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Major Law Job Interviewing Styles

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published February 14, 2013

By CEO and Founder - BCG Attorney Search left

Understanding the differences between the four major interviewing styles and preparing a strategy to effectively deal with each of them will also improve your chances for success:
  1. Directive Interview: short, precise questions designed to elicit specific information about your background and interests are asked. The questions are formulated from the contents of your resume.

    Strategy: Answers should be brief and should objectively emphasize concrete accomplishments. Be careful to be concise but do not fall into the trap of responding with monosyllabic yes or no answers.
     
  2. Non-Directive Interview: The recruiter's intent is to get the candidate to do all the talking. This usually does not work to your advantage. Your goal should be to get the recruiter to do at least 50% of the talking.

    Strategy: Construct a narrative history of yourself in advance to enable you to make a clear concise statement explaining your purpose at the interview. Attempt to draw the recruiter into the conversation by asking questions.
     
  3. Stress Interview: This is perhaps the most difficult interview of all. Its purpose is to measure your poise and emotional stability. The recruiter tries to appear curt, argumentative and/or impatient, firing questions in rapid succession. The questions may be designed to annoy you or bait you into a topical argument.

    Strategy: Remain patient and calm. Indicating annoyance, tension or nervousness serves no purpose. To avoid a debate, try to change the topic by asking a question. Remember, this type of interview is designed to rattle you.
     
  4. Free-Wheeling Interview: This type of interview lacks any semblance of structure or direction. Since many attorneys have limited interviewing experience, they have no tactical plan.
Strategy: Control the flow of the conversation by opening the interview with highlights of your accomplishments and then move directly into your own questions. This helps put the recruiter at ease and helps to focus him/her on your assets.

Questions Interviewers Ask

It may help you focus your thoughts if you write down responses to the following questions. This is to help you strategize.
Do not try to memorize these as responses. If you do, they will almost certainly sound "canned." Your responses don't have to be long-just a few sentences each:
  1. Tell me about yourself, (What they're really asking here is, "What in your background makes you a good candidate for this job?" This is not the time for an autobiography)
     
  2. What are your long range and short range goals and objectives? (Be sure to make the connection between your goals and this job for which you're interviewing)
     
  3. What do you see yourself doing five years from now? (Again, tie your answer into the position available. Never, ever say you want to be doing something unrelated!)
     
  4. What made you decide to go to law school? (Show your commitment to the legal profession)
     
  5. Why should I hire you?
     
  6. What two or three accomplishments have given you the most satisfaction? Why?
     
  7. In what ways do you think you can make a contribution to our firm/company?
     
  8. In what sort of environment are you most comfortable? (ideally, your favorite environment will be similar to the employer's with whom you are interviewing. Find this information out by conducting thorough research.)
     
  9. Why do you want to work with our agency/company/firm? (be specific. Show you've done your research!)
     
  10. What do you consider to be the strongest qualities in your personality and character? (list about 3 and relate them to the job opening)
     
  11. What are your greatest weaknesses? (Be honest but not negative. Show how you turned a weakness into your strength or discuss a weakness that is unrelated to the position for which you are interviewing.)
    United States
     
  12. I see from your resume that you (play basketball or speak French or are interested in real estate, etc. This is not a statement where you answer "yes" or "no". Hear this as: tell me more about your basketball team or French speaking abilities or interest in real estate.)
     
  13. What else do you think I should know about you? (From your preparation beforehand you will have an additional strength or accomplishment that you'll want to highlight here. Don't say there isn't anything else. You're more exciting than that!)
     
  14. Do you have any questions that I can answer? (This usually signals that the interview is beginning to come to a close. Have several prepared questions that are good. Don't ask anything about the employer that you could have found out by reading information that is publicly available. Even inexperienced interviewers can spot a canned or "recommended" question a mile away! In some way, personalize your questions, and make them your own. Some suggestions follow.)
Suggested Questions to Ask Interviewers
  1. From my research, I see that you are involved in the (i.e., Tax) area. Could you tell me how you got interested in this area and a little bit about what your practice is like?
     
