Rifkin Consulting Report

Great read for attorneys!  Along the lines of my recently published article in the LA Daily Journal and Recorder on 12/28/11, “Self Employment – Taking the Plunge”… highly-regarded attorney Tom Wallerstein [Colt Wallerstein] wrote a great new piece from a personal perspective.

Take a look at “From Biglaw to Boutique: Top Ten Differences “.  “Whether any particular change from Biglaw to boutique is a positive or negative is subject to debate, but I’m also sure there isn’t anyone who can deny it’s not just a change in style”…

During the last few years I have observed a trend; associate attorneys are focused more than ever on the total compensation package vs. receiving a bonus [especially if it is discretionary].   This holds true for firms of all sizes – except perhaps in the largest top tier firms where the huge bonuses (and prestige) are a major attraction.  Have others also noticed this trend?  How has the economy changed your perspective(s) regarding compensation?  Finally, I assume that this trend may apply to many industries besides law, so I’m interested in hearing from people in other professions.

Article published in December 28th LA Daily Journal and Recorder: “Self-Employment – Taking the plunge”, co-authored with Shannon Lamb of Stephens Friedland.

Based on our observation that an increasing number of attorneys have chosen to venture out on their own during the economic downturn of the last few years, our article discusses the reasons, benefits and detriments attorneys should consider before becoming a solo or small firm practitioner.

Terrific article on the critical value of strong relationships in business.  Check out Tom Wallerstein’s “From BigLaw to Boutique.  Looks Like Rain”. 

Right on target, Tom!  Relationships are the key to professional and personal success.  This concept is the cornerstone of my own business, and it’s rewarding in many ways.  Attorneys, particularly associates, need to understand that it is always a work in progress and takes a lot of time and nurturing.  Thanks for sharing!

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RIFKIN CONSULTING specializes in permanent attorney placements with law firms and companies.  Visit us at www.rifkinconsulting.com

RESPONSIVE.  RESOURCEFUL.  RESULTS.

During the last two years  we have noticed a trend; more  non-partner level attorneys have struck out on their own to develop a solo practice rather than continue to work in a law firm setting.  Not all of these people appeared to have an entrepreneurial spirit.  Why did they take the plunge?  My sense is that their ultimate rationale focused on the principle of deciding to assume responsibility for themselves since the law firm environment has undergone so many changes.

Lack of long-term opportunity has been voiced as one of their major concerns, along with a strong belief that job security and  loyalty in many firms are just a myth.  Attorneys have also been reevaluating whether they even want to become a partner in a mid-large firm; the younger generations, in particular, seek a more balance personal and professional life.

Although self-employment certainly doesn’t guarantee job security or lower hours (due to additional responsibilities), overall those with whom we’ve spoken found a greater sense of purpose, fulfillment and adventure in their lives as their businesses became more  established.  It’s a very tough road to go down…and returning to a law firm after taking this risk is very improbable.  Nevertheless, some feel that they gained more control over the direction of their lives.

The point of this article might, on the surface, fly in the face of my profession; I work closely with attorneys as a skilled agent to assist them with securing fulfilling employment.  Clearly, self-employment is not for everyone – and I thoroughly enjoy what I do.  However, I also value my role as a motivator, mentor and supporter of attorneys with whom I’ve developed long-term relationships; I receive  tremendous satisfaction from watching these attorneys develop the confidence and focus to “step outside the box” and pursue their goals.

I welcome comments and insight from others who have opinions on this trend!

Hello Angela,

I have a friend working at a law firm that’s hiring; should I have my friend submit me for the position or is it better to let a recruiter submit me?

-David C.

Thanks for writing in David. We hear this question from our candidates often. They tell us that since the friend works at the firm already, and has an “in” with the recruiting coordinator, it might be better to have the friend submit the resume. Some firms will even offer the friend a referral bonus if you get the job. Objectively, several issues can arise if you opt to go the friend referral route. (Since there are a lot of players here, lets call the friend “Jane” for this particular example).

