The Importance of Gathering Intelligence

It has been fascinating to watch the developments in information, data, and communications technology over the past two decades, especially the rise of the internet allowing instant access to a seemingly infinite amount of information within seconds.
 

As with most developments, there are both positives and negatives associated with every change.

On the plus side, when you want to speak with someone, research an issue, gather information, or check on developments, you can now do so almost instantaneously. You can also work from nearly anywhere, with firms increasing their use of remote access technology, centralized computing and, for litigators, e-filing, which removes the necessity of physically walking down to the courtroom to turn in your brief before the deadline (not in every case or court, obviously, but everything is consolidating towards an e-filing standard).


The downside to this overall advancement in technology, information access, and communications, as most attorneys have likely come to realize, is that there is an associated expectation that you will be available nearly every second of every day, whether it is to answer a client call, respond to a partner email, or perform last-minute "emergency" research because some district court judge out of your jurisdiction decided to drop an opinion contrary to most all precedent that either helps or hurts your case, and now you need to re-write a substantial portion of your brief in the 24 hours before the e-filing deadline. With the competition for clients (and thus the pressure to be immediately and comprehensively responsive at all times) steadily increasing, many attorneys, and especially associates, have found maintaining a work/life balance to be more difficult as time goes on.

While these developments in general technology impact the way attorneys work, they also have had an impact on the job search and interview process that can similarly be a positive or a negative for would-be lateral candidates.

On the plus side for job searchers, the rise of electronic technology has allowed attorneys many more avenues to discover new job listings, and also made the application process more efficient (assuming you find emailing a resume and cover letter easier than having to print and mail it). You can also discover a lot more information about a firm from not only the firm's website, but also online legal publications, news articles, and the like.

The downside of this efficiency is that the opportunity to apply to positions has increased across the board, and thus you are going to face a lot more competition than ever before. The easier a job listing is to apply for, and the more popular or well-known the law firm is, the more candidates will likely be applying for that position, increasing the likelihood that your resume is going to get buried in a stack, or passed over for a "more qualified" candidate. A lot of firms have even moved to online application formats that require you to list your law school and class year, allowing them to filter out "lesser" candidates, even if those candidates have stronger work experience than a peer from a "better" law school (hence why networking and having an "in" to a firm, or working with a solid recruiter, are increasingly important even though you may be aware of the opportunities through your own research).

In light of this, and to get to the main point of this article, I cannot stress enough how important it is to do your research and tailor your application (and interview answers, should you be fortunate enough to be granted an interview) to not only the specific firm for which you are applying, but also the office, the practice group, and the individual attorneys who will be reviewing your materials, speaking with you, and ultimately making the hiring decision.

You are pitching yourself as the absolute best fit out of all the possible candidates, and you should assume that there are many qualified candidates with backgrounds just as good, if not more impressive on paper and in experience, than yours. It is currently a buyer's market, and firms most often have the luxury of waiting for the "right fit" for the position in terms of class year, credentials, experience, and personality. The more you know about the firm and the partners, their clients and business, recent developments in their practice area, the growth trajectory and recent successes of the firm and its attorneys, etc., the more you can show that not only have you done your due diligence, but you can think ahead about how to best market yourself and your skillset to the firm.

This applies to both your resume and your interview preparation and answers. Find out what part of your practice experience best fits with the work the firm's practice group and partners have done within the past few years, and highlight that experience front and center so that it stands out when the partners are reviewing resumes. You would not believe how frequently a candidate gets passed over because the person responsible for reviewing a stack of resumes was not able to pick out the relevant experience from their work section. Make it prominent, and it will get noticed.
 

• See Interviewing Tips for more information

Similarly, in an interview setting, what really makes candidates stand out to partners is when they are able to truthfully and clearly articulate why they are interested in that partner's firm, office, and practice group. It is no longer sufficient to state generally that you are interested in "more sophisticated" work, or to simply get more "hands on" experience. If your answer to why you have applied to a particular opportunity is generic, you can assume that the partner has heard it before, that other candidates have said exactly the same thing, and that it will not help tilt the scales in your favor.

Do your diligence, research the firm, the practice group, the partners, the clients and client matters, their recent success, and think hard about how your background will specifically benefit the firm, and you will significantly increase your odds of an interview and hopefully an offer.

See 6 Things Attorneys and Law Students Need to Remove from Their Resumes ASAP If They Want to Get Jobs with the Most Prestigious Law Firms for more information.

As always, best of luck in your search!

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.