Knowing Recruiters’ Ins and Outs Enhances Legal Job Searches

https://news.bloomberglaw.com/us-law-week/knowing-recruiters-ins-and-outs-enhances-legal-job-searches

• Amy Goldstein of Grayson Allen shares tips for legal job hunts

• Ask recruiters questions and explore multiple search avenues

Recruiters are an integral part of many job searches. It is important to build relationships with them. Understanding the role they play, the types of engagements companies and firms use, and how to interact with and evaluate recruiters will help you maximize opportunities.

As I’ve seen in my own recruiting practice, such an approach should minimize frustration during what is often a long and tedious process. That said, you shouldn’t depend on recruiters alone when seeking a new position with a law firm or in-house department.

Why can’t you rely only on recruiters to find a job? Not all jobs go to recruiters, and you will miss out on great opportunities if you always wait to be contacted.

To cover the market, keep an eye on job boards such as goinhouse.com and lateralhub.com. And be social; networking is key. Attend conferences and bar events, and schedule coffees and lunches.

Who is handling the search if recruiters aren’t involved? Many companies recruit directly with internal talent acquisition teams. While some of those teams do research and outreach just as recruiters do, many post jobs on company websites and job boards, then manage resume submissions.

Company employees sometimes also have a recruiter title. It can be confusing, but an email address or signature line usually indicates whether the person works directly for the company or is an external recruiter.

Some law firms and companies lack a dedicated talent acquisition team and rely on their human resources departments or the hiring attorney to handle the search.

Law firm searches. When making a move between firms, have one recruiter cover the market for you. Firms tend to cast a wide net when working with recruiters and will rarely turn down a resume even if it’s from a recruiter they haven’t worked with in the past.

This approach helps the recruiter stay objective and incentivizes them to work hard for you. If a recruiter knows you are working with others, they may prioritize candidates who work with them exclusively, which makes a placement more likely.

However, if multiple recruiters have exclusive searches, it will be advantageous to work with more than one.

In-house searches. When looking for an in-house role, expect to work with multiple people. Companies that work with recruiters usually limit the number of recruiters they use to one or two, so you should plan to work with the person who has the job you are interested in pursuing.

In-house moves also require you to do more than connect with recruiters. There are many companies with talent acquisition teams or that use HR departments or the hiring attorney to manage searches. When a recruiter isn’t involved, you will need to submit your own resume to the company.

Types of recruiter engagements. If a company or firm is using a recruiter, the engagement can be retained, exclusive, or contingent. A recruiter will most likely share if they are “retained” (payment is guaranteed and includes an upfront fee) or “exclusive” (there are no other recruiters working on the search, but the recruiter must make the placement to be paid).

Most recruiters work on “contingent” searches. This means they may be one of several people working on a search, and they only get paid if their candidate is hired.

How can you tell good recruiters from bad? Ask questions, including what type of relationship the recruiter has with the client; the tenure of the working relationship; whether they’ve made prior placements; and if they know details beyond the job description about the role, team, and company.

A good recruiter should be able to answer questions even for a new client. Think twice about giving any recruiter who stumbles over their answers consent to represent you.

You’re the one who controls your search, and you aren’t obligated to give consent just because someone told you about a job or sent you an email. If you don’t feel comfortable with the recruiter pitching a job, or if you get several emails about the same role, take a moment before saying yes or even before responding.

If you know a recruiter you trust, reach out to them to see if they are working on the position. The first person to reach out should only be the recruiter you choose if you trust that they will be the best one to represent you. The National Association of Legal Search Consultants is a great resource for reputable recruiters.

Why respond to recruiters if you aren’t looking? It is unlikely you will work for the same employer for your entire career. This means you will be in the market at some point.

Build relationships with reputable recruiters before you need them. That way, when you are interested in a move, recruiters you trust can advise you.

Why don’t recruiters respond when I reach out? Many recruiters, especially those who do in-house work, are client-driven. They will add your resume to their database but typically don’t have time for a call if you aren’t a candidate for a current search. This is the nature of their jobs, so don’t take it personally.

Recruiters are amazing market resources and often are gatekeepers for dream jobs. Make sure to take their calls and build relationships, but remember that it is just one of several paths to finding a new role.

This article does not necessarily reflect the opinion of Bloomberg Industry Group, Inc., the publisher of Bloomberg Law and Bloomberg Tax, or its owners.

Author Information

Amy Goldstein is founder of Grayson Allen and provides executive legal search, talent acquisition consulting, and career coaching services.

Relationship Building- Year End Tip

Are you someone who struggles with relationship building?

Do you wish you had done a better job of keeping in touch over the course of the year with people you have met along the way?  Maybe there is someone you meant to reach out to but you dropped the ball? 

The upcoming holiday season is the perfect time to get back on track.

No matter how long it has been since your last contact, use the built-in ice breaker that exists from Thanksgiving to the New Year to reconnect.  The subject line is truly as simple as… Thanksgiving/Holiday/New Year wishes. 

