Organizing For Success!

Organizing your legal job search is essential to maximize your chances of landing a position that advances your professional career. Here are some tips to help you stay organized:

1. Create a spreadsheet or document containing all the law firms you have applied to, including the dates, positions, and locations. This is particularly important in the legal field because recruiters are generally unable to assist candidates for a period of six months after applying to any law firm job, regardless of the position or location.

2. Set reminders or follow-up dates for yourself to check the status of your applications or to follow up with potential employers. Two weeks is a reasonable time frame to reach out after the initial application date.

3. Tailor your applications and cover letters to each specific position and keep a copy of each application for your records.

4. Keep your professional social media profiles up to date and active, as employers may use these platforms to research candidates. I have noticed that candidates sometimes do not have complete and updated LinkedIn profiles, including professional pictures. Attention to detail matters when you are competing against the very best.

By taking a proactive and organized approach to your job search, you can increase your chances of finding the right opportunity and landing the job of your dreams. Don't let disorganization or lack of record keeping hinder your job search success. 

If you are seriously exploring a lateral move, please do not hesitate to contact me in complete confidence.

One Great Interview Question!

1. Wait! Think before you blast your resume out to job boards

2. One great question to ask at an interview.

3. Take a Break! 10 Minute Vision Meditation

1. Job Search Hint #2: Job Search Assets

The first question I ask candidates seeking a new position is why they want to leave their job. If you have not done so, please write down the three reasons you like your current job and the three most significant reasons you want to leave your job (Not Money!). These answers will provide you with a nice roadmap to review when comparing potential employers.

Today we will take the next step. How do you plan to locate this position? Take the time when you have no distractions to plan this out. Blasting resumes at every Indeed or LinkedIn posting you notice during the day is not a great solution.Treat your job search as you would your most important work assignment.Treat it with care, focus and intention. This is a separate topic for another newsletter you will read soon. If you do apply to job postings confirm that they meet your criterion from your list above.

One option may be to reach out to your most trusted legal industry contacts in confidence to let them know specifically what you are seeking next.

Another option is to contact an experienced recruiter that invests time into this very important decision. I will address this further in the next newsletter.

Whatever options you use please put the appropriate amount of thought into your actions so you end up at a better place than you started.

2. One Great Question To Ask In An Interview

A great open ended question to ask at your next interview is "Why did you join this firm and what do you like about working here". You will likely learn a lot about the firm work and culture.

3. Meditation For Your Eyes and Body

I think we all have experienced tired and worn out vision after those long days looking at a computer screen. I have found that this simple 10 minute guided meditation not only refreshes my eyes but brings me into a much more overall relaxed state.

Thanks for reading!

Mark

Why Legal Recruiters Can Be A Great Asset In Your Job Search

You have reached the point where it is time to change your legal job. Is it best to apply directly to employers or use a recruiter to handle your job search? This article will explain three major benefits a top legal search firm can offer in your job search.

The first major benefit of using a top-notch legal recruiter is they will help you maintain focus on your professional goals. When a candidate contacts my legal search firm I ask them why they want to leave their current employer and what they hope to gain professionally moving forward in their next position. This might seem straightforward but many candidates have not thoroughly thought this through. A thorough recruiter will help crystalize the professional growth you seek. I have seen too many candidates over the 14+ years who move laterally from one firm to another and realize they are no more satisfied with their latest job because they did not map out what they needed professionally.

The second major benefit is the recruiter will help you target specific law firms or companies that may be the best potential fit for your professional goals. Most recruiters have business relationships with a number of employers and from that relationship comes a deeper knowledge of those opportunities. A proactive recruiter will go the extra mile and contact employers anonymously before submitting you to confirm that the position is still open and a potential match.

The third major benefit of using a legal search firm is you will have a professional guide you through the entire hiring process. This benefit is worthy of a very detailed stand-alone blog article but in essence, a seasoned recruiter will prepare you for each interview; debrief you after each interview; assist you with lateral questionnaires; review any offers; assist with onboarding matters, and generally be there to answer any questions that arise.

There are many ways a top legal recruiter can assist you in locating your next position. Perform your own due diligence with a potential recruiter to assure they will be there for you every step of the way through the entire hiring process.

Thanks,

Mark

Weekly Thoughts on Recruiting...

Now that you have succinctly listed the key qualities you want with your next firm - what is the next step? Many attorneys quickly will hop on legal job posting sites and apply to as many positions as possible hoping that something sticks. Others might call a search firm and allow them to blast your resume to as many law firms as possible hoping something sticks. I suggest there is a much better way to manage your search.

First, take a step back and review the top three to five reasons you want to leave your employer. Now examine all the jobs you plan to apply to. Do each of these jobs check what you want professionally? I cannot imagine they do. I think one of the last objectives you have is to end up in a position that has little differentiation from your current job.

Second, determine how much time you have to conduct a thorough job search while balancing your current position and other life demands. If you were to receive seven job interviews would you really put in the appropriate amount of time to research these firms and conduct well-thought-out interviews while working at a high-level position now? Something will have to give.

