Providing Insight and Strategic Advice about Legal Recruiting
You finally found a position that you thought would be your "dream job." The partners liked you and promised to put you right to work in litigation, an area in which you are desperate to gain experience. However, it has been six months and you have yet to touch your first case. Instead, they have you in the corporate department, spending your days up to your elbows in mind-numbing paperwork and boring meetings.
This scenario is not as uncommon as you might think. The only way to "compel" a law firm to allow you to do the work you want to do is to have in hand a written contract specifying that you will be allowed to perform certain tasks, and most law firms are simply not going to give you this when you are hired. Far more firms rely on a "gentlemen's" (or ladies') agreement and a handshake to specify your job duties.
Do you have any recourse when you find that your dream job is not what you thought it would be? There is, of course, the possibility of quitting, but most lawyers these days are just glad they have found work and are reluctant to give up their jobs. Should you suffer in silence? Actually, there are ways you may change practice areas, but they require you to understand a few basic rules about working in a law firm.
While it is important to get experience in the areas in which you want to specialize, it is also important to maintain your integrity while job seeking. If you do decide to leave, be sure to give plenty of notice and finish the cases to which you are assigned.
Rifkin Consulting can help you when the time comes to change jobs by finding the right law firm and position to match your skills and preferences.
Sometimes the dream job you thought you would love turns out to be a nightmare position from which you feel you may never escape. This is especially distressing when you have just started a new job and decide in a very short time that you despise the people or the position or both. How soon is too soon to start looking for another job? Will changing a job too quickly look bad on your resume?
The Dilemma of A Bad Job
Bad jobs create their own terrible dilemma. If you quit the job, you risk being earmarked as a quitter or a “job hopper”; however, if you do not quit, you risk not only being miserable but perhaps being fired by the boss who likes you no better than you like him or her.
Generally, your happiness and mental health are worth more than any job. However, you also have to be able to balance your own needs against the danger of moving from job to job whimsically.
A few things to consider when choosing whether or not to leave a job you just started:
How Unhappy Are You?
The biggest question to answer when you are considering leaving a job you just started is: how unhappy are you? You may honestly have given the job a fair chance, but it is also possible that you are allowing your dislike to color your viewpoint. One way to measure how reasonable your dislike of a job really is could be to talk with someone you trust and who is willing to give you an objective opinion of your situation.
If you find that you simply cannot stand to keep a job, of course you must move on. However, be sure that you are making the right decision and that you are willing to accept the consequences of making a sudden job change before you turn in your notice.
There are very good reasons to work with an attorney recruiter when searching for attorney jobs in CA or when law firms have positions to fill. Here are the top ten reasons an attorney recruiter in CA can help match the right candidate with the right job.
A legal recruiter can be a wonderful benefit in your legal job search. Rifkin Consulting has many years of experience helping legal candidates look for jobs and helping law firms connect with the right candidates for their various positions. With the help of Rifkin Consulting, quality attorneys can come together with the right law firms to benefit both.
Hiring an attorney recruiter is a process, in some ways, similar to a job interview. You must be sure that the attorney recruiter is a good match for your needs, and the recruiter must be sure that you are the type of candidate he or she wants to represent. The process of “interviewing” a legal recruiter should be taken every bit as seriously as your job interviews and may well have even more lasting ramifications.
An attorney recruiter in CA such as Rifkin Consulting serves a very important purpose. Finding the right attorney jobs in CA is not a simple task, and hiring an attorney recruiter is one of the best ways to weed through the hundreds of law jobs in CA and find the one that best suits your goals and talents.
Therefore, there are several things you should ask your attorney recruiter before agreeing to representation. Here are a few questions you should ask to learn the important information you need to make the right choice in legal recruiting firms from among those available.
How long have you been working as an attorney recruiter? Ask to see the credentials of the person you are hiring to represent you to law firms throughout the state. A professional attorney recruiting firm has usually been in business for years, offering you a chance to review their success stories and see their development as a key player in the legal field.
