Below are a few articles with different takes on the current employment climate. Because of the decreased offer rates over the past few years, it is important to take note of the first two articles which highlight things you should be doing in addition to keeping up your academics. It is becoming increasingly popular for firms to focus on emotional maturity, EQ (emotional quotient) and social skills as an impetus to hire you. Bear this in mind as you continue your law school career!
John Yates ('82) is on the Board of Visitors and is a guest lecturer for L244 The Business & Economics of Law Firms. Understanding client service expectations as a law student can build a foundation for success in private practice.
Good grades, curricular engagement, involvement in journals and/or Moot Court, and a high GPA will do much to enhance the attractiveness of your resume. But, what about the items you don't put on paper? How much do interpersonal and conversational skills help in garnering you another interview, a callback, or a job offer? By exhibiting these skills during an interview, will you change the interviewer's perception of who you are, and what you can bring to the table?
According to Stephen Harper, in an article for the American Lawyer, asking an interviewer what they see as the highlights to their career can bring new depth to their appreciation of you as a candidate. Asking them to think back to when they were in your shoes never hurts, and might actually create that connection that comes from person to person contact - and isn't translated on paper.
As you begin your foray into the professional legal world, be it as a recent graduate or summer intern, many factors play into your success. Experience, legal knowledge, communication skills, etc are all very important factors to hone and foster as you go through your law school career. But, what is something else you can offer that really makes you stand out? The answer may surprise you, as it has more to do with the emotional quotient you possess.
This article, newly posted from New York Law Journal, gives some great tips and insight as to how employers are hiring in today's economy. Using emotional intelligence during law school, interviews, and subsequently your job will not only endear you to your clients, but also prove your ability to provide quality relationships on the behalf of your employer.
Employment Lawyers Association’s Lawyers of Color Committee and Developing &
New Attorneys Committee are presenting, We Got Next – Practical Advice for
Law Students and Recent Graduates Pursuing a Career in Plaintiffs’ Civil Rights
and Employment Law.This will be a panel of seasoned plaintiffs’
employment and civil rights attorneys who will share their career paths with law
students and recent graduates and offer tips on navigating a career in
plaintiffs’ employment law.
If interested, please see the attached flyer below for more details.
Since summer is drawing near, we want to make you aware of
ASPIRE, a program for students who pursue public interest work
during the summer or after they graduate from law school. LexisNexis, your
partner in legal education, provides qualified law students and recent law
school graduates with free access to some of the most popular
sources available within our research system.
Students face a heightened challenge securing internships and launching their
legal careers in a tough economy. For this reason, LexisNexis has expanded the
ASPIRE program to include non-profit summer positions for current students, as
well as graduates who pursue public interest legal work as a career. You may
learn details of the program on the
ASPIRE information page.
When students inform you of their public service plans, please remind them
that the ASPIRE program is available to help them be more effective in their
work. Students can access information at the LexisNexis law student homepage: www.LexisNexis.com/lawschool/
We realize students need every advantage possible, especially when their hard
work is benefiting others.
Sidley Austin LLP is excited to introduce its inaugural
Sidley Diversity Mentor Program to be held this summer in Washington, D.C. We
encourage all diverse 1L students at Duke who intend to work as law firm summer
associates in Washington, D.C. in 2011 and plan to spend their upcoming summer
in the DC-area to apply. For an outline of the program, eligibility
requirements, and program application, please see the attached. The mentor
program is expected to take place in June and July 2010.
Space for mentees is limited and application materials are
due by April 30, 2010. We request applicants submit an application form
available at https://www.surveymonkey.com/s/QHQK5SD
and send a resume and an unofficial transcript to Kelly Cassetori, Legal
Recruiting Coordinator, at firstname.lastname@example.org. We look forward
to hearing from you.
Who pays travel costs and makes the arrangements for
out-of-town job interviews?
and Roberta Kass Special to Law.com March 22,
Editor's note: This is the 11th article in a series providing interview
tips and techniques for attorneys. Links to previous articles in the series
follow this article.
Long-distance interviewing presents additional cost and logistical
challenges. You may need to take your job search show "on the road" if you are
considering opportunities out of your immediate geographic area. Even if you are
seeking a position locally, you may need to meet key players in a firm's
far-flung offices. The interview itself is basically the same whether conducted
in your home town or anywhere else; the difference lies in the logistics.
