Using Stories to Sell Yourself

BCG's CEO talks about the importance of using stories to sell yourself in a job interview. He explains how the technique is used effectively in selling rugs in Turkey.

Getting the Cold Shoulder

That and other tell-tale signs that you may want to start fine tuning your resume.

Survey on Job Interviewing Etiquette

Vault has some interesting findings. Sounds like everyone should send thank you notes by e-mail.

Listening is More Powerful than Talking

A reader weighs in on my latest article on telling the truth in an interview. He suggests that the problem for many lawyers is that they are too concerned with their own technical qualifications when they are in an interview situation. He suggests that the key to success in any business interaction (job interview, meeting prospective clients or referral sources, etc.) is to use your listening skills:

I read your article and agree with it. My experience is more like yours so what you posit seems very common sense to me. However a lot of client service professionals, such as lawyers, accountants, and consultants, seem to fall into some of these traps.

They are so concerned about technical qualifications and problem solving and putting them out there that they neglect to think how others will receive them, i.e., not putting themselves in the position of their audience. Another way of discussing this is their failure to listen.

I see this in how they write their resumes and come across in conversation. They should communicate about the value they bring and the objectives they've accomplished in terms of who they are speaking to or to whom they are mailing their resume. Instead they do an information dump of sorts and hope something sticks. When interviewing people should align their accomplishments and skill to the objectives of the interviewer's organization. Amplify the strengths that fit, acknowledge your weaknesses and set them aside.

The quickest way to partnership is to bring in business, and to bring in business you need a network, and to have a network you have to get outside your protective bubble. Yet I observe deep seated resistance to this and I find it amazing--an overall lack of willingness to network or prospect and get "the big picture." I'm sure there are a myriad of reasons for their reluctance but I still don't get it especially since the vast majority of successful people maintain these skills.

A View from the Interviewer's Seat

In response to yesterday's post, a reader writes:

Good article, and I literally "LOL" at the "institutionalized" comment. I think the premise is right. I think the reality is that good interviewees just know how to spin it. Also, interviewers (except for a few sociopaths) like it spun. That is the game; that adheres to the "truth, but not the whole truth" concept. The devil is in the detail, in getting it right, ethical and effective in the particular instance. That takes work, prep, and a comfort in your own skin (as a candidate).

As an interviewer, I had a candidate recently tell me that a gap on her resume was a mental health break from the law that was kicked off when she lapsed into a 2 hour crying binge, at her desk, at the office, when she discovered a misplaced comma in a filing. Wow! Too much information. To make it worse, she seemed to wear this as a badge of honor, and wanted me to see her as a no-nonsense, straight shooter who could afford to be brutally honest b/c she was such an obvious star (or so she thought). I found it a sign of poor judgment (to tell me in that way), and an uncomfortable exchange. No doubt, she could have used your help and advice. I did not hire her.

Anyhow, thanks for sharing the article.

The Truth and Nothing But the Truth

Some advice about telling the truth at a job interview (my latest article in Massachusetts Lawyers Weekly.) Hint: you don't have to tell the "whole" truth.

State of the Legal Market

The BCG Fall 2007 Newsletter is out. It contains market reports about the state of lateral legal hiring around the country (and international markets as well.) My BCG colleagues around the United States have put together information based mainly on first hand conversations with lateral recruiting coordinators at major firms in their respective markets. I put together the report for Boston. Caveat: the reports are based mainly on educated guesses (no one can truly predict future hiring, though many economists try). Also, the reports focus on hiring at major firms (i.e. primarily large firms and boutique practices.)

The newsletter also contains a number of articles on interviewing and lateral moves. You can subscribe to the newsletter at BCG's homepage.

Good Networking is Relational, Not Transactional

A lot has been written on the subject of networking. I've written a few articles myself (e.g. here, here , here and here.) But someone can always come up with a new angle and most of us can use the help. So here is another good piece on the subject. This author points out that many lawyers view networking as a transactional activity (i.e. you meet once and it is over and done with.) But effective networking is really the opposite. Good networking takes place over time and has no end point. There is no closing.