How do you go about choosing the right jobs for me? This is a crucial question and is really the key to the success or failure of an attorney recruiter in terms of finding the right positions for you. The attorney recruiter should use a verifiable method of weeding out job possibilities so that he or she focuses only on those that will fit your demands. You do not want a recruiter who simply passes your resume to any law firm that is hiring.
Do you offer support services? An attorney recruiter should offer other services such as resume editing, interview preparation and advice on choosing the right job. Simply brokering your resume to law firms is not enough.
Do you have references to whom I can speak? The old saying “a picture is worth a thousand words” can also be applied to references. No matter how good a firm tells you it is, hearing it from someone who has used the firm successfully means much more. You should also search the Internet for possible bad references; while one or two do not mean much, a number of bad reviews may signal trouble.
How do you calculate your fees? An attorney recruiting firm is paid by the employer when a candidate is hired and begins employment.
It is also important to consider the necessity of maintaining confidentiality and discretion in this process. You may have other questions to ask a potential attorney recruiter. Do not be afraid to ask for clarification or information; after all, this may be one of the most important relationships of your life.
As an attorney recruiter, I have seen a variety of business cards slide across my desk. Some have been good, some have been bad, and some have been downright ugly. It seems trite, but your business card truly is your own personal form of marketing. What you put on your business card should reflect your brand as an attorney candidate.
The front of a business card is the first thing many people see when you introduce yourself. Therefore, the front of your business card, along with your appearance, can make or break your chances for a job or to retain a client. As a legal recruiter, I have heard law firms exclaim in surprise that they thought the business card did not inspire confidence in the candidate before them. It is worth the effort to examine the front of your business card and determine the most important information to include as well as the placement of that information in the most eye-catching manner.
Having an effective business card means more than just printing your name and telephone number on the front. Not only should you have certain information on your card, you should also include this information in way that immediately draws the eye to the important points and makes a statement about your professionalism and organizational skills.
Here are a few rules to follow when designing the front of your business card.
When it comes to obtaining a lawyer job in California, your business card could be the first step in or out of the door. Rather than leaving it to chance, attorney candidates should give it the careful review it deserves.
As attorney recruiters, we see hundreds of resumes slide across our desks. Unfortunately, although this is an incredibly important part of your overall image, many people are unaware of how to craft a resume that screams hire me, not file me in the waste basket.
Your resume is the most important thing you send out when you are looking for a job. Preparing a resume should not be something you do the night before a job interview; in fact, your resume is an asset just as money in a bank account is an asset. It is also organic, changing, and growing as you gain experience. Updating your resume should be an ongoing activity, and there are specific rules you should follow as you work on perfecting this important document.
When seeking law jobs in CA, it's important for attorney candidates to understand the necessary elements to preparing a successful attorney resume. Our attorney recruitment firm offers editing services for attorney candidates as a standard service, but candidates can benefit from these necessary components.
If a candidate is self-submitting, he or she should be very aware of how impersonal these systems are. Although efficient, they do not “feel” the person with a cover letter or resume that has had professional guidance, and are less likely to make it to the next level. They are very key word driven, and every effort must be taken to have your submissions materials be impeccable. This is where a skilled attorney recruiter can offer help to a candidate that is invaluable.
You may have heard the saying “A picture is worth a thousand words.” This also applies to a well-written follow-up to an interview. Our attorney recruiters often advise attorney candidates that while once considered unique, a follow up is now just good manners. These days, it is expected that attorney candidates can and will follow up with interviewers to show a deeper understanding of items mentioned and an appreciation for meeting the busy members of the firm.
Even experts sometimes neglect the crucial time just after an interview, but this is a time when, psychologically, many things may hang in the balance of choosing a candidate for hire. The more you can do to make yourself stand out to the partners or hiring committee, the better your chances of securing the job. Our legal recruitment firm has compiled some great tips to follow up well after a good interview.