Take advantage of this easy opportunity to reach out and strengthen your current relationships, rekindle the ones you have let lapse or would like to deepen and create new ones. 

There are not enough warm friendly gestures happening right now.  Be the one who is thought of fondly simply for sending a year end smile.  And just like that, you will have a jumping off point to develop your relationships further next year.  

Questions about how to keep the momentum going after you reconnect?  Call or email me for a consultation.

Want to Work In-house? Prepare for a Change in Compensation

This article was featured on In-houseBlog. https://www.inhouseblog.com/work-in-house/

Ready to work more closely with the client.  Check. 

Ready to leave billables behind.  Check. 

Ready for your compensation to be completely restructured with a substantial drop in base salary.  Ch...wait, what? 

Yes, transitioning from BigLaw to In-house means a change in the way compensation is paid.  There are some companies that pay salaries competitive with BigLaw, but they are few and far between.  The more likely scenario is that your base salary will drop and sometimes dramatically. This is true whether you are interested in a start-up, tech, middle market or Fortune 500.  Companies are well aware of the increases law firms have paid over the years but are not willing to restructure the compensation for entire departments because law firms have been off and running with raises. 

What does in-house compensation typically look like? 

Most in-house compensation packages are tied to both your individual as well as the company’s overall performances.  As I mentioned, the base salary rarely competes with large law firm pay but in addition to the base at a company, there usually is a cash target bonus that is often in the 20-30% range and long-term incentive compensation such as equity grants that vest over time.  Ultimately, these packages compete or may be even more lucrative than law firm compensation but you have to be flexible initially and patient to reap the financial rewards.

To get a sense of what different industries pay at various levels of seniority, you can find in depth analysis in the annual in-house compensation surveys published by Barker Gilmore and Major Lindsey & Africa.  There is no charge for receiving the information. 

What if you feel stuck because you can’t figure out how to pay your bills on a lower salary?   

I have good news for you.  There is a way out.  If you need help creating a roadmap that will restructure your finances so you can afford a position with a lower base salary, reach out to Jessica Medina.  Jessica is a former BigLaw associate turned Accredited Financial Counselor who paid off over $200,000 of law school debt while raising twins as a single mom.  Learn how she did it and how she can help you develop a transition plan so you can pursue your dream job even if it doesn’t come with a dream salary.   

Need help with other aspects of your in-house search?  Reach out for a complimentary consultation.

 Amy Goldstein is the founder of Grayson Allen, Inc., a New York based executive legal search and career consulting firm.  She has been providing career coaching and recruiting attorneys for in-house and law firm positions since 2000.

Relaunching After a Break? Get Your Resume Ready!

Incredibly talented lawyers who write flawless agreements and briefs get stuck on the basics of resume writing every day.   As you look to return to practicing law after a break, don’t let updating your resume be a stumbling block to starting your job search.  

When “how to handle” questions come up, refer here to my favorite resume pointers.  Some are answers to common questions.  Others note mistakes that happen much more frequently than you would expect.  The rest are suggestions I give on a regular basis.

How to start.   As the Nike slogan says…Just Do It!  Get the information on the page.  Build off your old resume.  Add notes about what you have done more recently that may be relevant to a new role.  Don’t worry about how it looks in the initial stages.  The key is to get the information down.  

Streamline.  Once you have all of your work experience in front of you, remove the redundancies and excess.  Your resume can be longer than one page as you become more senior and have various jobs and experiences, but it is not a disclosure document- it is a marketing tool.  Highlight what is important and valuable to your story.  Do not list the same skills under each position.  If you have had similar responsibilities, go into detail for your most recent role and then give a brief summary for prior positions.  Also, review your activities under education.  Other than law review or unique achievements, activities can be eliminated unless directly relevant to the position you are seeking.

When to use a summary or objective.  A summary is helpful if it ties together varying experiences or when you must submit a resume without a cover letter and there is information a potential employer should know.  Also, if your goal is to transition to a new practice area, an objective is helpful.  However, if the information is clearly in the body of your resume, do not be redundant by adding an objective or summary.   

Do not omit your graduation dates.  The omission leads the mind to wander…what year did she graduate?  Before you know it, the person who is supposed to focus on your resume is doing an online search for your missing information and you know what happens next…a Facebook check, a review of the latest news, etc.  You actually did the opposite of what you intended.  You removed the attention of your audience from the information on your resume.  Good luck getting it back.  

You also could create the impression that you are even more senior.  Are you hiding not only your graduation dates but also a prior career?  Best to just put it out there.  

(Note:  Many coaches and recruiters advocate the removal of dates as you become senior.  If you are undecided, do some research, consider both perspectives and make the decision that is best for you.)

Pro-Bono Work Counts!  If you have worked for a non-profit during a break (or in addition to your “regular” work), your experience counts.  Be up front if your work has been unpaid, but then treat it as you would any other work entry.  List work that is legal in nature and also work that has provided you with skills that are transferable. 

List CLE’s and other courses.  Whether you are coming back from a career break or looking to make a transition, any coursework you have done to get up to date on the latest in your practice area or to lay the foundation for a shift should be mentioned.