And while I am on the subject, I continue to get invitations to join people in their LinkedIn network. I must confess that I have yet to make use of my 24 LinkedIn contacts, though I keep accepting the invitations. But Linked In is a tool that can help us find introductions to potential clients and employers and it is on my "to do" list to spend more time on the site. I was prompted to think more critically about this by reading this article. It seems to contain some excellent recommendations about how to get the most from LinkedIn. And make sure you understand the etiquette of this medium!

Should you send thank you notes after a law firm interview?

On average, roughly half of my candidates will ask me about the appropriateness and best method of sending thank you notes after finishing an interview. I was having the discussion so often that I decided it would be an excellent topic for an article, which is posted here.

I'm an adopted Southerner, and I feel pretty strongly that thank you notes are a professional courtesy that should always be extended. I believe thank you notes show respect for the individuals that spent their precious time to interview you. I also believe they are a nice opportunity for networking.

What is problematic, however, is the execution of the thank you note. Many attorneys make errors when drafting the note and a bad thank you note is worse than one that is never sent.

There is more detail in my article, but a few important points regarding thank you notes are:

1. E-mail is an acceptable method for a thank you note.

2. Even if you are handwriting your notes, type it up and run spell check/grammar check to make sure the note is error-free!

3. Do NOT send the same note to every person.

4. Even if you don't have time to write to every person with whom you met, you should send a note to the hiring partner or the person who spent the most time with you.

A Mid-life Crisis

A 55 year old law school graduate who has never practiced law, wants to know how to land her first legal job. She has many years of experience as a real estate executive; but she earned her JD 10 years ago. Click here for my suggestions on JD Bliss Blog.

"Danger, Will Robinson!"--Baby Boomers About To Retire En Masse

I mentioned in an earlier blog the huge opportunities and challenges facing law firms with the impending baby boomer exodus from the leadership ranks. I thought I would expand on that theme here.

That's right, you heard me--the long-standing complaint among senior associates and junior partners that they have no role in leading firms is going to radically change in the next few years. Take a look at the bios of the leaders in firms--that grey should be telling you something. That, coupled with several years of very healthy profits for equity partners (meaning less incentive to hang on and keep billing), and moreover combined with the heightened expectations of us all for long and fulfilling retirements, will all work together to create a single and compelling phenomenon: an impending tsunami of retirements that is going to rock the leadership of firms great and small. Click here if you don't believe me.

As the referenced article advises, most law firms are blissfully unaware of the potentially crippling effect of management ranks being felled through retirement. Those that can begin to plan ahead and really take stock of their intellectual capital (meaning of course their junior and mid-level partnership ranks) and begin to groom them for real leadership, will weather the storm. Those that won't will be scrambling to import high-ranking talent from other firms to bridge the gap.

The looming crisis could even be bad enough to force many more firms to adopt corporate-style leadership with true CEOs and all the rest (possibly even, gasp, non-attorney management!). It will be something to watch, believe me. It will also be a feeding frenzy in the recruiting world.

Mark my words, firms stuck in old-style, top-down management styles that don't account for the development and grooming of their talent are going to be in for a shock. Further, all these factors combined with the tendency even of current leadership to think only of their own careers with no regard for the future of firms, is going to mean huge opportunities for some--and yet further rounds of mergers. Also, even those firms that have been doing a good job at bringing up good talent are going to find even greater pressures in terms of retention--good leaders are GOING to be even more aggressively recruited.

The smart money is going to be on firms that combine solid retention strategies with agressive recruiting practices and close collaberation with professional headhunters.

Bright young partners be on notice: You may be far closer in line for the 'throne' than you think!

You heard it here first, folks!

Pete Smith, Esq.

BCG Attorney Search

Getting a Reference from Your 1st (and only) Employer

How do you provide references if you have only worked for one employer? Recruiter Ann Israel writes about that problem here. I have also linked to an article on a related problem of getting references when you've been fired (here).

Pay Attention to Your Mental State

Career Journal provides some interviewing tips that are worth reviewing. These tips focus on the conventional wisdom about the importance of interview prep. But as I wrote about here, make sure to work on your state of mind before arriving at an interview.