  2. What kind of responsibilities would an associate be assigned?
     
  3. What do you see as the overall growth areas of the firm/ company?
     
  4. What departments are likely to expand in the next few years?
     
  5. I was particularly interested to learn about but you have really covered that information quite extensively. (Restate what you learned)

    You may want to raise this issue if you believe negative assumptions are being made about you, confidently address the issue in order to eliminate the perceptions.
     
  6. During other interviews, I have been asked about (my ability to accept supervision from someone younger than me, or about my child care arrangements or my commitment to this geographic area) and we haven't talked about that yet.
Avoiding Discriminatory Questions

Hiring decisions tend to be based on somewhat subjective material. Unfortunately, trying to determine if someone "fits in" to a particular environment can lead to subtle forms of discrimination. While interviewers usually try to avoid asking personal questions, most want to know all they can about the applicants. Help them by providing information that you are comfortable with discussing and would like the interviewer to know. The information you volunteer about yourself will be different from what every other applicant offers and will help you stand out in the crowd. A word of caution: do not allow yourself to be lured into intimate chit-chat. Regardless of the kindness of the interviewer, nothing is "off the record." Keep your comments job related and, if you can complement your resume in any way by adding something, do it!

Applicants who are not aware of what questions should and should not be asked are more likely to be victims of discrimination. The general rule of thumb is, if the information is not specifically job related, it should not be asked.

Examples of potentially sensitive subjects include:
  • name
  • residence
  • age
  • birthplace
  • military service
  • references
  • national origin
  • sex
  • marital status
  • family size
  • race
  • color
  • physical description
  • physical condition
  • photograph religion
  • arrest record
  • criminal record
  • fraternal membership


See the following articles for more information:

About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations—from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

  • Immigration law
  • Workers’ compensation
  • Insurance defense
  • Family law
  • Trusts & estates
  • Municipal law
  • And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

  • Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
  • Elite boutique firms with specialized practices
  • Mid-sized firms looking to expand their practice areas
  • Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success – The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm’s unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison’s legal career insights are the most widely followed in the profession.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here.

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials—he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison’s work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

  • Finds and creates job openings that aren’t publicly listed, giving attorneys access to exclusive opportunities.
  • Works closely with candidates to ensure their resumes and applications stand out.
  • Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney—no matter their background, law school, or previous experience—has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

  • Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
  • Senior attorneys who believed they were “too experienced” to make a move and found better roles with firms eager for their expertise.
  • Attorneys in small or remote markets who assumed they had no options—only to be placed at strong firms they never knew existed.
  • Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist—often in places they never expected.

Submit Your Resume Today – Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison’s expertise will help you take control of your future.

? Submit Your Resume Here to get started with Harrison Barnes today.

Alternative Summary

Harrison is the founder of BCG Attorney Search and several companies in the legal employment space that collectively gets thousands of attorneys jobs each year. Harrison’s writings about attorney careers and placement attract millions of reads each year. Harrison is widely considered the most successful recruiter in the United States and personally places multiple attorneys most weeks. His articles on legal search and placement are read by attorneys, law students and others millions of times per year.

More about Harrison

About LawCrossing

LawCrossing has received tens of thousands of attorneys jobs and has been the leading legal job board in the United States for almost two decades. LawCrossing helps attorneys dramatically improve their careers by locating every legal job opening in the market. Unlike other job sites, LawCrossing consolidates every job in the legal market and posts jobs regardless of whether or not an employer is paying. LawCrossing takes your legal career seriously and understands the legal profession. For more information, please visit www.LawCrossing.com.
Gain an advantage in your legal job search. LawCrossing uncovers hidden positions that firms post on their own websites and industry-specific job boards—jobs that never appear on Indeed or LinkedIn. Don't miss out. Sign up now!

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