Be prepared in an interview to discuss anything you include on your resume.   It is all fair game. 

Do not lie.  Do not cover up gaps inaccurately.  Do not exaggerate experience.  (Don’t undersell, but don’t make things up either.)  Do not let anyone tell you it is acceptable to stretch the truth.  It is not.  (Also, worth mentioning…the odds are excellent that you will be caught.)

Lose the “I’ and “my”. 

Prior positions should be in past tense.

Do not submit a resume that includes mistakes.  Check for typos, run-ons and poor grammar.  Then, double check.  After that, triple check.  Have someone else check.  Don’t look at it for a few days and come back to it.  I cannot repeat this enough…do not submit a resume that includes mistakes.

Use a font size that is comfortable to read.  If you think it is too small, it is.

Make it visually interesting.  A little variation between bold, italics and traditional print creates a nice presentation.  Also, vary your language.  Do not start multiple bullets or sentences with the same word.

Your audience is not reading.  They are glancing.  Give your document a 5-10 second look.  The highlights of your career (education, employers, type of experience) should jump off the page. 

Keep your resume updated.

Trust yourself.  If someone gives you a suggestion and you don’t agree with it, do not substitute another person’s judgment for your own.  This is your resume. 

If you need help, get it.  If, as you are working on your resume, you find yourself struggling, or if you simply don’t have the time to focus, there are many terrific resume writers for lawyers out there.  Don’t hesitate to ask for help! 

This article can be found in WILS Connect, 2021 | Vol. 2 | No. 2 and in OneOnOne, 2021 | Vol. 42 | No. 2, publications of the New York State Bar Association’s Women In Law and General Practice Sections.

How To Make Your Law Firm Stand Out in a Hot Job Market and Find the Right Attorneys

Always appreciative of Brandon Vogel’s articles hitting the highlights of our webinars with the NYSBA.

https://nysba.org/how-to-make-your-law-firm-stand-out-in-a-hot-job-market-and-find-the-right-attorneys/

People Assume You're A Good Lawyer; Now Show Them Why You're The Right Lawyer: Seal the Deal with Your Brand

Thanks to Brandon Vogel with the NYSBA for his great coverage of our March 10 webinar, “Identifying and Leveraging Your Authentic Brand”.

https://nysba.org/people-assume-youre-a-good-lawyer-now-show-them-why-youre-the-right-lawyer-seal-the-deal-with-your-brand/

You Don’t Have To Rock LinkedIn but It’d Be A Lot Cooler If You Did

Thanks to Brandon Vogel with the NYSBA for helping spread the word about how to make the most out of LinkedIn with this article about our “Creating and Navigating a Rockstar LinkedIn Presence” webinar.

https://nysba.org/you-dont-have-to-rock-linkedin-but-itd-be-a-lot-cooler-if-you-did/

Ready to Pivot?

If you think through your professional life to date, you have probably made a handful of, if not many, pivots of various sorts.  Some you may have excitingly brought on yourself and others may have shown up when you were entirely uninterested in making a change.  With the global pandemic as a backdrop, pivoting is now front and center.

Pivots – in our practices, careers and networking strategies – are best made when we take intentional steps to move ourselves forward.  While pivots are often stressful, the potential for inspiring, new opportunities can help channel that stress into the ability to act and make a meaningful change.

If you are considering a pivot in your career, start with the following steps:

·      Pinpoint why you want to make a change.  What is the root cause of why you are looking for something new? 

·      Create a pro and con list of your recent roles.  Make an actual list…pen to paper…so your thoughts aren’t floating around in your head, but rather have a place to land.  Organization is key to figuring out next steps.

·      Determine your values and interests and think about how they are relevant to the new opportunities you might want to pursue.  (There are many third-party resources that can help you go through this assessment.)

·      Assess your skills (personal and professional) and identify the various ways in which they are transferable.

·      Research options within and outside the industry.  Permit yourself to think beyond the parameters you previously self-imposed on your career.

·      Educate yourself through CLEs, certification courses and general research. 

·      Formulate an action plan that will move you towards your goal, and hold yourself accountable.  As part of your plan, connect with existing and new contacts in roles you find appealing, to help you better understand their work and their industries.  Networking is key to any pivot.

Sometimes career pivots happen quickly, other times there is a long road to making the change.  Whatever the scenario, if you are intentional and thoughtful as you move forward, you will be more likely to achieve success and be grateful for your new adventure.

Co-authored by Amy Goldstein and Randi Rosenblatt. Adapted from their presentation, Pivoting: Your Networking, Your Legal Practice and Your Career, a webinar sponsored by the NYC Bar Association.

 Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm. She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

 Randi Rosenblatt is the Founder & CEO of Upward Stride, a business development coaching and consulting firm that works with attorneys and law firms to bring their business to the next level.

Employers Need to Put Their Best Foot Forward Too

Things certainly have changed in a hurry.  We went from a robust market to a pause unlike any we have ever seen.  The good news is that despite current circumstances, many companies are still hiring.  If your company is one that is moving forward with filling open positions, you want to put your best foot forward to attract top talent.  Just as companies may be hesitant to hire until there is more certainty, the best candidates are likewise giving more thought to the quality of opportunities when determining whether it is the right time to make a move.  