1) If you go with Jane, you won’t have the benefit of an advisor that knows
exactly what the firm wants and what they’re looking for. Not all
recruiters are great, but, if you can find one that you trust to do a good
job for you, it will benefit you a lot more than letting Jane submit you.
The recruiter will know the firm well, will have a good rapport with the
recruiting coordinator, and will know what the firm is looking for, and
(maybe more importantly) what might turn the firm off to an application.
The recruiter will help rework your resume to highlight the skills relevant
to the position, while also de-emphasizing trouble spots. (I know what
you’re thinking and you’re wrong. Everyone, including you, has trouble
spots!). He will write a glowing cover letter that will make your
application shine while also pre-empting any questions that might arise.
Jane probably won’t be able to offer you that kind of help or expertise.
She may not be keenly attuned to the best way to present you to the firm.
She might not know how to explain (read spin) your latest layoff. Despite
working there, what does Jane really know about how resumes are reviewed or
what Human Resources looks for in an application? Moreover, Jane is busy
billing 200 hours a month. She doesn’t have that kind of time for you or
your application.

2) Your representative in this process should be someone that the employer
feels comfortable working with. A part of what recruiters do is smooth out
questions or issues that come up when your application is being reviewed.
Decision-makers reach out to us and ask questions like “Is this candidate
really committed to moving to Los Angeles?” or “Is this candidate really
willing to take a pay cut to work at a small firm?” These are moments when
it’s crucial to have someone knowledgeable and reliable, in your corner,
working for you. Are you certain that Jane will do the best job of
answering those questions on your behalf? Do you trust Jane not to share
personal information about you that might inadvertently raise red flags?
(i.e. your spouse isn’t crazy about the idea of moving to LA.).
Additionally, the firm might not feel comfortable approaching Jane with
these sorts of issues. She might not be privy to a lot of what goes on
behind the scenes in HR either – there are confidentiality issues here as
well. Employers work with recruiters because they like having that buffer -
it’s a trusted third party they can turn to when evaluating a particular
candidate. By working with Jane, you might feel like you’re saving the firm
a couple of bucks, but really you’re just putting your application and
candidacy at risk.

3) You need someone with inside information to prepare you for the
interview “gauntlet”. You might think the obvious answer here is to go with
Jane. It’s not. Having worked with a firm for a while, a recruiter should
be able to completely prepare you for the interview; soup to nuts. He
should tell you what kind of interviewer the decision-maker is, what kind
of questions you can expect, what kind of questions to ask, and what topics
to stay away from. He might also fill you in on recent victories the firm
has had and/or tell you about the partner’s particular quirks or leanings.
Jane might not be as knowledgeable or experienced about those aspects of
the process. She might know the hiring partner, she might even work for
him, but does she know what he’s like in an interview setting? Does she
know what his specific needs are with respect to the position he’s trying
to fill? Will Jane’s lobbying, and a potential rejection of your
application, create a weird tension between Jane and the partner down the
road? Is that something that Jane is considering when she talks about you?
(I’m not trying to bad-mouth Jane here, but you know how office politics
work. Jane might be looking out for number 1).

4) THIS IS THE MOST IMPORTANT ONE! What does Jane’s recommendation say
about you? What if Jane is not in good standing with the firm? She might
not even know it and/or might not be honest with you about it. We had a
situation like this come up several months ago. A candidate we were working
with told us that he’d rather have a friend submit him for a position.
After a long drawn out review process, this candidate’s application was
rejected; no interview, no explanation. The recruiting coordinator at the
firm later told us that the referral from that particular associate is what
made the firm nervous about considering this candidate. Obviously this
won’t always be the case, but it’s certainly something to be aware of.
There might be a proper time and place to have someone you know put in a
call on your behalf. But are you willing to bet your potential job on
Jane’s reputation at the firm?

I’m obviously biased, in that I want you to let me submit you for a
position because that’s how I make a living. But it’s important that you
give these issues some thought. How well do you really know your friend? Do
you trust her to represent you accurately? How much faith does this friend
have in you as a candidate or as an attorney? Will she go to bat for you if
need be? A good recruiter will be invested in you and your job search – his
interests are very obviously aligned with yours. Can you, with certainty,
say the same about Jane? Think about it.

Recently I spoke with a young associate attorney in which I attempted to discuss a strategy for the  ”follow up” interview, as his initial screening meeting with a top tier law firm had gone well.  Sensing some resistance on his part, I realized that the attorney wasn’t very interested in my advice.  In fact, at this point in the process, he clearly felt my duties were over.  Feeling a bit confused, I asked what he felt my role in our relationship should be, to which he replied honestly – “I figured you just set up the appointments.” 

I had mistakenly assumed that this attorney understood the diversity of my role in the placement process when we started working together.  I now realize that he may not be the only attorney who gets barraged by cold calls and emails from recruiters, only to occasionally wonder, “What do these people do other than send my resume to the firm or company and set up an interview appointment?”  I’d like to  answer that question so that you may be aware of some of the advantages and benefits that a good recruiter can provide to you.

