Bringing in New Attorneys

Changing Market for Legal Services Places New Focus on Practice Management

Law firms are recognizing that the days of operating like a regulated industry are fading fast. Like the airline, telecom, and rail businesses in prior years, forward-thinking law firms understand that they are operating in an increasingly competitive marketplace and that they must transform themselves in order to thrive. Practice management is one of the key components in this transformation for law firms to be successful in the long term. READ MORE >

Take steps now to be a victor in the ongoing war for legal talent

As needs for legal services become increasingly complex and sophisticated, law firms must attract and retain talent that has not only the requisite intellectual and legal skills, but also keen business acumen. READ MORE >

One of the most significant challenges for law firms in the current economic and competitive climate is managing effectively both their strategic development and operational performance. The strategic development is concerned with achieving agreed mid-long term strategic objectives and a future market position which provides a platform for building some form of sustainable competitiveness. Operational management, in contrast, is essentially concerned with the current, more immediate, financial and economic performance achieved including the servicing and winning of clients and achievement of other key related performance targets (covering, for example, HR, service standards, etc.). READ MORE >

In every law firm there is a period during the year when the tension rises in anticipation of the announcement of new admissions to the equity. The period in many firms is characterized by high levels of secrecy, hurried meetings behind closed doors and a sense of political gamesmanship. READ MORE >

When it comes to recruiting, law firms get as much out of their efforts as they put into them. As a result, is it a surprise to hear partners complain that their firms are not attracting as much top talent as they once did. READ MORE >

Law firms that take a short-term view on talent during an economic downturn will find themselves paying the price. Rather than a cutting-back period, the breather afforded by a slowdown in work is a good time to redouble efforts on a review of the firm’s recruiting policies and practices, and its approach to professional development. READ MORE >

It seems as though the number of female partners currently working in law firms is becoming fewer and fewer these days. A lot of female partners are fleeing from firms due to a lack of balance in their work and professional lives, and also because of an absence of support or mentoring. In this article, I am going to discuss some of the ways that firms can attract and retain female partners. As many women in this country opt to pursue law as their professional career, those firms on the forefront of female partner retention efforts will benefit greatly by attracting existing female partner talent and those up and coming women attorneys who represent the next generation of female partner candidates. READ MORE >

In the 1980's, the professional world was introduced to a new term of art: the so-called trailing spouse. Trailing spouse syndrome has been generally defined as the effect the relocation of one's spouse has on one's professional trajectory. More specifically, the trailing spouse subordinates his or her own career in order to allow his or her partner to advance professionally. Since many spouses and partners possess their own distinct professional identities, relocation for a new job (even with the same employer) affects not only the candidate, but the spouse as well. READ MORE >

There is a select group of candidates that everybody wants, and you know the type we are talking about. Excellent credentials, highly desired practice group, and a great personality to boot. The age-old question for law firms: How do we most effectively recruit these top candidates? READ MORE >

Far too many legal-hiring organizations fail to hire stars because their hiring process actually prevents superstar candidates from ever getting in the door. By reviewing the following list of suggestions for organizing and streamlining your approach to hiring, you should be able to maximize your chances of hiring the star candidates who may have eluded your recruiting efforts in the past. READ MORE >

6 Rules Attorneys Use to Choose between Competing Law Firm Offers

1. Most Attorneys Will Choose a Firm Based on the Firm's Perceived Prestige Level
2. The Sense of Importance Attorneys Attach to Working in a Given Firm Will Strongly Influence Whether They Accept Employment There
3. The Attorney's Perception He/She Will Be Welcomed in the Firm Will Have a Strong Influence on His/Her Choice to Join One Firm Over Another
4. The Type of Work an Attorney Is Offered Will Have a Strong Influence on His/Her Decision to Join a Given Firm
5. Attorneys Will Often Choose to Join a Firm Based Upon Their Perceived Advancement Potential
6. Unless the Salary Is Drastically Lower, Money Is a Less Important Consideration for Attorneys Than Most Firms Seem to Believe

As professional search consultants, part of our job is to counsel attorneys on a daily basis as to how they should choose between competing law firms. There is a considerable degree of insight that is needed to understand the psychology that attorneys attach to choosing between competing offers, and contrary to popular perception, attorneys do not always choose to work in the highest-paying or most prestigious law firms. Understanding why attorneys choose one firm over another can help you both attract and retain attorneys after they are hired. READ MORE >

Opening a branch office is a great way for businesses to expand their operations beyond their home base. It provides an opportunity to reach new markets and customers and tap into the potential of a new geographic area. Taking the step of opening a branch office is a major decision, however, and requires careful planning and preparation.