OUT-OF-TOWN INTERVIEWS KEPT TO A MINIMUM
These days, businesses are looking for ways to keep expenses down and
interview travel -- like all business travel -- is down. In a booming market
where firms are desperate to add talent, or if candidates have exceptional
credentials or hard-to-find expertise, employers are much more willing to tackle
those challenges. In a tighter market, many employers refuse to consider
out-of-area candidates, sometimes even from within the state or perhaps as close
as the next county.
Many firms try to minimize the expense of recruiting out-of-area candidates
by doing an initial screening by telephone or video conference, or having a
local partner meet the candidate, before undertaking the time and expense of
making travel arrangements. Even meetings between lateral partner candidates and
key partners in other cities are done increasingly by video. Sometimes, however,
there's no substitute for a face-to-face meeting.
WHO PAYS FOR AN INITIAL INTERVIEW?
In a tight economy, prospective employers rarely cover an out of town
candidate's interviewing expenses for the initial interview, whereas in boom
times those costs may have been covered. Since the candidate often is expected
to pay initial interview expenses, if you are considering more than one
opportunity in the same general location, try to combine as many interviews in
the same trip as possible.
If you are looking to relocate to a particular destination, plan a trip there
on your own dime. When you submit your resume, use the cover letter to let
prospective employers know that you will be there on specific dates and will be
available for interviews. Give them enough time to receive and review your
resume in advance of your trip. If prospective employers know you will be in the
area at no expense to them, they may be more inclined to grant an initial
WHAT ABOUT FOLLOW UP INTERVIEWS?
The costs of second or subsequent interviews customarily are covered by the
prospective employer. Certainly, if you are interviewing for a position in your
home town but need to meet particular people in the firm's other offices, the
prospective employer will cover your travel expenses. If you are visiting more
than one firm on the same trip for subsequent interviews, let each of them know
you are looking at other opportunities, and costs may well be split among the
MAKING THE ARRANGEMENTS
Some firms will make the arrangements for you, while others expect you to
make your own, and they will reimburse you. Some firms have in-house travel
professionals, or prefer that you use a particular travel agency to make
arrangements. Remember that prospective employers are trying to economize
wherever possible, and follow their suggestions regarding transportation and
lodging choices. If you have family or friends in the area and plan to stay with
them, let the firm know. They usually are pleased to accommodate that and save
the expense. It is always appropriate to ask for clarification of each firm's
particular system for reimbursing travel expenses. Make sure you understand how
the firm wants these matters handled before you go on the interview.
Most firms cover all expenses directly related to an out-of-area callback
interview. Items typically eligible for reimbursement are: airplane and
reasonable and necessary cab fares, checked baggage fee for one bag per trip,
hotel room and taxes, moderate meal and beverage expenditures, local telephone
calls for business purposes, and reasonable internet access fees. The following
items are generally not eligible for reimbursement: minibar purchases, fitness
center fees, long-distance telephone calls, dry cleaning services, limousine
services, hotel room movies, bar tabs, and meal or beverage expenses for
Even if your host firm is handling the arrangements,
be prepared to present your own credit card when checking into the hotel to
cover incidentals. Do not take advantage of the situation and insist on
first-class airfare, expensive hotels, room service or pricey meals. If you are
driving to an interview outside of reasonable commuting distance, check with the
prospective employer regarding their reimbursement policies before renting a car
or asking for mileage reimbursement.
It is the candidate's responsibility to keep receipts and submit them to the
appropriate party in a timely manner for reimbursement. Find out if there is a
form you must fill out. Remember that your expense report reflects on your
candidacy. Be complete, timely and reasonable.
Also keep accurate records and receipts of any expenses that are not
reimbursed by a prospective employer. Out-of-pocket expenses related to a job
search may be tax deductible. Check with your accountant for details pertaining
to your situation.
RESEARCH THE NEW LOCALE
Especially if you are attempting to relocate, and even if you are just
visiting a prospective employer's out-of-area offices, get to know something
about the locale beforehand. Read the local paper online to learn something
about the business, economic, social and political climate. This will give you
something to discuss with your interviewers and impress them with your interest
in the firm and commitment to the area.
