  • Tools and platforms to help corporate counsel do their jobs more effectively. Anything that could be automated, should be automated.  Millennials are likely to be the first to advocate for this over manual processes, focusing their time instead on analyzing the metrics and data.

 

  • Mobile access. By adopting mobile technology that allows lawyers to work remotely, corporate counsel will have more flexibility in their workday.

 

  • Artificial intelligence. The possibilities are endless, and still largely undefined.   It will take digital-native and enquiring minds to bring these applications to life.

 

Millennial lawyers looking for an in-house role can leverage these technical skills as strategic assets, and quickly gain more responsibility by leading initiatives to implement new technology.

Start your job search with Lawjobs.com today.

A New Path to Clerkship, and Improved Diversity in Federal Law

job seekers, , , , ,

Law school deans have spoken, and it’s paid off!  In February 2018 a group of federal judges agreed to a plan that pushes law clerk hiring to after law students’ second year in school.

In addition to easing the pressure on first-year law school students, the open process is expected to increase diversity among law clerks in federal law.

You can read more about how this plan came about in the original article from our colleagues at The National Law Journal, and the open letter from over 100 law school deans.  See more details on the  Federal Law Clerk Hiring Pilot here.

 

Big Law Insights: The Latest Law Student Recruiting Trends

job seekers, , , ,

Our colleagues at The American Lawyer report that entry-level recruitment efforts across law firms remain steady and robust .  Big Law recruiting volume and practices are now on par with pre-recession levels, according to the data collected by the National Association for Law Placement.

What has changed though is the size of summer program classes, with the average falling from 22 in 2016 to 20 in 2017.  The good news for those who get through is that 95% of participants in summer programs go onto to receive offers for an associate position.

Read more about the NALP survey in the article here and let us know how this compares with your experience!

Fast Forward: A 2018 Lawyer Life Strategy Guide in 4 Simple Steps

job seekers, ,

The following guest post is written by Joseph E. Ankus of Ankus Consulting, and does not necessarily reflect the views and opinions of Lawjobs.com and ALM Media.  Visit Lawjobs.com to start your job search.

Welcome to the end of 2017! As we wind down a rather eventful year, our thoughts naturally wander to what we want to accomplish in 2018.

January 1st will be here before we blink – so let’s get ready NOW.

The reality is that many well intentioned New Year’s plans are made in late December and summarily discarded by mid-January. This blog gives you a workable (and attainable) formula to maximize your personal productivity.

These four simple steps are all you need to get started:

1. Be Honest: Do a “head to toe” assessment of your 2017 overall performance. This is meant to be global in scope and brutally honest in appraisal- critically review your professional performance (quality of your work, your hours billed, your base compensation, your bonus compensation, your business development, your relationships with your colleagues, your professional development, and your charitable/pro bono work). At the same time, critically review your personal performance (physical health, mental health, spiritual health, financial health and relationship health). Use a simple A-F “grading” system to have a uniform basis for comparison for each category listed above. Anything under a “B” deserves priority attention in 2018.

2. Identify Areas For Improvement: If you faithfully complete your assessment, you will have areas that you want to, or will need to, improve in 2018. None of us are exempt from betterment and there is no “wrong time” to start. Be realistic- if you aren’t satisfied with your career then consider making changes (by either improving circumstances in your current position or leaving for another opportunity) and if you aren’t satisfied with your personal performance then consider making changes that will have lasting and elevating effects. It has been proven that professional performance correlates directly to personal performance. If you aren’t doing well outside of work, you will not be able to do as well at work. Success starts with YOU and your own well being. It sounds callous to say that the world owes you nothing but It’s the truth. You, and only you, can take the steps necessary to improve. No one else will do it for you.

3. Commit To A Plan: For this step, you MUST write down ALL of your REALISTIC AND ATTAINABLE goals. You can’t just have random goals or half-made plans existing only in the ether of your mind. You must have a clearly worded and written “contract” with yourself that you promise to enforce. Keep a copy on your desk at work and another one taped to the mirror in your bathroom. Start modestly- success is best achieved incrementally and small, measurable steps are the way to start. Reward yourself as you make progress and don’t berate yourself if you slip up. Both will happen to you.

4. Share Your Plan: After you create your plan, please don’t put it on Facebook or tweet it on Twitter.  Oversharing creates unnecessary stress. On the other hand, I recommend confiding in one or two close people you sincerely trust and who will support you. To this end, I am a proponent of “measured accountability”. Encourage your supporters to keep tabs on your progress and to gently remind you to “pick up the pace” if is necessary. Remember that the primary reason some people don’t accomplish their New Year’s goals is because they set unrealistic targets and lack adequate support. I don’t want that to be you!

Best of luck as we all enter 2018.

