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Confessions of a Legal Recruiter: Secrets to Landing a Successful Partnership

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Confessions of a Legal Recruiter: Secrets to Landing a Successful Partnership

Landing a Successful Partnership

Law firms are looking for attorneys who can hit the ground running. The best legal recruiters can help guide you to identify law firms that are a good fit for your practice and lifestyle.

Things to consider prior to switching firm…

Define Your Value Proposition

What is your mission?
Who are your clients?
Clearly communicate your abilities.
What do you need to continue to develop your book of business?
(platform, practice niches, geographic locations, marketing etc.)

Identify with your recruiter firms that will support and grow your practice.

First and foremost, when considering and being considered by a law firm, think about how compatible you are? Beyond revenue.
Learn about the law firm’s culture, will you be happy here?
How will your skills and niche further the goals of the firm? And vice versa.
Develop a one-sheet — what you can bring to new law firm and why?
Work closely with your legal recruiter to come up with creative solutions to securing the best offer from the law firm.

Understand the Needs of your Future Law Firm

Often times a law firm is looking for a specific skillset, a specialist who will complement their footing in that particular practice of law. It’s a two-way street, both you and the new law firm should benefit. The bottom line is how you are going make or save them money. It’s all about the ROI.

How do you plan on making or saving money for the firm?
Leverage your worth. Learn as much as you can about the interested firm — before and during the process.
Understand how far a law firm is prepared to go to acquire your area of expertise.
Focus on the value of the entire deal: responsibilities, location, travel, and flexibility in work hours, opportunities for partnership and perks.

Confessions of a Legal Recruiter: Final Thoughts

Rainmaking is all about building relationships, and lawyers should keep in mind that developing a solid network and book is never ending. Attorney’s need to strategically nurture business relationships:

From inside their firm
Past and current clients
Personal and professional contacts
And focus on an industry or geographic location

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

The Kiss of Death Question: Tell Me About Yourself

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The Kiss of Death Question: Tell Me About Yourself

Definitely do not say these four answers while vying for a senior executive position.

The First.
You’ll hear this at almost every interview you go to in your life. It should be an easy question. Are you sure? Maybe you haven’t interviewed in a while. It’s more of a statement than a question.

Question/Statement: Tell me about yourself.

Do not answer: Well, after work, I go home, and I play with my five cats until sundown.

Nothing against cats, but about why you chose to be an attorney. What is it about the law that drives you? What are you passionate about?

The Second.
This is another pretty popular question. A skilled recruiter is going to ask this one for sure.

Question: What is your biggest weakness?

Do not answer — Pecan pie. It’s a guilty pleasure of mine.

Although humor helps to break the ice and nurture relationships, get to the point. Why should I hire you? What unique skills do you have that will take the firm to the next level?

The Third.
This question is bound to come up, so make sure you know your stuff front and back. Like most other interview questions, it is less about what you really do and more about what you can bring to the table.

Question: What can you tell me about your past experience at so and so?

Do not answer — I really liked my job at so and so, but the people were just so boring, and the boss came in with crocs on every day.

You may not have liked the people that you worked with, but your boss’s fashion sense is definitely not a professional reason for your departure. Talk about an important case you won. How you did it? Were you part of a team or were you the lead?

The Fourth.
The last question is not unlike the others — but may take a little bit more thought and research into the industry, the company, and your own experience to find the right answer.

Question: What are your salary expectations?

Do not answer: Whatever will help me keep up my mysterious lifestyle.

You don’t want to under or over value yourself out of the position. You can ask back, what is the salary range for this position?

These answers may seem silly, but the questions are no joke. In order to be successful at any job interview you need to be able to formulate the correct answers to these and many other questions.

About: On Balance Search Consultants

Tough Questions Law Firms & Attorneys Need to Ask to Survive

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Tough Questions Law Firms & Attorneys Need to Ask to Survive

Tough Questions

Goodbye 2020, we are beginning to turn the page on the one of the darkest chapters in our journey through this COVID Crisis. The pandemic has changed the way we do business. Lawyers and law firms are faced with re-thinking how to thrive in this new uncertain world.

The COVID vaccination campaign will lead to millions of people returning to the office, but no one knows when. There is much uncertainty and speculation as to when the public will achieve herd immunity.

