Job Search Strategies

Questions And Answers

Although the legal job market expands and contracts along with the economy, it is always highly competitive and unpredictable. Therefore, whether you are a new admittee or an experienced lawyer, you must be particularly diligent and enterprising in your job search efforts. You must creatively identify and systematically pursue all options and opportunities to find the best possible job in this challenging, changing environment. At the same time, it is important not to lose sight of basic principles and techniques when embarking on a job search.

Where Do I look?

In addition to the obvious sources which publicize job opportunities, such as on-line services, the local and national legal press, and your law school placement offices, you can approach alumni of your law school in the community who either may be in need of someone themselves or know of others who do. (See networking discussion below.)

Although you might find some good attorney employment leads on general online job boards such as monster.com or the Wall Street Journal online listings, you will have better luck at sites aimed specifically at the legal profession such as Law.com, Emplawyernet, Heiros Gamos, and the like. There are numerous Internet sites catering to the legal profession, and virtually all of them have job listings. In addition, almost every website for a major law firm and corporation has a page devoted to recruiting and hiring needs. Therefore, it would be a wise investment of time to let your fingers do some walking over the web.

In addition, you can attempt to create a niche with a practitioner or firm which has a practice that interests you. To identify these targets, you can research Martindale-Hubbell (either in CD-ROM, LEXIS, or book form) and Prentice Hall's Law and Business Directory of Corporate Counsel. Martindale-Hubbell has expanded to included brief narrative descriptions of many of the firms it lists, which can be particularly helpful. Although firms or companies may not be advertising, they may be interested in an excellent candidate who makes a good pitch.

Because the legal community is so fluid these days, a savvy job-seeker must keep abreast of changes in order to identify and seek out boutique firms, spin-offs, new branch offices, new firms, new companies or divisions, and emerging practice areas. For national information, the American Lawyer and The National Law Journal are particularly informative, as well as being good reading. For local news, many cities have legal newspapers which include information on business developments in the legal community. For example, the Los Angeles Daily Journal runs a special section every two weeks entitled, "California Law Business" which describes recent developments in law practice such as law firm break-ups, mergers, and movement of lawyers from firm to firm. It also has a "Corporate Counsel" column which reports on in-house developments. If you are particularly interested in a corporate counsel position, the monthly Corporate Legal Times is recommended reading.

Does My Area of Practice Make a Difference?

It is important to keep ahead of the trends and retool, if necessary. Practice areas "heat up" or "cool down" according to the effects of the economy, politics, and technological advances. For example, corporate finance and securities lawyers were in great demand in the mid-to-late 1980's, found their skills barely marketable in the recession of the early 1990', and are again in great demand; bankruptcy lawyers could not keep up with their work in the early 90's, but had time on their hands by the mid-1990's; labor lawyers are sought after as sexual harassment, wrongful termination, and ADA claims increase; and intellectual property lawyers are "hot" as the information superhighway expands. Relative constants include family, estate planning and probate and criminal law; on the other hand, personal injury and insurance defense attorneys sweat out the current tort reform efforts.

What About Networking?

The most important element of your successful job search (and, for that matter, business development for career advancement) is effective and relentless networking. Actively participate in alumni and bar associations, civic, social, charitable, and political organizations and talk to everyone possible about what they know about the job market. An obvious, though sometimes overlooked, approach is to contact any lawyers you know for job leads. They may even have an opening of their own to fill.

How Do I Choose A Recruiter?

Beyond checking with your network of contacts for the names of good legal search consultants, and comparing information gleaned from print and internet directories regarding the credentials and backgrounds of various recruiters, ask the following questions:

• Am I comfortable with my recruiter?

  Your search consultant is your advocate in the job search process. Therefore, you want to make sure that you and your recruiter are on the same wavelength and communicate fully and honestly every step of the way. Be sure to assess whether the recruiter listens to you and hears what you want to accomplish in making a move. Because this can be such a personal, protracted and important process, you must be comfortable and open in order to maximize the benefits of the recruiter/candidate relationship.

• How can I be sure my recruiter will do what I want?

  Look for a recruiter who is a member of the National Association of Legal Search Consultants (NALSC), which is the professional organization for the industry, similar to a Bar Association. NALSC members must comply with a Code of Ethics which provides, among other things, that a candidate's resume or identity cannot be disclosed to any third party without the candidate's specific prior approval. In other words, a recruiter must get your specific permission to contact any potential employer on your behalf. This ensures that your job search is controlled by you, and only those employers you specifically chose are aware of your intentions.

