How to Explain “Legal Job Hopping?”

Description

In this webinar, Harrison sheds light on the critical aspect of "Legal Job Hopping" and its profound impact on how employers perceive professionals in the legal industry.

Delving into the intricacies of job transitions, Harrison emphasizes the value of longevity in a single role, highlighting that enduring employment signifies dedication and competence. The webinar unravels the pivotal question that dominates interviews: Why are you moving? Harrison underscores the significance of crafting compelling reasons, steering the audience through the intricacies of employer expectations.

As Harrison addresses common pitfalls, such as early career moves driven by superficial factors, Harrison provides a strategic roadmap for attorneys seeking to navigate their career trajectory. The discussion extends beyond immediate salary gains, emphasizing the importance of acquiring robust training in the initial career years.

The webinar concluded with a compelling reminder that frequent job changes may brand individuals as transient, potentially undermining trust, mentorship opportunities, and the quality of assignments. For legal professionals seeking enduring success, understanding and strategically approaching the question of job transitions becomes an indispensable skill.

Transcript:

Alright, welcome to this crucial webinar focusing on how employers perceive job changes. It's not just about job hopping; it's about understanding how employers view your job transitions. Employees who stay with one job for an extended period often prove to be the most valuable.

The longer you remain at a job, the more it reflects positively on your performance. This webinar delves into comprehending how employers interpret job changes and provides insights into acceptable reasons during interviews.

This question is pivotal during interviews and holds significant weight for law firms and recruiters. A five-page recommendation may go unnoticed, but the primary concern is why you're moving. Law firms prioritize this question to unravel various aspects, such as your motivations, the current work situation, and any potential issues.

Post-presentation, I'll address questions, a vital aspect of this session. Now, let's explore the central theme: the significance of understanding employer perspectives on job transitions. This knowledge will equip you well for interviews and underline the value of continuity over frequent changes.

Switching jobs isn't inherently wrong, especially in the legal field where attorneys often transition after gaining experience. However, premature job hunting can hinder your professional growth. Early on, focus on learning and adapting to your work environment.

Avoid the temptation to switch jobs too soon due to perceived mistreatment or learning challenges. Some attorneys, within their initial years, might accumulate experiences at multiple firms. However, moving too frequently within a short timeframe raises red flags and limits opportunities with top-tier firms.

Early in your career, prioritize learning and training over salary increments. Your initial years should serve as a foundation for acquiring valuable skills, setting the stage for long-term success. Moving for incremental salary gains or trivial reasons can hinder your overall career progression.

When switching jobs, reasons matter. It's common for attorneys to move to larger firms for more sophisticated work or better opportunities. However, premature job changes may arise from impatience or dissatisfaction, negatively impacting your career.

Understand the reasons behind your move. Are you seeking more challenging work or fleeing problems at your current job? Law firms prefer candidates committed to long-term growth rather than those perpetually seeking better options.

Frequent job changes suggest a lack of commitment, raising concerns for employers. They want employees invested in the organization, willing to weather challenges and contribute consistently. Stability fosters trust, leading to better opportunities within the firm.

Your reasons for moving should align with your career goals and the firm's offerings. Seeking more sophisticated work or transitioning between practice areas are valid reasons. However, claiming insufficient work may indicate underlying issues or lack of proactivity.

Attorneys should proactively seek work, showcasing their ability to contribute and create opportunities. If you consistently face a scarcity of work, it might reflect on your proactive approach and ability to engage with colleagues and partners.

Be cautious about citing a lack of work as a reason for moving. Employers may interpret it as a sign of incompetence or unwillingness to take initiative. The best attorneys consistently seek and generate work, demonstrating their commitment and value to the firm.

Moving for legitimate reasons, such as pursuing more sophisticated work or transitioning practice areas, is well-regarded by law firms. Demonstrating a desire for growth and challenging assignments makes you an appealing candidate. Ensure your reasons align with long-term career goals.

