Jeffrey M. Williams, founder and managing partner of Williams Family Law and a fellow of the American Academy of Matrimonial Lawyers, gives young attorneys advice on how to become a “complete” lawyer.

William writes of eight pieces of advice he believes make up complete attorney. In no particular order, they are as follows:

Continuing Legal Education (CLE)

In a rapidly changing legal landscape, continuing legal education keeps our knowledge current. Attending these CLE programs helps sharpen our skill sets as we learn from others. 

Networking

Connecting with your colleagues can be very empowering and enlightening, as building professional relationships can open doors to new opportunities and help generate referrals back to you and the firm.

R&R (Reading and Research)

As we well know, legislation and legal precedents change all the time; that is how it should work in a democratic judicial system. A commitment to reading and research in addition to attending CLE programs allows us to stay on top of the latest developments in the law. 

Volunteerism and Service

Put simply and directly: you cannot be a member of a community, be it your neighborhood or any professional association, without playing an active role in its health and growth. 

Rainmaking

Anyone can work more to increase their billable hours. A rainmaker, however, is someone who actively works to bring new business into the entire firm. 

Fee Generation

Being mindful of the finances of your firm, and not just focusing on a paycheck, is absolutely crucial. 

Client Care

Our clients are the reason that we are in practice. Make sure that you always, always put their needs first.  

Learn to Practice Law

Become better at what you do by experiencing every aspect of it. Pleadings, discovery, motions, trial, and appeals. What you are not yet able to do yourself, attempt to observe others doing. Are you interested in learning more tips for young lawyers? Read more in this law.com article.

Over the past few years there has been an uptick in an overall lock of civility, politeness,
courtesy and respect. A total lack of professionalism is pervasive in the workplace, on social
media channels, and those seeking opportunities in the job market. 

What you do professionally and how you do it, defines who you are.

Skipping an interview, ignoring phone calls, or not replying to emails has never been an
acceptable way of doing business. There is never a good reason for not notifying your employer
you are leaving the firm or ghosting a recruiter because you don’t intend pursuing that
opportunity. 

The prevailing opinion is that the law firms are as much to blame as are the attorneys. That
said, ghosting is bad business. Leave on good terms, be respectful, and let recruiters know if
you no longer wish to be considered for an opening. 

Never burn bridges.

As in the courtroom, as in the business world, you never disrespect the judge, you must always
make an effort to be polite. Don’t ever say something you’ll regret, being rude can only lead to
being passed over for opportunities down the road. 

The community workplace app ‘Blind’ is used by some of the most respected companies in the
world. Blind conducted an anonymous survey (October, 2021) to report on work-related trends.
The report found that employees are ‘quitting their jobs without telling their manager or their
human resources department’. 

Unemployment is still near historic lows and job openings remain high.

Attracting and retaining top talent is a real challenge for law firms. Candidate’s job searches
have become more and more grueling. The process has become extremely time consuming,
frustrating, and stressful. 

Surefire Ways to Sabotage Your Career Search

Be careful what you say on and off-line. Carefully curate your social profiles, deleting anything
that may be construed as offensive. Inappropriate comments, photos, or awkward photos from
social gatherings can cost you your job. Firms do extensive background checks looking to weed
out candidates during the selection process.

Be prepared. Extensively research the firm you are applying to, prepare for questions certain to
be asked during the interview. Work with a legal recruiter to ensure your resume reflects the
skills necessary for the position. Recruiters have their pulse of what firms want and help get you
an interview.

Never lie. Equivocation and slight distortions about your experience and skill set will ultimately
lead to damaging your reputation.

Stay focused. Never miss a deadline, forget to follow up, or show up late to a job interview.
Keep the lines of communication open and update everyone whenever possible.

Keep it upbeat and positive. Shy away from controversial topics online and during the interview
process. If you can’t say something complimentary about a colleague or past relationship, say
nothing. Less is more.

Don’t get desperate. Sending your resume to too many firms sends a red flag to the legal
community. Work with a recruiter who will carefully guide you through these often dangerous
waters. Recruiters often have inside information about opportunities hidden from prospective
candidates. 

Many recall the impact of the 2008 economic downturn. The legal marketplace is not immune
from looming government shutdowns, labor union strikes, or the impact of inflationary pressures
on the economy. realizations about the banking sector. 

Remember, it’s not about you. It’s about what you bring to the table, the value you add to the
team, and how you can make it rain. 