Personally, I think that confidence is the most important thing you can demonstrate at an interview (along with a strong desire to get the job and an ability to be a good listener.) Developing confidence can come in any number of ways. One is to work out at the gym before an important interview. Another is to do some deep breathing to calm your nerves before you walk into the room. If you can find ways to shift to a more positive mindset before an interview, you will improve your performance.

While I am personally a big fan of exercise, you should follow your own interests. If watching reruns of the Sopranos is your therapy, then go to the video store and take out some DVD's. If listening to or playing music is what you enjoy, then do that. The point is simply that mental state counts for a lot. So consider it part of your whole preparation process.

What the Recruiting Process Can Tell You

If you are interviewing to make a lateral law firm move, sizing up the firm can be difficult. The only way to really know what life is like on the inside is to work there. But there are ways that you can identify some warning signs that the firm has "issues". For example, pay attention to how the firm handles the recruiting process (see my latest article in Massachusetts Lawyers Weekly for more.)

Interviewing tips from the horse's mouth

Fred Cohn from JD Jungle has this terrific dialogue with recruiting coordinators and hiring partners from major law firms (Paul Weiss, Weil Gotshal, Arent Fox) on how to interview. One overriding theme present in this article is that candidates need to really exhibit their interest in the FIRM. The interview isn't just about the candidate but how much the candidate wants to be a part of the firm. Doing your homework and expressing your enthusiasm for the position goes a long, long way.

Another critical point for interviewees is to watch your BODY LANGUAGE. You must have good eye contact, stand up straight and give off an open confidence. When I first began interviewing to be become a recruiter, I met with a recruiting firm that stressed to me how important favorable candidate interviews are when it comes to your chances of placing that candidate. Ironically, I asked how I HAD DONE when it was all over the and the owner of the company said it was a great interview, but that my eye contact was sub-par. It was such a great lesson! And as you can see in the article, it makes a big difference to all of these firms.

The third point that really stood out in this article is how much GEOGRAPHY matters. If you are looking to transition to another city, you better have all of your ducks in a row and be able to portray a compelling reason as to why you are willing to move to this city. "I love the ocean," isn't a great answer when you are interviewing for a position in L.A. Ummm...Who doesn't love the ocean?

Survey on Effective Interviewing

My colleague Dan Binstock in BCG's DC Office has reprinted the result of a great survey he did on effective law firm interviewing. Dan compiled the best interviewing tips he could find by asking law firm partners, associates and recruiting coordinators.

The Wonderful World of NALP

I am waiting for my flight out of lovely Denver back to my hometown of San Francisco. I have at least another hour until my flight boards and my thoughts turn toward introspection. This week I and my colleagues at our recruiting firm (BCG Attorney Search) met here in the Mile-High City to attend the yearly NALP convention to swap stories and chat with our clients—law firm recruiting coordinators. It was a fun time, replete with an exciting giveaway (we gave away a Mini-Cooper to one of our clients), surprise snow storms (good thing our Boston recruiter was along to help drive!), and way too much rich food and, ahem, conviviality.

Well. My report back from speaking with scores of law firm insiders is that things are humming along at a consistent, brisk pace—one we have become accustomed to over the last few years. Firms are hungry for great talent, eager to discover how they can better attract that talent, and enthusiastic for the future in the near term (remember Uncle Friedman’s injunction: there is no long term!). At any rate, the good news is no “new” news. This is a wonderful time to spread one’s legal wings, find a new platform, and make a move up, or sideways.

As I am often want to remind my candidates, this does not mean it is a good time to just strum along and go with the flow. Rather, US attorneys are being given the gift of relative freedom and openness in the market to explore, grow their practices, and add new skills. In my view, this is given to us for a purposes, and there is little “karmic waste” out there. What does that mean? It means that the chance to grow is an opportunity we must grasp firmly in order to weather whatever storms come along down the path tomorrow.

On the other hand, it is also a good time to reflect, ponder and analyze professional and personal goals and strengths. If you haven’t done so yet this year, then take time out to make hay while the sun shines, and do yourself the favor of paying attention to number one: you! (Click on this link: http://bcgsearch.com/crc/buildlegalcareer.html for some thoughts on how to jump-start the creative process!).