I have found that the best plan is to create a very focused search seeking positions that bring you great professional growth in your next role. Stick to your plan! My next article will explain why using an experienced recruiter may be of great benefit to your search.

Thanks,

Mark

Weekly Thoughts on Recruiting...

Now that you have a list of (1) why you want to leave your firm or company and (2) what you like about your current firm, it is time to move to the next step.

Take 15 minutes to write (or type) out a paragraph on what your ideal future employer looks like making sure to include all the items above. You can shoot for the Moon but I think it is better to have a fair and reasonable sense of reality. Really focus on what is driving you to leave.

Here are just some reasons I have discussed with candidates over the last 15 years:

Focus on the practice area you thought you were hired to assist

More hands-on experience

A larger diversity of clients and work

Larger clients

Better supervision and mentorship

Collegial office

More client contact

More peers

Next we start the job search. Always remember to keep your intention to leave your current employer confidential.

Weekly Thoughts on Recruiting...

The first question I ask attorneys and patent agents seeking a new position is: "Why do you want to leave your job?"

So, why do you want to leave your job? Write down (or type) the three most significant reasons why you want to leave your job right now. Oh - and you cannot answer "more money".

Next, write down three things you like about your current job.

If you are definitely ready to leave I will be back later this week with your next exercise.

Thanks,

Mark

The New Employment Reality

The employment reality you find yourself in right now is seismically different than what you could imagine when the COVID-19 Coronavirus was first reported. Most humans do not like change in the way they go about their day but with time we will adapt to the new way of life and succeed. Once COVID-19 passes, however long that will take, the manner in which we work and where we geographically work will not return to the way it was in early 2020. I will do my best to predict the top three employment related trends so you are prepared for the near future.

1. Work At Home Option

For most employees of a law firm or company working at home is a luxurious option that rarely is implemented or accepted. Certain transactional attorneys and professionals, such as those in the patent and transactional groups, have benefitted from working at home more than other positions. My sense from being a national recruiter for almost 15 years is that employers like to have their employees around the office for good reason, many of which involve face-to-face communications and interaction. These activities can include the direction and supervision of work assignments; mentorship and training; discussing legal strategy, firm meetings; and simply to have the ability to interact with other co-workers in person.  

This is no longer going to be the status quo. Even when this coronavirus is eliminated as a public threat things will not go back to the exact way they were.  This includes working at home. Now, the entire workforce is working at home from the top to the bottom of your organization. With this come familiarity and acceptance. Online videoconferencing tools such as Zoom and WebEx will be downloaded on everyone’s laptops and phones. When things get back to more normal many employers will see that daily interaction may not be a necessity as it once was thought to be. You might not be working at home everyday but if it makes business sense to stay home to complete an assignment or if it fits better in your day when traveling, I foresee you being able to do so much more often.

2. Hiring 

With COVID-19, face-to-face interviews have been shut down - and should be. Already firms have transitioned to WebEx and Zoom online interviews and I believe that the huge cost savings benefit will make this a staple interview method from now on. There is a downside to video meetings of course with the lack of in-person interviews and all the benefits that come with that. Both interviewers and interviewees will certainly miss the personal connection with online interviews but the reality is they will be here to stay in many cases even when the coronavirus passes.

3. Remote Jobs

This one is very interesting. Law firms and companies will find it increasingly more difficult to argue that working from home a few days a week is unacceptable since we all are doing that now. I believe we will find a quantum increase in full time remote jobs for certain attorney related jobs. This will really open things up for candidates who may wish to remain in a different geographical location even if it means flying in once a month to visit the firm’s office.  I think we will also find that law firms will work more fluid among their various locations as the world we live in becomes more virtual. This will also allow candidates that live on the West Coast to check in with these offices rather than moving to the East Coast permanently. Again, there are many advantages in working physically in the same offices but the cat is out of the bag and the trend to work remotely will continue to gain momentum.

The Year 2020 will create a seismic change in much of how we work and interact moving forward. Even if things return more to “normal” within the next few years, the imprint that the coronavirus has had speeds up the trajectory of the way we hire and work online.

I hope you enjoyed this article. Thanks for reading,

Mark N. Fishman, Esq.

Owner  - MNF Global Legal Search Firm

www.mnfglobal.com

Law Firm Job Search Strategy

Are you ready to commence your lateral search for a new attorney position? The easiest task to perform is to start sending your resume through numerous online applications. My suggestion is to put a pause on that activity for a moment until you create a solid job search strategy.

Being a recruiter for well over a decade I have noticed that too many attorneys blast out resumes to dozens of job posting they find without first determining what specific position they truly want moving forward and what they are realistically qualified to obtain.

So what is a better strategy? I will provide a list below and will discuss in detail in future blog posts so keep tuned!

1. Write down three reasons why you want to leave your current law firm or in-house position and what you absolutely need with your next job.

2. What specific expertise do you have that will put your resume on the very top of their list? What can you perform hitting the ground running right now? If you are seeking to change your focus then what specific skills have you acquired that will make you a top candidate when compared to your peers who currently have the experience you lack?

