If the opportunity is right, it is worth the wait

At least once a week, I feel like I end up lecturing my candidates on being patient with respect to the firms with which they have interviewed.  Having  been a candidate myself, and therefore at the mercy of the law firms, I completely understand how painful the process can be, but I am surprised at the number of candidates that sour on a firm based on the time it takes for it to respond with an offer or rejection.  For example, I am working with a strong corporate candidate with a stellar background in M&A and securities.  Originally from Chicago, she moved to Colorado about four years ago for family reasons, and she has been working with a top firm in Denver since then.  She is now looking to return to Chicago, and based on her credentials, we had no problem getting her an interview with one of the best firms in town.  In fact, the firm was impressed enough with the candidate’s resume that it skipped the initial round of interviews and went straight to flying my candidate into town to meet the entire practice group.
 

• See Top Ten Interview Questions for more information

The interview went well from the perspective of my candidate, and she returned to Colorado hopeful that she would receive an offer from the firm.  And that is when the painful portion of the process began.

A week passed.  She emailed me for updates.  I followed up with the firm and received some initial feedback that was very positive.  However, because the attorneys in the group were so busy (hence the need to bring on another associate), they had not yet been able to interview the other two candidates they wanted to meet before making a final decision.  I relayed this information to my candidate and promised to follow up the following week.


The following week came and went, and as promised, I followed up with the firm.  Nothing to report.  Same thing for the next week.  Finally, about three and a half weeks after the interview, the recruiter called me to apologize for taking so long to get back to me, and then informed me that the group still had no decision on my candidate’s interview.  I immediately informed my candidate that she would need to sit tight for another week or more, but by now she sounded a bit annoyed and said something like “when a firm delays likes this, it usually means they are not interested.”

Um, not true.  Not true at all.  I cannot tell you how many firms I work with that have taken weeks—make that months, to get back to me post-interview, and many of them have extended offers to the candidate.  The passage of time, especially when dealing with a large, busy law firm, means nothing other than the group has not yet made a decision regarding the candidate’s interview.

In the mind of the candidate (stereotypically speaking, of course), it should not be that hard for a firm to get its people together to decide whether to hire someone with whom it has interviewed.  Thanks to email, the group doesn't even have to meet face to face—just circulate a couple of messages about who likes who, and then make a decision based on the majority vote.  Shouldn't take more than a day, right?

Wrong.  The reality is that no matter how much a firm likes a candidate, client work comes before recruiting.  That means that if a client matter arises unexpectedly, recruiting decisions are placed on the back burner, and a candidate can be left waiting for weeks for an answer.  Likewise, if hiring decisions need to be approved by the Hiring Partner for the firm (or worse, a committee of attorneys in charge of hiring), additional delays may result if one or more of these attorneys is not available to provide approval.

This is precisely what happened to my corporate candidate in Colorado.  The firm gave some initial feedback that was positive, but before they could interview the other two candidates they planned to interview, the head of the group was pulled away on a serious client-related matter.  My candidate was left to wait.  And wait.  And wait.

Waiting is the worst.  I think we can all agree on that.  But just because a firm leaves a candidate waiting for weeks (or even months), that candidate does not get to jump to conclusions that the firm is not interested.  In the case of my Colorado candidate, not only did she start to assume there was no interest on the part of the firm, but she started to get angry with the delay and called the firm “rude” and “inconsiderate.”  I did what I could to counter this, but my candidate became more and more convinced that the firm was stringing her along, and with each passing day, no matter how hard I tried, her bitterness grew.

Then, as luck would have it, the offer came.

And instead of just being excited to have the offer, this candidate had to work through her bitterness in order to get back to where she had been shortly after the interview.  At one point, she almost turned down the offer because she felt as if the firm did not want her “enough.”  Eventually, after much discussion, she realized what I knew all along:  firms are large institutions that often move at a snail’s pace, but this does not mean that the firm is not enthusiastic about a specific candidate.  It simply means that we need to learn to be a little more patient.  After all, if the opportunity is a good, long-term fit, it is worth the wait.

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

• Why Most Attorneys Fail Telephone-Screening Interviews

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.