The Five Reasons Law Firms and Legal Employers Do Not Hire You after an Interview

Well, a couple of things. The first thing is I've written a lot of articles about this on my blog, which is HarrisonBarnes.com. And the book that I would recommend reading is How to Win Friends and Influence People by Dale Carnegie. Also, Dale Carnegie actually does courses. I guess I'm advertising Carnegie, and I used to have all the people who work here do a Dale Carnegie course. I have spent 10s of thousands of dollars sending people to them. I don't think they're very expensive, and their courses teach you how to connect with people and to break down those barriers and feel more comfortable around people.

Dale Carnegie courses are great. They help people, and the live course is very helpful because it connects you with people individually. There are lots of courses out there that I think are really good, too. There's also something called the Hoffman Process, which I think is kind of good. A lot of times, the big thing with connecting with people is a concentration on how we feel about ourselves. People will feel insecure, and they'll think about how others are seeing them in a negative light. But that's not always true. I think that to the extent you can break those things down, Carnegie courses and the Hoffman Process are good.


I think any type of way that you can work on yourself is very positive. But those are two resources that I personally found very helpful. A lot of times, this is something that I personally believe in. I will just share it with you. There are all sorts of positive affirmations, self-hypnosis, and other kinds of videos you can get on YouTube. You can listen to them before you go to sleep. I mean, your beliefs about yourself will be in your subconscious mind. So, to the extent you can fix that, it can be helpful. But I like Dale Carnegie's book, and I like the course. And in terms of books, there's another interesting series called The School of Life. You can get it on Amazon.

Those are books that have very well done essays, and they're very personal. They cover various topics like self-confidence. I think that's very useful too. Finally, I would say that if you have problems connecting with people during interviews, you could maybe even bring out your skills and say I'm very good at this, and emphasizing maybe what you're doing wrong in interviews and bringing out if you are very awkward or have issues, instead of trying to play around it. Sometimes, bringing it up can be helpful too.

2. When I go to first-round interviews, I usually talk to everyone, and I smile a lot. But I rarely get a callback for second-round interviews. What could I be doing wrong that's preventing me from getting second-round interviews?

Well, it may be you're able to connect with people. But at the same time, in your first-round interviews, you're not portraying the type of confidence the law firm expects, or you may be talking about inappropriate topics, or you may be not dressing correctly, or you may be coming across as someone who doesn't want to work hard. These are the main issues that I can think of without seeing what exactly you're doing. Or, you may not know enough about the employer or your practice area. Or, if you're a law student in the last year, you may come across as not having enough interest or someone that they can see giving orders.

3. In general, do you find the interviewers are easy to form a connection with or do they try to remain impartial and stoic? So it's not by a certain decision?

I think that anytime an interviewer is trying to remain impartial and stoic, then that's almost covering up the fact that they really do have a bias. I mean, the most successful attorneys typically do not act that impartial and stoic. But I think if they're acting impartial and stoic, then I would be a little suspicious. A lot of times, the interviewers are acting partially because there's someone else they may want to hire, or that person may be a little bit insecure themselves.

It was funny. I remember once I was interviewing with a big firm in New York, and I was interviewing with a tax attorney. When I saw the guy, I thought he was completely impartial. He had installed cameras. I could see that it was going to be very difficult to interview. There was a way he had positioned his chair, and I was supposed to sit down in a way on my chair. It was sort of a power thing where I was turned, so I had to kind of look at him in a specific way in order to answer his questions.

The first thing I realized when I walked into his office was it was so well ordered. He was going to be so stoic that if I sat and looked at him the way he wanted me, I had to just act very serious. And I did. Back then, I thought he'd probably like me, and I don't know how it occurred to me. But I sat there, and instead of moving the chair, I sat the way he had set up the chair. Due to that, I think I got the job. But if an interviewer is acting very impartial and stoic, you should be as direct as possible. I would hope that you would want to work in a place where you can connect with the interviewers and where they would want to connect with you. In general, I don't think they're acting impartial and still have to not bias your decisions. I think they're acting impartially for other reasons. But that's just my opinion.

4. If you connect with employers for virtual interviews, for example, should you use an interview background for better attention or hide distracting items also when we're in virtual interviews with some jacket on top?

Yes, you should dress formally for virtual interviews. You always want to show your respect to the employer. And remember, the employer wants to see themselves as that way. They want to see themselves as represented by someone who looks professional. And yes, you should try to use a natural background to hide distracting items. You shouldn't use a weird green screen. You just want to look very professional, and to the extent you can, a natural background is good. I mean, you can sit in front of a bookcase. I notice a lot of people do that. When you see newscasters at home, they generally will pick out an area that has a nice background. But anything that looks halfway is alright for a normal interview.

5. Is there a good way to connect with people before going to an interview? Would you recommend it?

No, you shouldn't contact people before the interview. And that's a good question. But you shouldn't try to connect with people before the interview.

6. What is your advice for senior lawyers about a potential tendency toward age discrimination?

Well, the advice is basically you want to go in and show that you're going to have the back of the people you're working with. I've hired lots of senior attorneys to work in our company in the past. What they do right is they come in with a lot of enthusiasm and obvious knowledge and experience that someone who is younger could possibly not have. They also have the ability to follow directions even if they don't necessarily agree with it. And that's kind of the best thing. I think that senior lawyers are much more valuable with their experience. It's just that a lot of times, senior lawyers seem very set in their way. So, I don't think there's anything wrong with being a senior attorney.

I mean, it's actually a very positive thing that the age discrimination comes if you really want to get down to it. I mean, the reason there's age discrimination is because people are worried that you're not going to do the job the way they want you to. So, you need to give them the impression that you will. They're also worried that you may not have their back, and you may be cynical because of all the bad experiences you've had practicing law, which most older attorneys have. I mean, by the time they're into their fifth or sixth year, they want to believe that you won't. Those are kind of the main issues. Then, they also want to believe that you have energy. But you can see people who are well into their 80s who have energy. So, it's not necessarily the energy that's the discrimination is about.

The fact that you won't do the work the way they want it done, and that you may not really want the job or those sorts of things are the main issues. Actually, wanting the job is not something I think is always a weakness.

7. I am a patent agent. Is it possible for me to get into a position or being a scientist and wanting to be able to work in a law firm without the Patent Agent qualification?

Yes, you can work in a law firm without a Patent Agent qualification as a technical advisor. But that is about the extent of it. There are major law firms that hire for this position.


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.

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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
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• 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
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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.
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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:

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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:

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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.

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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.

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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.