1.     It’s Not All About The Money:  First, it’s important to point out that a common misconception is that legal recruiters have a singular interest – getting a candidate to move to a new job – enabling the recruiter to earn a commission.  Obviously commissions are very important to recruiters – it’s how we earn our living.  What you may not realize is that law firms or corporate legal departments require a “candidate guarantee”; if a candidate is placed at a firm or corporation, then is subsequently fired or if they quit, the recruiter is required to refund all or a portion of the commission (depending on how long the candidate has been in the position).  Because of this, recruiters must honestly appraise whether he/she believes that a candidate and a firm will likely be a good marriage.  If not, it’s in the recruiter’s best interest not to attempt to make the placement.

To be a good legal recruiter, one needs comprehensive overall knowledge about the legal marketplace.  If a recruiter is unable to answer your questions about a prospective firm or job opening – or seems uninterested in getting the information you are seeking – that’s a red flag.

 2.     Integrity, Trust, Responsiveness: As in any relationship, it’s important that you believe your recruiter (1) is honest, (2) respects your need for confidentiality, and (3) has excellent follow through.  Do they respond to you quickly and efficiently?    Do they keep you informed?  At Rifkin Consulting, we strive to touch base with candidates with whom we are actively working at least once a week – even if only to check in when there aren’t any new developments.  The worst feeling for a candidate is wondering if a recruiter is making any efforts on his/her behalf, or if perhaps they have some knowledge of a situation that they aren’t taking the time to share with you.   

 3.     Inside Knowledge: A good recruiter will not only know about a new position, but often he/she will know why the position is open.  Did the firm just hire a new partner who is bringing business with them?   Did an associate leave – and if so, were they fired or did they resign to take another position?  Did the firm recently get some new clients, which means they plan to be busier?  What is the firm’s history with regard to personnel turnover?  Is the position a recent development or has it been sitting on the firm’s website for months, and how serious is the firm about filling it? 

 4.     Good Recruiters Know What the Client Wants: When a candidate agrees to allow a recruiter to submit them to a firm, the recruiter should know what materials each firm requires with a submission.  Some firms insist on seeing both a law school and an undergraduate transcript.  Other firms require a writing sample be submitted along with the resume and transcript. 

 5.     There is No Second Chance to Make a First Impression: The best recruiters know what a good resume looks like, and they know how to advise the candidate to improve their existing resume.  Often a candidate may not have updated their resume for several years and a practiced professional eye can be very helpful.  Knowing what to include on a resume – or what to omit – can determine whether you get an interview.

 6.     What’s in Your Cover Letter?  A good recruiter will also include a cover letter with the materials that amplify and add context to the resume.  The cover letter will effectively promote the candidate’s qualifications and explain why the candidate is interested in the position, and the circumstances behind any professional moves the candidate has made.  Sometimes a recruiter may have a special relationship with someone at the firm other than the firm’s Recruiting Manager, i.e., a partner, and may decide to copy this person on the submission when it’s made.  Recruiters often know ways to push a candidate’s submission to a higher level in order for it to get more attention within a firm.

 7.     Interviewing Expertise:  Once an interview is set, a good recruiter should freely offer their candidates tips on interviewing.  In an interview setting, the candidate is usually at a disadvantage because the people with whom they interview usually have had much more experience with the interview process.  A little coaching – or a few simple reminders about common interview questions – can be very helpful.

 8.     Once the interview has taken place, smart recruiters will ask the candidate to debrief with them.   They should be sensitive to anything they learn that might require a follow-up call for clarification to the firm’s Recruiting Manager.  It is usually easier for the recruiter to get worthwhile follow up information than a candidate.  The recruiter deals with Recruiting Managers frequently and should have an established rapport.

 9.     Is Your Reference a Benefit or Detriment to You?  Other areas in which a good recruiter can be helpful to a candidate include determining the best time for the candidate to make contact with someone they may know in the firm for a recommendation.  Sometimes there can be a downside to this and it’s good to discuss the pros and cons in advance.

10.  Interview Scheduling: Not to be overlooked, but scheduling the interview appointments is an important part of a recruiter’s job, as is making sure the candidate is supplied in advance with the names of the attorneys with whom he/she will be meeting.  Having a chance to familiarize themselves with the interviewee’s web site bios can be very helpful prior to an interview.   Importantly, if you are working with a good recruiter, you have the benefit of having a manager who facilitates this process so that you can continue to do your job with little or no interruption.

