Play your cards right. Know when to hold ‘em, know when to fold ‘em.

The economy is strong. Law firms are desperatefor talent and there has never been a tighter job market. You never know when someone may ask you if you would like to work for them.

Play your cards right. Know when to hold ‘em, know when to fold ‘em.

Get it right, be prepared to answer the question, “What are your salary requirements?” When valuing your worth know this. It is not about your experience or your previous salary. What it’s really all about what you bring to the table.

The top law firms are competing for the top talent and the candidates know it.

“My job as a recruiter is a balancing act. I have to find the right talent for my client and negotiate the right salary for the candidate as well. It has to work for both sides,” Shari Davidson – President of On Balance Search Consultants. It really gets down to finding the perfect fit for both the candidate and the law firm.

Don’t think that you’re immune to the new laws regarding disclosing your salary history. Think again. Invariably it gets down to what your number is.

When asked about your salary expectations, have a well-thought-out answer. Learn as much as possible about the position. Know your value in your market and work with a legal recruiter who has insider information about the firms and practices you would like to work for.

Do your research.
When coming up with a salary range, qualify the low-end number with other compensation. Such as benefits, path to partnership at the firm and a flexible work schedule. If that is important. Always give your high number first. Justify your worth based on your experience, education and skill set. Your base number should be what you are willing to take.

Time is money. 
Law firms and recruiters use smart technology and data to weed out candidates. When the offer is on the table, don’t dilly dally. Be respectful and get your answer quickly to the firm. You don’t want to burn bridges at the offer level.

Be true to thy self.
If you don’t feel the firm is right for you. Just say no. You’ve got to know when to hold ’em , know when to fold ’em  . . .

Play your cards right and you are off to a good start to negotiating the best offer.

 

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.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com

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.

 

Sharpen Your Pencil: The Lateral Partner Questionnaire (LPQ)

The LPQ or the lateral partner questionnaire is the most daunting step in the due diligence process for a partner moving to a new law firm. It’s an arduous task, don’t delay. Get it done.

Sharpen Your Pencil: The Lateral Partner Questionnaire (LPQ)

Be Honest & Thorough

Do not skip any sections. Do not be vague. Accurately detail any late taxes, bankruptcy, bar discipline, criminal history, malpractice, discrimination claims, and investigations. It’s very important to begin your relationship with your future partnership with integrity and open transparency. 

Most LPQs require a minimum of 2 years prior history, and some as much as 5 years. Pulling this information together can be a challenge. Here is a quick list of subjects you will likely address in written or verbal form:

Education

  • Bar Admissions
  • Courts
  • CLE’s

Compensation History & Future Expectations

  • Your current employer
  • Billable Hours Recorded
  • Standard Billing Rate
  • Average Billed Rate
  • Amount Billed
  • Amount Collected
  • Tax Returns
  • Bankruptcy
  • Portability of Clients

 

Previous Employer History

  • References and Reason(s) for Leaving
  • Discipline and Sanctions
  • Claims and Litigation
  • Criminal history
  • Malpractice Claims
  • Discrimination Claims
  • Government Investigations


Business Relationships

  • Professional Organizations
  • Board or Officer Positions
  • Pro Bono
  • Conflicts of Interest
  • Client Financial Situations
  • Restrictions / Limitations Based on Partnership Agreements


Value Proposition: Business Plan

Detail your business development plan addressing prospective clients and estimated revenues as well as non-client referral sources, unique skills sets and existing client base. Be sure to include any other information that is relevant or of value to the new partner candidacy.

Hire a Top Legal Recruiter

Don’t lie to me. Don’t inflate or overestimate your book of business. This is the quickest way to sour your new partnership. During due diligence or after being hired, more times than often any inaccuracies in your qualifications and past performance will come up. When time comes to cut back, you’ll be at the top of that list.  

Want to learn more ways to make it rain? Subscribe to our blog https://www.onbalancesearch.com/category/blog-page/.

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.

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

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.

Making It Rain: Top Ten Books Lawyers Must Read

After decades of advising and coaching some of the top rainmakers in law, legal recruiter Shari Davidson shares her top ten books every lawyer needs to read to make it in law. These must read books have paved the way to new opportunities, broken glass ceilings, revealed how to create an ideal career, rewrite the rules of the road, and helped rethink the way the world works in law today.

After decades of advising and coaching some of the top rainmakers in law, legal recruiter Shari Davidson shares her top ten books every lawyer needs to read to make it in law. These must read books have paved the way to new opportunities, broken glass ceilings, revealed how to create an ideal career, rewrite the rules of the road, and helped rethink the way the world works in law today.

