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Connecting with Clients This Holiday

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As a law firm, keeping a good rapport with your clients is essential. The holidays and New Year are an excellent opportunity to connect and strengthen client relationships. Here are a few ways law firms can connect with their clients during the holidays. Holiday Greetings Connect with clients during the holidays by sending a holiday greeting. Clients will appreciate a personalized greeting card or email message during the festive season. Also, consider using social media and your website to include a larger audience. A holiday message your firm sends will make them feel appreciated and valued. Personalize your message, add a festive element, and express your gratitude for their loyalty. Consider adding images of the staff to develop the relationships further. Host Events A holiday party, open house, or networking event can be an excellent opportunity to get to know and build a better relationship with your clients. An added advantage of hosting events is that it also allows your clients to network with each other, bringing more exposure to your firm. You can also consider a CLE event. With many firm staff slowing down over the holidays, it is an excellent time for individuals seeking the required CLE hours. Holiday Gifts A thoughtful holiday gift can go a long way in strengthening your business relationships and reminding clients that they are valued. It can showcase your gratitude for their business, but it also adds a personal touch that helps to differentiate your firm from competitors. Get Festive on Social Media The festive season is a great time to engage clients on social media. You can use social media content to share legal advice or tips for the holiday season, share any community give-back initiatives, show staff appreciation, or any updates from your law firm. Social media gives your clients a better understanding of your law firm and values and helps you stay top-of-mind with your clients. Sponsor Industry Holiday Events Sponsoring holiday events for professional organizations and associations establishes your position as a leader in the legal community. It will also offer an excellent opportunity for your staff to mingle, make new connections, and establish relationships. Volunteer at Charitable Events Volunteering at charitable events is an excellent way to give back to your community while making meaningful connections with clients. Consider inviting a client to join you at a volunteer event. By connecting with clients through volunteer work, you can also demonstrate your commitment to social responsibility and community engagement, which can help build trust and establish credibility. Discuss 2024 Plans As legal professionals, staying ahead of the curve and understanding your client’s legal needs in 2024 is essential. By doing so, you can ensure that your clients are well-equipped to navigate a rapidly changing legal landscape in 2024 and the years ahead. The festive season offers ample opportunities to connect with your clients and strengthen relationships. With a little effort and creativity, you can provide your clients with excellent service and build a relationship that will lead to continued business in the years to come. Wishing You a Wonderful Holiday Season Our Collier Legal Search team wishes you a wonderful holiday season. Let us know if we can help fill new positions for 2024 or provide staffing through the holiday season. Contact us at 832-239-5218. The festive season offers ample opportunities to connect with your clients and strengthen relationships. With a little effort and creativity, you can provide your clients with excellent service and build a relationship that will lead to continued business in the years to come.

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Successful Lawyers Go The Extra Mile

Successful Lawyers Go the Extra Mile

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The most successful professionals are driven by a more profound motivation and a willingness to go the extra mile for clients, peers, supervisors and team. Here are a few ways for you to go the extra mile. Communication Be a prompt and clear communicator! Establish and understand expectations regarding communication channels and response times. One way to achieve this is by establishing a reliable communication schedule, providing professional updates while always receptively addressing inquiries. It’s also essential to determine others’ preferred communication methods and timing, whether it’s via phone, email, virtual meeting or text. Always remember the undeniable opportunity to build trust through personal visits or meetings and never forget that the legal professional provides a highly personalized service. Tailor your communication to the service you provide and you will enjoy long-lasting professional relationships. Stay Up-to-Date on Current Issues Legal professionals need to be familiar with the latest legal developments and trends. The law is constantly evolving, and attorneys must know about the latest changes to provide their clients with the best legal advice. Staying up-to-date on current issues shows that an attorney is diligent and committed to providing clients with the best possible representation. Consider inviting your clients to events or seminars hosted by your firm or relevant industry organizations that show your connection to leading legal organizations and provide crucial legal industry updates. Provide Exceptional Client Service Successful Lawyers go the extra mile by proactively anticipating clients’ needs and prioritizing their interests. Offer additional resources or information that may be helpful, even if not explicitly requested. Also, maintain professionalism and ethical conduct by adhering to legal and ethical guidelines, maintaining confidentiality, and avoiding conflicts of interest.  Firms can also go the extra mile by training and empowering legal staff to prioritize customer service. Train your legal staff to prioritize responsiveness, empathy, professionalism, discretion and ethics when interacting with other legal professionals and clients.  Finally, develop a plan to check in before, during, and after client matters are resolved to ensure satisfaction and to address any lingering concerns. Regularly evaluate client satisfaction and identify areas for improvement. Solicit feedback from clients. Use feedback to refine customer service strategies, communication approaches, and service delivery. Let Us Help You Build a Team to Go the Extra Mile If your firm is looking for outstanding legal candidates willing to go the extra mile, Collier Legal can help. We can connect you with a large pool of Houston’s leading legal candidates to help you build and enhance your team. Our experienced staff can help you determine the availability of talent on the market and set your firm up for continued success. Contact us to learn more.