One problem that everyone wants to have is deciding between two or more job offers. However, this can actually be a very emotionally challenging problem. Agonizing over two equally good jobs is difficult; it helps to “make a list” of the pros and cons of each job, but what factors should be important in choosing the right position?
As an experienced attorney recruiter, I often see how this choice plays out for attorney candidates. When candidates are torn between positions, there are often some factors which may provide the answer. Not all law jobs in California are created equally, so attorney candidates can use the following information to decide between the right position and a position that may just be ok.
When you're looking for lawyer jobs in California, it can sometimes seem like an eternity before you're called in for an interview. Waiting to be called for an interview can be emotionally difficult. It can mean hours of sitting by the phone or the computer, waiting for a call or an email.
As skilled attorney recruiters, we see this frustration a lot. Instead of suffering and putting yourself through stress, why not use this time to your advantage? Here are some tips to help you use the time between sending in your resume and your actual interview wisely.
With the economy in recession, it may be difficult to find career opportunities that match your criteria, experience, and academic achievement. The economic crisis has left few jobs on the market and even lawyers are having difficulty trying to find employment that matches their requirements. You may have considered working with an attorney recruiter, but are still uncertain whether or not you should. Here are several reasons why an attorney recruiter can assist you in building an enriching and successful career as an attorney:
Appearance and Presentation:
Often, applicants do not hear back from potential employers because their cover letters and resumes are unsuccessful and ineffective. Most attorneys are so busy applying to numerous jobs that they do not research each law firm’s background and goals. Ultimately, many attorneys make the awful mistake of sending out generic and plain cover letters and resumes. This usually leads to fruitless results.
Cover letters should be tailored to the law firm and used to create a connection with the firm's recruiting department. If you are not referencing your knowledge of the firm or engaging the reader within the first paragraph, your cover letter will likely be tossed.
Additionally, if your resume and cover letter contain typographical errors, you will most likely not hear back from them. Your first impression, even though on paper, needs to be completely flawless. Fortunately, an attorney recruiter can edit your resume and draft an impressive cover letter while also providing background on the law firm to ensure that your presentation catches the reader's attention.
Interview and Impression:
Numerous applicants find the interview process utterly challenging with multiple phone and in person interviews. The process can be stressful, nerve-wracking, and brutal. It is of the utmost importance that you appear to be the right candidate for the position, but most often interviewees become nervous and fail to create the right impression. An attorney recruiter can help you with the interview process by providing effective tips to guide you in selling your skills and experience.
Ever heard the expression: “it’s not what you know, it’s who you know”? Well the statement rings completely true in searching for the right career opportunities. It is absolutely crucial to establish long-lasting connections and relationships in order to generate the best career opportunities. This may be a daunting task for a new or young attorney. At Rifkin Consulting, we offer the benefit of more than 25 years of experience with the legal industry and have many well established relations with successful law firms and exceptional attorneys.
Contact Rifkin Consulting
Whether you are a young associate or longtime partner, we can help provide you with employment opportunities for a permanent and successful career. Our attorney recruiters have your best interest in mind and will search for top tier law firms that exceed your requirements. Contact one of our consultants today so we can assist in achieving your long-term goals as an attorney.
Rejection hurts. As a society, we inherently associate rejection with failure—but we need to learn that rejection is a chance for us to react, respond, and recommit to our goals. While it may not seem like the case yet, being turned down by a potential employer might be the best thing that happened to you. Here are three reasons why you didn’t get the position you were hoping for, and how to improve your job search efforts in the future.
Not A Good Fit
One of the biggest challenges for any attorney recruiter is finding the right employee for the right company. Not only do applicants have to have the basic skills to do a job, but they must also be a good culture fit for the company. Your personality needs to meet that of the company you’re interested in.
If you think you’ll be a great fit, it may be difficult to convey your interests on paper without seeming too forward or giving too much information. In order to show off your personality and prove to the recruiter that you are the perfect candidate, do your homework. Research the company’s culture and reputation, and write your cover letter and resume in response to what you find.
