While there is a general degree of consistency in the entry-level hiring process for law firms, which you likely experienced during the annual on-campus interview process at your law school, the interview process for lateral hires has continued to change over the past two decades, and has generally become less standard as time goes by due to firms experimenting with a variety of interview procedures, evaluations, and techniques designed (presumably) to ensure the best hiring and retention processes to build their business.
![The Changing Interview Landscape](https://d1imjpjik7kc4g.cloudfront.net/images/The-Changing-Interview-Landscape-new.jpg)
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:
- 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.
 - 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.
 - 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.
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- 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.
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- See Interviewing Tips for more information
Learn why attorneys usually fail law firm phone-screening interviews in this article:
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See the following articles for more information:
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- 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
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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.
In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.
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.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.