Lots of opportunities going on in the legal industry right now. Don’t make a move without
assessing your worth in the marketplace. Let us be your GPS! We create a strategic plan that is
unique to your needs. 

Call 516-731-3400 or email  [email protected]. To learn more about compensation
visit our website at https://www.onbalancesearch.com

#law #lawjobs #lawyerlife #attorney #legalrecruiter #legalcareer #trends  

Source:
Stop Ghosting and Start Saying No, Harvard Business Review
https://hbr.org/2022/08/stop-ghosting-and-start-saying-no

About On Balance Search Consultants

On Balance offers great insight and industry intelligence.  Shari Davidson, president of On
Balance Search Consultants, advises law firms on how to take a firm to the next level and helps
rising talent make the transition to the right law firm.

Contact us today.  Call 516.731.3400 or visit our website at https://www.onbalancesearch.com .
Please note that the content of this blog does not constitute legal advice and is only intended for
the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal
restrictions regarding the law.

Both hybrid, remote work and in-person employment present learning opportunities for young attorneys. Ruxandra Osgood, an attorney at Pond Lehocky Giordano, presents some ways the trend of remote work has altered career development.

Shadowing Opportunities

Even though attorneys might not be physically shadowing their mentor, young attorneys can now attend proceedings with a remote link, and can shadow multiple hearings and depositions in a day. This can help with more exposure to judges, opposing counsel, courtroom etiquette and legal proceedings. 

Faster Development of Client Service Skills

With video meetings often the preferred method of communication with clients, younger attorneys can also easily take part in these discussions more often and view how their colleagues interact with clients. Viewing these interactions will help hone communication skills with clients quickly. Not having to travel to legal proceedings also frees up time for better, faster communication with clients. 

Unparalleled Access to Information

Remote work has been a catalyst for firms to develop technology and tools so that attorneys can access the documents and information they need.

Greater Control Over the Priorities of Today and Tomorrow—at Work and at Home

Not having to commute frees up more time for young attorneys, which allows them more time for research, drafting agreements, networking meetings, and publishing articles. 

The Glass Is Undoubtedly Half-Full

With the legal profession evolving, young attorneys can learn to adapt and thrive in the new landscape. The remote and hybrid work environment presents more advantages to aid in development, more time for professional growth, and more opportunities for career advancement.

Are you interested in learning more about how remote work is providing opportunities to young attorneys? Read more in this law.com article.

Young lawyers often feel overwhelmed in a profession known for strict deadlines and demanding bosses and clients. Often rewarded for always saying yes to additional work, young attorneys often have to question whether their workload is sustainable. 

The law career is known as a stressful career choice, but young attorneys should be honest with themselves on whether they dread going into work every day, or whether they feel trapped in their jobs. They should evaluate whether enforcing boundaries will result in unprofessional retaliation from superiors at the firm.  Certain habits throughout a young attorney’s career can help break them out of feeling trapped at an unhappy workplace environment:

–Keep in touch with your classmates from law school. Fostering a good relationship with colleagues, mentors, mentees, can create a safety net of people throughout your career. 

–Do not let the fear of leaving keep you in a job. If you know you want to leave, pursue other opportunities with discretion.

-Try to leave on good terms.  Once you’ve found a new job, or secured finances to take time off, provide notice to your employer and leave on good terms.

-Leaving a bad situation is worth the risk.  Some attorneys have switched fields or firms in pursuit of a better work-life balance, which is not always guaranteed, but the risk is worth it.

The Young Lawyer Editorial Board members are: Jeremy Abay, Adesola Adegbesan, Leigh Ann Benson, (chair); Raphael Castro, Desjenee Davis, Kiersty DeGroote, Chintan Desai, Sarah Dooley, Danielle Dwyer, Kyle Garabedian, Melissa Hazell Davis, Jamie Inferrera, Megan Kelleher, Anthony Knapp, Benjamin Lehman, Monica Matias, Leslie Minora, Shane Simon, David Singh, Leah Tedford and Zachary Torres-Fowler.

Are you interested in learning more from The Young Lawyer Editorial Board? Read more in this law.com article.

Peter Vaira, a member of Weir Greenblatt Pierce, writes that more emphasis should be placed on learning how to conduct a witness interview.

“Lawyers, as a general rule, are not good interviewers,” Vaira writes in a law.com article. “If they receive any training in this area it is to craft questions for the courtroom. No training is given on how to approach a person outside the courtroom, on a construction site, at the person’s home, or in a lawyer’s office, one-to-one, face-to-face.”