Your reasons for moving should not convey a lack of commitment or an inability to integrate with colleagues. Employers value individuals dedicated to their growth within the firm. Frequent job changes may raise doubts about your stability and reliability, affecting your career prospects.

Understand the impact of your resume on potential employers. Frequent job changes may signal a lack of loyalty and commitment, deterring firms from investing in your long-term development. Consider the perception your job history creates and strive for continuity.

When articulating reasons for moving, focus on factors like the quality and type of work you seek. Transitioning for more sophisticated legal work or better opportunities resonates positively with law firms. Ensure your motivations align with professional growth and development.

Highlighting a desire for more challenging work or transitioning to a higher-profile firm reflects positively on your commitment to career advancement. Employers appreciate candidates who actively seek growth and welcome challenges. Align your reasons for moving with long-term career objectives.

Employers prefer candidates with a proactive approach to work. If you're consistently facing a lack of assignments, it may indicate a failure to engage proactively. Attorneys should actively seek work, showcase their skills, and contribute to the firm's success.

Claiming a lack of work may raise concerns about your competency and ability to take initiative. Employers expect attorneys to be proactive in seeking opportunities, engaging with colleagues, and actively contributing to the firm's success. Ensure your reasons for moving reflect positively on your professional attributes.

Moving between firms can be a strategic career move when driven by valid reasons such as pursuing more sophisticated work or transitioning practice areas. Ensure your reasons align with long-term career goals and showcase your commitment to professional growth and development.

Remember, law firms value candidates who actively contribute to their success. Be proactive in seeking work, engaging with colleagues, and showcasing your skills. Your ability to create opportunities will distinguish you as a committed and valuable asset to any firm.

And they'll say things like, I didn't think this was ethical to do this assignment because they could have done it differently. Or I pointed out the reasons that this person was wrong or this person isn't very detailed or this partner, not a good writer or some, all these different things that they find wrong.

With the person assigned in charge of giving them work which is absolutely crazy. This is your, this people, these people are the people that are your bread and butter that are giving work to you. And you would have to be insane to be critical of them or to even think critical thoughts of them.

When they're giving you work, you have to make them like you, I'll tell you something that's very funny. And I just want you to understand how the best attorneys are when a law firm is working with outside counsel, that's giving them work and the outside counsel does anything like they mark up a document or they have some legal opinion about something.

What the attorneys almost always do is they say, wow, this is. These are great insights. Thank you. And they'll just tell the person like how smart they are and they'll try to go out of their way to, to compliment them. If the person's an assistant general counsel to the general counsel, or if the person's a general counsel to the CEO, this is what attorneys do.

When they get successful in big law firms, they are successful because they're making the people that give them work feel like a million bucks, 10 million bucks, 100 million bucks. This is what you do. If you want someone to give you work, you have to make them feel. Very good about themselves and they'll continue giving you work.

So no, you do never under any circumstances don't make the people in charge of giving you work, feel bad about them, badly about themselves. You'd have to be fricking nuts. You'd have to, you'd have to be insane to do this. And yet people do. So, you need to think about this. Anyone that's in charge of giving you work is, as far as you're concerned, is a hero because they're if they're not giving you, if you're not getting work from them then then you're not making them feel good about it.

You're doing something wrong. If you're doing something to help people and to make them, feel good about themselves that are giving you work, they're going to give you more work and your career is going to be in good shape. The first thing is if there's not enough work and you're not getting enough work.

You need to be very clear about explaining this in a way that if you can that there's no one has any work and you need to make you need to do that in a way where you're not attacking your current law firm and saying anything negative about it. Some of the ways to explain this would be to, just mention something along the lines that there's no work that have been there been like key defections in the legal department that major work that's occupied you for months or years has gone away or that the law firm recently lost several clients.

And this, by the way, can happen. There was a huge law firm It was one of the oldest law firms in California. It was from literally it was from like the 1880s or something. It was called Heller Urman and that particular law firm had a lot of lines of credit and things that were actually, it was actually okay for them to have but they had all these big lines of credit they were using to pay partners and expenses and they had these I don't know, three or four like massive cases that were class actions or something that they were defending that were bringing in tens of millions of dollars in fees a month and they all settled at the same time.