  1. Influence, By Robert B. Cialdini – Dr. Robert Cialdini is the seminal expert in the rapidly expanding field of influence and persuasion. His thirty-five years of rigorous, evidence-based research along with a three-year program of study on what moves people to change behavior has resulted in this highly acclaimed book.
  2. Solution Selling, By Michael Bosworth – Solution Selling is the most comprehensive sales and sales management process available today. Mike Bosworth has the best understanding of sales process in corporate America.
  3. Never Eat Alone, Keith Ferrazzi – The youngest partner in Deloitte Consulting’s history and founder of the consulting company, Keith Ferrazzi shares his networking techniques from generic handshakes to tossing business cards like confetti.
  4. Spin Selling, By Neil Rackham – Developed from 12 years of research into 35,000 sales calls, SPIN–Situation, Problem, Implication, Need-payoff–is already in use by many of the world’s top sales forces.
  5. How To Win Friends And Influence People, By Dale Carnegie – Berkshire Hathaway CEO Warren Buffett credits Dale Carnegie’s teachings with transforming his life. The book’s main principles focus on persuading people through charm and confidence rather than aggression.
  6. The Art of The Business Lunch, Jay Robin – Learn the secret art of successful dining! What’s the one entree you should never order at a business lunch? Is it ever okay to order alcohol? When should you bring up the subject of business? The Art Of The Business Lunch takes you through every aspect of the business lunch.
  7. Start With Why, By Simon Sinek – Simon started a movement to inspire people to do the things that inspire them. Millions of people now understand the concept of the Golden Circle.
  8. Breaking The Bias, By Andrea Kramer and Alton B. Harris – Breaking Through Bias explains that it is the stereotypes about women, men, work, leadership, and family that hold women back, and it presents an integrated set of communication techniques that women can use to avoid or overcome the discriminatory consequences of these stereotypes.
  9. How The Best Get Better, By Dan Sullivan – The most successful entrepreneurs are taking advantage of new capabilities to create greater wealth and autonomy for themselves, while providing new income and employment opportunities for millions of others.
  10. Think and Grow Rich, Napoleon Hill – Napoleon Hill teaches what called the thirteen steps to riches. Those thirteen steps, he claimed, were the secret to building wealth.

Don’t buy the Kindle or iPad version, buy the book. These books are meant to be referenced throughout your career. They belong in your library along with all the other books you cherish and refer to often.

Top rainmakers are constantly learning new skills and reading about new ways to take their game tot the next level. Got any good books to add to my must read list? Shoot me a note on our website: https://www.onbalancesearch.com. Thanks.

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.

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com. 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.

Confessions of a Legal Recruiter: 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.

Article originally ran in Above the Law, January 31, 2018.

Article originally ran in Above the Law, January 31, 2018.

 

“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. Finding 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.

Download Anne Marie Segal’s Personal Value Proposition Worksheets from her book, Know Yourself, Grow Your Career: The Personal Value Proposition Workbook.And sign up for On Balance Search’s newsletter.

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.

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com. 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.

Trends In Law: How To Thrive In The Era Of Disruption

With the end of the year rapidly approaching, it’s important to understand the legal marketplace and how the trends impact your career in the coming year. In this new era of disruption it’s critical that you routinely assess your career goals. Considering a lateral move in 2018?

PARTNER MOVES BY PRACTICE AREA

Partner Moves By Practice Area (Firm Prospects LLC Dec 2016 – Nov 2017)

 

Below highlights the top markets experiencing the most movement by practice areas. These insights could potentially impact advancing your career in the next year. Let’s take a look:

  • California, New York City, Texas, Florida and Chicago are the top markets for litigation here in the United States. In fact these five markets make up half of all the law practiced in the area.
  • In the era of disruption, not surprisingly New York City is the market for corporate law. That’s not going to change any time soon. Big Law thrives in the Big Apple. 
  • As we rapidly approach the end of 2017, now is the time consider focusing on intellectual property rights. No field is more rife with cyber threats to protect businesses intellectual property. Los Angeles,Manhattan and Washington, DC Manhattan are the top three markets for practicing intellectual law here in the United States.
  • Global market forces and accelerating and new proposed tax regulations make New York City the financial capital of the world and Washington is where all the regulations are enacted. Not surprisingly these two markets comprise the lion’s share of where financial litigation is done.
  • The issue of pay equity between women and men has been garnering a growing amount of attention making litigation from class actions to individual cases—an increasingly common occurrence. California, Texas, New York City and Pennsylvania are the top markets for labor and employment law.
  • Trump administration could spur more real estate activity next year. New York City and Los Angeles are the top markets in law for real estate in the United States.
  • Manhattan is and will always be the financial capital of the world. Business gets done in New York.

