The Changing Interview Landscape

Historically, the hiring process followed the same basic steps:

- Firms would receive resumes for a particular position.
- Candidates would be selected for interviews.
- The selected candidates would interview in person with the hiring partner and other relevant attorneys.
- The partners would convene to make a decision on extending an offer to their top candidate.
- The candidate would accept the offer.
- The firm would perform a conflicts screen and reference check.
- The firm and candidate agree on a start date, and the candidate joins the firm as a lateral attorney.

While the hiring process generally follows roughly the same outline these days, it is the third step that is the focus of this article, namely the shifting and expanding nature of the interviews themselves.


First of all, it is rare these days for a firm to extend an offer to a candidate after a single round of interviews. It does happen (in fact, I had a candidate receive and accept an offer last week after a single round of interviews with a full litigation team, including the firm's name partner), but it is much more typical for the interview stage to include:

1. An initial screening interview, usually with the hiring partner or head of the practice group for which the candidate is interviewing. If a candidate is located outside of the city where they are applying, it is increasingly common that this initial interview will be conducted over the phone or via a videoconference technology such as Skype. If a firm has an office in the city where the candidate is located, it is quite common for the firm to invite the candidate to that office and arrange a videoconference interview using the firm's internal video network.
    
2. One or more follow-up interviews. If the candidate passes the initial screening interview, there will be at least one round, and frequently multiple rounds, of follow-up. This can either be with additional attorneys at the office for which the candidate is interviewing, and/or with other attorneys in the candidate's practice group from other offices. As just one example, one of my intellectual property candidates underwent a series of videoconference interviews with the IP partners in three of the firm's offices aside from the one for which she was applying because the group often cross-collaborated on their patent matters among their various offices.
    
3. Sometimes a personality and/or skills test. This is still not entirely common, but we are seeing it more and more, and it is good to be aware that this may be a part of your interview process depending on the firm. One real estate candidate interviewing with one of the most prominent Pacific Northwest firms was given an exercise to complete after her initial two rounds of interviews that involved demonstrating her ability to modify an existing lease according to a "client's" emailed request. A litigation candidate for a well-regarded Sacramento firm was administered a "personality and values" questionnaire during his initial visit with the firm, and the firm's marketing coordinator and one of the partners questioned him at length on his follow-up visit based on his answers/results.

The rise of the more lengthy and involved interview process, as well as the increasingly frequent use of additional "tests" for skills and personality, reflect the caution with which firms are approaching their hiring, staffing, and budgeting these days. In the wake of the recession, and in light of the increasing focus on the bottom line for equity partners, firms want to ensure that they are balancing the ability to meet client demands with the necessity of maintaining a sustainable practice in terms of salary and overhead. Bringing on a lateral attorney represents a significant investment in terms of time, money, and effort, and firms who want to staff their practice groups at appropriate levels and limit attorney turnover are using every tool at their disposal to ensure they are making the right choice with every new hire.
 

• See Top Ten Interview Questions for more information

If you have not interviewed or engaged in a lateral job search in awhile, the legal market landscape may seem somewhat unfamiliar, especially if you only have experience with face-to-face interviews and a short hiring process. I had one recent candidate who took a firm's request for an initial phone screen as an insult and wanted to decline the interview, because he assumed that they would have flown him out for an initial interview if they were "serious" about his candidacy, but that was simply not the case - rather, it had been many years since this candidate had been on the market, and he was not familiar with the fact that 1) a phone screen is a standard part of the process when a candidate is not in the same city for which they are interviewing, and 2) being selected for a phone screen definitely means a firm is serious, as they have chosen your resume out of a stack of presumably hundreds for a busy partner to take the time to speak with you.
 

• See Interviewing Tips for more information

The lateral hiring process will continue to change as we move forward, and I predict we will only see an increase in the use of additional evaluation tools and metrics as firms look to continue refining their business models to maximize profits and minimize turnover through efficient and effective staffing. Hopefully this article has given you a sense of what you might expect as you embark on your job search in the current market, and as things continue to change, a good legal recruiter should be able to provide you with solid advice and guidance through the shifting legal hiring landscape.

Learn why attorneys usually fail law firm phone-screening interviews in this article:
 

• Why Most Attorneys Fail Telephone-Screening Interviews

See the following articles for more information:
 

• Top 23 Law Firm Interview Tips: How to Excel in Law Firm Interviews
• 21 Major Interview Mistakes to Avoid at All Costs
• The Best Way to Prepare for a Job Search and Interviews
• How to Talk About Other Interviews in Your Interviews
• How to Answer the Tell Me About Yourself Interview Question
• How to Answer the Do You Have Any Questions for Me Interview Question
• Had a Great Interview But Have Got No Response to My Thank-You Emails
• What Does It Mean if I Haven't Heard Anything Back from an Application/Interview in a Couple Weeks?
• What to Wear to a Lunch Interview?
• How to Effectively Interview Lateral Candidates: Pointers for Law Firms
• The Interview Post-Mortem: Don't Forget Your Thank You Notes!
• The Secret to Effectively Sharing Concerns about Your Current Employer without Committing the Most Common Interview Blunder
• How to Conduct Yourself During a Lunch Interview

 

  Interested in Learning More About Legal Hiring? Read the Definitive Guide: How to Hire a Legal Recruiter for Your Law Firm: How Law Firms Recruit Attorneys Using Legal Recruiters

About Harrison Barnes

Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.

With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.

Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.

Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.

One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.

One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.

Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.

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Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.

In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.