Interviews count!

I've seen situations where a very well credentialed attorney didn't get an offer he or she wanted because of how they interviewed. It's always wise to get the offer, even if you subsequently decide to decline it. Why? Because if you get an offer, and later decide that you made a mistake by turning it down, you can sometimes go back. But, if you interviewed and didn't receive an offer, the door is usually closed. When I've told a firm that Attorney X (who they had previously rejected) is again available, I'm usually asked, "What happened Brian, did he grow another eye? If we said 'No' the first time, why should we want to see him again now?"

All right, please keep the following points in mind.

1. Every person you meet (including the most junior associate) should be treated as if he or she were a prospective client. Think about that! How do you act in this situation? You're personable, ingratiating and very pleasant. If you were at a dinner at which there were 100 potential clients, you would be all smiles; even if a waiter clumsily dropped tea onto your lap. Remember, the lawyers interviewing you are asking themselves, "Is this the type of person I want to be around 7 to 9 hours per day?
   
   
2. Don't be reluctant to sell yourself. Humility is wonderful virtue. However, if you don't give the interviewer reasons to hire you, nobody else will (except, of course, me). I'm not suggesting that you say, "I'm a great attorney." Self-praise is the faintest type. But you can tell them (1) how your memos and P's & A's usually come back with only minor revisions, (2) that you received the highest bonus of any of the other associates, or (3) that clients often ask to speak with you if the partner is unavailable, etc. Remember, interviewing is a competitive process. Ask yourself, "If at the end of the week they're sitting in the conference room looking over the resumes of the 3 or 4 attorneys they interviewed that week, what's going to make me stand out in their minds?
   
   
3. Don't make subjective, negative statements about your present firm. It's usually fatal to say something like, "Partner X is overbearing or too demanding" (the person interviewing you might play golf with him or her), or "I'm not getting enough training at my firm" (they can get someone right out of law school if they want to train them from scratch). However, be factual. So, you can say (1) "Recently, the main partner for whom I worked left to join another firm," (2) "I went to Firm X to do civil litigation, but lately I've only been getting insurance defense work," etc. You'll definitely be asked why you're considering a move.
   
   
4. Don't memorize your answers verbatim. Recruitment coordinators tell me that interviewees sometimes seem to be regurgitating a pre-memorized statement. Interviewing is a little like acting. You want to have thought through what you're going to say, but your answer should still seem spontaneous. You should know what you want to say, and the order to say it in; but avoid obviously rote answers.
   
   
5. Know something about the firm at which you're interviewing. Be sure to read any website data and firm resumes. You might be asked, "Why do you think that you'd like to work at our firm?" The more you appear to be looking for the practice and atmosphere which that firm provides, the more likely it is that you're going to get an offer. After all, they want someone who's going to stay. Also, not knowing basic information about a potential employer suggests that you might not be taking the interview process seriously.
   
   
6. Have at least 4 to 6 questions ready. You'll probably be asked, "Do you have any questions?" Don't think this is a throwaway. You'll be evaluated on the astuteness of your inquiries. Interviewers typically look for questions which show a long-term perspective (i.e., "To what do you attribute your firm's recent growth," "What's the firm doing to assure continued growth," "Is your client base primarily local or national in origin?" etc.). Don't inquire about salary or partnership track at the initial interview. As one hiring partner once told me, "If the first words out of an applicant's mouth are, `How much will I be making, what happens if four months after they're hired someone else offers them $3,000 more?'"
   
   
7. Don't overdose on the "I enjoyed meeting you" note. If you decide to write such a letter, keep it brief. While you may have been genuinely impressed by the attorneys whom you met, they probably aren't "the greatest legal minds of all time." Just thank them for meeting with you, describe why your background and the firm's practice coincide, and indicate your willingness to continue the process. It really shouldn't entail more than three to five sentences.

Well, there are many more insights about interviewing, but you're going to have to utilize my services as your recruiter to hear them. (Hey, that's life in the big city.)