Tough questions need to be asked with ways to position yourself to take advantage of whatever challenges await us in the months ahead. Here are tough questions you need to ask yourself:

What steps can I take to best mitigate the risks to emerge from this chaos profitably as transition back to a new normal?
Now would be a good time to start planning by taking proactive steps to position yourself for a post COVID business world. Firms may need to delay promotions. Question remains, as an attorney working for a law firm: can you afford to wait? What happens if the firm cuts back or shuts their doors?
What are the biggest threats you face today, directly or indirectly?
What are the firm’s main practice areas? Has that changed during this pandemic? Has the managerial structure of the firm changed? How does this impact where you stand with the firm?
What big opportunities are born out of this crisis?
In the aftermath of the 2008 Great Recession, many firms failed and never recovered. Savvy lawyers assessed the situation and made the necessary adjustments to sign new clients and secure top talent. The same possibilities exist right now.
Is the firm well positioned to thrive in the post COVID world?
What does the landscape look like? Is there a merger in the works? How will this impact your role at the firm? What are you doing to ensure you make the most of what lies ahead? Mergers are messy, some win and others get left out in the cold.
What will the firm look like five years from now?
What are the biggest threats facing the firm? How well stable does the firm look? Will you still be a valued asset to the firm in the future?

Now is the time to ask these hard questions. Legal recruiters are on the pulse of what’s going on in the industry. Get insider information, take steps to come out of this on top. Expect to continue to make changes to succeed in law. Working from home and other remote locations, which became a necessity during the pandemic are likely to continue.

Take a moment to take a hard look at the firm and what and where you best fit in to the new legal marketplace. The opportunities are there, take steps today to best put yourself to best succeed in this chaotic moment in history.

Don’t get left behind.

About: On Balance Search Consultants

Its Groundhog Day: Are You in a Career Coma?

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Its Groundhog Day: Are You in a Career Coma?

Are you in a career coma?

Do you find yourself unresponsive to the world around you? Nothing seems to phase you, and you are numb to the painful reality that you’re stuck in a dead-end job. There is no secret recipe for a curing a career coma. What you can do is start taking charge of your situation.

“What would you do if you were stuck in one place and every day was exactly the same, and nothing that you did mattered?” — Broadcast TV Weatherman Phil Connors is assigned to cover the annual Groundhog Day in Punxsutawney, PA. Played by actor / comedian Bill Murray. Phil finds himself caught in an infinite time loop, repeating the same day over and over again.

Okay, campers. Rise and shine. It’s Groundhog Day!
Do you find yourself just going through the motions at work? Clocking in and clocking out, without truly investing your time? Author and Executive Coach Anne Marie Segal, “Given the risk-averse tendencies of most lawyers, coupled with demanding workloads, the concept of proactively creating a career path can be difficult to entertain. Yet if we do not drive our own careers, we are often driven down backroads and dead-ends that lead nowhere we wanted to go.”

Do you find yourself unresponsive to the world around you? Nothing seems to phase you, and you are numb to the painful reality that you’re stuck in a dead-end job. “Without a proactive strategy you very well may lose sight of your goals and find that your job is no longer fulfilling. Suddenly you realize that your career is way off track” — Shari Davidson, Top Legal Recruiter.

Know the warning signs.

Churning out large amounts of work, with little thought. You are not working on deals, cases or projects that make a difference to the bottom line.
You have become immune to what’s going on at the office and suddenly are not invited to important meetings.
This self-induced coma has made you complacent, and you seldom take initiative to learn new skills. Your skill set is no longer relevant, and you now have limited options for advancement.
Your appetite for challenging work has waned, and you have little to no motivation to grow or change for the better. You’ve become risk adverse. You’ve lost your edge and fear change.
You no longer see opportunities, and you are leaving money on the table. You are lost and cannot see the way out.

Wake up! Try something new and get some professional help.

Lawyer Coach Anne Marie Segal, “You cannot get out of a career coma just by ‘thinking yourself’ out of it. Highly intelligent people tend to rely too much on their intellectual abilities to solve problems. This is not a problem that cannot be solved through brain power alone. In fact, that approach creates the same blind spots that led to a career coma in the first place.”