And their entire firm like just ran out of all this cash flow coming in and went out of business. And so, this can happen and people can run out of work. But if you if your firm is running out of work the biggest question that the law firm is going to be asking is are you out of work because something is, the firms are often wondering, is there something wrong with you?

Is there something wrong with why you're not getting work? And that's something that you need to understand. But the biggest thing that I want to emphasize again is moving to get higher quality work or a different type of legal work often will show.

Ambition and the need for constant improvement and law firms like that. They do when you're trying to get more important work and when and if you can do that you have to, if you can try to be going to a firm that has better work or will give you more responsibility.

Along those lines. So, what does it mean to get better quality work? It means maybe you're in a big firm where you're doing document review and discovery work as a litigator and you want to go do trials and so you want to move to a boutique firm, even though it's a smaller firm.

That would be a good reason. Or maybe you're in a firm working on, midsize clients doing general corporate work, and you want to move to a larger firm to do more sophisticated mergers and acquisitions work at a, bigger companies. And so there are ways to couch that. And so, if you can say.

That you want to move to be in a larger firm or something, a firm that's doing more sophisticated work, that's going to be very helpful as opposed to trying to explain your move in a way that, that doesn't work. And then another one that's an acceptable reason is structural changes in a law firm.

Law firms these are good reasons to move. Sometimes law firms will merge with other firms. That will change the dynamic or the way the, how the firm operates, the culture offices can close meaning an entire I don't know what branch office might be closing or get going out of business often.

We're having problems. Key partners can leave leaving the firm in doubt of improving. And when there's big things going on in a firm that others people are hearing about in the legal community these are. actually, can be decent reasons that you can move.

And people will often but that's a good reason. If you can explain that these are serious enough reasons that there's not opportunities to move to advance and so forth. One thing that often happens is sometimes law firms will phase out different practice areas.

It's very common. It's been very common. And the recent past for a lot of law firms, for example, got into patent prosecution. And then the patent prosecution market became something where law firms where everyone else was doing things on fixed fees and there and so meaning patents and things on fixed fees and then law firms couldn't bill.

Hourly. And so they started phasing that out. Employment is another big one. Like employment, for example used to be something that all big law firms did. And then but because of the downward pressure on fees there from fees, companies law firms like Jackson Lewis and the Mendelsohn and Ford and Harrison law firms started phasing that out.

So, law firms will phase out it. Different practice areas from time to time sometimes they will get rid of litigation or look at rid of, you don't know, but if a law firm is phasing out different practice areas, that can hurt you. And then other things can be affected as well.

So, maintaining high standards is crucial in large law firms. Your work product and thinking processes must meet these standards. Expect stringent evaluations, especially in the first few years, which is an opportunity for growth. In my experience at a second law firm, criticism was common but served as a learning experience.

At big firms, severe criticism is a tool to elevate your work quality. Don't be discouraged; view it as a chance to improve. Early in your career, criticism is common, but it's part of the training process. Leaving a firm due to criticism may hinder your progress. Embrace high standards; it's an opportunity for improvement.

Criticism doesn't mean you'll lose your job; it's a step towards enhancement. Moving firms may not be the solution. Stay and improve, aligning with the firm's high standards will benefit your career. Facing criticism is a shared experience among junior attorneys. It's an opportunity for personal and professional development.

People often leave firms prematurely due to criticism. However, staying, improving, and meeting high standards will lead to success. Don't leave early, embrace the challenges, and strive for improvement. Overcoming criticism builds respect and a positive reputation.

Attorneys sometimes move early due to work quality critiques. However, it's a chance to improve and meet higher standards. Moving may not be the solution; face criticism as an opportunity for growth. Improving work quality enhances your professional standing in the firm.

Facing harsh criticism is common, and it's an opportunity to elevate your skills. Other attorneys likely share this experience. Embrace it, improve, and earn respect from colleagues. It's crucial to understand that criticism doesn't define you permanently; it's a step towards improvement.