 11.  You Have An Offer – Now What?  When an offer is extended, the legal recruiter should provide a good sounding board, discussing the terms of the offer, how it compares to the marketplace, and calculating the possibility of a counter-offer.  As in any transaction, an agent or representative can be very useful in helping to achieve the candidate’s goal.  A third party (the recruiter) is in a better position to negotiate and get answers to questions that a candidate may find uncomfortable to do on his/her own.

Accepting an offer is just one part of the placement process.  A savvy recruiter can guide you through the important stage of the conflicts process, references check, and giving notice to your firm.  The latter can be particularly sensitive, and proper preparation can make the difference between having a difficult experience or a smooth and civil transition.

12.  After the Dust Settles: After a placement is completed, a smart recruiter will stay in contact with the candidate to offer advice, particularly should a problem develop that could jeopardize the candidate’s future with the firm.  Your recruiter can serve as a sounding board and communicator with your employer and can be very useful for dealing with minor issues before they become real problems.

This is just a short list, and it by no means covers every possible aspect of the attorney/recruiter relationship.  Most candidates will not need all of our services, and others may need assistance that is not included here.  Every legal recruiter/candidate relationship is different.  However, one thing that a good recruiter is not…is merely an appointment setter!

dan@rifkinconsulting.com

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Rifkin Consulting works with clients who want to hire top attorneys, and applicants seeking to work for the best law firms and companies. Counseling services for firm clients include areas such as attorney retention, compensation analysis and the current legal market to help them maintain their goals and remain competitive.

 RESPONSIVE. RESOURCEFUL. RESULTS.

www.rifkinconsulting.com

By Diane Rifkin, Esq.

Although I work with the legal industry, it is my understanding that different industries sometimes lean towards different resume
styles.  For example, if you specialize in web design, your resume might be appropriate with stylistic effects.  However, for the legal industry, a basic clean resume that quantifies as well as details your experience is preferred.  For an attorney working with a recruiter, the experienced recruiter should be able to assist you with this task.

If you are pursuing opportunities on your own, basic resume templates are available online; there is usually no need to hire a  resume writer, particularly one who is not familiar with the legal industry.  We often receive resumes from resume mills that blast these documents to us.  They are typically flashy and unprofessional, reflecting that the candidate has had little input with the process and lacks focus with his/her search. I agree that if one decides to hire a resume writer, specification regarding practice area is very important.   In my opinion, however, an attorney who has received good legal writing training should be able to draft a professional-looking resume without hiring a resume writer.

By Diane Rifkin, Esq.

http://www.linkedin.com/in/dianerifkin

Rifkin Consulting works with clients who want to hire top attorneys, and applicants seeking to work for the best law firms and  companies. Counseling services for firm clients include areas such as attorney retention, compensation analysis and the current legal market to help them maintain their goals and remain competitive.

RESPONSIVE.  RESOURCEFUL.  RESULTS.

www.rifkinconsulting.com

By Angela Kopolovich, Esq.

Last month we asked some of our candidates to submit questions they have about the attorney recruiting process. We are kicking off a new section of our monthly newsletter to give you a behind-the-scenes look at how things work in our corner of the world. We believe that the more information a candidate has and the better they understand the process, the easier life will be for all involved. We invite you to submit the questions you’d like answered and we’ll do our best to answer them while setting aside our obvious self-interest. Here goes:

Why won’t recruiters disclose firm names when they call me about a position?

Don’t they realize that I can’t know if I’m interested without knowing the name of the firm? -D.S.

Thanks for your question D.S. I get asked this question at least three times a day! As a former practicing attorney, I get how counter-intuitive that seems. However, recruiters are often entrusted by their law firm clients with new positions that are not disclosed to the public (i.e. positions that aren’t listed on firm websites or job boards). At times, our clients specifically ask us to keep the name of the firm confidential until we have pre-qualified a candidate and/or determined that the candidate has a genuine interest in the position. When a recruiter calls you, the stalking prospecting software they use typically only gives them very limited information about you; we usually know about as much as is listed on your law firm bio. Often times, we’ve found that a particular attorney’s practice differs vastly from (or is a lot more nuanced than) what their bio indicates. That’s the pre-qualifying part – asking you to describe your practice to make sure you’re right for the position. In addition, and this happens less often but does nonetheless happen, we encounter some unsavory types that are only interested in spreading gossip – you know who you are! That is something the confidentiality is put in place to prevent. At the end of the day, candidates appreciate these provisions even if at first they don’t really make sense.