Here are a few pieces of advice Vaira shares about conducting witness interviews:

Essential Principles

-Learn as much as you can about the incident or circumstance that is the subject of the questioning. If you appear not to be knowledgeable about the industry or trade you are investigating, you will lack credibility and the witness will not be as forthcoming as possible. -Prepare an outline.

-Take notes by hand. Laptops create too much of an official atmosphere and often raises the formality of the interview. 

-Do not tell the person how much you know. Exposing your prior knowledge may cause the person to omit contrary facts, or not give details beyond what you know.

-Let the witness become comfortable with his or her own voice and speech pattern. 

-Establish a baseline of the witness’s demeanor. 

-Ask questions in an informal manner. This is not a deposition so do not try to sound like a lawyer. 

-If there comes a point where you believe the witness is deliberately falsifying some answers, go about confrontation in an indirect manner.

Are you interested in learning more about conducting witness interviews? Read more in this law.com article.

The New Normal is a Law.com series that analyzes changes that may impact the future of the legal industry.

With some elite law firms pushing for mandatory office attendance, other firms have seized the opportunity to lure top talent away with promises of flexible schedules. 

According to The Flex Report, companies that had a hybrid or flexible work policy successfully recruited at twice the pace of companies that required workers fully in the office. 

However, a flexible work schedule and policy doesn’t always equal good work-life balance. 

“Does more flexibility in terms of expectations, hours and remote work become a recruitment and retention tool? In some cases, yes,” said Kristin Stark, a consultant at Fairfax Associates. “But can firms outcompete other firms for talent because of flexibility… that hasn’t been proven.”

Stark said the question may come down to whether a potential employee values a higher salary or remote work. 

Jackie Bokser LeFebvre, a recruiter at Major, Lindsey & Africa, said what an employee chooses depends on their personal objectives.

“As the economy continues to improve and we move into a more robust market, this may be an issue that motivates people to take a look at the market and move toward a platform aligned with their specific objectives,” LeFebvre said. “Some people never want to go into the office, and others want a platform that has more set parameters around face time requirements.”

Are you interested in learning more The New Normal? Read more in this law.com article.

A philosophy employed by the Toyota company in Japan in the 1950s, Kaizen is the management approach meaning “good change” that promotes personal and professional development.

Elisa Reiter of Underwood Perkins and Professor Daniel Pollack at Yeshiva University’s School of Social Work share a few tips on how to improve management with Kaizen. 

By focusing on small changes, Kaizen can help law firms:

• -Get organizational buy-in from everyone in the organization from paralegal to senior managing partners so they feel involved in the process.
• -Continuously identify possibilities and opportunities for positive change in the environment. 
• -Kaizen focuses on small, repetitive changes, and law firms can implement small changes that can add up to improvements. 
• -After implementing changes, evaluate whether the changes have resulted in positive change in the firm. 
• -Kaizen is a way of thinking by implementing a culture that values continuous improvement, and can help organizations sustain improvements over the long term.

A few ideas to consider when implementing Kaizen in the organization:

• -Going paperless.
• -Consulting with younger associates for new apps that can benefit the practice.
• -Incorporating AI into your practice
• -Using Clio, TrustMyCase, CaseFox, iTimeKeep, TimeClock Plus for time management.
• -Using a trial notebook taking on new dimensions by trying your case from the comfort and ease of your iPad (TrialPad).
• -Using FaceAppAI to morph your visage from junior associate to senior partner with a few clicks
• -Using the same font style for all documents

Are you interested in learning more about Kaizen? Read more in this law.com article.

Law firms have begun tying in-person attendance to job performance, bonuses and retention. Other law firms have considered using data on attendance to figure out whether real estate remains a logical expense.

Kristin Stark, principal and consultant at Fairfax Associates, said firms are using keycard swipes to track office attendance.

However, Stark mentions that “most firms are still using a carrot versus stick approach to draw attorneys in” versus attendance mandates to avoid a “Big Brother” type of atmosphere for employees.

Farella Braun + Martel’s managing partner Brian Donnelly is keeping track of employee attendance while staying away from an official mandate.

“We’re letting people know we’d like to see them two or three days a week,” Donnelly said. ”Especially for associates, they need to make an effort to come in or be there when a group has a meeting. If your kid is sick, that is one thing. If you just prefer to not come in, that is not acceptable.”

In the Office, Stuck on Zoom

However, the offices with a hybrid approach face challenges getting employees to go into the office only to be stuck on zoom meetings because colleagues decided to stay home.

