How to Check that You Have Hired the Right Laterals

How to distinguish a doer from a dead weight. Most law firm leaders who handle recruitment believe they know a strong candidate when they see one— especially if the firm has worked hard to weed out those less apt to make a good fit. These prospects are full of entrepreneurial energy and drive; they appear ethical and emotionally mature; they have the potential for superlative technical skills and will eventually go on to apply them for the good of the team.

But is that enough? And is it safe to assume you know enough about a prospect just because he or she has attended a top-tier school, knows a handful of your firm's partners, has a substantial book of business or a stand-out resume? Once prospects become permanent fixtures, what looked like a superior drive can turn into supreme defensiveness; what began as emotional independence can turn into autocracy and aloofness. Even an easygoing lawyer with a good sense of humor may be great fun to have around but lack the skills to make a solid contribution to your firm.

The solution, as BCG Attorney Search has warned on numerous occasions, comes when you and firm leaders begin to seek out more "subjective" information. A few suggestions:

• Use personality tests such as the Meyers-Briggs typology. They can uncover value systems, personal strengths and weaknesses, a commitment to work, and leadership—or the opposite.
   
• Prepare a vision plan. Put the firm's expectations and plans in writing. Ask all of your firm's lateral prospects to do the same. Then exchange documents. Discuss any differences, explore the possibilities for compromise and agreement—or discover that your differences are irreconcilable.
   
• Ask and observe. Pose questions and watch the person's behavior—how he or she interacts with your current partners, associates, and staff.

The "Significant Seven." Seven key issues should be considered "smoking guns." They are:

1. Values and ethics;
2. Perceptions relating to money;
3. Work habits and styles;
4. Goals, both business and personal;
5. Skills, talents, strengths, and limitations;
6. Roles: dominant, subordinate, or equal; and
7. Change and tolerance of risk.

We have also located a test that some firms use for "trying on" new lawyers before making a permanent commitment (see the sidebar, "Will Your New Lawyer Make a Good Fit?"). Everyone actively involved in recruitment and hiring at your firm should take the time to answer the questions and discuss those answers as a group.

Hold a retreat if you can—in a neutral place where you can set the ground rules for discussion—and then go at it without going at each other. Although it's important to weigh the results objectively, your instincts must also be acknowledged. They, after all, are the sum total of your observations and experience. Only then will your firm's new lawyers prove successful, in terms of both profits and personal satisfaction.
 

Interested in Learning More About Legal Hiring? Read the Definitive Guide: How to Hire a Legal Recruiter for Your Law Firm: How Law Firms Recruit Attorneys Using Legal Recruiters

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.