AUTHOR:
Joseph E. Ankus, Esq.
President/Founder
954.862.1738
Ankus Consulting, Inc.
[email protected]
www.ankusconsulting.com

From Law Firm To In-House Counsel: The Right Move?

From Law Firm To In-House: The Right Move?

job seekers, , ,

The following guest post is written by Joseph E. Ankus of Ankus Consulting, and does not necessarily reflect the views and opinions of Lawjobs.com and ALM Media.  To view the latest in-house roles on Lawjobs.com, click here.

Nothing in life or law is perfect. Setting aside how glaringly obvious this statement is, let it sink in for a moment. If you are reading this article, you may be thinking about leaving a private law firm to join an in-house legal team. This article presents, in a balanced way, the pros and cons associated with such a career change.  In sum, I urge you to “know before you go.”  There are more things to consider in undertaking such a move than you might imagine.

– Here’s the good news. Historically, most lawyers are happier in-house than in law firms. This is because there are NO BILLABLES. Although there are some trends suggesting companies may adopt timekeeping style metrics, I have always found that in-house lawyers work on projects that are not tracked in microscopic time increments. The lawyers repeatedly tell me this freedom is incredibly liberating.

– The ability to work without having to worry about “shifting gears” to a different client or taking an extra hour for research allows the attorney to fully immerse themselves in a particular matter without fear of overbilling a client or “being ground to death” minute-by-minute.

– Here’s more good news. Many companies, whether private or public, offer stock or options that, over time, can be worth exponentially more than traditional base compensation or bonuses. Law firms simply cannot offer these incentives due to their intrinsic organizational structure. I have known a considerable number of attorneys who have earned life-changing retirement size packages from stock options. This must be considered in the calculus to go in-house.

But consider the risks.

Once you make the move, it’s almost always an irrevocable one-way street. There are exceptions, but rarely, if ever, have I seen an in-house attorney voluntarily choose to go back to private law practice. There are two primary reasons for this:

  1. 1. They don’t want to EVER bill hours again
  2. 2. They don’t have any portable clients they can bring with them to a firm. As a general observation, most lawyers with more than 8-10 years of experience need to have portable business to move up in the law firm hierarchy. If they don’t, it is difficult, if not impossible, to “get back in” and “get back on” the elusive partnership track. There are exceptions but I wouldn’t count on them unless you are a top tier candidate in fast moving and sophisticated legal market.

With this cautionary tale in mind, here’s why a Law Firm career may still be the one for you.

  •  – Law firms tend to offer more job security. Corporations are notorious for their less than humane downsizing practices. Many times, especially in larger companies, decisions of “who lives and who dies” are made thousands of miles from where the lawyer may be physically working. Law firms are no stranger to layoffs, however, companies collectively earn first prize for frequently slashing hundreds of positions with the stroke of a pen. Combine this with ruthless internal corporate politics plus a multitude of corporate mergers and takeovers and you have the recipe for a professional environment that can be unstable. Overall, law firms are no stranger to parting ways BUT my experience reflects a bit more humanity.

 

  •  – More Law Firm Roles Available. Generally speaking, there are considerably more law firm roles available than in house opportunities. Because of this, there is a relative amount of “job (in)security” that exists based on pure numbers. That said, the golden rule remains- have a large client following- and be open to non-partnership track roles (ie: senior counsel, “of counsel”, and senior associate)

 

  •  – Clearer Career Path.  For better or worse, almost 100% of attorneys “know where they stand” in their law firm’s hierarchy. You are either a summer associate, an associate, a partner or “ of counsel”.  As discussed above, there are gradations in these categories but, overall, your law firm career path is more well defined than inside a corporation.

So having looked at some key pros and cons of in house life, I recommend doing the following before you make the leap:

  •  – Research the potential employer carefully. With the advent of the Internet, it is inexcusable that a candidate seeking a new position does not do full scale review of all relevant information that is publicly available. Obvious starting points are LinkedIn to see “who knows who” and “who worked where” and, a review of the company’s own website (and public securities filings) and a basic Google search to get a general lay of the land. The Internet is like a neon billboard full of information; you just have to drive by it and take a look.

 

  •  – Speak to attorneys who have worked at the company you are considering and speaking to those attorneys who are gone – there is no substitute for this. You must speak to both in order to get a fair and balanced view. Don’t be jaundiced by opinions offered by those who left and don’t fall in love with the lawyers who are there. Be objective. Ask tough, focused, critical questions about the organization, the environment and the job itself. You can’t let emotions guide the whole process. Remember- an interview is only a snapshot; working there daily is a video.

 

  •  – Strategize your exit plan pre-emptively from your current job, BEFORE you start your search. Most law firms are 100% supportive of your move to a company. Why? It’s simple. They hope to get your new employer as a client. Don’t be naïve about this. Manage expectations up front. If you believe you can have a cooperative working relationship between the two of you, that’s great; if not, discuss it with them too. At the same time, it wouldn’t hurt for you to have a frank discussion about returning to your firm (assuming you wanted to) in case in house life is not what you expected it to be.