Enter the interview location into MapQuest or Google
maps so you know your way from the airport to the hotel to the employer's
offices, and approximately how long it will take to get to each location. Then,
give yourself extra time for traffic, weather issues and unforeseen
circumstances. Print out your travel itinerary and all of the relevant names,
addresses, phone numbers and/or e-mail addresses to carry with you, "just in
GETTING THERE IN ONE PIECE
With tightened security these days, the lighter you travel, the better. You
want to arrive at your interview fresh and wrinkle-free, nonetheless. If
possible, travel in something comfortable and bring your interview suit. Pack
everything -- or at least your essentials -- into one carry-on bag, to minimize
the trauma of losing your luggage in transit. Don't forget to check the weather
online so that you can be prepared. Wear comfortable shoes since you don't know
whether you will be walking some distances between your hotel, interview and
Try to arrive in your interview city the night before, so you can have a good
night's rest and be freshly groomed. While you can expect to have access to an
iron in your hotel for touch ups, pack an "emergency kit" for other unexpected
mishaps, even if it's just for a day trip. Bring an extra shirt or blouse and
stockings, sewing kit, stain remover wipes, shoe polish, pain reliever, pen,
cell phone charger, breath strips (faster than mints), umbrella, smart phone or
laptop, back-up prescription glasses and, of course, extra copies of your
With travel and logistics handled, you can breathe easier and focus on the
interview itself as a step towards your career destination.
Valerie Fontaine and Roberta Kass are senior legal search consultants
with Seltzer Fontaine Beckwith, based in Los Angeles. Valerie Fontaine is the
author of "The Right Moves: Job Search and Career Development Strategies for
Lawyers" (January 2006, NALP). They can be reached at (310) 839-6000, or visit
Jos. A. Bank of the Streets of Southpoint would
like to extend an exclusive offer to the entire Duke family. We understand that
a professional wardrobe is a key to success and at Jos. A Bank we offer the
finest men's clothing for all your professional needs. Monday, March 29, we will
offer our entire stock of Signature and Signature Gold suits, tuxedos, suit
separates, sportcoats, and blazers at 70% off regular price! All Signature dress
pants, shirts (causal and dress), sweaters, and all Signature and Signature gold
ties will be 50% off regular price! Also, buy any executive suit for $199 and
receive 2 executive shirts and 2 executive ties for free!
This fantastic offer is open to all Duke employees, students, and
family members with Duke ID. Please feel free to contact James Adams at
919-572-0146 to set up a specific appointment time or to answer any questions.
Come see why we consider ourselves the expert in men's fashion.
All 2L (graduating in 2012) and 3L (graduating in 2011) Law Students and 2010 Law Grads who consider themselves diverse are invited to participate regardless of race, ethnicity, gender, gender identity, religion, age, sexual orientation, national origin, veteran status or disability.
To register for the event, please email your registration to email@example.com. Please include in the request your full name, the name of your college or university, your expected graduation date, and a permanent email address. After submitting your request, an ID and password will be assigned to you so that you may access our web database and upload registration information needed for employers (i.e., cover letter, resume, transcript and writing sample). Registration deadline is June 21, 2010. There is no fee for students to register.
Early registration deadline is May 24, 2010. All registrations received on or before May 24 will receive an extra entry for one of our doorprizes. The drawing will take place at Saturday's Keynote Luncheon. You must be present to win.
March 22 - Student Registration Opens
May 24 - Early Bird Registration Deadline
June 21 - Student Registration Deadline
June 29 - Student/Employer Bidding Begin
July 5 - Student/Employer Bidding Ends
July 23 - Room Reservation Deadline
Jule 30 - Cancellation Deadline
Schedule of Events
Friday, August 6, 2010
4:00 - 7:00 PM Student Registration
4:30 - 5:30 PM Diversity Panel
5:30 - 7:00 PM Welcome Reception
Saturday, August 7, 2010
7:30 AM Employer Registration & Help Room Open
8:30 - Noon Employer Interviews
Noon - 1:30 PM Keynote Luncheon
1:40 - 4:30 PM Employer Interviews
The Job Fair will be held at the Crowne Plaza hotel in Kansas City, Missouri. The Heartland Diversity Legal Job Fair will have a limited number of hotel rooms at the Crowne Plaza Hotel reserved for students who reside more than 50 miles from Kansas City. Rooms will be $50, and are available on a first come, first serve basis. Room arrangements must be made through the hotel directly and not with HDLJF. When making reservations, please indicate you are a student participating in the Heartland Diversity Legal Job Fair.
For more information, please visit www.heartlanddiversity.org.