On Balance Legal Search, CEO Shari Davidson — “There is no secret recipe for a curing a career coma. Every case is different. What you can do is start taking charge of your situation, which takes guts, expansive thinking and powerful contacts:

Guts — First, you need to find the courage to recognize and admit to the problems that are plaguing your career. Then you need to make the commitment to addressing the problems head on and following it through to completion.
Expansive Thinking — Second, accept that resolve and a commitment are not going to be enough. You’ve hit a wall and need to make some changes. You no longer share the firm’s interests, values or career priorities.
Instead, take time to understand who you are and what you want. Start thinking expansively, challenge yourself to re-engage and strategically find new solutions to reach the success you seek.
Contacts and Networking— Lastly, you need to associate yourself with others who can help you get out of your rut. Go outside your comfort zone and put yourself into new centers of influence to widen your circle of friends. Get new perspectives from your new social networks.”

“Take the time to figure out what you think of you.” — Michael F. Melcher, Author, The Creative Lawyer. Get out from behind your desk and out of your comfort zone. Join an exercise group or gym. Take on some pro bono cases in areas of interest. Join the board or a committee of a non-profit organization. Go on informational interviews. Find out what legal recruiters or other career professionals can offer.

Talk to a professional to get some honest feedback and support. Make those powerful connections that will get your career back on track.

About: On Balance Search Consultants

Don’t lie to me. If you’re NOT going to be transparent when making the lateral move, don’t bother.

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Don’t lie to me. If you’re NOT going to be transparent when making the lateral move, don’t bother.

Don’t lie to me.

Give yourself the best chance of landing a position you want. When several important issues come up that you did not disclose from the on-set, it’s a red flag. What other issues did you not come clean with? Your credibility is important, right? Don’t waste your time, or everyone else’s, be honest. Get it right. Good recruiters have all parties’ best interests covered. Let’s get off to a good start.

I can’t work with you.

You have sent your resume to practically every law firm in the area, big mistake. You’ve watered down your value in the marketplace. The perception is that there is something wrong with this candidate. Why did you send your resume for a position that you are not even qualified to be considered?

Why are you looking?

Never make the lateral move for more money. The best recruiters separate the wheat from the chaff, strategically aligning the interests of the candidate with the right firm.

Work with me.

Good recruiters have solid, strong relationships built over many years of protecting both the interests of the firms as well as the candidates placed.

Shari Davidson, President — On Balance Search Consultants:

“When working with a potential candidate I strategically align myself with the candidate to find a new home that matches the candidate’s goals. This could include a larger platform of practice areas, or geographic locations or even a better work environment.”

Continually keep in touch with candidates to:

1. Help them grow their business.

2. Share trends in the legal profession.

3. Share professional networking opportunities and CLE programs.

Integrity, credibility, honesty.

The best recruiters are on the pulse of what’s going on, headhunters are on the phone with 50 to 200 firms a week and are mixing it up with the movers and shakers who open doors. Find a well-regarded legal recruiter who has a solid reputation for protecting their candidates and firms.

About: On Balance Search Consultants

I’m Just Getting Started: Lateral Partner Moves After Sixty

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Partners are opting to continue working well into their 60’s and beyond – act decisively and quickly. There will never be a better time to make the lateral partner move.

I’m Just Getting Started- Lateral Partner Moves After Sixty

Crazy right? Millennials outnumber Boomers 2-1. Why take the risk on a senior partner?

Senior partners sense they are being sidelined, for reasons unclear. There is a stigma that persists that after 60, you have very little currency in the workplace.

Not so. No reason why top attorneys should be forced to retire. In the Metro NY regions there is renewed interest in senior partners.

“As many partners approach sixty, they begin to consider retirement. Surprisingly, a good number have no strategic exit plan in place.

One thing is for sure, no one feels safe right now. The pandemic has given all of us pause to thing about our health and wellbeing. It is absolutely critical to put in place a plan that accounts for unexpected health problems or uncontrollable market events.

Partners should protect and monetize their book of business that they have worked so hard to build over the years.” Shari Davidson, President, On Balance Search Consultants.

Not all partners are equal, and most have nurtured powerful relationships over the years. The best candidates bring three critical assets to the table:

Their practice is portable and profitable and will contribute to the firm’s bottom line.
The candidate must a good fit. They must be able to transition and integrate seamlessly into the firm’s culture.
Prospects must provide a detailed long-range plan on how they be able to contribute to the firm’s growth strategies three-to-five years out.

