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Managing Legal Professionals

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Different Styles of Law Firm Recruiting

When it comes to recruiting, law firms get as much out of their efforts as they put into them. As a result, is it a surprise to hear partners complain that their firms are not attracting as much top talent as they once did. + read more

Behavioral Interviewing Techniques to Help Your Law Firm Get Great Laterals

Has your firm been hiring new associates who seem to meet your criteria in the hope that they'll learn and improve and still be with the firm when its time to make partnership decisions? Rather than hoping, now may be the time to identify the competencies your law firm needs. Then you can teach lawyer/interviewers to uncover the desired behaviors that will create a legal workforce that can develop those competencies and is reliable, productive, and stable. + read more

Be Sure About Your Law Firm’s Business Objectives Before Hiring Laterals

In many firms, lateral hiring resembles a revolving door: Lawyers come in, spend three or more years with the firm, and then depart. Indeed, when it comes to integrating laterals, most law firms do a good job of detailing the programs, policies, and paperwork needed to cover the administrative aspects associated with joining a new firm, but they fail to describe the business objectives they have for the lateral. + read more

Basic Rules Regarding Recruitment and Compensation of Lateral Partners

Few areas have more potential for internal criticism and strife than determining the appropriate compensation level for lateral partners. And even large firms that recruit tremendous numbers of lateral partners can have a hard time figuring out how to attract and compensate these new owners. The difficulties in compensating lateral partners vary depending on the compensation system employed at each firm, so the tried-and-true tactics outlined below should be helpful to law firm leaders who need ideas for recruiting and compensating lateral partners: + read more

Avoiding Mistakes When It Comes to Lateral Acquisitions

In 2001, the NALP Foundation for Research and Education released its groundbreaking study, The Lateral Lawyer: Why They Leave and What May Make Them Stay with an eye on revealing: 1) the primary and secondary influences on the decisions of lawyers to change jobs including the role of practice interests, financial incentives, work/life balance priorities, work environment characteristics, and professional and career development needs; 2) the perceptions of laterally hired attorneys about how their new (current) employers are meeting their expectations for assimilation, marketing of the lawyer to clients, compensation and more; 3) The relative degree of loyalty or anticipated longevity of lateral lawyers as they report their own expectations for tenure; and 4) How law firms recruit and hire lateral lawyers, including the role of referrals, self-initiated contact, search consultants; law firm lateral hiring criteria and selectivity; and lateral hiring incentives. + read more

Top 7 Rules for Law Firms Conducting Call Back Interviews of Law Students

Participating in the call-back interview process is different than being an on-campus interviewer. Most firms spend more time training the attorneys who interview on campus than the larger number who participate in the firm's in-house interviews. While on-campus interviews are initial screening interviews, in-house interviews are a mix of initial screening interviews with students who have sent unsolicited resumes to the firm, call-back interviews resulting from on-campus interviews and second visits from students who have received offers and want to visit additional attorneys before making a decision. + read more

Top 10 Reasons to Hire Interns or Summer Associates

Here are the Top 10 Reasons to Hire Interns or Summer Associates: + read more

Hiring on Responses to the Most Common Interview Question

When it comes to interview questions, maybe the most common one posed to candidates is “What’s your strength?” or “Tell us about your strong points,” and similar questions of the same nature. Asking common questions that a candidate expects is one of the greatest interview strategies and it helps to take better informed decisions as answers can be compared against well-researched and standard sets of responses. In this article we are going to explore how employers use the question “What’s your strength?” for making hiring decisions. + read more

How to Make Employee Communications Most Effective

An attorney's employees are deeply interested in their organization's plans for the future. Internal communication among all concerned is essential to create a unified group who understands the organization's objectives (both marketing and otherwise). The benefits are high morale and loyalty toward those objectives. Internal informational meetings, training programs, and newsletters play a critical role in this. + read more

Determining attorney compensation and Its Effect on Overall Practice Strategy

Determining attorney compensation and Its Effect on Overall Practice Strategy What are some of the options and issues regarding attorney compensation? This one issue is central to every other decision in a law firm, especially the firm's strategy and direction. Certainly this is one of the most often discussed subjects of law practice management, since by definition it affects all attorneys. The pages of practice management books and law journals have lengthier analysis of more types of plans than one would think possible to exist. Someone once made the comment that for every 20 law firms there must be at least 25 different compensation schemes—just for partners! + read more

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