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During these tough economic times, legal employers need to assess their recruitment practices and make appropriate adjustments. Most firms have either implemented or considered implementing cost-cutting measures. Despite the cutbacks that have occurred, the overwhelming majority of legal employers continue their law school recruitment programs. According to a recent survey by the National Association of Law Placement regarding belt-tightening measures, only 1.4 percent of responding employers eliminated on-campus interviews in 2001. In contrast, 42.3 percent of respondents reduced the use of legal search consultants and 15.7 percent have eliminated their use altogether.

In “A Recruitment Strategy for a Changing, Uncertain Economy”[Texas Lawyer, May 27, 2002, page 52], Lauren Eaton Prescott maintains, “The savvy firm’s strategy for cutting costs, and, therefore, costs-per-partner, while promoting maximum market responsiveness, is to diminish or eliminate its law school recruiting program in favor of a stronger and more strategic lateral recruitment program, supplemented by the selective usage of project attorneys.”

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