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.”
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