  See the NALSC webpage for more about the organization and the complete Code of Ethics.

• Can this recruiter help me find the kind of job I want?

  Choose a recruiter who specializes in searches in your target geographical and practice area(s), or who works with affiliate recruiters in those areas. Ask about the types of clients the recruiter represents, for example, is there a good selection of national, local, and regional firms, "boutiques'' as well as general practice law firms, and corporate law departments? Note that most clients of legal search consultants are corporations or business law firms. Recruiters usually do not place attorneys in such areas as public-interest, criminal (except white-collar defense), family law, workers-compensation, or plaintiffs' personal injury. Generally, placements with governmental bodies or educational institutions are handled by specialized search firms. Although a candidate may use more than one recruiter (as long as the candidate keeps careful track of which search firm is authorized to contact which employers to avoid conflicts) it is best to select recruiters who have a good grasp of your target market.

• Am I the kind of candidate the recruiter usually places?

  Understand that the recruiter is paid by the law firm or corporation which has job openings to fill. As such, recruiters are looking for candidates who fit specific profiles.

  Almost always, a recruiter's clients will consider only those candidates who graduated from the top 25 or so law schools and, at minimum, in the top third of their class, as well as having relevant work experience with a well-known firm. Because most large legal employers (which are those most inclined to employ the services of a legal recruiter) have on-campus hiring programs, virtually all job searches require at least one full year of hands-on work experience. Thus, legal search consultants almost never represent law students or new admittees, though they may be able to place candidates completing a judicial clerkship. Most job openings listed with recruiters fall into two broad categories: Junior to mid-level associate positions which require one to five years of experience; and searches for partner-level candidates with a significant portable client base.

What Kind Of Options Should I Consider?

Keep in mind that it takes time and a concerted, systematic effort to explore all options and find the right opportunities. In a fluid market, it is important not to limit yourself. Be flexible and open regarding possibilities, such as opportunities with corporations, governmental agencies, public interest groups, or organizations of different sizes and types, or in areas of practice other than those with which you are familiar. Furthermore, you might consider other geographical areas, including suburban, or outlying communities.

What Else Can I Do While Looking For The Right Job?

It might be necessary to consider taking a temporary, contract, or even a volunteer position just to get in the door. It sometimes happens that these activities can turn into permanent positions. At the very least, you will have gained good experience and established relationships which may be of use in the future. Moreover, because of trends in the legal community, such positions do not have the stigma they carried in the past. In addition, lecturing and publishing articles in the your areas of expertise are highly recommended during the job search process as well as at other times in your career. These activities will set you apart from other job-seekers and afford visibility, thus making you more attractive to potential employers.

What Credentials Are Employers Seeking?

Once you have identified possible target opportunities, you must objectively assess your credentials in light of what employers are seeking. For many legal employers, rightly or wrongly, the threshold issue is academics. Historically, the mainstream, established law firms and corporations required superior grades from a top-ranked law school and, preferably, law review membership and a federal judicial clerkship after graduation. And for lateral hires, there was a strong preference for work experience with a similar type of firm or corporation.

In today's marketplace, despite increased hiring, competition continues to be quite stiff. Therefore, you must emphasize all aspects of your talent, competence, and motivation such as work experience, community leadership, clinical programs and other advanced degrees.

Additional education or work experience that would be relevant to your area of practice will make you that much more marketable. For instance, an engineering background is useful, if not required, for some areas of intellectual property and environmental practice. Similarly, medical experience is advantageous for certain types of healthcare, personal injury, or malpractice law practices. And, if you are interested in pursuing a career in tax, you will find an L.L.M. highly beneficial. Language ability, especially an Asian language or Spanish, is a plus for some positions.

As legal practice becomes more bottom-line oriented, portable business and potential for business development have become more important in determining a candidate's attractiveness, particularly for the experienced lawyer. A firm is much more likely to hire an attorney who will make an immediate contribution to the bottom line. Therefore, if appropriate, you should emphasize their ability to expand the potential employer's practice capabilities, contacts, or client base.

What is the "Like" Factor?

Employers hire candidates that they are comfortable with, which, quite often, means those that are like themselves. Therefore, you can identify the most likely targets for employment by researching potential employers in Martindale-Hubbell or Prentice Hall's Law and Business Directory of Corporate Counsel, to determine which organizations have lawyers with backgrounds similar to your own in terms of academics, activities, and interests. In addition to the objective criteria which legal employers consider, the "like factor" comes into play. That is, because each organization has its own particular style or culture, you must fit in on a personal level with a potential employer. Moreover, you must be perceived to have the attributes necessary to become a successful lawyer within that organization, and this must be demonstrated in the interview. In the end, however, there are subjective judgments made by both sides which are difficult to anticipate or alter.