Moving firms due to criticism can be a mistake. Instead, use criticism as motivation to improve and meet the firm's expectations. It's an opportunity for growth and advancement in your legal career. Overcoming criticism leads to long-term success in your professional journey.

Criticism is an integral part of professional development. Improving in response to criticism earns respect from peers and superiors. Don't fear criticism; see it as an opportunity to refine your skills and succeed in your legal career. Facing and overcoming criticism is a valuable experience.

Getting fired for mistakes can happen, but it's not a universal outcome. Learn from mistakes, improve your work, and earn respect from colleagues. While some attorneys face job loss, many others use criticism as a catalyst for personal and professional growth.

Leaving a firm due to criticism may not be the best decision. Use criticism as motivation to improve and meet the firm's high standards. Overcoming challenges strengthens your professional abilities and contributes to long-term success. Don't let criticism deter you; embrace it as an opportunity for growth.

Being micromanaged may be uncomfortable, but it's an opportunity to showcase your independence and work ethic. View it as a chance to prove your capabilities and contribute positively to the team. Developing a positive attitude towards constructive feedback enhances your professional reputation.

Navigating different personalities is crucial in a legal environment. Getting along with diverse individuals is essential for success in any firm. Embrace diversity, be adaptable, and cultivate positive relationships with colleagues. Your ability to work well with others greatly influences your career trajectory.

In a legal career, getting along with others is paramount. Success depends on your ability to navigate diverse personalities and build positive relationships. Cultivate a positive attitude, avoid negativity, and focus on collaboration. Being a team player contributes to long-term success in the legal field.

Getting along with others is crucial in a legal career. Embrace diversity, cultivate positive relationships, and demonstrate adaptability. Your ability to navigate different personalities contributes to your success in the legal field. Avoid negativity and focus on building a positive and collaborative work environment.

People often leave jobs due to an inability to get along with others. In a legal career, it's essential to navigate diverse personalities and build positive relationships. Being adaptable, avoiding negativity, and fostering collaboration contribute to long-term success in the legal field.

Employers value individuals who can navigate different personalities and build positive relationships. Being adaptable, avoiding negativity, and fostering collaboration contribute to success in a legal career. Cultivate a positive attitude and focus on building strong connections with colleagues for long-term professional growth.

Being able to get along with others is essential in a legal career. Cultivate positive relationships, demonstrate adaptability, and avoid negativity. Navigating different personalities contributes to success in the legal field. Focus on collaboration and building a positive work environment for long-term professional growth.

If you've been asked to leave a job, it's crucial to frame it in a positive light during interviews. Emphasize the desire for better alignment with your interests, strengths, or career goals. Avoid highlighting negative aspects and focus on the potential for growth and improvement.

Periods of unemployment can be challenging to explain during job interviews. Frame these gaps as opportunities for self-improvement, skill development, or exploration of new interests. Show a positive attitude and emphasize your commitment to advancing your career.

Job hopping may raise concerns about commitment. During interviews, focus on aligning your moves with personal growth, better opportunities, or changes in career goals. Emphasize stability, dependability, and the value you bring to each role.

Moving too frequently within a short time may raise concerns about stability. Address these concerns by highlighting each move's positive aspects, such as better fit for your interests, growth opportunities, or adjustments to structural changes in the firm.

Frequent job changes may create the perception of instability. During interviews, emphasize the positive aspects of each move, such as better alignment with your interests, growth opportunities, or adapting to structural changes in the firm.

Explaining periods of unemployment during job interviews is essential. Frame these gaps positively by highlighting self-improvement, skill development, or exploration of new opportunities. Emphasize your commitment to advancing your career and overcoming challenges.

Frequent job changes can be perceived negatively. During interviews, focus on the positive aspects of each move, such as better alignment with your interests, growth opportunities, or adjustments to changes in the firm's structure. Emphasize your commitment to stability and professional development.

