Published: May 03, 2010
Last week I attended the 2010 NALP Annual Education Conference in Puerto Rico. I managed to keep away from the beach long enough to attend several interesting panel discussions. The first session, Recruiting in the Aftermath of a Recession, provided a very informative, if not entirely encouraging, overview of the BigLaw recruiting scene. The panelists — Helen Long, Director of Legal Recruiting at Ropes & Gray; and Frank Kimball, of Kimball Professional Management in Chicago — offered a lot to think about. Among the key takeaways:
With respect to voluntary attrition, Long addressed the question of how firms should deal with deferred associates: with “compassion, clarity, communication,” she said. (Indeed, transparency, communication and empathy were some of the key themes at this conference.)
Can the profession absorb all these law grads? (No)
Stay tuned for Part 2 of NALP Conference 2010, which will outline some steps students can take to help determine the practice area that’s right for them.
- posted by vera
In this final post of our emotional intelligence series, good news abounds. We’ve spent the last two posts driving home the importance of emotional intelligence and exploring all the various reasons why the legal industry doesn’t have enough of it, but today we bring a message of hope.
As a law student, you are well-versed in the law from many hours of academic study, hypothetical case scenarios and legal principles. But what else might you encounter when working in the legal industry that goes beyond your classroom teachings?
In BigLaw, with annual salaries for first-year associates at most firms over the $200,000 mark, with senior associates making more than $400,000 a year,[i] and with equity partners raking in millions of dollars annually,[ii] it’s no wonder that most people see a legal career as being lucrative—and why many harbor ill will toward attorneys for the money they make. But before the point can be made that lawyers are greedy scoundrels and that attorney fees are exorbitant, one must consider:
We’re under no illusions that this post is the first to address the question of what makes a “good” junior associate (given that a quick Google search will reveal numerous identical-sounding pieces). What makes this post different is the simplicity of our suggestions that can help you from Day One.
Greetings to all the aspiring entrepreneurs out there. Very recently we spoke about some common habits of the most successful entrepreneurs, and as promised, this time we’re going to tackle some of the biggest challenges new entrepreneurs face, along with effective strategies to overcome them.