Disclosing that you were asked to leave a prior job

This is perhaps one of the grayest areas in job searching because there are so many differing opinions. In this week's Recruiter Q&A on LawCrossing, a reader asked me this question. A link to my response is below, which provides arguments on both sides and then ends with my personal opinion. In short, I have seen this scenario played out numerous ways and I firmly believe that while honesty is not the easiest policy, it's the best policy. As a lawyer, credibility and trustworthiness are among the most essential characteristics, and this extends to job searching as well.

Here's a link to the full discussion: http://www.lawcrossing.com/article/index.php?id=2859

Returning to the work-force after being a stay-at-home mom?

Continuing my discussion of working mothers from a couple of weeks ago (which incidentally resulted in an interesting discussion on law.com's Legal Blog Watch), I am mentioning here an article I saw in the WSJ Career Journal on what to do with your resume after staying at home with a child.

The article advocated being very forthcoming on your resume when you have stayed at home for a period of time raising a child. In fact, instead of leaving a gap, which could give a firm or company pause, the idea is to include your experiences as a stay-at-home parent. The article mentions Carol Fishman Cohen's advice, co-author of the book, "Back on the Career Track," which is to say, "I made the decision to stay home, and now I can't wait to get back."

I constantly tell my candidates that the purpose of a resume is to answer a potential employer's questions and of course, to sell yourself. The more questions an employer has, the more likely a resume is to end up in a trash basket. Employers read resumes in seconds, not minutes, and gaps are bad, even if there are reasonable explanations for the gaps. "Gap Moms" (or Gap Dads) shouldn't apologize for their commitment to their families, but rather make a notation in their resume that explains the time that they took off for their family's sake. I am eager to hear opinions on this advice.

Lawyers Are Not Cheerleaders

If you want to understand the difference between the psyche of a lawyer and that of an entrepreneur, ask someone for references and tell them that one reference should be a lawyer and the other should be an entrepreneur. Listen carefully to what each reference says. In one instance, you will probably hear a reference that is filled with qualifications and disclaimers. In the other instance, you are likely to hear an unqualified and uniformly favorable report (you can probably guess which one will be the unqualified favorable reference!)

Of course I am stereotyping; but I am always amazed at what most lawyers say when I call them to check someone's references. Take, for example, a conversation I had this week. While in the end, I got the impression that this partner felt that the individual was an excellent attorney, there was so much qualifying language that I really had to wonder if this partner actually liked this associate. Was he hiding something from me? (In this case I went the extra distance with follow up questions and concluded with a resounding "no", he was not trying to hide anything; he just didn't want to be on the record for saying anything he couldn't completely back up.)

Typically, the attorney/reference starts off by asking "what would you like to know?" Innocuous enough. I generally follow up by asking the reference if the individual did a lot of work for the partner. That's when the hemming and hawing starts. I'll ask if the individual did good work and the reference will tell me "Well, he was only a first year associate but he did very good work for a first year associate."

In contrast, ask an entrepreneur for a reference and it is much more likely to be black and white.

So here is a lesson for the future. If you agree to be someone's reference some day, make sure you feel comfortable giving an unqualified reference. If you want to help someone, don't hem and haw. You will only raise unnecessary suspicions. Of course if you do have genuine concerns about an individual, either don't agree to be their reference or if you are called without getting advanced warning, focus on the positive (unless it is not there.)

Similarly, if you are looking for someone to serve as a reference for you, it is better to choose a cheerleader if you have the choice between a lawyer who you did the most work for and a lawyer who knows how to give a positive reference. Here are some other things to read on the subject (here and here ).

Excellent Piece on Writing Samples

My colleague Dan Binstock has put together an excellent piece on writing samples. He pretty much answers all the typical questions we get about what to use, what to look out for, etc.

Some of his advice includes: proofread like crazy and use a introduction to give the reader the context for the piece. This is particularly important if you are just submitting an excerpt or if you need to redact names in order to protect confidentiality.

Declining an Offer While Preserving the Relationship

This week a candidate asked for my feedback on how to decline an offer while preserving the relationship. I conferred with other experts at BCG, and I think the most important theme that came out of our discussions is to show appreciation for the offer and sincere regret for being unable to accept it.