Does working with multiple recruiters increase my chances of finding the right opportunity? -R.T.

Hi R.T. I often get calls from candidates that are working with multiple recruiters. The answer is probably not, but it depends. Most recruiters start with a basic listing of positions that are publicly available. In that instance, working with multiple recruiters does not help in any way because presumably any one recruiter will present you with all fitting opportunities. The variable factor is in the positions that are not public – the positions that are tasked exclusively to particular recruiters based on their relationships with the firm. To illustrate – if Recruiter A, who has been working with a firm for 10 years, gets exclusive notice of a new position that isn’t public, then it stands to reason that Recruiters B, C, etc. will not know about/have access to that opportunity. In that instance, it seems that working with multiple recruiters could benefit you because they each may have exclusive access that other recruiters don’t. Now the shameless plug – the benefit of working with Rifkin Consulting is that we have long standing relationships with other recruiters all over California and affiliates throughout the country.  Rather than competing with each other, we have strategically aligned ourselves so that we share information on all opportunities. That means we can offer our candidates a one stop shop for all open positions, whether they’re public, ours exclusively, or whether they come to another recruiter in our network.

I hope that helps and I look forward to hearing from you. Until then you can join my LinkedIn group “Daily Rundown – Attorney Jobs in California”  for a real time listing of the positions we’re working on or you can follow me on Twitter
@Recruiter_Law.

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RIFKIN CONSULTING specializes in permanent attorney placements with law firms and companies, throughout California and nationwide.  Contact us to learn more about current opportunities!  All inquiries are confidential.

RESPONSIVE. RESOURCEFUL. RESULTS.

You’ve researched the firm, studied the bios of the attorneys with whom you will meet, talked to colleagues who’ve given you valuable insight about the position for which you’re interviewing – and you just had your initial interview.  And it you thought it went very well.

But before you give yourself a pat on the back, think about this – your work is still not complete. A major component of the interview process sometimes goes unacknowledged – the follow-up note to the attorneys with whom you interviewed.

In the interview itself, you worked hard to make a connection with each attorney you met.  The follow up note is more than a “thank you,” it’s a way to extend that connection after you’ve already left the building.  A thank you note, like a resume and cover letter, is very important to help you present yourself.

In these days of electronic mail, the idea of sending a hand written note can seem almost quaint.  However, imagine how much more attention a hand written correspondence, sent with a plain old fashioned stamp, will get when it arrives!  Then think about how many emails the interviewer you want to impress receives each day.  Handwriting the note will also leave a more
lasting impression, but only if you feel your handwriting is very legible.

There are circumstances, however, where time is of the essence and an email thank you note may be more expeditions.  If you know that the firm is planning to make a quick decision, then a carefully drafted email may be more appropriate.  A word of caution – effective emails require some extra attention to avoid sounding sterile (see helpful suggestions below).

Another question you’ll have to answer is – what is “too formal”, and what is “too informal?”  That’s a judgment call that should emanate from your personality and the way you related to the interviewer.  What is not a judgment call is that the note needs to be clear, concise, spell checked and preferably proof-read by someone else.

The note should be brief – not more than a page – and delivered immediately after your interview while you are still fresh in the interviewer’s mind.  In addition, you can use this as an opportunity to help overcome any objections you perceived that may have come up in the interview.  For example, the interviewer can object to the lack of experience you have in a certain area that the firm’s deems important for the position.  You can use the note to point out other professional and educational experience (a clerkship, perhaps) you have that can compensate for the lack of industry experience they’re seeking.

Other helpful tips – remember that you’re selling yourself, so include the things that would get your attention if you were on the other side of the table; make sure the follow-up letter recalls mutual interests or camaraderie that developed during the interview (mutual schools attended, people you know in common, outside interests). You should address all issues and possible objections; be prompt, waiting two days after the interview is too long!   Even if you’re pretty sure you don’t want the job, send a follow up note anyway – you never know when circumstances change and someday you may encounter that attorney at a networking event….or be interviewing with that same attorney for another job!

Finally, we are often asked “should I send a follow-up note to everyone with whom I met?”   We have told them (with a grin) – only send to those attorneys with whom you wish to leave a favorable impression!

  RESPONSIVE.  RESOURCEFUL.  RESULTS.

www.rifkinconsulting.com