3. If you find job postings directly or through a recruiter like me be very realistic about what you are qualified to do. It is okay to stretch a little but not beyond reason.

4. Compile a list of people you know very well in the legal industry that you can trust to remain absolutely confident and assist you with this search.

5. Be very organized about where and when you sent your materials.

6. Communicate at a high level with your recruiter, firm recruiters and anyone that assists you.

Be back in touch soon!

Mark N. Fishman

If I Could Change One Thing...

In my 14 years as a legal recruiter, I remain steadfast in the one thing I would like all candidates to present to me before I assist - a complete list of all the law firms they have applied to over the last 6 months.

Law firms generally will not provide a recruiter with any credit if their candidate applied for any position (directly or via another recruiter) at that firm in any location. The time frame usually is within the last 6 months although some firms extend that to 12 months.

It is important to be organized for several reasons. First, it takes a significant amount of time to prepare for your submission. If you or another recruiter re-submit to a firm you applied to within the last 6 months it will usually be for naught. Second, I believe that candidates who repeatedly send their materials to the same firms within a short time-span will present themselves as having less than optimal organizational skills. Law firms take organizational and communication skills seriously. Finally, it is important to be organized in your professional job search. You will be more efficient with your time and will have much better insight as to where you should focus your job hunting efforts.

Thanks,

Mark

How to Assist Your Attorney Recruiter

Many of you have worked with legal recruiters at some point in your career, but have you maximized this benefit? This article will provide you with the means to assist your recruiter which will directly benefit your lateral search.

There are three key ways to maximize the time spent using a recruiter:

1. Provide your recruiter with a list of employers you have applied to within the last 12 months

2. Keep your recruiter posted on the status of your search

3. Respond to recruiter emails within a reasonable time-frame

Provide your recruiter with a list of employers you have applied to within the last 12 months

It is essential to maintain a complete and updated list of which employers you have applied to directly or through another recruiter as you move forward in your lateral search. In the legal field law firms will generally not work directly with a recruiter who is assisting a candidate that has applied to that law firm within the last 6 months; some firms have a 12 month period. In many instances, this holds true regardless of which office location you applied to. The recruiter will not be the source of the referral and will be out of the communication loop.

Keep your recruiter posted on the status of your search

It is important to remain in contact with your recruiter on the status of your search. This includes the various interview stages and any offers you may receive. It is challenging to make last minute offers appear so the more time you provide your recruiter to move things along on their end the better results you will have.

Respond to recruiter emails within a reasonable time-frame

Make it real easy for the recruiter to assist you. There are many soft and hard deadlines that a recruiter has including the submission of materials, interview dates and times; supplemental materials requested by firms; and offer stage matters. The quicker you respond to their requests, the better your chances are that the recruiter can move things along with the employer you are interested in.

In summary, the better you are able to assist your recruiter with your lateral search, the better the recruiter can assist you. It truly is a mutual arrangement.

Thanks,

Mark

Before Seeking a New Job...

In my previous post I discussed a few general thoughts to consider before searching for a new job. In this post I am asking you to pause before you explore new positions and determine if there is any manner to “fix” the issues you have at your current position.

The first step is to write down the main reasons you are unhappy at your current job. This may include the following:

• The work you are performing is not what was advertised

• Lack of professional growth

• Limited mentorship

• Lack of business development support as promised

• Group of attorneys left

• Workload diminished

• Main client left

• Poor firm culture

• Poor relationship with supervising attorney

• Lack of raise and/or bonus

Depending on the firm and issues some may have remedies and some may not. If you do attempt to address issues please be confident you will not be terminated. If you are concerned this may happen then it appears you are not in the right place anyway and it is best to not address and move on soon.

If you are comfortable addressing your concerns then set up a time and place at the firm (not a bar or over drinks) and address it in a professional manner. Select a few essential items to discuss. Approach it as you would like some help to grow as an attorney rather than a demand.

If a solution is not forthcoming then I suggest you keep your head down and work hard while privately seeking a position with another employer. I do not recommend that you quit your job until you secure a new position (that includes passing conflicts, background and reference checks).

Happy 2019!

Mark

So...You Are Seeking a New Job...

We all have been there. You know it is time to leave your job but it seems very challenging to actually do it. This will be the first of a series of articles that I hope will provide you with the steps needed to move in a forward direction.

First, let's look backwards in time.

Why did I even pick this job? Don't be too hard on yourself. Most likely you selected your position for a number of good reasons at the time you chose your position. Take pen to paper and write out at least 5 main reasons you selected this position at the time you accepted their offer. Looking back, you will notice that you had good reasons; faulty reasons; or maybe reasons that were valid at the time, but that no longer apply. That is okay.

For instance: One good reason is you were correct that you had significant client contact. One faulty reason is you accepted your current employer's offer instead of a competing offer because it had a higher initial salary. What you overlooked at the time was it had a poor record of moving employees forward in their career.

Take away: Learn from your mistakes and try not to repeat them next time. Seems simple but many candidates repeat the same mistakes over and over as they move from job to job. Also, repeat what you did right.

Next Time: Can you fix what's "wrong" with your job instead of leaving?