| BCGSearch State of the Market Report Fall 2011 - Legal Industry Trends for Attorneys |
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State of the Market Reports for U.S. and International Regions
a. Northern California (San Francisco and Silicon Valley)
b. Southern California (Orange County, San Diego, and Los Angeles)
c. Northwest (Seattle and Oregon)
d. Southwest (Las Vegas, Phoenix, Colorado)
e. Midwest (Minnesota, Indiana, Ohio, Utah, Wisconsin, Michigan and Chicago)
f. Northeast (New York, Boston, New England and Washington D.C.)
g. South (Texas and Louisiana)
h. Foreign markets (Europe and Asia)
i. Understanding Social Media and Using it to Boost Your Career
j. Taking Charge of Your Mentoring Experience
k. Why You Should Be Talking to a Legal Recruiter Right Now
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The fall season is a very transitional time of year for law firms. By now, summer associates have completed their internships with law firms and have returned to their respective law schools. Law firms can, therefore, now comprehensively assess their practice area gaps (which may previously have been filled in by the summer class). Moreover, by the start of fall, law firms have completed their annual (often onerous) process of on-campus interviewing (''OCI'') and can now fully turn their attention to lateral hiring. Additionally, the fall season coincides with the beginning of the last quarter of the calendar year, which means law firms are beginning to assess their hiring needs for the start of the new year and/or looking to make 4th quarter hiring additions where their budgets allow. Lastly and perhaps most obviously, come January and February of the new year, there is traditionally an upsurge in the number of attorneys looking to make lateral moves, as year-end performance evaluations will have been received, along with (or without) bonuses. Historically, this makes the start of the year the busiest time for lateral hiring.
This makes the fall season the perfect time for lawyers of all levels and experience to begin building a relationship with a recruiter, even if you are only loosely contemplating beginning a job search. There are a number of reasons why it makes sense to begin talking to a recruiter now rather than waiting until the start of the new year:
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Understanding Social Media and Using it to Boost Your Career
By Liz Hudson |
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In today's world of modern technology, even our social interactions and presence has crossed over to the digital world. Instead of calling someone to wish them a happy birthday, or even more outlandish, sending them a birthday card via the U.S. Postal Service, we now post a happy birthday message on their Facebook wall. And old colleagues we may have once been too intimidated by to even say hello in the hallway are now approachable as we send them a ''connect'' request through LinkedIn. As Drew Barrymore's character in ''He's Just Not That Into You'' lamented, there are so many social media outlets available now that just keeping up with your different accounts is nearly impossible! As you begin your job search, or just aim to keep yourself on an upward trajectory with your current employer, there are some rules of the game to play by with regard to your social media accounts.
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Taking Charge of Your Mentoring Experience
By Evan P. Anderson |
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Mentoring relationships are as old as the legal profession itself. In the earliest days of legal practice, mentoring and apprenticeship were the only way lawyers could learn their craft. Although legal training is more formalized today, mentoring remains a key component of attorney professional development. This is because mentoring was, and continues to be, one of the most effective ways to pass on skills, knowledge, and cultivate critical professional relationships.
Attorneys at all levels can reap benefits from the guidance and instruction of a good mentor. In addition to providing necessary instruction and development of legal skills, a mentor can help associates navigate the often tricky internal politics of a law firm, become a much needed ally and advocate, and help expand the associate's professional network both inside and outside the firm. Associates over the years have reported mixed experiences with law firms' efforts to provide formal, structured mentoring programs. For some, the mentoring relationship is a vital piece in the associate's development.
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BCG Article
The Return of a ''Buyers' Market: Suggestions to Law Firm Recruiting Coordinators for How to Best Navigate the Changing Legal Market in 2011''
By Robyn Ginsberg, Esq.
Although, for some, it seems a long way off, most of us recall the booming legal market in late 2007/early 2008 as a time when associates and partners could move from firm to firm with relative ease, and were able to negotiate salaries, bonuses and start dates with much more flexibility[...]
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BCG Q&A
Question: I am a senior associate with some portable business. I am looking for a job in today's market with a straight base compensation, but I find that everyone just wants to talk about my potential portables (which are tentative at best) once they hear that I have some business. Is it impossible to find a normal service role today instead of a rainmaking role at my level? Should I stop mentioning my portables to potential employers, although I think that they do add something to my candidacy? [...]
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The 2011 BCG Attorney Search Guide to America's Top 50 Law Schools
The guide is a comprehensive overview of America's Top 50 law schools... + read more
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Now that I'm all settled in, I wanted to drop you a quick line to let you know how much I appreciate all of your help. When I started this process, I didn't know what to expect. I spoke with several recruiters, and I knew from our first conversation that you were different, which is why I decided to work with you. You exceeded my expectations on many levels.[...]
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