As Legal Recruiters helping attorneys through the hiring process, we are constantly coaching applicants on how they can best present themselves to potential employers during the interview process. The following article by CEO Dave Kerpen thus caught our eye. He talked with almost a dozen young entrepreneurs who are members of YEC, an invite-only organization comprised of the world’s most promising young entrepreneurs. Dave asked these CEOs and entrepreneurs what single most impressive interview questions applicants have asked (or that they wish applicants would ask). Here is the link to Dave’s article: https://www.linkedin.com/pulse/1-most-impressive-job-interview-question-ask-dave-kerpen In addition to encouraging lawyers to focus not on impressive questions but on important questions, we would like to offer the following advice for anyone interviewing in the legal profession. We agree with some, but not all of these questions, or we would modify them. For example, we do not think it’s a good idea to put the interviewer on the spot and ask directly “How can I make myself more like the ideal candidate?” Instead, simply ask “Can you please describe your ideal candidate for this position?” Then be sure and mention ways you are like that ideal candidate during the interview process.
In our many years of legal recruiting, we have read dozens of articles about how to make the interview process work better - i.e. to effectively weed out the "wrong" people so that you are left with only the "right" one.
This article is the best we've ever seen on this topic, and hits the mark on all points. The author, Adam Bryan, advises interviewers to avoid the standard job interview and get the candidate out of the interview room.
Interview preparation is critical to any attorney or paralegal who is seeking a new position.
In addition to reviewing the employer’s website and any recent press releases about the company, lawyers should be prepared for a wide range of subjective questions that are geared towards learning about your personal style, your experience, and whether you would be a cultural fit on the legal team for which you’re interviewing.
Momentum founder and principal Jane Pollard, spoke this week to second year University of Texas Law School students who are interviewing for judicial clerkships.
As a U.T. Law graduate herself, who was also hired for a judicial clerkship, Jane was honored to speak to this group. Jane provided advice and tips gleaned from her 16 years as a legal recruiter given the many lawyers she has interviewed and employers she has received feedback from.
Ever wondered what's going on with the people conducting your interview? This article from Corporate Counsel provides excellent insight. Read it before your next in-house legal department interview!
Candidates frequently ask our Texas legal recruiters whether to send thank you notes after an interview. If so, how and when? The question has sometimes vexed us, given the vast changes the information age has brought to the work place. Not all that long ago, law school graduates were taught to send out hard copies of their resumes on high quality “resume paper” and to always follow up with a note hand written in black ink on Crane’s stationary.
What You’re Forgetting To Research Before Your In-House Interview http://www.inhouseblog.com/research_before_your_in-house_interview/
Just a few years ago, the Texas energy industry was thriving and candidates were driving the hiring process. Candidates could sit back and let the client sell them on why they should move from a job that is stable and fulfilling to an even better opportunity. But our legal headhunters saw a dramatic shift at the end of 2009 and through much of 2011. Corporations suddenly held the bargaining chip - a job. Sometimes, the job was pulled before an offer went out to the selected finalist due to other corporate constraints.