First-Year Law Student: Preparing for Interview

First-year interviewing can be a terrifying experience. You always hear the folktales about the student who interviewed all morning with his fly open or her slip hanging out from underneath her dress or about the person who referred to a firm by the wrong name. One student at the University of Pennsylvania had over twenty-five initial interviews in a two-week period. He was so exhausted and tired by the end of the second week that he couldn't remember firms' names any longer. During an on-campus interview, he told the partner he was interviewing with that he couldn't recall his firm's name, but he knew it was unusual. The attorney quickly replied, "Can you say Brown & Wood?" Needless to say, he didn't receive a callback.

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Nervousness is expected of first-years. But be careful not to come across as too slick or too rehearsed. Learn to be natural during the process-be yourself. And since the majority of first-year interviewing is now performed in-house from the start, you have the luxury of meeting attorneys in their environment for the first interview instead of having to interview in a dark, windowless basement room in an obscure law school building. So breathe deeply and learn from the experience.

How to Dress for Interviews

When dressing for interviews, be extremely neat and tidy in appearance, and always err on the conservative side. Shoes should be shined, your shirt pressed, collar stiffened, socks matched, pantyhose clean and smooth, purses businesslike, and hair neatly combed and cut. Don't forget to check your breath! Briefcases are optional for both men and women, and you should always appear organized. Surprisingly, interviewers pick up on every little detail, and details do make a difference.

For Women

Women should wear suits or simple dresses with jackets. I'm not an advocate of the navy blue suit syndrome--the belief that only navy suits are appropriate for interviews--but suits should be simple in nature and conservative in style, avoiding bright colors, such as bright blue, red, lime green, or yellow. Blouses should never be low-cut. Pantyhose should be nude, beige, or matched to the suit (i.e., black hose with a black suit). Wear minimal jewelry such as simple pearl or diamond earrings and a watch. Save your perfume for other occasions. Keep your hair off your face completely. Keep makeup to a minimum, and always avoid bright-colored nail polish. If ever in doubt, opt for the conservative.

For Men

Men's suits should be made of lightweight wool (not polyester) and preferably single-breasted, although there is nothing wrong with a fashionable European double-breasted suit for interviews in the larger metropolitan areas, such as New York and Los Angeles. I'd advise wearing dark colors, preferably gray. Stay away from brown. Shirts should be all cotton, ties silk, and shoes should be leather wing tips or loafers, with socks to match. Earrings should be left at home. During inclement weather, wear a neatly tailored raincoat. Borrow one if you have to.

Remember that many law firms, large and small, often give the appearance that they are bastions of right-wing, conservative views, which is often reflected in an unspoken dress code. Whether you agree with the practice or not, it's always better to err on the side of the conservative when you are trying to make a positive first impression. Remember, this is not the time or place to make an outspoken fashion statement.

How the In-House Interview Works

The first-year in-house interview is akin to a five-year-olds first day of school. It's natural to be apprehensive, eager, and terrified all at the same time. You won't know what to expect, no matter how prepared you may be. At the other end of the spectrum, experienced lawyers don't always know what to expect or ask of first-year students when interviewing them, either. Most cannot remember (or don't want to remember) what it was like to be a first-year student interviewing in a law firm for the first time. For these reasons, most first-year in-house interviews are awkward at best. I always reminded the lawyers I worked with not to be amazed at a first-year's awkwardness or lack of questions. It isn't a reflection of their intelligence or potential. Law schools simply don't teach students what to expect during the first round of first-year interviews. And like most activities, you get better with practice. Interviewing is an art that must be mastered.

Preparing for the Interview Here are the steps you should take to prepare for your interview:

1. Plan your day in advance. This includes knowing where your interview will take place, how long it will take you to get there, knowing what you're going to wear, having your briefcase packed, and making sure that you get to bed early the night before.
    
2. Always arrive fifteen minutes early for the interview. Find the building before the day of the interview, and know where readily available parking exists. If, for any reason, you are running more than fifteen minutes late, stop and call the recruiting coordinator or the office administrator, if possible. It's far better to take the time to call rather than to give a negative first impression by being late. And a "no-show" is an unforgivable sin. There is simply no reason why someone should fail to appear for an interview without calling the firm.
    
3. Always bring extra copies of your resume, transcripts, and writing samples to the interview. Sometimes resumes are lost or misplaced, and this will make you appear one step ahead of everyone else. Also bring a writing tablet (preferably with a leather or vinyl cover) to take down names and brief notes, if necessary. Even if you do not need these items, you will appear prepared and eager to learn about the firm.
    
4. Read the local and national newspaper the night before your interview and again the next morning. This supplies you with current topics for conversation should the interview get slow, and it demonstrates that you are well-read and informed. If you have the time, scan a few well-respected magazines for additional conversation topics.
    
5. Review any materials you may have on the firm. This might include marketing materials from your placement office, articles from legal publications such as The National Law Journal or The American Lawyer, or information from the legal directory Martindale-Hubbell.

Who'll be there?

