How to Effectively Interview Lateral Candidates: Pointers for Law Firms

 

Harrison Barnes

Numerous books, articles, and training materials have been written on the subject of how to successfully interview for a job. Most of this information is geared toward the job candidate, instructing him or her to dress professionally, arrive on time, anticipate difficult questions and prepare responses, maintain eye contact, avoid slouching, and generally make the best impression on potential employers.

However, the role of the interviewer is just as important to the success of the interview process. First, the goal of the interviewer is to gather enough information to properly evaluate the candidate and determine if he or she is a good fit. The interviewer's ability to accomplish this task can be the difference between an informed hiring decision and a costly mistake.

In addition, the interviewer's goal is to effectively promote his or her company in order to attract the best possible candidate for the position. In a law firm setting, today's thriving legal market has made the hiring process increasingly competitive, as firms vie for the strongest candidates in certain practice areas. For example, in Washington, DC, there is a high demand for experienced commercial real estate and corporate associates and a relatively low supply of qualified candidates. As a result, strong lateral associates in these practice areas are often in the enviable position of being able to choose between offers from several firms. Therefore, the interviewer's role in best presenting his or her firm to strong candidates is particularly crucial.

Since attorneys in private practice are trained in the practice of law rather than the art of interviewing and often have extremely demanding schedules that make it difficult for them to spend a significant amount of time preparing for interviews, it can be challenging for firms to ensure that lateral interviews are accomplished as effectively as possible. Nevertheless, there are some steps that the firm's recruiting department can take to help ensure the success of the interview process.

Based on the experiences of BCG Attorney Search's legal recruiters and feedback we receive from the candidates we represent, here are some pointers that we hope can help your firm and its attorneys when interviewing lateral candidates. While situations vary and all of these suggestions may not be practical in every case, we provide them as a general guideline for your firm's use.

PRIOR TO THE INTERVIEW

Provide interviewers with a detailed description of the position. In order to choose the best candidate for the job, the interviewer needs to have a clear definition of the position the firm is seeking to fill. This information is often obvious, especially if the practice group is small and specialized. However, if the position requires particularized knowledge, experience, or skill levels, and the job description is detailed and lengthy, it is helpful to provide this information to the interviewer—especially if the interviewer is a junior associate and is not as familiar with the firm's hiring needs.

Provide interviewers with detailed information on the candidate, including any cover letters submitted. Interviewers should have access to and review as much information about the candidate as possible prior to the interview. Some recruiting companies, including BCG Attorney Search, prepare detailed cover letters explaining very relevant information, such as the candidate's reasons for seeking a change, performance reviews, etc. This background information is very useful to interviewers and can provide topics for discussion during the interview.

Select the right interviewers. The firm's recruiting department may well have limited options when it comes to deciding which attorneys to include on the interview schedule. However, to the extent that there is some flexibility, it is advantageous to select those attorneys who have both the time and the desire to conduct an interview and to present the firm in the best possible light. If an attorney is extremely overworked or stressed preparing for a trial, this stress will be apparent to the job candidate and can be off-putting. Similarly, if an attorney seems to be at a point where he or she is disenchanted with the firm or the practice of law in general, this attitude will be conveyed to the candidate. For these reasons, selecting appropriate interviewers whenever possible can be of considerable value to your firm.

DURING THE INTERVIEW

As discussed above, most attorneys are not interviewing experts and could benefit from receiving some general guidelines on how to conduct interviews. Specifically, they should be encouraged to:

Build a rapport with the candidate. At the same time that a lateral candidate is being evaluated, he or she is also evaluating the firm, its atmosphere, and its people. If a candidate feels comfortable at a firm, he or she is much more likely to look favorably upon an offer from that firm. In addition, a candidate who is at ease in an interview is much more likely to speak freely and share information that will help the interviewer in making his or her evaluation.

To that end, interviewers who are friendly, warm, and attempt to build a rapport with the candidate by continually establishing a sense of trust with him or her throughout the interview will increase the comfort level of the candidate and enhance the information-gathering process. To build a rapport, an interviewer can initially make small talk with the candidate and ask simple, close-ended questions (e.g., "Did you have any trouble finding our office?;" "How is your summer going?") to make the candidate feel at ease.