Addressing job changes during interviews is crucial. Emphasize the positive aspects of each move, such as better fit for your interests, growth opportunities, or adapting to structural changes in the firm. Showcase your commitment to stability and advancing your career.

When asked about leaving a job, frame the response positively. Emphasize the desire for better alignment with your interests, strengths, or career goals. Downplay negative aspects and focus on the potential for growth and improvement in your new role.

So, that's the gist of what I'm talking about. I'll take a quick break for one or two minutes. When I come back, I'll answer questions about this or any other topics. It's a live webinar, so I hope to address most of everyone's questions in the next few minutes. Thank you, and I'll be back in a minute.

QUESTIONS:

Alright, give me a moment to start the questions. When asking questions, don't worry about your name being revealed. Now, let's move on to the first question. In situations where job hopping was due to cultural mismatches or changes in firm dynamics, how do I tactfully address these reasons without sounding negative during an interview?

Cultural mismatches can be a concern for law firms. If you emphasize a need for a specific cultural match, it may raise concerns about potential future issues. It's essential to convey adaptability and the ability to work well in various environments. Avoid focusing on specific negative aspects, such as a "frat boy culture." Instead, highlight your capability to thrive in diverse work settings and your openness to different cultural backgrounds and opinions.

Firm dynamics are constantly changing. When discussing changes in a firm's culture, frame it positively by emphasizing your desire for more opportunities, challenging work, and growth. Avoid attributing negative qualities to the firm or suggesting that the changes were detrimental. Focus on the potential for personal and professional development in a new environment.

Next question: How do I best explain to potential employers that I left a job due to a lack of work and insufficient support for client development activities?

When addressing a lack of work, emphasize your proactive approach to seeking new opportunities and contributing to the firm's success. Instead of stating there wasn't enough work, discuss your efforts to create work, contribute to client development, and enhance the firm's business. Highlight any steps you took to address the situation positively.

Regarding client development support, emphasize your understanding of the importance of self-driven business development. Acknowledge that client development is a personal responsibility and express your commitment to actively contribute to building and maintaining client relationships. Focus on your willingness to invest time and effort in generating business, showcasing your dedication to long-term success within the firm.

Now, let's discuss how to convey positive professional image when addressing past job experiences that may not have ended favorably.

When discussing past challenges, focus on the lessons learned and personal growth rather than dwelling on negative aspects. Emphasize how these experiences have contributed to your professional development and improved your skills. Frame the narrative in a way that demonstrates resilience and adaptability. Avoid assigning blame or dwelling on unfavorable circumstances; instead, showcase your ability to overcome challenges and use them as opportunities for improvement.

Lastly, when addressing concerns about interpersonal skills, be proactive in showcasing your ability to work well with others. If the topic doesn't naturally arise, consider subtly incorporating examples of successful collaboration and teamwork into your responses. Highlight instances where you effectively communicated and collaborated with colleagues to achieve common goals. Showcase your interpersonal skills through anecdotes and achievements without drawing unnecessary attention to potential conflicts.

Remember, in the legal profession, it's crucial to present a strong, positive argument for your candidacy, addressing concerns with professionalism and emphasizing your ability to contribute positively to a new work environment.

Understanding the dynamics within law firms involves identifying three primary roles: finders, minders, and grinders. Finders bring in the work, minders manage the work, and grinders execute the work. These roles often attract distinct personalities.

The key in any law firm is fostering harmony among these diverse personalities. Even if you're a grinder immersed in intense work, getting along with others is vital. Some may prefer finders over minders or vice versa, but as an associate or partner, the goal remains the same: harmonize with different personas.

Conflict often brews in law firms. Partners once close might clash over work-related issues. Your objective, however, remains unchanged: striving to amicably connect with varied personalities.

During interviews, avoid dwelling on conflicts or negative perceptions about individuals. Instead, focus on positive attributes, showcasing your affinity for collaborating with diverse people.

Regarding the situation where a client withdrew work due to firm mishandling, consider approaching the client directly. Express your admiration for the past collaboration and your eagerness to continue the professional relationship outside your current role.