When deciding on whether or not to open a branch office, businesses should assess the potential benefits of doing so. These include having a physical presence in a new region that can be used for sales and marketing, cultivating stronger relationships with existing customers, and establishing access to new talent pools. Additionally, businesses should consider the cost factors associated with such a move, including the upfront investment required, ongoing operational costs, the strain on existing resources, the need for legal advice and other compliance factors.

Once the decision to open a branch office has been made, the next step is to perform a feasibility analysis. This should include defining the purpose and objectives for the office, determining the necessary personnel and skill requirements, examining the expected cost of setup and ongoing operations, and reviewing any local business and regulatory laws. Additionally, businesses should research the local market to determine whether there is sufficient demand and opportunity to make the venture worthwhile.

From there, businesses will need to develop a business plan and budget to ensure the office meets their goals. This should include outlining the specific services they will offer, determining pricing and staffing models, and setting up the necessary infrastructure. Additionally, businesses should consider local incentives available, such as tax credits, to help reduce any potential costs.

Lastly, businesses need to consider the necessary legal and administrative requirements to establish a branch office. These include applying for permits, hiring employees, and setting up banking and accounting services. Additionally, businesses will need to ensure that all employees at the new office are adequately trained and familiar with procedures and protocols.

In conclusion, opening a branch office is a major undertaking that requires careful planning and thoughtful consideration of all relevant factors. By taking the time to properly assess the potential benefits and costs, as well as complying with all legal and administrative requirements, businesses can ensure that their expansion efforts are successful.

Growth is essential to the long-term survival of any business, whether it is opening a company in the USA, internationally, or expanding company offices. American and foreign law firms have grown by marketing to the public, acquiring lateral partners with portable practices, merging with other firms, and starting new branch offices. READ MORE >

Summary Law firm hiring managers looking to add lateral candidates to their team should know the best practices for effectively interviewing them. An understanding of the candidate's experience and goals is essential to the success of any lateral hire, and the interview process should reflect that. A successful lateral hire has the potential to add value to the firm as well as be a great fit culturally, so it is important to get it right.

First, ensure that the interview team is thoroughly prepared. The team interviewing the candidate should be familiar with the candidate's resume and have a clear understanding of the skills, experience, and goals they are looking for. It is beneficial to have the candidate's references and work product available for review during the interview process.

Once the interview team is prepared, the interview should begin. Firms should consider including a mix of structured and unstructured questions in the interview process. Structured questions can help to facilitate a conversation focused on the facts, whereas unstructured questions can offer a chance to gain insight into the candidate's personality.

When considering the content of the interview questions, it is important to focus on the candidate's experience and career goals. For example, questions can explore what the candidate has accomplished with past employers and what they hope to accomplish in the future. It is also important to assess the candidate's overall fit for the firm by discussing their knowledge of the firm, their values, and the vision they have for their future professional path.

Beyond the questions posed, the interview team should also be paying attention to the answers the candidate provides. They should pay attention to both the content of the responses and the manner in which the candidate expresses themselves.

Finally, it is beneficial to have a mix of feedback from the interview team. After the interviews are complete, the team members should discuss what they heard from the candidate as well as their impressions of the interviewee. This collective feedback process can help the team to understand if the candidate could fit in with the existing team.

In conclusion, the lateral hiring process is an important part of any law firm's recruitment strategy. Interviewers should be prepared and the interview should include a mix of structured and unstructured questions to ensure a comprehensive understanding of the candidate's experience, goals, and fit. Additionally, the interview team should work together to provide collective feedback on the candidate and help make the best hiring decision.

For the World’s Largest Collection of Law Firm Interview Resources Click Here

Numerous books, articles, and training materials have been written on the subject of how to successfully interview for a job. Most of this information is geared toward the job candidate, instructing him or her to dress professionally, arrive on time, anticipate difficult questions and prepare responses, maintain eye contact, avoid slouching, and generally make the best impression on potential employers. READ MORE >

BCG has just released its annual publication, The BCG Attorney Search Guide to Class Ranking Distinction and Law Review Admission at America's Top 50 Law Schools. The book is designed to help hiring personnel at law firms to have a way to gauge the law school performances of their applicants with a concise comparative tool, and this year's edition makes that task easier than ever. By expanding the book to include 25 more schools and including more information on each school than last year, we have worked very hard to make sure we can answer every possible question about all the top law schools. READ MORE >