Candidate Category #1: "I Need a Job ... Now"
If you are very actively looking for a new job, you may have been given advice to be as aggressive as possible and approach as many firms as possible. In other words, just "play the odds and hope that something comes through." If, for example, you are a recent law school graduate or are losing your job, taking a very aggressive approach by contacting as many firms as possible may be your only viable option (assuming you have networked as much as you can).
Candidate Category #2: "I'm in a Slow Practice Area and I'd Like to Test the Market, But I'm Not Desperate to Leave" (Note - "slow practice area" refers to the general state of the practice area in a particular city. For example, corporate/finance is generally slow in New York City right now.)
If you work in a slow practice area and are thinking of making a move—but you're not in any immediate hurry for a new position—you should think very carefully about over-applying to firms. From 2004 to mid-2007, many firms were opportunistically hiring (i.e., hiring very qualified attorneys even if there was not an active position) because they anticipated substantial growth in many practice areas.
Now, in light of the economy, firms are staying flat or reversing course in numerous practice areas. As such, firms are less likely to hire opportunistically then they have been over the past few years.
Here's my #1 piece of advice: If a firm does not have an active opening/search in your practice area—but the firm is one of the few that you would be interested in considering—be careful about submitting your resume. By applying to a firm during a slower period, your chances of getting an interview are obviously much lower.
Here's the problem: Let's assume you are a strong health care candidate and Firm X would typically be very interested in somebody with your background and experience, assuming they had a need. If you apply and are rejected in January, you will be in the firm's system as "rejected." If Firm X does not keep track of the reason you were rejected (for example, "rejected - good candidate but no need"), you will simply be listed as "rejected" in the firm's system.
Fast-forward 5 months to May, and let's say that same firm brings in a very big client and a new position (for which you would be a good fit) happens to open up. At this point, you could re-apply, but the firm's recruiting department may already see you in their system as "Rejected." In the fast-paced world of law firm recruiting, the recruiting coordinator/manager may not realize that you were rejected only because the firm did not have a need. The firm could assume you were rejected because you just didn't qualify. They would not realize that, if they had an opening at the time you had previously applied, you may have been a very good fit. On balance, though, there are some firms that have very good recordkeeping systems in place and they are able to make this distinction in their database. However, given the uncertainty of which firms use this type of database and the potential for human error, it's safest to apply when you are reasonably certain there is at least a good faith hiring interest for somebody with your background. (We do this all the time for our candidates by sending anonymous "pre-screen" emails to our clients, which allows us to learn whether there is a genuine good-faith interest.)
To make things more challenging right now (given the economy in early-2008), there are many more "soft" job openings on firm websites. A "soft" job opening is one where the firm lists an opening on its website (or, more often, just lets an old job opening linger on the website) but is not in any hurry to hire. Or, the firm may not be hiring at all.
During a slower market, a number of firms keep job postings on their website even though they do not anticipate hiring for the position. (Why? Because some firms want to give off the illusion of being busy, and some firms always want to make sure they can "cherry pick" superstars if they happen to come through the door. I know, it's somewhat disturbing, but it happens.) Unless somebody (such as your recruiter or an inside source at the firm) knows what's really going on, it's tough to tell whether the position is actually an opening. However, if there's an active listing on the firm's website, there is a much better chance that the hiring attorneys will at least review your materials.
In light of the above, don't let this article scare you about submitting your materials to firms. If you don't apply, you won't ever get the job. However, keep in mind that in light of the above points, a strategic and thoughtful approach is the smartest approach, particularly if you are not in an immediate hurry for a new position. Good luck
About Harrison Barnes
Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.
With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.
Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.
Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.
One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.
One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.
Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.
In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.
Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.
In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.
About BCG Attorney Search
BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.