Shifting gears, the career path's consistency matters significantly in legal practice. Law firms seek professionals committed to a specific practice area and setting. Consistency reflects reliability and expertise.

Navigating varied experiences in public interest and private practice demands strategic resume framing. Emphasize a singular focus within your diverse roles, projecting yourself as a seasoned litigator dedicated to a particular area.

Remember, transitioning between different legal environments may signal uncertainty to law firms. It's advisable to craft a narrative focusing on stability, commitment, and a strong alignment with the firm's needs.

Maintaining a positive demeanor at the workplace is crucial. Employers seek employees radiating positivity and commitment. It's about contributing positively while adapting to different work cultures.

Ultimately, portraying adaptability, commitment, and a focused career trajectory can significantly influence your prospects in legal roles. Consistency, positivity, and a strong narrative are instrumental in forging successful legal careers.

I've never told this interesting story before. I was interviewing with a law firm during a weird snowstorm in Washington, D.C. I had to drive from Charlottesville, Virginia. The snowstorm shut down Washington, D.C., but I showed up for the interview. Only one attorney was there, and everyone else from D.C. hadn't shown up. The attorney interviewed me, and despite the odd situation, we connected.

He asked about my experience in competitive law firms, and I shared my dedication to clients. I emphasized my focus on myself rather than worrying about others. He liked my approach and took me out to lunch. Although the firm had no openings, he tried to help by recommending their Detroit office.

The point is, focus on yourself, and don't worry about others. It's challenging but essential for success. Now, regarding attorneys taking paralegal or contract jobs, I don't recommend it. Instead, research firms in your practice area and location actively. For example, search for collection law firms in Los Angeles, contact them, and stand out from the competition. There are countless opportunities; you just need to be proactive.

Now, let's address career breaks due to family caretaking. Explain the break honestly, mentioning family responsibilities. Emphasize your commitment to the job and reassure potential employers of your dedication.

For in-house attorneys facing ethical challenges, frame your departure by emphasizing your commitment to ethical practices. Highlight that you left to maintain your professional integrity and that you're seeking a workplace aligned with your values.

Lastly, the question about facing challenges due to partner temperament is crucial. Typos and errors affect credibility; partners need flawless work. If you encounter toxic partners, carefully navigate the situation, document your work meticulously, and consider transitioning to work with more supportive colleagues.

Approach each situation strategically, emphasizing your strengths and commitment while addressing challenges diplomatically. Remember, being proactive and maintaining professional integrity are keys to a successful legal career.

People often end up with firms due to certain types of individuals; you need to avoid them. The key is to do your best work, ensuring minimal mistakes. If errors occur, make sure they don't become a recurring theme. It's crucial to maintain a positive working relationship, as people might stop assigning work if they dislike working with you. Extra efforts, attention to detail, and gestures of respect go a long way in fostering good relationships.

If you want to relocate to your home state due to your ailing father, frame it positively without implying a potential departure after his passing. Emphasize your connection to the state and the desire to be closer to family, making it an attractive prospect for potential employers.

Regarding issues in firms not supporting client development, it's essential to find alternative ways to secure clients. Cold-calling and forming relationships with potential clients independently can be effective. Taking responsibility for networking and business development is crucial for career success.

Getting fired early in your career shouldn't define you. Learning from mistakes is part of the process. With a long career ahead, don't let setbacks discourage you. Fix the issues, become a better attorney, and understand that everyone faces challenges early in their careers.

Getting fired won't affect getting barred in other states. Learn from the experience and focus on presenting a constructive narrative about your departure. Avoid defensive language and highlight your commitment to personal and professional growth.

As the year-end approaches, it's an excellent time to job hunt. The reduced competition and generally positive mood make it an advantageous period to secure a new position. Leverage the opportunity to apply for jobs when others are taking it easy.

Thank you for participating in the webinar. I look forward to covering various topics in the upcoming sessions. Remember, resilience and a positive outlook can shape a successful legal career. Good luck with your endeavors, and I'll see you next week. Thanks!