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  • Mon, April 10, 2017 10:16 AM | Tani Santos

    By: Howard Flack, Law360

    By now, I hope we’ve all looked in the mirror and seen our own reflection as it relates to our respective lateral recruitment efforts. It is, of course, interesting to see the results of a number of the surveys and much of the research done around the topic of lateral partner recruiting. Some focus on the very simple question of whether firms consider their lateral partner recruitments to have been "successful" or "profitable." 

    Others focus on why lateral partners are leaving their firms, and, based on actual research, rank the factors that appear most important to a lateral partner's decision to leave. What is interesting, though, is that virtually all of the focus on the "success" of lateral partner recruiting in general, or why lateral partners consider moving in the first place, is on the individual lateral partner and not the firm.

    Full Article


  • Fri, April 07, 2017 3:44 PM | Tani Santos

    By: David Ruiz, Corporate Counsel, The American Lawyer

    SAN FRANCISCO — As corporate legal departments push for increased diversity in the outside counsel they hire, many departments are mirroring those efforts in-house, working with a national organization that provides training and education to minority attorneys through several programs.

    Early this year, HP Inc. said it would withhold payments from outside counsel that do not meet diversity requirements. And an April 3 The New York Times report said Facebook Inc.'s legal department requires outside counsel teams working directly on a matter to be 33 percent composed of women and ethnic minorities. Law is still one of the least diverse professions, according to many surveys.

    Full Article


  • Tue, April 04, 2017 10:18 AM | Tani Santos



    Courtney Carter

    Diversity & Inclusion Manager

    Jenner & Block

    How long have you been a member of WALRAA? What has been your favorite experience so far?

    I just joined WALRAA in the spring of 2016. My favorite experience has been connecting with wonderful colleagues at the meetings and events!

    How has WALRAA helped you in your field?

    I appreciated the Diversity focused meeting that was held last year - it gave me a chance to hear some insight into how others are approaching D&I at their firms.

    How did you first learn about and get started in Attorney Recruiting/Career Services?

    I'm a former practicing lawyer and moved from private practice to the non-profit world then back to the law firm world - just in a different role

    What is the best professional advice you have received?

    Forget a mentor, find a sponsor!

    What do you like to do for fun?

    I'm a passionate runner who has run 7 marathons and will be heading to Berlin, Germany for marathon number 8 this fall.

    Tell us something about yourself that most people don’t know.

    I'm an avid Alabama football fan. Roll Tide!

  • Thu, March 30, 2017 5:15 PM | Tani Santos
    By Kristina Evans, www.recruiter.com


    The job search process can certainly be difficult, but it’s important to understand that some of these “best practices” aren’t as important to recruiters as the experts claim. Specifically, here are four things recruiters really don’t take as seriously as you do:

    1. Cover Letters

    Most recruiters don’t even read cover letters. On the rare occasion we do read one, it usually turns out to be a template-based document that adds zero value to your resume. Anytime I have found myself on the job seeker side of the fence, I haven’t taken the time to craft a cover letter.

    Now that I’ve been in the recruiting industry for years, I am a firm believer that cover letters are and will forever remain dead. Instead of obsessing over a cover letter, you should spend more time on updating your resume and LinkedIn profile.

    2. Double-Spacing

    Articles like this one state that job seekers who double space after periods in their resumes may be seen as “old” and, therefore, screened out. I’ve seen my fair share of poorly formatted resumes riddled with misspellings and grammatical errors – but that’s a different story. However, I have never invested time in checking out the spacing at the end of your sentences.

    I see two major flaws when it comes to worrying about double-spaces. One, if a recruiter has time to review spaces in a resume, they aren’t taking the time to review the things that matter. Two, if a recruiter decides to pass on a candidate due to double-spacing, they probably don’t represent a company culture you want to be a part of anyway.

    Focus on creating a resume that highlights what you bring to the table. Don’t worry so much about whether or not you use one or two spaces at the end of your sentences.

    3. Reference Checks

    You’ve gone through the interview process, and now it’s time to provide your professional references. While you might stress over contacting your old bosses and coworkers to make sure they are available for the recruiter when they finally call, references really aren’t that serious.

    Recruiters know that you’re only going to provide individuals who will give you a phenomenal reference. Unless you provide someone who is going to give you an awful reference, you shouldn’t really worry.

    I am not going to tell you to ditch the references because, quite frankly, companies are still doing these checks. Just have your reference list ready to go, and don’t be too concerned as long as your references are responsive when the time comes.

