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All bad online job ads exhibit the same mistakes — dull writing, uninspiring language and failure to highlight the company’s image. Here are some of the best ways to craft job postings that will appeal to the right candidates.
Lynne J. DeVenny, a North Carolina State Bar Certified Paralegal with 20+ years of experience and co-host of monthly podcast, The Paralegal Voice at Legal Talk Network, provides some tips for attorneys looking to hire a paralegal, and for paralegals seeking employment, in her blog posted at practicesmarter.com, ''How to Hire a Great Paralegal''.
Process server jobs require that you work with lawyers and individuals to serve legal papers to people on a daily basis. It is a job and business that is constantly changing, and every day is different. If you're looking for a business that is always changing, presenting new challenges, and requires a lot of thinking-on-your-feet mentality, then starting a process server company might be right up your alley.
Growth is essential to the long-term survival of any business. American and foreign law firms have grown by marketing to the public, acquiring lateral partners with portable practices, merging with other firms, and starting branch offices.
As professional search consultants, part of our job is to counsel attorneys on a daily basis as to how they should choose between competing law firms. There is a considerable degree of insight that is needed to understand the psychology that attorneys attach to choosing between competing offers, and contrary to popular perception, attorneys do not always choose to work in the highest-paying or most prestigious law firms. Understanding why attorneys choose one firm over another can help you both attract and retain attorneys after they are hired.
Tailoring Legal Search to Meet Your Firm's Needs All things considered, legal recruiting is a fairly young industry. Although law firms are increasingly sophisticated in their use of the legal-recruiting industry, BCG believes there is substantial room for improvement in the way the legal-recruiting industry delivers its services and in the way law firms avail themselves of legal-recruiting professionals.
Far too many legal-hiring organizations fail to hire stars because their hiring process actually prevents superstar candidates from ever getting in the door. By reviewing the following list of suggestions for organizing and streamlining your approach to hiring, you should be able to maximize your chances of hiring the star candidates who may have eluded your recruiting efforts in the past.
I recently asked a managing partner (who is actively in the market for lateral partners) how his firm distinguishes itself from its competitors. The response I got was, "We've got a great firm and we make a ton of money." I have to give him points for being superlative, if not terribly specific. He wasn't being flip; it was clear that he believes that these are the two reasons for partners to join his practice. But as someone who talks to firms about their senior-level needs on a regular basis, these may be important characteristics of the firm, but they are hardly distinguishing characteristics of the firm. The truth is many firms aren't great at articulating what makes them different from their competitors.
Regardless of how limited your marketing dollars or experience may be, you're more likely to succeed if you have a plan. Best of all, the plan need not be complicated.
In this article Jennifer C. LaRusso discusses law firms' using their websites and microsites to recruit new associate attorneys. For any law firm filling junior associate lawyer job openings can be stressful in terms of reaching recent law school graduates and appealing to them. LaRusso explains that these days a law firm website's ''About Us'' section just won't cut it. Having a microsite linked to the main law firm website can interest and draw in some of the most talented young lawyers out there.
You've seen the studies, and you know that you can save as much as 93% on the cost of adding fax capabilities and 89% of the monthly cost by using an Internet fax service instead of a fax machine or fax server in your law firm. You also know you can improve privacy, simplify document management, and extend your faxing capabilities everywhere — even to individual properties. Now the question is ''Which one do I choose?''
Accounts receivable, if ignored or not dealt with efficiently, can represent significant losses to any business—let alone your law practice. Too many lawyers who bill for their time miss out on a great portion of revenue that could have been enjoyed, reinvested, or saved—if only they had received it in the first place.
Law firms everywhere are quickly jumping on the marketing bandwagon. It is no secret that many top law firms' levels of success in 2006 were attributed to their marketing budgets, according to the BTI Consulting Group, which surveyed 60% of all Am Law firms. The average marketing budget among top firms was $9 million.
When it comes to management at law firms, management does not simply refer to case management. It is also connotes the fact that law firms are businesses. Therefore, lawyers must also manage the business aspects of the firm, including payroll, purchasing supplies, and human resources. However, most lawyers are not specifically trained to handle the business side and would prefer to stick to the legal matters. Even if one were to delegate those responsibilities to a paralegal or legal secretary, either of those people may also have inadequate experience or education.
This is the second of a two-part article on diversity in law firms. This first article examined why more law firms are recognizing the value of having a diverse workplace. This second part provides ideas for recruiting and retaining an inclusive workforce and offers some advice to smaller firms.
This is the first of a two-part article on diversity in law firms. This first section examines why more law firms are recognizing the value of having a diverse workplace. The second part will provide ideas for recruiting and retaining an inclusive workforce and offer some advice for smaller firms.
Cultivating a legal and ethical business climate is a two-step process. First, the courts, regulatory agencies, and other governmental bodies need to have the legal and financial wherewithal to investigate and prosecute corporate wrongdoing. Second, corporate America and its employees need to be aware of the changing regulatory and legal landscape, so they can be sure they keep to the straight and narrow path.
Corporate America is at a crossroads. Revenue is increasing. Profits are up. The world economy is creating potentially huge new markets. And according to some analysts, the future appears bright. But few times in American history have we witnessed a larger spate of high-profile cases of corporate misconduct. Corporations like Enron, WorldCom, Cendant, Tyco, HealthSouth, and plenty of other companies-and the executives who run them-have been accused (and sometimes convicted) of numerous misdeeds.
A recent Jackson Lewis Workplace Survey that charts trends and developments in workplace law and related issues found that gender discrimination charges spiked in 2004. In the survey, participants were asked, ''Was your company sued by an employee for any reason during the past year?'' Fifty-eight percent of the respondents cited gender discrimination as the basis for a charge, a substantial increase over the 48 percent who responded the same way in the law firm's 2003 survey.