Few law firms work as hard to develop a system for recruiting lateral talent as they do for recruiting at the law student level. In contrast to the recruiting of inexperienced law students, firms competing for lateral talent face a more educated, and often more skeptical, audience, which makes it even more critical that the process work smoothly and cohesively. Legal recruiter Stacy Humphries has compiled anecdotes drawn from actual incidents as a 10-step how-not-to guide on lateral recruiting.
May 12, 2008 at 12:00 AM
1 minute read
The original version of this story was published on Law.Com
Most law firms have perfected the art of recruiting at the law student level: Send lawyers to law schools, exchange witty (or dull) banter with a number of future lawyers, bring a percentage of the candidates to the firm’s office for interviews, make offers and await the flood of acceptances.
Firms of all sizes dedicate large amounts of time and expense to recruiting new graduates.
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