A carefully-worded thank you note to the section head that expresses your sincere thanks for the opportunity is in order. If there were other individuals at the firm that you connected with, a hand-written or e-mailed note is a nice courtesy. It is important to convey that the decision you made was a difficult one.

Furthermore, I would mention that you hope to run into them professionally in the future. OR tell them that you enjoyed meeting them so much that you would like to keep in contact- then DO! Think of this an opportunity to expand your network of contacts.

The Truth and Nothing But the Truth After an Offer

Recruiting can be a frustrating business at times. You try your hardest to be honest and forthcoming with candidates and you work hard to build the candidate's trust in you. But the favor is not always returned. For some reason, there are candidates we work with who believe that it is in their best interest to keep information from us and from employers. While I imagine this is usually coming from a place of trying to minimize the risk of sending the wrong message to a firm or recruiter (e.g. trying to avoid sending the message that you are not really that interested because you have other options), from my perspective, I believe that this strategy usually backfires.

When I counsel attorneys on effective interviewing strategies, I always advocate a policy of telling "the truth and nothing but the truth". But I always add that "you don't have to tell the entire truth." In other words, when you are communicating with a prospective legal employer, not every detail of your professional life is relevant.

For example, suppose you worked at a small firm for three months prior to joining your current firm. While you need to disclose this to a prospective employer (minimally in a cover letter and possibly in your resume), it is not necessary to tell a future employer that you left this firm because the partner you worked with was the biggest @#%!& you ever met. As long as you disclose one of the "real" reasons for making the move (e.g. that the new firm seemed to have a deeper practice), you are not obligated to bad mouth the jerk you left behind.

But let's say you have received an offer from a firm and you are trying to sort through your best options. If you tell the firm that you just need a week or so to think things through, that is usually fine. But if the firm asks you if you have any other offers and you reassure them that you are only considering that firm, you will potentially do a lot of damage to the trust you may have built up with that firm (and with the recruiter if you are working with one) if it turns out you were actually juggling multiple offers.

Conducting your job search at the office?

If your last few Monday mornings at the office have consisted of pouring over the latest postings on lawjobs.com or Law Crossing while sipping your latte, you might want to think twice about making it a routine practice. I've had several candidates who found themselves jobless after their firms found out they were looking around.

In most cases, word of mouth was the culprit. A secretary hears a voice mail that was not intended for her ears and then gossips to others. Or word gets out after an attorney goes on an interview because an imprudent interviewer mentions it to someone at the attorney's firm. However, occasionally you hear about a firm that reads employee e-mails, or worse, monitors your internet activity.

I advise my candidates to use a personal e-mail address for their job search correspondence. I also recommend that candidates put their cell numbers on their resumes instead of their work numbers. The New York Times has a recent article on the perils of using the workplace as a venue for your job search.

Mr. Smith's Rules of Driving

When I took driver's ed in the 1970's, our teacher introduced us to Mr. Smith's Rules of Driving. It was a quaint film done in the 1950's and had the feel of Father Knows Best (i.e. it was clearly lacking the whiz bang production qualities that a younger generation would expect.) But to this day, I still remember those rules (at least some of them--1. Keep those eyes moving 2. Keep the big picture, and my personal favorite, 3. leave yourself an out.)

As I think about the latest salary wars that are raging in New York (and likely to catch fire in other major legal markets) I suddenly realized that those driver's education rules have direct relevance to the associates who are receiving (or not receiving) these pay hikes.

Salary is obviously a very important reason we all work. But it is important to "Keep the big picture" when thinking about salary. Sure it is nice to have another $15,000 in your pocket after working hard. But keep in mind that depending on your tax bracket, $15,000 is probably less than $10,000 after taxes. More importantly, how much difference will this $10,000 make in your life in 5 years (even if you earn this additional sum for 3-5 more years?)

IMHO, it is more important that you are laying a good foundation for your future success and career satisfaction. If you like your current firm and think you have a shot at partnership (or at least believe that you are developing the skills you need for success) , does it make sense to make a lateral move just to increase your income in the short run?