How can you ensure that you land the candidate who is ideally suited for your open role?  If possible, engage a recruiting firm that you trust to run your search.  Recruiters have a rolodex that includes both active candidates AND candidates who might not currently be looking to move.  If you are adding to your team in this uncertain market, you want to make sure you are hiring the best candidate.  

What if your budget does not allow you to use a search firm?  Your search should still be well run.  Now more than ever, you need to impress candidates as much as they need to impress you.  

(1)         Take the time to draft a well thought out job description.  Be clear about the skill set sought as well as the responsibilities of the role.  

(2)         In addition to posting the position, involve your colleagues in the search so they think about people they know who might have the background you are seeking.

(3)         During interviews, show how the role is important to the organization and that it can weather the potential ups and downs that are to come as the economy reopens.  

(4)         Although Zoom is a great tool that allows us to connect face to face, don’t assume that getting along virtually is sufficient.  If you are going to make an offer without an in-person meeting, do everything possible to help the candidate visualize being in your workplace. 

(5)         Be as transparent as possible throughout the process and about the plan forward.  Share realistic timing expectations, visions for the role as the economy reopens, and onboarding and integration plans.  

Taking these steps will help you create a level of confidence and the good will necessary to make a strong hire from afar.  

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm.  She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.  Her experience includes recruiting through 9/11 and the 2008-09 financial crisis.  For companies that do not have the budget for recruiters, Grayson Allen offers candidate screening services on an hourly or project basis. 

Don't Be Afraid to Ask!

One of my recent posts on LinkedIn received several second connection “likes” from people who did not also ask me to connect.  My first thought was to reach out and invite those people into my network.  My second thought was hesitation.  What if they liked my post but didn’t want to connect?  Should I wait and see if they connect with me or should I just reach out?  Back and forth I went.  How silly!  You’ll be happy to hear that I practiced what I preach and sent the invitations.  I have had some nice email exchanges and conversations as a result, and I expanded my network to include some terrific people who I had not previously encountered. 

 I was telling a lawyer friend about my internal debate regarding the invites, and she shared her own story.  She and a senior executive she had worked with were both at new companies.  She had thought about reaching out to him to reconnect, but she hesitated because she did not want to bother him.  She had done great work for her former employer and was very accomplished.  Reaching out and letting him know about her new role would be potentially beneficial to the executive as well, but she had failed to consider that.  She had only focused on how the relationship would benefit her.  

 We had a good laugh as we looked at each other wondering why the other thought twice about reaching out.  So many of us hesitate in situations where there truly is nothing to lose.  If you reach out and someone doesn’t respond, you are no worse off than if you had never asked.  However, if you never reach out, the opportunities that connections can bring are lost.

 I once coached someone who wanted to completely reinvent herself.  She was a litigator handling family law matters for a solo practitioner and she wanted to move into financial services compliance.  She started by reaching out to people on LinkedIn who were in financial services doing what she wanted to do.  She had no connection to most of them and she did not hear back from everyone, but the people who did respond gave her amazing advice that helped guide her search.  As much as I advocate putting yourself “out there,” I will admit I was amazed by the responses she received and remember it as a lesson to be bold.  She was fearless and is happily two years into her new career. 

 Always remember YOU have something to offer in every relationship.  Be thoughtful in your outreach but don’t be shy.  Leverage your relationships and expand your networks.  There is no reason to hesitate.  Go ahead and ask.

Questions about how to be confident when reaching out?  Call or email me for a consultation.

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm. She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

What Is Your Brand?

Do you think of yourself as a brand?  You should! It is time to recognize that we need to be strategic and thoughtful about how we present ourselves.

What is a “personal brand”?  Similar to a corporate brand, your brand is what distinguishes you from the competition.  It is your story.  Your reputation.  

Jeff Bezos, Amazon’s founder, has said “your brand is what people say about you when you are not in the room.”  People are going to form opinions about you whether you put in the effort to guide them or not.  Put in the effort.  Your career is long and many things will not be in your control.  How you are perceived is something you can influence.  Each of us has three versions of ourselves that need attention- in person, on paper and online.

Before we discuss each version, let’s go over some preliminary things to think about you as you develop your brand.

If someone was describing you, what would you want them to say?  Who are you and what is your value add?  In addition to thinking about what you have to offer and what you hope people think about you, ask those who know you to share their perceptions.  It is difficult to be objective about ourselves. You may learn that you have skills you undervalue or that you have a negative trait you were unaware of or you know about but try to ignore.  Either way, it is important to get feedback and give thought to what you are told so you know your strengths and weaknesses and whether there is a difference between how you see yourself and how others see you.  

Also think about why are you interested in a particular opportunity. There is a lot of talk about being passionate about what you do for work, but that can be challenging.  Sometimes you just need a job or you are happy enough with work and you volunteer or do what you love as a hobby.  There still needs to be something that motivates you to go to work every day and excel.  Give thought to what is appealing to you.  It is much easier to be believable and to speak with enthusiasm if you find that nugget that excites you about the work you are doing or are looking to do every day.  