In addition, the interviewer can identify and reflect back a candidate's nonverbal cues. For example, if the candidate sits forward in the chair and uses his or her hands to gesture when speaking, the interviewer can follow the candidate's lead and casually mirror (without mimicking) these movements. In this way, the interviewer can establish a rapport with the candidate and facilitate the free flow of information during the interview.

Ask open-ended questions. Open-ended questions - typically questions that begin with "why," "how," or "what" - are designed to allow the candidates to express themselves more fully, and enable the interviewer to gather more information on the candidate. Once the introductions are made, the interviewer should avoid posing closed questions ("Do you like practicing law?") or leading questions ("I love working late nights, don't you?") and instead focus on open-ended questions in order to facilitate communication. Some examples of open-ended interview questions are:
- Why do you want to change jobs?
- What interests you about our firm?
- How did you end up specializing in ____ law?
- What are you looking for in a new position?
- Tell me about a recent case/transaction that you worked on.
- How much experience have you had mentoring junior associates?
- What are your favorite aspects of practicing law?
Interviewers who reviewed the candidate's resume and other materials prior to the interview can also ask open-ended questions pertaining to the candidate's specific background and achievements, which will impress the candidate by showing that the interviewer was interested in the candidate's background.

See also: How to Answer the “Tell Me about Yourself” Interview Question

Be a good listener. In order to learn valuable information about the candidate, the interviewer must not only ask open-ended questions; he or she must also actively listen to the candidate's responses. Active listening includes maintaining eye contact, listening closely to what the candidate is saying, repeating what the candidate said, and asking follow-up questions.

If the interviewer speaks for 25 of the 30 minutes of the allotted interview period rather than spending a substantial amount of time listening, the candidate may come away from the interview feeling both uncertain as to how he or she did and concerned about the interviewer's apparent lack of interest in the candidate's work experience and accomplishments. At the same time, the interviewer did not gather sufficient information about the candidate to make an informed judgment as to whether the candidate would be the best fit for the job. While some sharing of information by the interviewer is needed in order to promote the firm, ideally the parties will engage in a back-and-forth discussion—similar to a tennis match—that will allow both parties the opportunity to speak and exchange information.

Avoid pop quizzes. Some of our candidates have reported that they received a pop quiz about their writing sample or the statutes pertaining to their area of specialization during an interview. Unlike law students, who must endure the Socratic method of teaching while in law school, most experienced lateral candidates do not respond well to being put on the spot in this fashion and may form an unfavorable opinion of the interviewer and/or firm if this technique is employed.

Resist the urge to make a snap judgment. Studies have shown that many interviewers make a determination about a candidate very early on in the interview, often within the first few minutes. However difficult, interviewers should resist the urge to make snap judgments about candidates and instead take the time to listen and gather appropriate information before forming an opinion. A candidate who initially may not seem like the best fit could turn out to be ideal if given the chance to communicate his or her experience and strengths during the interview.

AFTER THE INTERVIEW

Gather comments from the interviewers as soon as possible. Interviewers should write out their notes and comments about a candidate as soon as the interview is completed in order to memorialize their thoughts in the most accurate manner. The firm's recruiting department can encourage prompt return of evaluations by requesting them back within 24 hours of the interview or providing an incentive for those who return their evaluations the soonest. Doing so will assist the firm in compiling information on a candidate and will also reduce delays in following up with particularly strong candidates, who may perceive any delay on the part of a firm as a lack of interest.

Ask the legal recruiter for feedback. If a lateral candidate came to your firm via a legal recruiter, the legal recruiter will contact the candidate shortly after the interview for a debriefing. During these conversations, candidates typically provide very frank assessments of the interview and their interviewers, which information can prove invaluable to firms in determining how better to improve their interview process. This is especially true when firms are having difficulty filling a particular position and can't figure out why. In these situations, ask your legal recruiter for feedback.

In conclusion, we hope that the above pointers will help to make your firm's interview process more effective and successful. If you have any questions, please feel free to contact the BCG Attorney Search office in your region and we will be happy to further assist you.

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About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

• Immigration Law
• Workers Compensation
• Insurance
• Family Law
• Trust and Estate
• Municipal law
• And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

• Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
• Elite boutique firms with specialized practices
• Mid-sized firms looking to expand their practice areas
• Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

• Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
• Works closely with candidates to ensure their resumes and applications stand out.
• Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

• Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
• Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
• Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
• Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

Submit Your Resume Today - Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

Submit Your Resume Here to get started with Harrison Barnes today.

Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

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.