Didn't Follow Directions
If a recruiter asks for a short cover letter, write a short letter. If they request salary requirements, be honest. If they ask for samples of your work or a link to your portfolio, do so. Recruiters spend hours searching for the right candidate. The last thing they want to do is exchange multiple emails asking you for documents or information that you should have sent them in the first try. Some might just ignore you completely if you didn't follow directions.
While you’re at it, make sure that you pay attention to details. Search your resume and cover letter for typographical or grammatical errors.
Lack of Basic Requirements
Simply put, you don’t meet the basic requirements. Maybe they’re looking for someone who has five years of experience, but you only have four. It’s not any fault of your own. At the end of the day, you’ll find a company that is the right fit for you, no matter what the requirements or culture. You just have to keep looking.
Los Angeles is home to thousands of unique businesses, many of which need in house counsel to represent them in a variety of legal issues. If you're looking to join a corporation as in house counsel, hire a Los Angeles attorney recruiter to help you secure that position. At Rifkin Consulting, we are premiere Los Angeles attorney recruiters. With decades of experience and deep connections in Los Angeles, Rifkin Consulting is the attorney recruiter of choice. We work for attorney candidates for free and you reap all the benefits.
Do You Know How To Secure a Great In House Counsel Position
If you're scanning the want ads online and applying to jobs yourself, you're likely missing out on choice Los Angeles in house counsel positions. Need some help? Hire a Los Angeles attorney recruiter to secure you an in house position. When you work with Rifkin Consulting, your premiere Los Angeles attorney recruiters, you gain the following benefits:
You Need a Competitive Edge
When you work with a Los Angeles attorney recruiter, you gain a competitive edge over others. In Los Angeles, there are approximately 11 million people, a large percentage of whom are attorneys. How many people do you think will be competing with? When you use a Los Angeles attorney recruiter like Rifkin Consulting, you're investing in yourself.
When you're seeking a position as an Associate or as In House Counsel, you need to know how to market yourself for the job you want. Do you know how to stand out of the crowd and market yourself as the right choice? Maybe it's time you called a Long Beach attorney recruiter. When you call a Long Beach attorney recruiter like Rifkin Consulting, you gain experts in the field of marketing yourself for the job you want.
As attorneys, it's not a natural skill to be able to sell yourself or your skills. You likely got into this business to argue the finer points of law, not to sell. But when you're looking for a job, you must be able to market yourself in this manner. That's where we come in. Hire a Long Beach attorney recruiter to take on the role of marketing you to law firms and corporations.
How Long Beach Attorney Recruiters Market You
When you submit your resume to Rifkin Consulting, you gain knowledgeable and skilled Long Beach attorney recruiters who will aggressively market you to potential employers across Long Beach and the United States. We've got the experience that you need to gain the position you want. How do we do it? We use the following techniques to your advantage:
You need an advocate on your side. That's why you should call a Long Beach attorney recruiter today. Gain the help you need for free. Yes, free. We are paid by your eventual employer, so it is in our interest to work hard to market you well.
San Francisco is a competitive town. And given the current somewhat shaky state of the attorney job market, the competition has gotten fierce. That's why you need an experienced and assertive San Francisco attorney recruiter on your side. At Rifkin Consulting, our decades of experience make us the best San Francisco attorney recruiters. Don't just take our word for it, take a look at our track record. We place more people into satisfying San Francisco attorney positions than our competitors do. Our San Francisco attorney recruiters get the results you need.
What an Experienced San Francisco Attorney Recruiter Can Do For You
You've got the experience and the desire to get hired at a great law firm. But do you have the skills to catch that law firm's eye and beat out your competition? Do you know what it takes to make a lateral move? Trust Rifkin Consulting, your experienced San Francisco attorney recruiters to help you out. We offer the following services to our attorney candidates to help them get hired:
When you're looking for a competitive edge, trust in a San Francisco attorney recruiter to provide it for you. We'll be your secret weapon in a highly competitive law firm job market.