Typically, in a medium-sized or large firm, you'll interview with four to eight attorneys. In small firms, you might talk only with one or two attorneys. Firms handle in-house interviews in various ways and select interviewers using different criteria. Partners and associates usually interview at this level, and frequently the hiring partner will be involved. Nevertheless, firms roll out a portion of the red carpet for first-year students. Interviews last anywhere from 15 minutes to 45 minutes each, and often students are treated to lunch or dinner at a nice restaurant. The entire process should take anywhere from one hour to half a day, depending on the firm.

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You'll be escorted around the firm, sometimes by the attorneys themselves or by a staff member. At many firms, the interviewing attorney will escort you to the next interview. If you are not given a tour of the firm, ask to see the offices, the library, and the rest of the facilities. Learning about what the various firms offer in terms of facilities and staff will help make your selection process easier as a second-year student. Use this time to help prepare for next year.

Often, first-year interviewing is not given the same level of attention as second-year recruiting. Firms have less information to go on (i.e., often no grades). Moreover, it is proven that retention rates with first-year students are lower than with second-years. Also, by December or January, after the second-years have come through, attorneys are very tired of interviewing law students. So do not take what may appear as a blasé attitude from the attorneys personally.

How Firms Evaluate First-Year Candidates In-House

There's no magic to evaluating candidates for law firm positions, especially at the first-year level. In fact, the process is so unscientific that it would baffle management consultants unfamiliar with law firm terrain. In large firms, often the hiring committee, seated around a large conference room table, reviews evaluations and comments, and decides which candidates to hire. In some firms, especially the smaller ones, the decision is made by one or two people. In one large, well-known boutique firm, the recruiting coordinator and hiring partner make all first-year hiring decisions. Never take for granted whom you're dealing with during the interview process, as you never know who's calling the shots when it comes to hiring.

Candidates are evaluated by the interviewers, and evaluation forms are completed and turned over to the recruiting coordinator or personnel director for permanent possession. Firms often have their own evaluation forms. The National Association for Law Placement also has a generic form that many firms utilize. Remember that lawyers are not known for putting intangible "gut" feelings about other people down on paper. My experience has shown that the real feedback is garnered during meetings, when these topics are discussed "off the record."

Some firms require a partnership vote on all hiring matters, while others leave the decision up to the hiring committee based on the planning needs of the firm. And there are many "undocumented" cases of rogue partners making the sole decision to hire a candidate (usually a distant relative or the son or daughter of a client). This is a recruiting coordinator's nightmare, and it happens more frequently than not. (This is when networking works for the law student but backfires on the recruiting coordinator.) The "insider trading" method is a frequent unwanted vehicle for first-year hiring but is a way in the door for those students with strong law firm connections or superb networking skills.

Firms evaluate first-year candidates mostly on the three Cs: connections, congeniality, and craving (i.e., they like you). If you're hired by a law firm as a first-year, chances are you meet at least one of these criteria. Second-year hiring gets a bit more scientific and sophisticated.

Following Up With Firms after Interviews

Politeness is still valued by law firms, and I encourage you to send thank-you notes to the firms with which you interview, either to the recruiting coordinator or to one of the attorneys with whom you interviewed. It's not necessary to send a letter to everyone with whom you interviewed, especially if you spoke with several people. A good rule of thumb is if you interviewed with five people or less, send a note to everyone. Otherwise, send a thank-you note to one attorney, asking him or her to forward a copy to the others, or address your letter to the recruiting coordinator, asking him or her to do the same. These letters are often circulated around the firm; so again, make sure you use paper that is easily read when photocopied.

Proofread your letter for errors before you mail it! You can interview all day long, but sending out letters with typos or misspelled words can end your chances faster than a speeding bullet. I can't stress enough how important it is for you to pay attention to the details. There is also the dilemma of whether to send a personal, handwritten note or a typed, business-style letter. A handwritten note is certainly more informal and personal, while a typed letter is more generic and formal. Personally, I prefer a handwritten note simply because it's more interesting, revealing, and more personalized. Use your best judgment, and choose whichever you feel more comfortable with based on your preference and the impression you have of the people to whom you're sending the note. Probably, the larger the firm, the more formal your approach should be. No matter which method you use, if handled correctly, sending a thank-you note can only help you.

Don't wait too long to send the thank-you note, especially if hiring decisions are being made quickly. The note should arrive within a week of your visit to the firm. This is also an ideal time to include any promised information such as transcripts or references. Your letter should be brief, one page in length.

Travel Reimbursement for Interviews

Most firms do not reimburse first-year students for travel expenses. Never assume that you are being reimbursed. Ask the recruiting coordinator or office administrator if you need clarification. If you're fortunate enough to be reimbursed for your travel expenses, send your expense form in promptly. Usually the recruiting coordinator or office administrator will give you a reimbursement form at the interview. Make sure you sign the form and date it, and always include receipts (for accounting purposes).

If you have any questions about what is reimbursable and what is not, call the recruiting coordinator for clarification before the expense is incurred or, at the very latest, before you mail in your form. Remember that each firm has a different policy and approach regarding travel expenses. Follow these policies to the letter.

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See the following articles for more information:

• 21 Major Interview Mistakes to Avoid at All Costs
• The Best Way to Prepare for a Job Search and Interviews
• How to Talk About Other Interviews in Your Interviews
• How to Answer the Tell Me About Yourself Interview Question
• How to Answer the Do You Have Any Questions for Me Interview Question