Firms and law students both should reassess their summer strategies

Article Abstract:

Difficult economic times have changed law firms' ability to make permanent job offers to all summer associates who do excellent work. When evaluating summer associate positions, a law student should carefully use the following criteria: the law firm's adaptability to the legal practice of the future, its commitment to an excellent work product and most importantly, its dedication to the development and training of young lawyers. Students should not forget other areas of endeavor such as politics, business and public service for which legal education might prepare them.

Employment, Law students

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Beating the odds with first-years; student hiring

Article Abstract:

Law firms need to improve their recruiting skills since the old recruiting strategies produce only a 50% success rate in each year's group of new attorneys. Partners should become more involved in the recruiting process by identifying and writing down what traits they think indicate a lawyer's future success with the firm and helping in a more detailed evaluation of candidates in interviews, summer associate programs and clerkships. Training interviewers and having them fill out evaluation forms after the interview is a helpful technique.

Management, Employment interviewing, Employee recruitment

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Firm exam tests writing skills

Article Abstract:

The Chicago law firm of Connelly Sheehan Moran requires all attorney-applicants to take a timed written examination, for which they are provided with a hypothetical situation, case law, amd are asked to draft a brief supporting summary judgment. Connelly is a 14-lawyer firm without a training program or the time to supervise new hires, and wants lawyers who can think and work independently from the time they are hired. The firm also felt timed tests were needed because attorneys have to work within time limits.

Illinois, Connelly Sheehan Moran

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