The business of legal recruiting is always evolving. Today, Facebook announced a new job board and on its first morning, recruiters have already posted 1.7 million jobs from 5 different internet recruiting portals. These portals include:
• DirectEmployers Association
This new application was initially developed to offer job seekers one central location to look for work and interact. As a social recruitment site for legal professionals, the jury may still be out. What appears to be lacking is the caliber of professionalism that legal recruiting targets.
Facebook Lacks the Professionalism that LinkedIn is Known For
What’s missing in Facebook’s job board is the community of professionals that LinkedIn attracts. As an aggregate of current job postings around the net, it’s great. But as a legal recruiter, the level of professionalism inherent to a site like LinkedIn may be more appropriate. Many Facebook users treat their pages like a fun zone. That profile picture of someone downing shots on their last vacation doesn’t scream hire me.
The reason legal professionals keep coming back to LinkedIn is the professional community. In this forum, you can network, share tips and tricks, peruse articles about topics relevant to your career and gain support from a community of professionals. Legal professionals are comfortable in this setting and have embraced the forum as a professional space in which to interact. As a legal recruiter, you need to hang out in the spaces where your clients gather. And LinkedIn appears to dominate this space.
Until Facebook embraces a more professional atmosphere, its value may simply be as an advertisement space. As a legal recruiting space, the jury is still out.
If you aspire to be a successful attorney, then you might heard of a law firm known as Skadden, Arps, Slate, Meagher, & Flom, LLP. A titan among mortals, Skadden was named as Wall Street’s most powerful law firm by Forbes Magazine. The firm was the first to report $1 billion in annual revenue and receives consistently stellar reviews from industry publications.
The question needs to be asked: What is their secret? How did they earn this reputation?
It’s not difficult to see that Skadden owes its success to its team of attorneys and associates. The firm reaches out to potential lawyers who have been ranked in publications like Chambers, the American Lawyer, the National Law Journal, and the Financial Times. Skadden even offers a top-tier associate program that provides excellent training, mentoring, and guidance for its future attorneys.
We can understand, then, why graduates are tripping over their feet for a chance to nab a seat in the summer associate classes. The hiring process at Skadden is vigorous and tough (and understandably so, considering their reputation). What exactly is the best way to earn a coveted spot within Skadden’s prestigious firm?
Associates can increase their chances of recruitment by seeking help from law firm and attorney recruiters who know the ins and outs of the firm. Legal recruiting firms, like Rifkin Consulting, have mastered the art of attorney search and placement.
These firms use their expertise to match associates with the right firms. Rifkin Consulting has a rich history of success in the industry, and has been known to create trusted candidate relationships. By utilizing a legal recruiter, associates not only increase their chances of job placement, but they will also build professional relationships that will continue to benefit them in the years to come.
One of the largest global law firms in the world, Latham & Watkins, LLP, employs approximately 2,000 attorneys in the United States as well as in Europe, the Middle East, and Asia. The company was founded in 1934, and though it initially focused its practice in the U.S., the attorneys began to take on cases outside of the nation.
Latham & Watkins started in Los Angeles, California, but its biggest office is now located in New York City. It is not difficult to recognize that Latham & Watkins hires only the top accolades to join their team of successful attorneys. Considering the fact that it is historically one of the most profitable firms in the globe, Latham & Watkins selects its future attorneys sparingly.
Landing a job at Latham can be quite the mission, but it is not impossible. Why else would the company boast of more than 2,000 associates? Nevertheless, it can be a long and vigorous journey to earn a coveted position at any prestigious law firm.
This is why it is so important that you develop a relationship with a legal recruiter. Legal recruiters have already developed relationships with attorneys at these firms. They know the ins and outs of the industry. By taking a single glance at your resume and experience, a legal recruiter, like Diane Rifkin and the recruiters at Rifkin Consulting, will know which firm to match you with and where you will fit best.
Contacting a legal recruiter could be one of the best things you do for your career. The benefits are invaluable. Not only will you increase your chances of landing a job, but you will also develop lasting relationships that will benefit you in the future.