Ready to make the lateral partner move? You’ll need to clearly detail how you got to where you are and why the you’re the best. Not sure you are being compensated equitably for your efforts? Have you valued your book of business? Detail how much revenue each client contributes and what verticals have historically been most profitable.

Working with a local legal recruiter can benefit your job search in several ways. Let’s schedule a time to sit down and assess your worth and value in the marketplace.

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.

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com

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.

Confessions of a Legal Recruiter: How to Thrive in the Age of Disruption

If the election has taught us anything, it is to question expectations. Media plays into unforeseeable future of fear and uncertainty. In many ways, nothing has changed. The unknown and fear of change create chaos for many of us. All we can control is our actions.

How to Thrive in the Age of Disruption

The reality is that there’s more and more disruption. Is your law firm sinking? And are you going down with the ship? “You reap what you sow” your past behavior shapes your future possibilities. Actions have consequences, burn a bridge today and it may cost you down the road.

You are not just the job you have now or the job you had. You are a compilation of skills and assets, with new possibilities you need to invent. You have options, if you are open to the possibility and resilient you’ll do fine. Work with a legal recruiter who has a track record of success, who protects, matches and places you in a law firm that is a good fit for you and the firm with a bright future.

Trends Shaping the Legal Industry

  • Law firms and corporations alike are opting to “rent” rather than hire legal talent.
  • Firms are beginning to hire back “boomerang” employees. Know what they are getting — proven talent they can rely on.
  • Today, social media channels provide transparency and the opportunity to drill down deep into a prospects profile. Your Facebook profile will be vetted to determine whether to begin negotiation process.
  • Money still is the top consideration to lure the top talent but many candidates opt for flexibility that affords time with family and other intangibles.
  • Law firms are beginning to brand their shops to attract the best.

Work with the Best

There is a common misconception that recruiters are transactional and money hungry. The best recruiters out have a solid reputation of integrity and trust. The most respected and desired recruiters tell you the cold hard truth. Some law firms have a bad rap on the street, a good recruiter gives it to you straight and spells it out for you. They are not going to place you with a firm with poor morale and low retention rate. A good recruiter will never offend you by compromising your integrity.

 

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. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

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, legal recruiting and any legal restrictions regarding the law.

To contact Shari Davidson: info@OnBalanceSearch.com  or 516-731-3400.

 

Photo Cred. 

Making the Lateral Partner Move: Looking Back, Getting Ahead

Ready to make the lateral partner move? You’ll need to clearly detail how you got to where you are and why the your the best.

LOOK BACK
Here is what you need to make the lateral move:

  1. Partners, read your agreement now.
  2. Align yourself with a reputable recruiter.
    The best recruiter’s find the perfect fit, aligning your specialized skill-set with the firm’s strategic goals.
  3. Have a clear idea what the next career move will be and why. For example:A firm with robust marketing support.
    Offices located through-out the U.S.
    A culture that allows you to be home for your family.
    Full service law firm that offers specialized services to serve your client’s needs.
  4. Make sure you have a current CV, Business plan and Representative Matters available.

Look Back at your financials for the past three (3) years as well as where you will end up at the end of this year. Know your:

originations
billings
hourly rates
hours billed
realization rates, etc.

Snap-shot of of your practice area.
Breakdown of your practice areas for the past year, realizing that your focus may vary year to year.
i.e. If you are T&E Partner —

50% Planning
30% Administration
20% T&E Litigation

Review two or three success stories, look back.

GETTING AHEAD
Once the above is done . . .  work closely with your recruiter to help manage the process to:

  • Set-up meetings
  • Prepping and debriefing on each meeting
  • Streamlining any materials –

(LPQ) Lateral Partner Questionnaire
Compensation discussion and offer
Prepping for resignation

  • Be a sounding board for all concerns
  • Keep communication lines open, on both ends of the table

GET GRITTY
A job search is a full time endeavor. Hold steadfast to your goals, double down when it gets rough and don’t give up. ‘The grittiest’ people have developed their passions from personal interests.