Of course no one wants to get paid less for equal work so undoubtedly, the wave that began in New York will continue to spread around the country. But if you remain at a firm that elects not to follow suit, consider whether making a lateral move now will do anything for you in the long run. I wrote about this 6 years ago when Testa Hurwitz (which dissolved a couple of years ago) started driving up salaries in Boston.

If your only goal in working for a top firm is to pay off debt, then by all means, "Keep those eyes moving." But just remember that the good times that are driving this salary war will not last forever. We only need to look back to the earlier part of this decade to know that building good relationships with partners in your firm is the best way to "Leave yourself an out" when work slows down.

Don't forget your Rolodex

Increasing your circle of contacts can make a big impact in increasing clients, widening job opportunities, and raising your local profile. Always, always have your business cards on hand and offer them to the business contacts you meet.

When you do meet new contacts, take their business cards and jot a quick note to the person the next day without fail. Personalize the note, and then stay in contact with that person. Countless times, I have seen a great networker get the job or obtain a new client over others who might be more qualified. They weren't always the best attorneys, but they knew the most people.

The Career Journal has some excellent tips for networking.

Digital is Forever

In the last post, I mentioned the duel hazards of fabricating information on your resume or omitting material information. There is a very real and related career hazard that comes to us courtesy of the internet: making unflattering personal information available to prospective employers through the internet.

In a nutshell, job seekers are increasingly finding out that employers are learning personal information about prospective employees on websites like MySpace and YouTube . The pie eating contest may be funny; but what might a law firm think if they learned about your deep love of heavy metal, the costume party where you dressed up as a giant sex toy, etc.

As we will all surely learn in years to come--digital is forever!

Honesty May Prevent Suspension

The D.C. Bar's Board on Professional Responsibility has recommended a 30-day suspension for an attorney who fabricated academic achievements on his resume. While most of us are savvy enough not to outright lie on a resume (would you want to hire a lawyer who lacks basic integrity?), beware of omitting material information as well. I cannot think of a scenario where a overseeing agency would suspend a lawyer for omitting information on a resume (though I'm sure someone out there can come up with something.)

But last year, I worked with a candidate who omitted her last place of employment from her resume. On poor advice from another recruiter, she neglected to report that she had worked at a large firm for a couple of months and had been fired for taking too much medical leave.

While the large firm may have been in the wrong, leaving this information off the resume (or at the very least, not flagging it in a cover letter) was clearly the wrong thing to do. The firm who hired my candidate fired her on the second day when they found out about the previous employment. Try explaining that one to a third employer!

Aceing the Interview

Good interviewing requires good preparation (here are some tips for legal interviews along with typical questions that lawyers ask; here as well.) Self-confidence can also help your interviewing performance. But what can you do to increase your confidence and calm those nerves before an interview? Learning everything you can about the employer and the interviewers can certainly help. But there are behavioral strategies that can change the way you are feeling when you arrive at the interview.

Career Journal suggests that "positive self talk" can contribute to self-confidence in a job interview ("I'm the best person for this job.") Doing deep breathing/relaxation exercises can also help. There is also ample psychological research which demonstrates the value of visualizing a positive outcome before entering the room.

Keeping Up the Job Search in December

A phone call from a distraught recent law school graduate reminded me that December is a difficult month for anyone in a job search. But, as I reminded her, it is important to keep up your search activities during the holiday season. What you do in December can lay the groundwork for success in January and February. Career Journal offers some thoughts on the subject.

Does anyone have some suggestions on things you can do in December to keep a job search moving forward? Comments appreciated (on behalf of all those out there who are feeling the holiday job search blues.)

Thoughts on Relocating

BCG's CEO has some ideas about relocation and how lawyers with different specialties might fare in trying to move geographically.

How to Reject an Offer

If you are seeking to make a lateral move and have the good fortune of choosing between multiple offers, always make the firm you rejected feel that it was the hardest decision you ever had to make. This is the advice of BCG's CEO. Making that extra set of phone calls when the process is over is the right thing to do. It could also pay valuable dividends down the road.

Getting Back Into Practice

Women who leave the practice of law (to raise children or pursue other interests) face an up hill battle in finding work at larger law firms. The Legal Times suggests some ways that women (or men) can reenter law firm practice after an extended leave. Also, the law profession can learn a few things from the accounting profession. Deloitte, for example, has created programs that keep alum linked to the firm during their absense.

