As a hiring committee member at an Am Law 100 law firm, I've interviewed hundreds of intelligent and well-rounded law students. Nearly all have great grades, most have proven themselves through hard work in interesting jobs or internships, and the majority can answer my questions in a thoughtful, organized, and well-mannered fashion. But surprisingly few students ask good questions. This not only shows a lack of courage, but is also extraordinarily ineffective for both law students and law firms.
Despite widespread belief to the contrary, there are substantive, important differences among major law firms. To find a firm that's a good fit for you, you have to be smart about the interview process. What follows is a list of simple, strategic questions that will help you to distinguish among firms, as well as some general guidance for the recruiting process.
Don't be concerned that asking these questions will label you as a troublemaker. Remember that it's a seller's market. The competition for law school graduates has never been greater. NALP statistics suggest that law firms need to make at least 100 offers in order to fill a class of 20 summer associates. Put simply, firms are desperate to recruit students. We're not going to reject you because you ask an insightful question. In fact, serious questions indicate that you're serious about your law firm career. We view that as a good thing.
1. "Let me tell you why I'm particularly interested in your firm."
Do your homework and identify firms that are a good fit before you start interviewing. We don't invite you in for a callback interview unless we're seriously considering making you an offer. Please extend the same courtesy to us. During a callback interview, explain exactly what draws you to our firm. We're more likely to extend an offer if you have articulated a specific interest in us during your interview.
2. "May I please meet a working mother with an active trial docket?" You probably wouldn't expect an M&A partner to provide an overview of a firm's environmental work. Ask to meet with lawyers who share your interests, so that you have an appropriate audience for your questions. If you are a woman, ask to meet female lawyers or, better yet, female partners. If you are interested in pro bono, ask to meet an attorney who is handling a pro bono case.
This is an extraordinarily effective technique for determining whether a law firm practices what it preaches. If a firm can't produce an associate with trial experience, it's a good indication that associates don't get much time in the courtroom.
3. "Can I meet some first- and second-year associates?"
Firms like to trot out senior partners during interviews. We think they impress you. But the experience of a partner is largely irrelevant to your decision-making process. You will arrive as a young associate, so insist on meeting young associates. When you do, ask them specific questions about the actual work they do and how they balance their professional and personal lives:
"Have you had client contact?"
"How much time are you spending on document review or due diligence?"
"Are you working primarily for a partner or are you reporting to a more senior associate?"
"Are you able to work from home? Or does the firm permit flexible schedules?"
"Do you feel pressure to be present in the office during certain hours, or are you comfortable working only the hours necessary to complete your work?"
4. "When did you take your first deposition? Appear in court? Staff a trial? Negotiate a contractual provision?"
The least effective questions are the ones I hear the most often: "Can you tell me about the summer program [or assignments, or pro bono, or training]?" Law firms have stock answers to com-mon questions. A poorly framed question will elicit an answer that simply regurgitates our marketing materials. Focused questions are more likely to lead to focused answers:
"What is the single best training program that you've participated in at the firm?"
"How does the firm ensure that associates are developing age-appropriate skills?"
"Can you describe a pro bono matter you are working on?"
"Did you take paternity/maternity leave when you had a child?"
"Can you explain how part- time/flextime attorneys are compensated?"
5. "How does the firm retain lawyers who work here? Why have you stayed?"
It is no secret that law firms are having trouble retaining lawyers. Ask to meet an attorney who has been at the firm for ten years, and inquire as to why he or she has remained at the firm. This will elicit specific information about programs and policies directed at attorney retention. But much more importantly, it will teach you about the culture of a firm and how it values its employees.
This technique is particularly effective for female law students. It's widely acknowledged that large law firms struggle to retain female attorneys. Women need to make a concerted effort to determine whether the law firms where they are interviewing are successful at retaining women.
6. One last tip: Find a practicing lawyer and ask for his or her advice about different firms.
Practicing attorneys are often more frankÑand possibly more objective or knowledgeableÑthan your career services office. We know which firms allow junior associates to take depositions, promote women, and provide billable credit for pro bono work. We also know which firms are poised for a merger, which ones have paternity policies in name only, and which ones rarely promote associates to partner.
When firms interview you, they're going to check your references. It's in your best interest to check the references of the firms that you're considering.
Pamela Miller is a litigation partner at Arnold & Porter in New York, a member of the firm's hiring committee, and the partner coordinator of its part-time program.
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