ALSO KEEP IN MIND

Law Firms Hire Most of Their Staff From Mid-February to April
Most law firms fiscal years are the same as the calendar year, their budgets are planned for January and thus the budgets are planned in November.  The end of the year brings bonus checks to the rainmakers and pink slips for the rest.  Hiring begins with The New Year, many start looking for new positions.

During the summer large law firms take on a significant number of associates that start in the late spring to early summer. Lawyers are in the office less traveling during June, July and August. 

Late August to Mid-October is the second busiest hiring time of the year.
During these months, law firms and their recruiting staff have more time to turn to lateral hiring because they are not dealing with summer associate programs.

Start your job search in November and December instead of waiting until January.

FINAL NOTE
Placements are made all year long, every year law firms have differing criteria for candidates and every market has needs for varying skill-sets.

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. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

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, legal recruiting and any legal restrictions regarding the law.

Photo Cred. 

The Glass Ceiling Is Just a Reflection

The Glass Ceiling Is Just a Reflection, By Shari Davidson

Reprinted with permission from: Inside, Fall 2016, Vol. 34, No. 2, published by the New York State Bar Association, One Elk Street, Albany, New York 12207.

Reprinted with permission from: Inside, Fall 2016, Vol. 34, No. 2, published by the New York State Bar Association, One Elk Street, Albany, New York 12207.


I. Introduction

Law is a male-dominated profession. There are more doors open to women today, but women have not achieved economic parity with men. There has been tremendous progress, but the earning power of women is still considerably lower than that of men. Women are increasingly represented in many top leadership roles here and around the world, as women advance professionally, they have begun to redefine themselves.

II. Advice from Successful Women Attorneys

What qualities do women possess who break through the glass ceiling? I asked several successful women attorneys: “How they got to where they are today and what advice they have for women attorneys who are just starting out?”

 

Leslie Berkoff, Partner, Moritt Hock & Hamroff LLP:

My path as somewhat unconventional: after clerking for a federal judge for the job market was not doing well, I decided to take another clerkship in the Bankruptcy Courts. I fell in love with bankruptcy and when I “hit” the job market I decided to avoid the big firm game and pick a smaller, more collegial place where I saw great growth opportunity and the ability to balance work/life.

Women today don’t have to follow the lock-step path of your colleagues; don’t be afraid to explore other opportunities.

Kathleen Turland, Chief Compliance Officer, powered by GE:

Work closely with people who you admire and respect. Develop good relationships with your colleagues, understand the roles they play, the demands and pressures of the firm, and what made them successful. Be smart, volunteer assignments others may not want. It worked well for me, might work for you too.

Be open to advice from many, look at what they are doing and think whether that works for you, be willing to move, accept change as it comes and go with it.

Elizabeth J. Shampnoi, Esq. Director, Dispute Advisory & Forensic Services, Stout Risius Ross, Inc.:

I got to where I am today by building a strong network of colleagues, mentors and sponsors while gaining experience and developing skills to excel in my dispute resolution practice.

I would advise new attorneys to network, build relationships, follow up and do what you say you are going to do. To be successful in the long term, attorneys must build a brand and it’s never too early to start.

Phyllis Weiss Haserot, President, Practice Development Counsel and author of, The Rainmaking Machine: Marketing Planning, Strategy and Management for Law Firms:

Some of the things women think are their issues also are issues for many men. So they need to address them together. The biggest obstacles vary from firm to firm or company depending on the cultures and personalities. So many things have to change for all genders in firm cultures and policies that motivate behaviors. Often lip service exists for good and fair things that is counter to what actually exists in the culture and unwritten rules.

Women need to be more aware of the intersection of gender and generational attitudes. Different generational attitudes inform and influence attitudes and behaviors affecting all aspects of diversity. If the same messages are going out to everyone, be aware that they are being received and interpreted in different ways. I believe this is one reason more progress has not been made. I advocate cross-generational conversation and conversations with men.

Marie Lefton, Esq. Principal, Lefton Consulting:

In terms of strategies for getting around the glass ceiling, there is nothing wrong with taking an in-house position for shorter hours and accepting lower pay. Not everyone wants to be an equity partner.

Women Partners with books of business, build them organically, whereas most men inherit their books from other men. This observation comes from my consulting practice as well as from my research in this field. In light of this, what advice would I offer to younger women seeking to build a book of business? Don’t allow others (men) to make decisions for you, e.g., if you have a trial in another state, . . . don’t allow the lead partner to decide that you should stay at home for your family. If you are second-chair on the case and want to be there at trial, speak up in a firm-but-nice-way.