 While you are thinking about all of these things, it is also important to remember to BE YOURSELF and BE TRUTHFUL.  Branding is marketing and not disclosure, so you can choose what to highlight.  However, if you are not true to who you are or if you are misleading as you create an image, you can jeopardize opportunities. I always compare resumes with LinkedIn profiles and with what candidates tell me.  If there are inconsistencies, I ask about them and there should  be good reasons for the differences, or there shouldn’t be differences.  

When I say be yourself, be the best version of your professional self that you can be.  Your very best shot at an opportunity is a great first impression.  In person means you should:  Dress neatly and appropriately.  Stand or sit up straight.  Have a strong handshake.  Make eye contact.  Be engaged during conversation.  DON’T look at your phone.  And finally, have your elevator pitch ready.  

Your paper/digital image includes your resume, LinkedIn profile, cover letters and other correspondence.  Check your grammar, language and the appearance of how you are presenting.   Don’t use the shorthand we use for texting or abbreviations in general.  Keep it professional, positive and energetic.  Use the active not passive tense.  Stay away from using the same words over and over.  (A thesaurus is on your computer.  You have no excuse.)

Have someone review what you have written before you send it out when there is any question about the quality.  Get feedback not only on grammar but also on perspective and message.  Be proud of the paper version of you and make it representative of someone a person would want to meet and hire.   

Next, let’s look at online presence.  Most of us want to keep our personal persona separate from our professional, but you need to assume anything that is posted can be found and that employers are conducting searches to see what comes up:  your pictures, your comments, your likes, organizations you support, your political views, the language that you use, blogs, Facebook, Twitter, Instagram, LinkedIn.  It is all discoverable and creates an impression.  You can make a conscious choice to support something controversial or even use profanity, but know that what is out there influences the perception people have of you before they meet you and that can affect your opportunities.  This isn’t to say stop engaging. But, if you take extreme positions or are aggressive in your language or your participation, there may be consequences.  The bottom line is to be smart and thoughtful whether you are engaging online personally or professionally.  

Any discussion about online engagement must include LinkedIn.  If you don’t have a profile, set one up today.  Whether I am researching for a client or someone reaches out to me unrelated to a search, I always check LinkedIn to see how someone presents themselves.  If there is no profile or a profile with no picture or an incomplete profile, I am drawing a conclusion about how engaged someone is professionally.  Part of your brand should be an engaged presence online.  Show an interest in participating in relationship building.  If you want to succeed, networking is a must and LinkedIn is a foundational piece for relationship building.  

Finally, have an elevator pitch ready to go.  Think about what you would want someone to know about you.  Keep in mind that your pitch can and should change as you fine tune your message, move through your career and speak with different audiences. Know it well enough that you are comfortable saying it.  It will serve you well in networking events as well as in interviews because being well thought out and having a put together presentation will allow you to be more confident and confidence is a key element for your brand.

Excerpted from a presentation given at the NYC Bar Association Bootcamp: Basic Training for Lawyers

Questions about developing your brand?  Call or email me for a consultation.

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm. She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

Take a Minute and Respond!

I continue to be amazed at how frequently my calls and emails are not returned- not only by people I reach out to cold, but also by people I have been in touch with for years and have met and know personally.

We are all busy.  That is not an excuse.  Your career is long and the odds are it will take an unexpected turn or two along the way.  Your network will be key when it is time for a transition.  It is when you are content in your role that you should have an eye to the future.  Job searches are challenging under the best of circumstances.  Don’t make it more difficult than necessary.  Always work to build new relationships and strengthen existing ones so you have a network of connections that will help you when you need it.  

You have no idea which contact will be the one to guide you to your next role.  It may be a family friend, colleague or acquaintance, but it also may be a recruiter.  Recruiters often will not have a match for you at the time you first connect but they may in the future.  I recently placed someone I first met over three years ago and placed someone last year who I met five years earlier.  Recruiters sort through the people they know every time they start a new search.  If you haven’t responded to their outreach, they might assume you are not interested in hearing about opportunities. The best way to ensure you get the call when your dream position lands on a recruiter’s desk is to show them respect and to respond when they reach out to you, even if the opportunity they describe is not something you want to pursue.  A simple “Thank you for thinking of me.  I will pass but please keep me in mind for the future” is all you need to write. (Bonus points for taking a minute to think of someone who might be interested.) 

Yes, you can pick and choose which recruiters you respond to, but once you have established a relationship, it is in your best interest to maintain that relationship for the future.  Courtesy and good karma go a long way.

Questions about what to expect when working with recruiters?  Call or email me for a consultation.

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm. She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

In Case You Were Wondering...It's NOT you!

A job search can be jarring.  The process often takes longer than expected, and most of the decision making is out of your control.  However, you can control how you internalize non-responses to your resume submissions and interviews. One of the most common mistakes candidates make is thinking there is something “wrong” with their resume or with them.  Please know that, with rare exception, it is NOT you!