“Although we’re seeing a larger trend of work-from-home flexibility, everyone is different and not a one-size-fits-all solution,” said Jenny Swan Meyer of Swan Legal Research. “It really depends on the person, the firm, and the match,” she said.

Kate Reder Sheikh, a partner and legal recruiter at Major, Lindsey & Africa, said mandating office attendance may cause attorneys to seek employment elsewhere but firms are still playing with the concept of requiring certain days of in-person work. Sheikh said sometimes junior associates don’t see the point of working at a place offices remain void of in-persona employees.

“What is not effective is telling people to be in a few days a week, but there’s no one else there,” Sheikh said. “The experience people are having, anecdotally, is they are going into the office because it’s required or expected, and all of their meetings are on Zoom anyway.”

Are you interested in learning more about how law firms are tracking office attendance? Read more in this law.com article.

Law.com editor Dan Packel surveys competitive measures on law firms in the Law Firm Disrupted briefing. Packel compares whether the tech industry’s in-office requirements of its employees will affect the law firm industry.

Packel cites The New York Times’ coverage of Zoom’s recent request for employees living within 50 miles of an office to return part-time in person, with the reasoning being that junior employees receive less feedback and fewer ties to the workplace culture.

However, reports show that employees prefer that tech companies display data on the benefits of working in the office. Law firms such as Davis Polk & Wardwell recently announced a return to office, which appears to be the trend. Notable exceptions include Husch Blackwell, which is offering “The Link,” a fully remote program for attorneys located in areas without firm offices.

Are you interested in learning more from Law Firm Disrupted? Read more in this law.com article.

The 6-Second Resume Test

Law firms are bombarded with hundreds of resumes from potential attorneys every day.
It’s easy to get overlooked. That’s why you need to structure your resume so that you
immediately capture the recruiter’s attention.

The Ladders published a study reporting that, recruiters spend about six seconds
reviewing a resume. If your resume doesn’t grab their attention, they move on.
Now that you’ve got their attention, you need to keep them engaged and interested
enough to schedule an interview. Substance rules the day.

Not sure if your resume will pass the test? Give your resume to a colleague and ask
them to review it. After about 10 seconds, take the resume away from them. Then ask
them to tell you what stood out? If they can’t note anything of import, better take the six-
second test.

Follow This Critical 6-Second Resume Checklist:

-Name & Contact Information
-Certifications
-Supporting Media
-Professional Title & Summary
-Core Competencies (buzz words relevant for the position)
-Highlighted Achievements

Now let’s break it down for you to make your resume stand out:

Name & Contact Information
Your name should be in a larger font and or bolded at the top of the page so it is easy to see. Also
include key contact information such as your phone, email and mailing address. Set up a generic
email account that details your first and last name. Don’t use an email from your existing employer.

Bar Admissions/Certifications / Speaking Engagements / Published Papers
List any relevant Bar Admissions, certifications, speaking engagements or relevant legal briefs you
published that highlight the area of law you practice. Note: These achievements are the top-selling
points that recruiters look for. If you don’t have them, get them.

Supporting Media
Add hyperlinks directly below the contact area to include links to websites such as LinkedIn or articles
that showcase your skill-set as an attorney.

Professional Title & Summary
Brief summary no more than three to five sentences that are clear, concise and cover three critical
points:
Why are you qualified and what makes you an ideal candidate for this type of role?
In addition to a summary detail the skills relevant for this position that highlighting your strengths and
the area of law you practice.

Core Competencies
List your core competencies and the key buzzwords to summarize your expertise.

Highlighted Achievements
Highlight the cases and trials you’ve won, especially those significant and relevant to the position you
are apply for.

Important Final Thoughts

-Omit any references to your birthdate, marital status, or religion.
-Improve readability by increasing line spacing by at least 120% of the font size.
-Make it easy to read by adding divider lines between sections.

Your resume should tell a story about why you are the best fit for this firm. Mention
specifically how you will improve the bottom line with your unique qualifications. Focus
on yourself and how you will make it rain for the firm.

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

Contact us today. Call 516.731.3400 or visit our website at  https://www.onbalancesearch.com
Please note that the content of this blog does not constitute legal advice and is only intended
for the educational purpose of the reader. Please consult your legal counsel for specifics
regarding your unique circumstances and the laws in your states pertaining to social media
and any legal restrictions regarding the law.

#attorney #lawjobs #lawyer #legalrecruiter #sixsecondtest