    4. Mailed Thank-You Notes

    I’ve never met a recruiter or hiring manager who prefers to receive a mailed thank-you note after an interview. Any expert that tells you otherwise needs to get with the 21st century. In today’s digital age, it’s more acceptable to send an email thank-you note after your interview. Not only will your interviewer receive the note quickly, but you also might just get a response.

    How many of these do you identify with?”

    Full Article

  • Tue, March 28, 2017 12:19 PM | Tani Santos

    By: Elizabeth Olson, New York Times

    Cornell Law School, one of the top-ranked law schools in the nation, plans to offer a new juris doctorate program at the soon-to-be opened Cornell Tech campus on Roosevelt Island in New York City.

    Students at Cornell Law — which is in Ithaca, northwest of New York City — will be able to study legal issues including technology information, especially privacy and cybersecurity, at Cornell’s new technology campus starting in the spring semester of 2018.

    The new program in information and technology law will accommodate up to 20 full-time law students each semester.

    The law school is No. 3 in job placement among law schools, but establishing a beachhead in Manhattan will put its students closer to a major tech center at a time when more legal employment is centered in and near cities.


  • Mon, March 20, 2017 4:31 PM | Tani Santos

    By: Michelle Kim Hall, U.S. News & World Report

    The Law School Admission Council maintains standards of conduct in the admissions process that both law schools and applicants are expected to follow.

    For example, law schools must "respect the confidential nature of information received about applicants," while applicants should "provide accurate and complete information."

    When an applicant violates these standards, one potential repercussion is that an admissions office could revoke an admission offer.

    While this repercussion may seem harsh, bear in mind that as a lawyer, you will be tasked with upholding the rule of law. You need to demonstrate that you can conduct yourself with integrity and adhere to accepted standards of conduct in the field.

    Full Article


  • Mon, March 13, 2017 12:01 PM | Tani Santos

    By: Meghan Tribe, The Am Law Daily

    Morgan, Lewis & Bockius recently became the latest large firm to offer flexible work options when it announced a new policy allowing U.S. and U.K. associates with two or more years at the firm to spend one to two days a week working remotely.

    Since the plan was officially unveiled on March 7, about 100 Morgan Lewis associates have signed up for the initiative, said firm chair Jami Wintz McKeon. The program, which launches on May 1, includes an in-home office setup with dual monitors, a headset and docking station.

    In the business world, flexible working arrangements have become increasingly common. A recent study by Deloitte found that nearly two-thirds of millennials said that their employers have adopted some sort of flexible work arrangement. But in recent years the trend has picked up steam in Big Law as a way for some firms to attract and retain new talent, particularly the ever-elusive millennial hire.

    Full Article


  • Fri, March 10, 2017 9:57 AM | Dmitriy Galyutin (Administrator)

    By Jacob Gershman, The Wall Street Journal

    March 8, 2017

    Harvard Law School will allow applicants to take the Graduate Record Examination test as part of a pilot program that could potentially challenge the Law School Admissions Test’s longstanding, national dominance over law-school admissions.

    Full Article


  • Wed, March 08, 2017 2:33 PM | Tani Santos

    By: Elizabeth Olson, New York Times

    His boss was fired, and in effect, so was he. Now Matthew S. Axelrod is moving on. The former top deputy to the acting attorney general, Sally Q. Yates, who was dismissed by President Trump in January after refusing to enforce his executive order barring travelers from seven predominantly Muslim countries, Mr. Axelrod is joining a major global law firm, LinklatersHe will be a partner in that 179-year-old British firm’s Washington office, in its white-collar defense practice.

    Read Full Article


  • Thu, March 02, 2017 12:10 PM | Tani Santos

    By: Eilene Spear, The National Law Review

    A law firm is only as good as it’s lawyers.  Making sure a firm has the right lawyers for the job is an important part of being Managing Partner, and the road to staffing and retention can be a tricky one.   Recruitment, retention, and dealing with problematic partners are all important and sometimes challenging issues for Managing Partners to address. In the fifth installment of the NLR series on the Managing Partner Forum's Re-Envisioning the Law Firm study, we examine the challenges MP's face with recruitment, retention, and the awkward reality of problematic partners.

    Recruitment and Retention: Different Concerns

    Recruitment is the process of inviting the right people to join the firm, and the goal is to find people who share the firm’s values and are like-minded.  According to Re-Envisioning, “Get Recruiting wrong, and you don’t get the people you need, in fact, you’ll probably get the people you don’t need.”  So throughout the recruiting process--identifying the firm’s needs, finding candidates, application and resume reviews, interviewing, and the decision to hire--it’s important to consider each step, and why things are done the way they are done.  Simply adhering to the status quo is not the best use of resources.

    FULL ARTICLE

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