Tina B. Solis, Partner, Nixon Peabody LLP:

Many attorneys, both men and women, have struggled and continue to struggle with work / life balance. Fortunately, many law firms have recognized this issue and have put mechanisms in place that allow its attorneys to help achieve that balance such as a reduced hour schedule, flexible hours or working remotely. This has allowed law firms to retain the best talent in the long run.

In order to break through the glass ceiling, you need to be proactive. It’s your career, so you need to advance it. In addition to developing a solid book of business, you need to volunteer for administrative projects to demonstrate your leadership skills and a commitment to the firm.

J. Joan Hon, Partner, FisherBroyles LLP, LAW FIRM 2.0®:

I have not yet faced the usual “women’s issues” of motherhood, marriage, and running a traditional household, but I did go through with caring for my parent and handling a plethora of issues after she died very early on in my career. I took a break after my third year for these reasons (and not some of the more traditional), so I would say I do have experience with re-entering the workforce and juggling work life balance even without being a mother.

Women who are fed up will turn to an alternative firm, (like mine and succeed incredibly), set up their own practices or look for non-traditional legal roles. So much can happen with persistence and positivity.

Elizabeth D. Schrero, Partner, Seyfarth Shaw LLP:

Women have come a long way but still have a long way to go to achieve parity. I see movement towards the goal of parity tied to increased business development of women which in turn is tied to women’s initiatives and sponsorship and critically, rising numbers of women in positions of authority in business, who will send work to women attorneys.

Some younger women and men are choosing not to reach to the glass ceiling, they want flexible work arrangements and some just opt out of the law firm partnership track.

Marci Goldstein Kokalas, Partner, Lazare Potter & Giacovas LLP:

I got to my current position by focus and hard work – and maintaining relationships. If you are just starting out, take time to think about what you want to do – both in work and your personal life. Be upfront about your goals with your superiors.

Seek out work – it will not just come to you. And don’t lose sight of what you have outside of work – I think balancing work and personal life is very difficult and ever-changing, but very important for your ultimate happiness.

III. Conclusion

Is it possible to thin you can have it all? Absolutely. No one says it is going to be easy, but yes these women are at the top of their game. It comes down to what is important for you, for many it is about balance between their personal lives and their careers. This is really a personal decision, and thankfully there are enormous opportunities for women in law. With talent and hard work, you can achieve whatever you want.

Shari Davidson is president of On Balance Search Consultants. Shari 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. Shari has facilitated programs for Fortune 100 companies, non-profit organizations, adult ed, colleges and universities, and publicly held programs, including Where Does All the Time Go When You’re Having Fun?, Take the Fear Out of Goal Setting, The Hidden Job Market and Interviewing & Job Interview Preparation. Her email is shari@onbalancesearch.com.

Photo Cred. 

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, legal recruiting and any legal restrictions regarding the law.

Grizzly ghouls from every tomb are closing in to seal your doom!

Grizzly ghouls from every tomb are closing in to seal your doom!

Don’t make the move to another law firm without a good recruiter, it’s just too scary to go it alone.

Creatures crawl in search of blood, to terrorize y’awl’s neighborhood . . . Darkness falls across the land, the midnight hour is close at hand, and whoever shall be found without the soul for getting down . . . must stand and face the hounds of hell, and rot inside a corpse’s shell — Vincent Price, The Thriller.

Recruiters know where all the best houses are, and which ones have the best treats. Let your head hunter find the right house for you. No one knows the ins and outs of who is looking for the perfect new partner, it’s just too important to not work with a pro who knows their way around the neighborhood.

One thing you can do to make the whole process a little less scary is to do your research on the law firm you are looking into or interviewing for. Check out their website and see if they are worth sending your resume into.

Just like looking out for houses with the lights on while trick or treating, work with your recruiter to sort out the good, the bad and the ugly. Don’t get lead down some dark deserted alley with no lights on.

Let’s face it, there are a lot of blood sucking firms that will bleed you dry. Who better to protect you from the spooky firms that will send you to an early grave. Work with a highly skilled recruiter to find the firms that give out the full bars (or law firms with the best chances of getting an interview).

The foulest stench is in the air, the funk of forty thousand years and grizzly ghouls from every tomb are closing in to seal your doom . . . and though you fight to stay alive, your body starts to shiver, for no mere mortal can resist, the evil of the thriller. Can you dig it?!  — Michael Jackson, The Thriller.