To ensure candidates can bring business with them, law firms need to double down on due diligence. At the same time, the acquiring firm must provide a support team to give the new venture the best opportunity to succeed.

The pandemic has accelerated many succession plans and senior partners who would have never considered making the lateral move to another firm. The business world has embraced technology opening up new opportunities for those who find working remotely advantageous.

In the midst of the upheaval of pay cuts, and layoffs, some firms are seeing defections. As we come out of this COVID Crisis, firms should keep an open eye on taking on senior partners.

Now is the time to consider retirement, relocation or making the move to another firm. Remote work is now the new normal. Think about negotiating more flexible terms for a better work, life balance.

About On Balance Search

Workplace Diversity In Law: Where Are We? Where Are We Headed?

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Workplace Diversity In Law: Where Are We? Where Are We Headed?

Diversity in adversity.

Americans with disabilities represents about 20% of the population. As we celebrate the 30^th anniversary of the Americans With Disabilities Act, much has changed.

Workplace Diversity In Law- Where Are We? Where Are We Headed?

Every challenge — every adversity — contains within it the seeds of opportunity and growth.

People with disabilities are by law, no longer denied access to jobs, schools or transportation. The COVID crisis has put millions of people out of work.

We’re all hurting right now.

After months into this pandemic, law firms are beginning to re-think the how business gets done. Although not ideal, many attorneys who can will continue to work from home. And that’s not likely to change any time soon.

No one wants to work in an environment that is unsafe.

“Every challenge — every adversity — contains within it the seeds of opportunity and growth. The coronavirus pandemic has created a cultural paradigm shift that has fully embraced technology. I’m always looking for the good in a bad situation. There are real opportunities for candidates with disabilities that firms simply have not considered.” – Shari Davidson, President of On Balance Search Consultants.

We are social beings. Working remotely has its challenges. It’s just not the same, we’re less connected.

There is no substitute for face-to-face interactions. From the boardroom to the courtroom, we are all impacted by the spontaneous interactions created from our body language. We all feed off of the buzz from the energy created in the office. You may not see it, but you feel it.

That said, many tasks and routine functions can be done more efficiently, remotely. Flex-jobs offer part-time-schedules with the benefit of working remotely.

Working remotely removes many barriers and obstacles for those with disabilities. Law firms can tap the best applicants who need to tele-commute.

The remote work experience has real benefits for both the employees and employers. For starters it improves work-life balance, it improves the bottom line and for many results in higher levels of productivity and job satisfaction.

Firms are no longer focusing on time spent in the office, but rather outcomes. The guiding principals have not changed, it’s always been about results.

“When placing a candidate, On Balance looks for opportunities regardless of physical or societal obstacles. There are real benefits to sourcing work remotely. Firms experience increased productivity, with less absenteeism and higher employee retention. Less office space is needed, which is a big savings.” – Shari Davidson.

Final Thoughts
Now more than ever, firms need to empower their attorneys by creating a work environment that works for everyone. Communication is critical.

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your unique circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Diversity & Inclusion: Law Firm’s Stand In A Post Pandemic World

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Diversity & Inclusion: Law Firm’s Stand In A Post Pandemic World

As the world pivots from this coronavirus pandemic, the legal community will be challenged to determine to what extent a diverse workplace will define itself.

Attracting and retaining diverse talent foments successful outcomes.

The disruption of the business world has created opportunity to reset the table. A new world of possibilities is possible.

Representation
Since the great recession of 2008, there has been a decline in the percentage of women and African Americans represented in law. And yet, the number of women enrolled in law school surpassed men since 2016, American Bar Association (ABA).

Women attorneys represent about 23% of the firm’s partners and 45% of associates. There are twice as many men who represent corporations’ general council, 69% compared to 31% women.

Women and lawyers of color face the constant threat of being minimized. Representation of minority women continues to be under-represented in law. Latina and African American women account for about 2.45% and 2.55% of law firm associates and 0.77% and 0.68% of law firm partners, respectively (ABA).

African Americans are also poorly represented in law. The most recent data from a diversity survey (Minority Corporate Council (MCC) reports that blacks account for just 2.1% of the firm and less are equity partners. Consider that 13.4% of the U.S. population is black. These numbers have not changed over the last decade.

Retention
Law firms are making a commitment to diversity and inclusion and that will continue. Caucasian women are making consistent advances in the law partner ranks, increasing from 17% to 20%.