 

In sum, and on balance, most lawyers who transition from a law firm to an in house position are collectively happier with their new lifestyle. At the same time, I trust that this article will give you a more well rounded perspective about the pros and cons associated with your future goals. Good luck!

 

AUTHOR:
Joseph E. Ankus, Esq.
President/Founder
954.862.1738
Ankus Consulting, Inc.
[email protected]
www.ankusconsulting.com

What To Look For During Legal Recruiting Interviews

employers, , , , , ,

The legal recruiting process is very important when trying to make a hiring decision. If you are looking for a new attorney for your firm, getting the right person matters. Sometimes, it can be difficult to tell whether you have located the right attorney, or whether that particular lawyer simply interviews well. Making that determination before a hiring decision can save you a lot of trouble at a later date, when the person you have selected simply does not work out the way you intended. By learning what to look for throughout the recruiting and hiring process, you will be better prepared to get the best attorney for your firm.

What Interviewers Should Ask

Any interviewer who is focused on the legal recruiting process should be looking for the very best attorney for the job. Interviewers should look for attorneys who have a good work ethic, proper schooling, and a collaborative attitude that will help them at the firm if they are selected for the position. So, what can interviewers ask? Consider questions such as:

– What was the most important thing you learned in law school?
– What made you choose the legal profession?
– Where do you see the future of law in this country?
– Why did you choose your practice area? (personal injury, divorce law, etc)?
– What makes you most effective as an attorney?

Good Lawyer, or Good Interviewee?

Some people interview very well, but that doesn’t mean they are good attorneys. Deciding whether a person is truly competent, or whether they simply know what to say when they are being interviewed, can be difficult for an interviewer, but it is also a very important distinction to make. To make that determination, it is highly important to listen carefully to what a candidate says. Look for:

– Answers that are rehearsed or sound as though they are memorized
– Weaknesses that are actually strengths
– Smooth talk that avoids a direct answer
– Answers that are too fast, not well thought-out, or that delve into longer explanations than really necessary.


How Important is the Recruiting Process?

The legal recruiting process is extremely valuable. An attorney who is selected by any firm is one that has been chosen because it was believed that they would be a good fit for that firm. Not all attorneys are created equally, and many issues much be considered, including:

– Skills
– Abilities
– Where they went to school
– Quality of the work they do
– How well they fit into the firm where they have applied

In other words, personality matters in the recruiting process, as much as other aspects of hiring a new attorney to work at a particular firm. With the importance of various aspects, firms would be wise to take a careful look at their processes and make adjustments accordingly.

How to Land on Your Feet in the Legal Industry

job seekers, , , , ,

Getting let go or fired can be stressful, and if you’re like most people in the legal industry, you may feel uncertain about what options are available to you and what next steps to take. Here are some basic job search tips that everyone can use when they have lost their jobs. 

Update Your Resume

One of the most important steps you can take is to bring your resume up-to-date. All too often, we neglect this important document simply because we have a successful career. Keeping your resume updated with recent certifications, accomplishments and awards is important; take the time to review and update your resume today. Take some time to update your social media profiles as well; LinkedIn and other social sites can be a great source of new leads. 

Keep in Contact With Peers 

Networking is one of the best things you can do when searching for a new position. Remaining in contact with your former coworkers can help you stay updated on current changes in law that could have an impact on your future. Networking with those who are still active in the field will also help you feel less out of the loop from what is happening in the legal industry. Your existing network may also help you land a new position; always keep the word out among your peers that you’re looking for a new position. 

Take Job Hunting Seriously 

It’s easy to treat job hunting as something you must do. Chances are after a job loss you’re feeling despondent and ungrounded; make sure you treat finding a new position like a full-time job. The more seriously you take your job search, the more serious potential employers are to treat you seriously. 

Be Prepared for Interviews 

Many of us find the interview process stressful. If you have not been on an interview in a long time, you could benefit from a mock interview. Get a friend or family member to do a mock job interview so you can hone your interview skills. Make sure you feel confident about your answers to difficult questions you’ll likely face including why you are looking for a new position. 

Filling in Resume Gaps

You will need to explain to prospective employers why you are no longer at your previous job, whether you left by choice or not. It’s best to prepare an answer beforehand so you are ready to answer this question.

Sugar coating a firing can be challenging. The best way to handle this during an interview is to be honest about the circumstances without placing blame on anyone, including your former employer. Make sure you point out any lessons you’ve learned from being fired. 

Layoffs are fairly simple to explain; however, make sure your answer is truthful and brief. With the current state of the economy, and slow growth for the legal industry it is not uncommon for law firms to downsize. If needed, you may expand upon this with what you’ve learned from the experience.

