Diversity and Inclusion
Featured Articles
Why Law Firms Should Rarely (if Ever) Hire Lateral Candidates Coming from Practice ....
SUMMARY: This article comprehensively evaluates the risks involved in recruiting attorneys from non-traditional legal backgrounds, such as in-house positions, academia, public interest roles, and those who have pursued further education like LLMs, shifted to clerkships, or established solo practices....
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Different Approaches to Law Firm Recruiting: Choosing the Right One for Your Firm
SUMMARYRecruiting top talent is essential to the long-term success of law firms and must be treated as a strategic priority. Successful recruitment should involve a comprehensive plan with clear goals, processes and procedures, incentives, rewards, and financial resources commitment. It's also e....
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How Law Firms and Other Hiring Organizations Can Determine if an Attorney Has the ....
If you are hiring attorneys for your business, it’s important that you ask the right questions during interviews and hire the perfect attorney. In this article, we explain how to determine if the candidate is able to do the job.....
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The Importance of Law Firm Mentoring Programs
There is no doubt mentoring is extremely important to the careers of associates. It is extremely important that law firms and their associates realize that mentoring programs are crucial for retention and the career development of associates.....
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Basic Rules Regarding Recruitment and Compensation of Lateral Partners
Few areas have more potential for internal criticism and strife than determining the appropriate compensation level for lateral partners. And even large firms that recruit tremendous numbers of lateral partners can have a hard time figuring out how to attract and compensate these new owners. The dif....
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