So, you’ve been invited to come interview, here are a few tips to keep you from frightening the interviewer away:

  • Don’t Act Like a Zombie
    One of the worst things you can do is show up to the interview without the right energy. Acting sort of removed or giving off negative energy is a killer. Good eye contact is essential, make sure you don’t have egg on your tie or on your face. Dress for success, make sure you get a good nights rest the night prior to your interview. Your going to need every advantage, it’s a jungle out there. Let’s murder ‘em.
  • Don’t Stink Like The Walking Dead
    It’s a good idea to bring an extra shirt, tie and breath mints with you. You started to sweat on the way to the interview, okay change your shirt and freshen up your breath. Your not dead yet. And don’t get too crazy with the cologne and perfume. Be cool, maintain your calm and bring your ‘A’ game.
  • Try not to sound or act too robotic like Frankenstein
    Your nervous, get over it. Do not to speak from the back of your throat or groan and grunt ‘cause the question caught you off guard. Practice a few days before the interview and be relaxed. You’ll never hit the curve ball if your scared and uptight.
  • Always Treat, Never Trick
    Be honest with your recruiter and your interviewer. A recruiter can’t help you if you don’t tell them what you want and what you’re looking for in a position. Tell them exactly what you’ve taken from your experiences and they can help you to don your costume for your big interview.

Likewise, lying in an interview or on your resume can have serious consequences. Don’t make the mistake of egging houses. You certainly won’t be allowed back next year!

Interviewing doesn’t have to be as scary as All Hallows Eve! Give us a call at 516.731.3400 so we can make the process a little less frightening.

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. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

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, legal recruiting and any legal restrictions regarding the law.

Photo Credit

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, legal recruiting and any legal restrictions regarding the law.

What Legal Recruiters are Looking For: GRIT

Integrity. Perseverance. Passion. Long Term. Do you have Grit?

Grit, What it Takes

Law Recruiters are looking for more than just good lawyers these days. You won a few trials, so what? Do you really have what it takes to be a part of your dream firm? If you have that winning way, yeah you know it, you got Grit.

What is Grit?
Grit is integrity . Grit is passion. Grit is staying past the end of the workday to make sure you know every line of your opening. It is something that goes beyond your knowledge of law and your performance in it. Grit can be defined as the reliability and mindset of a lawyer. This mindset can be broken down into a few key characteristics.

Mastering the interview — let’s get down to the nitty gritty.

InteGRITy
Integrity is at the heart of Grit. Integrity means being honest, not only with yourself, but also with whom you work with and for. Sometimes it means working for little reward but knowing that you’ve done the right thing and the best you could.

Loyalty is another important part of integrity. This is why confidentiality is so important, not only for clients, but for other firms as well. Even if you have had a bad experience with a previous employer or a competitor in the past, a lawyer with integrity never speaks ill of another.

Passion
A Gritty lawyer shows passion. Passion not only in what you know, but also in what you don’t: in what you hope to learn. This passion should come across in your interviews. It will show your potential employer your Grit and willingness to learn and grow as an individual and a lawyer. Your passion is your work and you can display this by putting in your all at every point.

Perseverance
The field of law can be riddled with ups and downs. It is a Gritty lawyer that takes the downs, the mistakes and the failures in stride. You can show your Grit by learning from these mistakes and allowing them to point out where you may be able to improve. A lawyer with Grit will always finds room to grow.

Talk about your Grit during your interviews, demonstrate how your Grit turned the case around (reference, What not to say during an interview). Showing your inteGRITy will make you shine in the employer’s eyes.

The Ability to Lead
Leadership is not only being able to assemble people and results effectively. It can also be classified as a certain type of Grit. Your Grit makes you a natural born leader. You need to be able to take charge and responsibility. Do you draw upon your Grit to voice flaws in your partner’s case, knowing it may be a political risk.?

Grit is what all the top law recruiters are looking for. Give us a call at 516.731.3400 and we’ll coach you on how to profit from Grit.

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. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

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, legal recruiting and any legal restrictions regarding the law.

Sources:

Photo Cred.

Tracey, B. (n.d.) Top 7 Qualities Employers are Looking for in Candidates. Under Cover Recruiter. Retrieved from: http://theundercoverrecruiter.com/top-7-qualities-employers-are-looking-candidates/

Hogan, M., Larkin-Wong, K. (2013). Grit and Mindset. Women Lawyer Jounral, 98 (3). 1-11. Retrieved from: http://www.americanbar.org/content/dam/aba/marketing/women/grit_toolkit_nawl_article.authcheckdam.pdf