Insights from the (MCC) diversity report, indicate that departures of lawyers of color from law firms has escalated. This disturbing truth underscores the inherent problem with how firms are furthering diversity. Lawyers of color find themselves in a culture that does not make them feel equal among colleagues.

“My job is and has always been about matching each candidate’s unique skill set with a firm that mutually benefits all parties.” – Shari Davidson, President of On Balance Search Consultants.

Diversity & Inclusion
There is a growing recognition for the need for diversity, but we still have not figured out how to address it. The problem persists due to due practices that further diminish those from diverse backgrounds.

It’s common place for firms to assign a diverse lawyer to a trial team solely for optics. No one wants to be on the team unless they are making real contributions.

“Our society is guilty of seeing only what they want to see, blind to what they don’t see, or will not defend what is unseen. Recently, the New York Bar has required attorney’s continuing legal education to include credits in ethics, diversity, inclusion and the elimination of bias.” Shari Davidson.

Inside and outside of the firm, women and lawyers of color are all too often acknowledged as the last person during the introductions for a meeting. Subtly demeaning individuals based on color or gender or race in the workplace is unacceptable. It’s offensive and disgusting.

Diversity and inclusion must be intentional and focused.
Will the legal community seize this moment to advance inclusion of diverse talent? Law firms need to be thoughtful about bringing on rising talent that adds to the overall vision and values of the practice.

Clearly communicating the firm’s commitment to diversity must prove by example that the path to success within the firm is on an equal footing for persons of color and women.

Leadership
The importance of diversity and inclusion must be a priority at every level of the firm. Be known as a firm that champions diversity and compensates their talent equitably.

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Ken Landau: Law You Should Know, Talks with Shari Davidson About Finding & Changing Jobs

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Ken Landau: Law You Should Know, Talks with Shari Davidson About Finding & Changing Jobs

Ken Landau is the host of the “Law You Should Know”. He talks with Shari Davidson, CPC, the President of On Balance Search Consultants, who offers advice on finding and changing jobs.

About Law You Should Know
Ken Landau’s show, “Law You Should Know” is broadcast by WHPC 90.3 FM from the Nassau Community College Radio Station.

Ken Landau is one of “Long Island’s Top Legal Eagles” (Personal Injury Law) designated by Long Island Pulse Magazine (2010, 2011, 2012, 2013). He is a two-time recipient of President’s Award, Nassau County Bar Association. Past Dean, Nassau Academy of Law.

About On Balance Search
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Confessions of a Legal Recruiter: Come Out Of The COVID-19 Crisis With New Opportunities

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Our lives have been turned inside out by this deadly coronavirus. Losing your head in a crisis is a good way to become the crisis.

Come Out Of The COVID-19 Crisis With New Opportunities

Confessions of a Legal Recruiter is an ongoing series of articles to advise experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Don’t let COVID-19 derail your career goals. There’s always an opportunity with crisis.

“It’s crazy out there right now and the near future looks pretty scary. Let’s take this time to come out of this crisis with new opportunities and options for your career. Put yourself in a position to take advantage of this situation as we kick start this new wild ride into the next decade.” — Shari Davidson, President On Balance Search Consultants.

Sometimes we all need a crisis in our lives to kickstart our goals in life:

Anticipate. Think ahead. What obstacles do you foresee in the near future?

Relationships. Relationships change over time, consider severing ties or at least distancing yourself from those who aren’t making a positive difference in your career.

What is your emotional investment? Is the work you are doing challenging? Are you content or complacent? Are you happy? Don’t become disengaged and disillusioned.

Take Action. Find a legal recruiter who has a track record of success but more importantly has a solid reputation for integrity.

Assess your firm’s workplace culture, policies, practices, benefits, etc.
Are your career needs and wants defined according to your goals?
Evaluate your worth at the firm and assess if the best options are putting your skills out there to secure a better position at a new law firm.

This is a crippling time of uncertainty. Fear and paranoia are pervasive right now. Change your mindset, don’t view this crisis as a paralyzing event. Spend this time wisely and focus on where you can move into a new opportunity that is perfect for you.

About On Balance Search

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Are you in a career coma?

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Diversity in adversity.

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As the world pivots from this coronavirus pandemic, the legal community will be challenged to determine to what extent a diverse workplace will define itself.

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