If you submit your resume and receive no response after a reasonable period of time, the first thing to do is to objectively look at the job description.  Do you have the level of experience and skills sought?  If you do the analysis and still think a position is a fit, then you should recognize that there are MANY reasons a company or firm may not select your resume that have nothing to do with your qualifications as a candidate. Here are some examples:

(1) The company or firm may have an internal candidate that they are planning to move, but they need to be thorough and go through the motions of a search.  

(2) The job requirements can change or they may not be a fair representation of what is needed for the role.  

(3) It can be a “soft” search, where there is not a pressing need, but the company or firm is hoping a “unicorn” will fall into their laps. 

(4) The computer or talent acquisition contact may fail to pick your resume out of the overwhelming number of resumes that usually are submitted, regardless of how qualified you are.  (Regarding this point…you should be tweaking your resume to add key terms found in the job descriptions.  Computers (and sometimes people!) are programmed to look for certain terms.  Adding those terms will increase your chances of getting selected.)

Similar issues arise at the interview stage.  It is worthwhile post-interview to think about your responses and consider if there is any fine-tuning you can do for next time.  After that, if you think you did well but did not get invited back or did not get the offer, DON’T overanalyze.  This is another point at which there can be MANY reasons you do not get the position that are unrelated to your performance.  

(1) The job may be different than advertised or there may be a shift in focus.

(2) There may be a lack of agreement regarding the skills or level needed for the position.   

(3) Someone just might be a better fit.  

(4) They decide not to hire.  

Unfortunately, companies and firms frequently fail to provide the feedback that will give you closure and that is something you have to accept.  If a reasonable amount of time passes and you do not hear back, do not let the lack of communication shake your confidence.  Only when you continue to pursue opportunities will you find the company or firm that values all that you have to offer.  

Feeling frustrated with your search?  Call or email me for a consultation.

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm. She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

How to Address Compensation Questions During the Interview Process

Whether you are looking for an opportunity in a city or state where the practice of requesting salary history from candidates is banned or you are looking in a state that has banned the ban (yes, that is a thing), the question of compensation is still present.  If it is not a question about your current compensation, it will be about your compensation expectations.  

Next time you are asked about either, consider responding with a question of your own.  What does the position pay?  If a hire was approved, a budget was approved too.  There is a range and you are entitled to know what it is.  If the employer will not give you a compensation range, they may not be ready to hire or perhaps are not sufficiently valuing your candidacy. Either way, it is better to know before you spend time and energy going through the process.  

While you should expect the prospective employer to provide the compensation range, you also should educate yourself about the market.  Know your value.  Call the recruiters you have worked with in the past and ask them for information.  They will help you!  Recruiting is a relationship building business.  You also can do online research.  Some job posts include salary information and a quick search will provide a wealth of resources.

What should you do if you receive a lower offer than expected? Should you ask for more money?  Yes!  A lawyer’s job is to negotiate.  Show your potential future employer the skills and confidence that you will bring to your new role.  Prepare for the conversation.  Do your homework.  Why are you asking for more?  Does market research show a higher compensation range?  Are you relocating to a market where your expenses will be higher?  Do you bring additional years or a broader range of experience than they had originally planned to hire?  

When you are asking for an increase in the offer, keep in mind that all of your discussions should start with enthusiasm for the opportunity and should show confidence in your ability to succeed and add value.  Present a request for additional compensation not as a make or break issue but as a detail that you simply need to work out with your prospective new employer.  Remember… it is rarely what you ask for but how you ask that is key.  

Do you have specific compensation questions?  Call or email me for a consultation.

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm. She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

Feeling overwhelmed by the idea of a job search? Listen to my interview on Wokenfree for some great pointers!

 https://wokenfree.com/episodes/episode-31-job-hunting-realities-with-the-founder-of-grayson-allen/

Undecided about a Career Move? Grab a Pen and Paper!

When deciding to make any type of change in your career, it is easy to be overwhelmed by the questions that may come to mind. 

·      Is in-house the path I want to pursue? 

·      Would I be better off staying at a firm? 

·      If I stay at a firm, should I stay at my firm or find a firm that may be a better fit? 

·      Should I consider mid-size or small firms? 

·      Are there options for me outside of law?   

·      How unhappy am I? 

·      Is it really worth starting over someplace new?

I could fill the page.  We all toss around questions of both great importance and minor detail as we contemplate leaving the job we know for the great unknown.  However, these questions should not be used as an excuse to stay put.  If you are not happy, or are somewhat happy but wonder what else is out there, you owe it to yourself to think about what is not satisfying about your current role.  This will allow you to work towards finding a position that is more fulfilling.  You may even find that the grass isn’t actually greener somewhere else, but you won’t know if you don’t explore. 

My advice is old fashioned, but also is tried and true.  It is the same for candidates who find the idea of starting a search daunting and for candidates deciding whether to accept an offer.  Get out a pen, find some paper and make a list of the factors that matter most to you.  Be sure to include the positives and negatives of your current position and of the position you are seeking/offered.  When you have all of your thoughts written down, put your list away and go do something else.  After a few hours or even a day or two, take another look and see if there is anything to add.