Securing References After Being Fired

Getting fired doesn't mean the end of your career. Sometimes bosses will still give you positive references. Vendors, clients and co-workers can also serve as references. Some more tips here.

Bad References from a Former Employer

Here are some ways to deal with this.

Giving Notice With Diplomacy

When you leave a job that you do not like, it is tempting to let your current employer know why you are really leaving. While giving constructive criticism to a boss you are leaving may seem like a good thing to do, it is a dangerous career move.

Displaying Strong Body Language at an Interview

Body language plays an important role in any form of communication. In a job interview, where time is limited, body language is critical. Make sure to avoid these common mistakes.

Juggling Two Offers

Career Journal offers some suggestions. I wrote about this as well. The problem arises when your second choice gives you an offer before your first choice has acted. It is a delicate balancing act. You still want your second choice to think that you are very committed to working for them (in the event that you do not get an offer from your first choice.) But there are ways to buy yourself more time.

Interview Prep and Sports

Get prepared for an interview in the same way you would get ready for the "big game". Crank the music. Visualize victory. Make sure your uniform looks good.

You Talk Too Much

Talking too much is the biggest mistake that candidates make in job interviews. Not knowing enough about the company is the next biggest mistake (This according to a survey of executive recruiters.)

Reneging on a Job Offer

In a small legal community, it is ill advised to renege on a job offer that you have already accepted. But if you are going to consider doing this, be careful what you say to the firm you are passing over. Make sure you have a written offer from the second firm.

Avoid this problem by taking more time before accepting an offer in the first place. Most employers will give you an opportunity to think things over.

Beyond Traditional Job Hunting

High level executives are wise to mine their connections in order to identify job opportunities. Experienced attorneys should follow the same advice when looking for work.

When the Offer Comes too Soon

Some practical tips in my latest MLW article.

When Lawyers Leave Law Firms

The March/April 2006 issue of the Boston Bar Journal features a good article on the fiduciary obligations that partners have to clients and to their firms (if they want to leave their existing firm.) Sorry, no link yet. The article has some very practical suggestions about how to move on without violating your ethical obligations.

Tell Me About Yourself

What do you do when an interviewer says: "Tell me about yourself?" One career counselor provides some sound advice on how to structure your answer.

This author focuses mainly on the answer itself. IMHO, however, how you pace your answer is just as important. When you get a question like this at an interview, you really do not know what the interviewer is looking for. Turn the question around and ask the interviewer for some clarification. Give the interviewer some choices. For example, you can ask if the individual would like to hear about your responsibilities in your current job or your career aspirations going forward. Make sure not to talk too long before checking in (e.g. after giving a brief answer, ask the interviewer "Would you like me to tell you more about this?")

Sending Thank You Notes

There is a real split of opinion on whether it makes sense to send thank you notes after an interview. Is e-mail better than a handwritten note? Do you send a note to everyone who interviewed you? Is sending a thank you note counterproductive?

Personally, I don't think thank you notes have any meaningful impact on a hiring decision. But in my own view, you should send them because it sets the right tone for the future relationship (i.e. if you do end up working there.)

Salary Negotiating Tips

Here are some good ones in today's CareerJournal.Com .

Phone Interview Success

Finish your meal before you call, don't read your e-mail while you are talking on the phone, follow up with an e-mail summarizing your discussion. These are some of the useful tips in today's CareerJournal.Com .

Resume Gaps Require the Truth

I wrote about this a while ago as well. Here are some tips from CareerJournal.Com .

Juggling Two Offers

What happens when your number two choice gives you an offer before your number one firm has decided whether or not to do the same? Here are some thoughts on the subject.

Confidentiality in a Job Search

How confidential is confidential? Click here for my thoughts on keeping a job search confidential.

What to Use for a Writing Sample

Large firms typically like to see a writing sample from lateral hires. This is particularly true for litigators. Here are some common questions that come up in choosing an appropriate writing sample to submit.

Keeping it Quiet at Work

Looking for another job? One author suggests you shouldn't use any resources at work. Get a private e-mail account if you don't have one and field calls on a cell phone.

