Reasons why Top Companies Post Their jobs on LawCrossing

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Managing Legal Professionals

Here’s What You Should Do to Strengthen Your Associate Loyalty

Here’s What You Should Do to Strengthen Your Associate Loyalty Summary: Simply showing your appreciation for your associates can save your firm thousands of dollars in the long run. + read more


6 Magic Words Are All You Need to Terminate an Employee

6 Magic Words Are All You Need to Terminate an Employee + read more


For Better Productivity, Encourage Better Work-Life Balance

For Better Productivity, Encourage Better Work-Life Balance Summary: Law firms and other legal employers who allow employees to utilize flexible schedules and telecommuting often enjoy more productivity and less turnover. + read more


Twelve Tips for Doing Associate Performance Reviews

Twelve Tips for Doing Associate Performance Reviews Summary: Need guidance in conducting associate performance reviews? Learn more about various aspects of conducting these reviews by following these tips. + read more


The War for Talent and Business Downturns

Law firms that take a short-term view on talent during an economic downturn will find themselves paying the price. Rather than a cutting-back period, the breather afforded by a slowdown in work is a good time to redouble efforts on a review of the firm’s recruiting policies and practices, and its approach to professional development. + read more


The Return of a ''Buyers' Market: Suggestions to Law Firm Recruiting Coordinators for How to Best Navigate the Changing Legal Market in 2011''

Although, for some, it seems a long way off, most of us recall the booming legal market in late 2007/early 2008 as a time when associates and partners could move from firm to firm with relative ease, and were able to negotiate salaries, bonuses and start dates with much more flexibility than in recent years. This was certainly a "buyers' market," which strongly favored attorneys over law firms and which required firms to act and often negotiate quickly in order to secure the best and brightest attorneys. + read more


The Emphasis on New Clients and Partner Compensation

There are as many variations of partner compensation plans as there are law firms. Most are well intended and targeted at rewarding those efforts that the firm values, or thinks it should value, most. + read more


The Changing Interview Landscape

While there is a general degree of consistency in the entry-level hiring process for law firms, which you likely experienced during the annual on-campus interview process at your law school, the interview process for lateral hires has continued to change over the past two decades, and has generally become less standard as time goes by due to firms experimenting with a variety of interview procedures, evaluations, and techniques designed (presumably) to ensure the best hiring and retention processes to build their business. + read more


The Argument for Eliminating Lock-Step Partner Compensation

Eliminate Lock-Step Model and Reward Performance, Not Time Served Beginning at the end of 1999, law firms began accelerating the rate at which they increased associate compensation. This trend literally moved at “Internet speed:” within three months, associates nationwide were deemed to be worth substantially more than they had been when hired, sometimes only a few months earlier. + read more


Law firms and Their Future in the Changing Legal Industry

When considering and, specifically, the nature of marketing legal services in the future, the best guide is empirical data of two kinds: (1) law-specific data combined with (2) information from the mature unregulated service professions. + read more


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