Many times, the pro side or the con side of the list is so heavily weighted that the decision becomes obvious.  Other times, despite one side seeming like the clear winner, your gut reaction tells you otherwise.   If there is no definitive answer, your written list will allow you to focus on the issues that you need to resolve in order to make a decision.  In each case, the process of thinking about the factors that are most important to you AND writing them down will ensure you are being thorough in your decision making while you avoid the pitfalls of getting distracted by unrelated matters.  I guarantee, whether you move or not, you will find the time you put into organizing your thoughts on paper is time well spent.

Want to talk through your list of career priorities and concerns?  Call or email me for a consultation.

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm.  She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

On the client side of the hiring process? Remember how it feels to be the candidate!

Everyone who has looked for a job has, at one time or another, gone into the black hole. The black hole takes many forms.   You submit your resume for a position that seems to be a perfect fit, but there is no acknowledgement.  You think your interview is a home run, but you never hear back.   You are told that your interview went well/you are being brought in for another round/you are getting an offer, and then…silence.

While common courtesy should be reason enough to keep candidates informed, what about company image?   How do candidates, who are not hired, view your company? 

Too many people have lost sight of the fact that a well-managed process can result in more than the hiring of the best candidate for the position.  It also can help you build your company’s brand.  Every law firm and company interviews many more people than they hire.  Shouldn’t the word on the street be a positive one?

With the flood of resumes that comes from posting online, acknowledging every one might be a tall order.  However, once candidates are brought in for interviews, they deserve feedback and closure.  Candidates should only feel disappointed that they did not get the job.  They should not be left with a negative impression about the company they were excited to join. 

If you are part of a hiring team today or in the future, keep in mind how you have felt, in the past, as the neglected candidate.  Do your best to ensure that the talent acquisition contact is keeping candidates informed as they go through the process.  Communication with candidates while they are under consideration and sharing the end result of the search with those who are finalists will go a long way.  While most candidates do not get the job, if you handle the process properly, they can still be part of your marketing team.

Has your company’s hiring process lost the human touch?  Interested in discussing ways to present a more positive image?  Call or email me for a consultation. 

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm.  She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

TIME. TO. NETWORK. (INTELLIGENTLY!)

Whether you are in the middle of a job search or think you are well positioned professionally, meetings and events that provide the opportunity to strengthen your existing relationships and expand your network belong on your weekly “to do” list.

Adam Grant, Wharton professor and author, recently wrote in the NY Times that networking is overrated.  While that is a catchy headline and provides an excuse for people who are uncomfortable being “out there,” the article actually supports the notion that networking is important to do but it should be done in a strategic way that is not a waste of time.  I would argue that approaching a Fortune 500 General Counsel at an event and simply handing him your card is not only a waste of time but also does not qualify as networking.  Networking involves cultivating the connections you make personally and professionally so they have the potential to become actual relationships. 

People are busier than ever and are constantly bombarded with information.  It is up to you to put yourself on the radar and stay there.  Top quality work should speak for itself but do you want to leave your future to that assumption? 

Even if your work is recognized, if there is a need to downsize at your company or firm, can you count on loyalty?  Can you be certain that your leaders are managing the business as they should?   

The answer to each of the above questions is “no”.   Therefore, you want to do everything you can to have as many options as possible when it is time to embark on a job search.  Producing top quality work will provide you with the foundation you need.  It is equally important to maintain and expand your relationships.  This will provide you with friends, colleagues and acquaintances you can reach out to in the event you decide to seek a new challenge or if there is an issue at your company or firm that requires you to move.

Many law firms and companies routinely post their job openings and sit back to see what comes to them.  The ease of submitting resumes now means there is more competition than ever.   Having someone inside the organization who can make sure your resume is seen can make the difference between landing an interview and not even appearing on the radar.

For many of you, the idea of networking is not pleasant.  You went to law school to be a lawyer, not to be in sales.  Unfortunately, being a good lawyer is no longer enough.  If you want to have some control over your career, whether you are a law student, your firm’s star associate or the General Counsel of a corporation, you need to be proactive.  Schedule coffees, lunches and after work meetings to catch up with those you do not see on a regular basis or to get to know people you meet at events.  Being social does not have to be distasteful.  You do not have to be aggressive.  Express interest in the people you meet.  Ask them about what they do, draw connections to your experience and work to grow relationships organically.  Developing relationships takes time.  The easiest way to put in the time you need is to make it part of your regular routine.  

I have, on many occasions, been surprised by which connections turn into successful business relationships.  The people you are certain will come through often do not and those you dismiss as unlikely resources can turn out to be your biggest advocates or best clients.  The bottom line is you will never create those unexpected relationships unless you go out and meet people.

For those of you just getting started, attend alumni events, practice area conferences, and bar association events, volunteer in your community and join organizations that interest you.