If you’ve decided it was time to move on, you may have to explain what reasons were behind your decision. Make sure you avoid badmouthing the firm or its partners and instead, focus on the positives and what your prior position taught you about yourself and your career goals. 

How to Optimize Law Firm Onboarding

employers, , , , ,

Hiring new employees is an expensive and time-consuming task, so it is important to make sure they start on the right foot. In the legal field, proper onboarding and training is vital to ensuring that fewer mistakes are made, and that your new hires will be valuable to you for years to come. Optimization of training and welcoming of new employees can go a very long way toward helping those employees get settled into their new roles.

Training Comes First in Onboarding Legal Talent

No matter how much legal experience or education someone has, every law firm they work for will have different procedures. The laws they work with will be the same, but there are nuances to be addressed. Consider specific training for:

– The procedures for handling files
– Requirements when working with clients
– The best way of providing information to paralegals
– How to optimize scheduling
– Any specifics related to safeguarding client information
– How technology is factored into the daily work
– Who to talk to if stress becomes a problem

If training is not optimized and the legal recruiting process is not taken seriously, it can be difficult for any attorney to get a foothold at a new firm and perform well.

Make Sure New Employees Feel Welcome

Another way to optimize the legal onboarding process is to ensure that a new law firm employee feels welcome, as that can help reduce stress levels. When people do not feel like they are allowed to become a part of their workplace, they can withdraw and avoid asking questions or learning new things. Onboarding is more than just giving a set of instructions, it is also about welcoming new employees to the firm’s culture.

Listen to What Your Employees Need

Ask your current employees for feedback on their onboarding experience. Listening to what they thought was done well, along with what they felt they had to learn on their own, can go a very long way toward the onboarding process. Collecting this information helps law firms realize:

  • Where they might be falling short when they onboard employees
  • What changes need to be made to the legal recruiting and onboarding processes
  • How they can improve their firm’s training

While not all attorneys will need as much onboarding help as others, it is very important to provide more, not less, for optimal value for the attorneys and the firm as a whole.

How to Stand Out as a First-Year Associate

job seekers, , , , , ,

Most law school graduates become first-year associates, but few will rise through the ranks to become partners in established law firms. If this is your goal, you need to appreciate that your legal career begins the moment you accept a first-year associate position and your success requires a plan to stand out from the crowd.

Understand your role. Your job is to complete assigned tasks fully, effectively, and timely. Treat the partner or supervising attorney as if he or she is your client. Anticipate problems and suggest solutions. Become an asset and resource, not a problem.

Learn. No one expects you to know everything; part of your job is to learn how to truly practice law. Take notes regarding legal strategies and processes, and ask questions at a suitable time. This initiative will be noticed.

Say “no” when appropriate. As a first-year associate it is tempting to say yes to everything because you want to be viewed as someone who can get the job done. However, if your work quality is diminished because of your overburdened schedule, you will get a reputation as someone who can’t deliver. Stand out from the crowd by reviewing each work request, measuring it against your current workload, and accepting or passing accordingly.

Demonstrate personal integrity.  Take ownership in your projects by meeting deadlines and delivering what you promised. Take initiative and look for work during slow periods. Take responsibility for mistakes and correct them when possible. Show that you are trustworthy and responsible in all areas of your professional career.

Share credit. If another associate, paralegal, or assistant helped you complete a project that is recognized for its quality, be gracious. Even though you did the majority of the work, acknowledging that others contributed will show that you know how to lead a team to accomplish a task, which is a fundamental skill of a successful lawyer.

Understand the case. Most of your assignments will be discrete portions of a larger case. Take time to understand it so your work will seamlessly mesh with other documents and activities. Anticipate problems and present a plan to address them, which can lead to more work and a bigger role on the team. You will demonstrate your understanding of the integration of the aspects of the project and your willingness to support its goals.

Be resilient. You will have losses as well as wins; learn from them and move on. Dwelling on past mistakes will distract you from current efforts, so the sooner you let the mistake go, the sooner others will as well.

Embrace the partner’s goals. The law firm’s partners have a vision for the practice and have set priorities accordingly. Make those priorities your own and become a team player committed to the firm’s success.

Becoming a stand-out first-year associate is one of many challenges you will face as you define your legal career. The quality of your work, willingness to be a team player and understanding of the law firm’s goals are keys to rising above the rest.

 

Where Do I Advertise? Help Me Choose!

Uncategorized

The Lawjobs.com global network directly reaches industry leaders who subscribe to our powerful brands by digital & print media. Advertising on our award-winning publications connects you with professionals and organizations across the globe.

How can you make sure to select the best publication to advertise your job posting? In order to help, we’ve put together a guide on picking a publication based on your target audience and location.

For general information about our publications, please visit our media kit.

Brands