Is your firm in a beauty contest for work for Kia Motors? To get and keep the work, you’ll want to quickly identify your sharpest associates, and be prepared for them to fail a four-part audit of their technology skills. At a Thursday afternoon panel at the second annual E-Discovery Institute’s 2012 Leadership Summit, held at the Ft. Lauderdale, Fla., Ritz Carlton, a lively and very interactive panel and audience discussed the hiring tactics, which no doubt send more chills down Big Law than the scariest Halloween costume.
D. Casey Flaherty, corporate counsel at Kia Motors, was scheduled to participate at the panel that was framed around his company’s screening program, but had a last-minute conflict and could not attend the conference. But the other presenters did an excellent job explaining the concepts, including moderator Shannon Spangler, a Kansas City, Mo.-based attorney and consultant, who previously was vice president and associate general counsel at Altria Client Services Inc. and a partner at Shook, Hardy & Bacon; Farrah Pepper, executive discovery counsel at GE Corp. in New York, previously of counsel at Gibson, Dunn & Crutcher; Chicago-based Jason Fliegel, director and senior counsel, e-discovery and records management at Abbott Laboratories, and previously an attorney at Mayer Brown; and Memphis-based Edward Efkeman, senior counsel at FedEx Corp., and previously an attorney at Richards McGettigan Reilly & West.
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