In addition to all of the above, set up a Linkedin profile.  You may not be a fan of social media but using LinkedIn is a must.  Everyone on the site is sharing his or her rolodex and you need to take advantage of that.  Always be open to adding people to your network who you have met along the way.  You never know which one is going to be the person to vouch for you or make an important connection.   

No more procrastinating.  Think of someone you have worked with or have met recently and reach out to schedule a meeting.  Today is the day!

Questions?  Need help creating a networking strategy?

 Call or e-mail to schedule an appointment. 

 Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm.  She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

Resume writing: Helpful hints

Incredibly talented lawyers who write flawless agreements and briefs get stuck on the basics of resume writing every day.  This is no surprise.  As a lawyer, you weren’t taught how to write a resume.  Although your first thought may be that it shouldn’t be difficult, once you get started, your next thought may well be that it is not as easy as it seems. 

So, in the hopes of making resume writing easier for everyone, here are my favorite resume pointers.  Some are answers to common questions.  Others note mistakes that happen much more frequently than you would expect.  The rest are suggestions I give on a regular basis.

Streamline.  Your resume can be longer than one page but it is not a disclosure document- it is a marketing tool.  Highlight what is important and valuable to your story.  Do not list the same skills under each position.  If you have had similar responsibilities, go into detail for your most recent role and then give a brief summary for prior positions.  Also, take a look at your activities under education.  Once you start working, other than law review or unique achievements, activities can be eliminated unless directly relevant to the position you are seeking.

Do not omit your graduation dates or any of your work history.  Omissions lead the mind to wander…what year did he graduate?  What was she doing during the gap?  Before you know it, the person who is supposed to focus on your resume is doing an online search for your missing information and you know what happens next…a Facebook check, a review of the latest news, etc.  You actually did the opposite of what you intended.  You removed the attention of your audience from the information on your resume.  Good luck getting it back. 

An objective or summary is usually not necessary.  If, for example, you are trying to transition to a new practice area, an objective is helpful.  If the information is clearly in the body of your resume, you do not need an objective or summary.  It is redundant.   Don’t be redundant.

Be prepared in an interview to discuss anything you include on your resume.   It is all fair game. 

Do not lie.  Do not cover up gaps inaccurately.  Do not exaggerate experience.  (Don’t undersell but don’t make things up either.)  Do not let anyone tell you it is acceptable to stretch the truth.  It is not.  (Also worth mentioning…the odds are excellent that you will be caught.)

Lose the “I’ and “my”.

Prior positions should be in past tense.

Do not submit a resume that includes mistakes.  Check for typos, run-ons and poor grammar.  Then, double check.  After that, triple check.  Have someone else check.  Don’t look at it for a few days and come back to it.  I cannot repeat this enough…do not submit a resume that includes mistakes.

Use a font size that is comfortable to read.  If you think it is too small, it is.

Make it visually interesting.  A little variation between bold, italics and traditional print creates a nice presentation.  Also, vary your language.  Do not start multiple bullets or sentences with the same word.

Your audience is not reading.  They are glancing.  Give your document a 5-10 second look.  The highlights of your career (education, employers, type of experience) should jump off the page. 

Keep your resume updated.

Trust yourself.  If someone gives you a suggestion and you don’t agree with it, do not substitute another person’s judgment for your own.  This is your resume. 

Questions?  Want more tips or a resume review?   Call or e-mail to schedule an appointment. 

Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm.  She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000.

Take Control of your Search- Engage a Legal Career Coach

You’ve decided it is time to explore the market and look for new opportunities.   As part of this process, you should reach out to the recruiters you have worked with in the past to see whether they are aware of any open positions for which you might be a good candidate and to ensure you are on their radar as positions open in the future.  At the same time, you must recognize that more and more companies are filling positions directly through networking and online postings.  Therefore, it is imperative that you be more proactive about your search.   One important step you can take is to engage an experienced career coach who understands the market for attorneys and who can help you analyze the available opportunities and develop strategies for your job search.

A job search can be exhausting and frustrating.  You believe you are perfect for a position based on the description.  You apply but you don’t even get a “thank you for your submission” response, or you have a great interview and never hear back.   Among other advantages, working with a coach who is knowledgeable about the market can save you from: (1) much of the aggravation of trying to figure out the process on your own, and (2) wondering if you are doing everything you can to distinguish yourself from the competition.  A coach will help you:

●      develop a strategic networking and job search plan;

●      think “outside the box” to expand your opportunities;

●      analyze your fit for the opportunities that are posted;

●      streamline your resume;

●      prepare for interviews;

●      “Monday morning quarterback” post-interview; and

●      act as an objective sounding board as you explore your options. 

You should consider engaging a coach even when a recruiter is involved in a search.  While a good recruiter will do his/her best to remain objective and provide worthwhile feedback, ultimately, you are not the recruiter’s primary client -- their primary client is the firm or company that pays their fees.  A coach who has expertise in placing lawyers can help you navigate the process and analyze your options just as a recruiter does, but with your success as the only goal.

It is time to take control of the search for what is next in your career.  You don’t have to do it alone.