What Makes a Winning Resume?

At all stages of the job-hunting process, it is imperative to present yourself well in person and in writing. Your resume should be one-to-two pages, clearly written, easy-to-read, with no typos. It is not necessary to have your resumes professionally printed; computer-generated resumes are perfectly acceptable. Good quality paper is recommended, but avoid odd colors or sizes. By using a word-processing system, you can produce professional-looking resumes targeted to each opportunity by highlighting your relevant experience.

At a minimum, your resume should contain your education, employment/experience, and memberships in relevant organizations (including bar admissions and other professional licenses). Listing personal interests is optional, but should be included if applicable to the position, or extraordinary. While language abilities should be indicated, it is not necessary to include personal information such as marital status and physical characteristics.

How Do I Write an Effective Cover Letter?

The cover letter should be addressed to a specific person and tailored to fit each position, if possible. It should be clear, brief, and well-written as it is the first opportunity for you to showcase your writing skills. The cover letter should state the position being sought, and mention a few strengths, but should not tell your life story nor be too chatty. It is essential to let the addressee know when and how to reach you to arrange an interview.

How Do I Prepare for an Interview?

Once an interview is scheduled, you should prepare by researching the firm or corporation, including its size, structure, representative clients, recent major cases and/or transactions, financial condition and, if possible, the persons who will be involved in the interviewing process. Besides checking with your network, good resource tools are Martindale-Hubbell, The National Association of Legal Placement (NALP) Directory of Legal Employers, and a NEXIS run for press coverage. For a discussion of online research sources with links to sites, see: "Do Your Homework"

You also should prepare a list of references. It is advisable to contact the individuals first to get permission to use them and to find out what they would say about you and your work. Especially when seeking a litigation position, you should choose a writing sample which demonstrates your excellent research and analytical skills, and lucid writing style. It is absolutely crucial that there be no typos! Additionally, if you have five years or less of experience, you should obtain a certified copy of your law school transcript and make copies to provide to potential employers upon request. To complete the interview preparation, you should confirm the date, time, address, contact person, directions to the interview, and parking instructions, and practice answers to tough interview questions.

How Do I Maximize My Success at Interviews?

At the interview, your appearance should be as professional as possible. Interviewers will notice shaggy hair, scuffed shoes, split seams, falling hems, or missing buttons. Good interviewing protocol includes being on time and, if late, calling; being polite to staff; and having a firm handshake, good eye contact and a confident smile. It should go without saying that profanity, gum-chewing, and smoking are inappropriate at all times, even if engaged in by those conducting the interview. You should be armed with extra copies of your resume, the list of references, transcripts, and writing samples to offer, as appropriate.

In an interview, it is paramount to demonstrate responsiveness, intelligence, and personality. You want to be assertive without being cocky or arrogant, friendly without being overly familiar, and articulate without being long-winded. You must indicate a willingness to work hard and demonstrate a high energy level. It is important to communicate a grasp of what the position entails. Listen carefully to what is being asked, and be completely honest and not evasive in answering direct questions. Since the interviewee is expected to talk the majority of the time, you should be prepared to discuss a variety of relevant issues for as long as an hour. You should be prepared to answer "hard questions" such as law school performance or certain job changes. Asking intelligent questions demonstrates interest in and knowledge of the potential employer, as well as assertiveness. Never speak negatively of a former employer, nor discuss money in an initial interview!

How Do I Follow-Up Effectively and Appropriately?

Appropriate follow-up is an essential part of the job-hunting process. If your interviewer has not volunteered the information by the end of your interview, you should ask what the next step will be, and when you should expect to hear from the potential employer. Immediately after the interview, it is good form to send a thank-you note, so be sure to get the name (and correct spelling) of the interviewers. An easy way to do this is to collect business cards. If there has been no response in the time period stated by the employer, it is acceptable to make a polite telephone inquiry. Be persistent, but it is important not to be a nuisance.

A Word of Encouragement:

Despite the ups and downs of the economy, the legal job market is always highly competitive. However, your chances of getting a good job are increased if you do your home-work, creatively explore all prospects, present yourself well in person and in writing, and are persistent and consistent in your job search efforts.

HAPPY HUNTING!

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