Personally, I like the idea about a private e-mail account and I would certainly avoid using a fax at work; but I'm not sure it is necessary to avoid your work phone. Cell phones don't always give the greatest reception and when you are trying to build rapport with someone you don't know, a land line makes a better impression. Also, it seems fairly improbable that an employer would monitor phone calls.

E-mail: Risks and Opportunities

E-mail is a powerful communication tool that can do a lot for your career. But it is also a dangerous tool that can do great damage. Here is my latest piece in MLW that I co-authored with Rob Toomey. Rob is a former corporate lawyer turned consultant. He uses the Myers Briggs Type Indicator to help lawyers learn how to communicate more effectively with clients and colleagues.

More Interviewing Tips

CareerJournal.Com offers some great tips on responding to "extreme" questions in an interview (e.g. questions like: "What would your last manager say is your biggest shortcoming?")

The author emphasizes the importance of being prepared for these questions but highly discourages text book answers like "I work too hard." He suggests that you should come up in advance with three or more career success stories and two or more stories that had less than favorable outcomes but were learning experiences. He also provides some good language for connecting the interviewer's question to you answer.

There is a link in the article to some challenging questions you might face. For more materials on interviewing, I have an article of my own which includes more basic interviewing questions.

Keep the Search Going in December

I disagree with a number of the assertions in this article; but the basic premise is sound. December is a good time to keep your search moving forward because fewer candidates are actively looking. Also, you will have more momentum going into the new year.

Handwritten Notes?

A marketing consultant suggests that handwritten notes remain an excellent way to stay connected with clients and professional contacts. I think she overstates the case (e.g. I think certain clients appreciate getting articles by e-mail so they can quickly forward them to others.) Also, some people's handwriting is so poor that there is little likelihood that a handwritten note will be appreciated (I speak with authority on this subject.) But there is no question that handwritten notes will stand out in our increasingly impersonal world.

One way to achieve the same result is to write a brief handwritten note on an otherwise printed letter. Using this technique, you can customize your direct mail marketing with less effort and still achieve the "personal" touch.

Don't Hyperfocus on Your Resume

I often tell candidates that their resume is the least important part of their job search. Of course you want to have a strong resume that accurately reflects your experience (and why it is relevant to the position that interests you.) But many jobs are lost at the interview stage. So if you are in a job search, spend more time preparing for interviews. I would add that an effective job search should include a lot more than sending out resumes in response to job postings. Get out and meet people who may be in a position to give you information about the job market (a/k/a informational interviewing.)

Focusing Your Job Search

The Career Journal of the Wall Street Journal publishes an array of free career resources. A recent article suggests that the shotgun approach may not be the most effective way to look for a job. I've been telling this to recent law school graduates for years. It's just another application of the concept that "less is more". In other words, if you say you are open to "anything", then you do not provide people in your network with a memorable way to think of you (or help you.)

When in Doubt, Leave it "In"

Accuracy in a resume does not mean documenting every single life accomplishment since high school. On the other hand, employers have a right to expect that your resume is a reasonable summary of your relevant experience. If you were fired from a legal position after a relatively brief period of time (e.g. 3 months), leaving that job off of your resume could later get you into hot water. (Remember, it is the cover up that got Nixon in trouble.)

If there is a blemish on your professional record, find a way to disclose the blemish that demonstrates how you have learned from your mistakes. For a more complete article on the subject, click here .

Why use a search firm

I have collaborated with my colleague, Dan Binstock (managing director of the BCG office in DC) to put together an article on the benefits of working with a search firm. In rereading the article, I realize that there is one potential benefit that we forgot to mention.

If you are a lawyer with great credentials but you have something in your background that needs explaining (e.g. a gap in employment, an involuntary termination), a recruiter can help you get over this hurdle by being your agent. In other words, the recruiter can explain the problem to potential employers in a more neutral way.

Career Audit Tool

I recently published a career audit tool for law firm associates. You can link to this tool on the Massachusetts Lawyers Weekly website. It is an exercise for any associate who wants to think more critically about their experience at their law firm.

For partners who are interested, I have also created a similar tool. Just send me an e-mail message and I will forward it to you.