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INTERVIEW HORRORS

Eliminate Interview Horrors

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Interviewing for a legal job can be daunting. By understanding and preparing for the interview, you’ll be better equipped to handle any curveballs during the legal interview process. Eliminate interview horrors using these preparation tips and tricks when meeting with prospective employers. BEFORE THE INTERVIEW Preparing for a meeting or interview will help you feel more confident and reduce anxiety. Research the firm online and read the biographies of team members. Do you best to understand the role so that you can tailor the discussion around achieving the firm’s goals. Look for current news articles, press releases and social media relating to the firm’s recent successes and activities. Review the job description to understand the scope of the role and how not only your skills but also your unique experiences bring value to the firm. Prepare questions in advance: be ready with questions to ask to show you have taken the time to prepare. Many of your questions should be open-ended, sparking an information-gathering, two-way conversation. Ask an expert! The veteran team at Collier Legal Search is known for its expertise in teaching interview skills, often offering training for goodwill purposes. Do not hesitate to call anyone on the team to help! THE DAY OF THE INTERVIEW Location/parking: review the location ahead of time and figure out the parking situation; “scout out” the location. This will help you avoid getting lost on the day of the meeting or interview. Dress: dress professionally regardless of whether the firm has a policy of “business casual.” This shows that you take the meeting or interview seriously. As Edith Heard said, “You can have anything you want in life if you dress for it.” Avoid heavy perfumes, colognes, or cigarette smoke on your person. Demeanor: be on time! Punctuality is key to showing respect for the interviewer’s time. Greet the other person with a smile and a handshake. Make eye contact and speak clearly, showing engagement and interest. Be positive and enthusiastic. Experience: share examples and testimonials which showcase your skills and knowledge relevant to the position. Tailor your unique experiences to the open role – always being honest, deferential, and enthusiastic. Remember always the interviewer is looking to establish trust through a transparent, communicative conversation. Goals: be prepared to discuss your career goals and why you are interested in the role. When you discuss your job search, be forthcoming that you are not “running away” from your current position but rather “running towards” the open role for which you are interviewing. Overcome objections to your job history: if you have worked for more than one employer and perhaps you have moved around a lot, don’t wait to be asked why you are so “job hoppy.” Instead, be proactive with your explanations when asked about yourself. Control the narrative and do it honestly as you can anticipate references will be checked. Don’t worry! No one has a perfect job history! Rest: get a good night’s sleep before the meeting or interview. This will help you be alert and focused. Nutrition: eat a healthy breakfast or lunch on the day of the meeting or interview. Avoid sugary foods and drinks, as these can cause you to crash later. Avoid too much caffeine! Focus: take a few deep breaths before the meeting or interview to calm your nerves. And remember, it’s a conversation so ask yourself “why be nervous at all?”! FOLLOWING THE INTERVIEW Send thanks: send a handwritten note to each person involved in the interview or anyone who helped establish the meeting. Let Collier Legal Search take the fear out of your job search. Call the team anytime for assistance. Feel comfortable sending a confidential resume to jessica@collierlegal.com. You may call her, or any team member, to help with interview preparation: 713-863-8180.

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Steal the Show in an Online Interview

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Are you interviewing right now? Many companies will require you to complete an online interview. Here are a few tips to help you win the job!   Many companies are still hiring. However, the process has been transformed by COVID19. The traditional routine of networking, face-to-face interviews, hiring, and onboarding has moved to the virtual space for the time being. As before, you should thoroughly research the firm and be prepared to discuss details during your online interview. Study company profiles, industry bios, and LinkedIn to familiarize yourself with your interviewer before meeting them on the computer screen. Many job-seekers liken the online interview to an audition tape. Here’s how to steal the show and land the role! Check your Props Do not wait until 2 minutes before your interview to turn on your computer! Find out what service the interviewer will be using, load the software, and familiarize yourself with the platform. A free trial or tutorial videos may be helpful. Double-check that your camera and microphone are working correctly. Instead of relying on wifi, plug in an ethernet cable for a hard connection. Rehearse Record a mock video interview (or several) with a friend or career coach who will give you honest feedback. Wild gestures, repetitive phrases (um, like, you know), or nervous laughter will be amplified in a video interview. Things that may seem reasonable in a face-to-face interview don’t always translate well to video. Review your expression, voice, and eye-contact and make adjustments accordingly. Set the stage Nobody expects you to hide the fact that you are in your home. However, finding the best spot will keep the attention focused on you. Try to find an uncluttered, solid-colored wall with plenty of light. If possible, set up in a room where you can close the door. Silence your phone and other electronic devices that might make noise. Pause notifications on your computer. If you think you might be interrupted by something outside of your control (your dog barking, construction noise, etc.), mention it at the start of the interview. Clear the clutter around your computer, but have a notepad and pen ready. Dress for the role Dress just as you would for an in-person meeting – that means completing your outfit from head to toe! You might need to stand up in the middle of the interview, which would reveal pajama bottoms, or worse. Try on your outfit using the same platform for your interview. Showtime! Confirm the time zone of the interview and “arrive” early. It may take you longer than anticipated to log on, and you don’t want the interviewer to think that you are a no-show. Speak Slowly and Clearly – The microphone may lag or have spotty sound quality. Speak clearly and try to keep the same pace as the interviewer. Body Language – Your mother was right. Sitting up straight with good posture makes you appear confident. Keep your hands in your lap to avoid excessive gesturing or fiddling. Don’t cross your arms or prop your head up with your hand. Engage with the interviewer – Nodding, smiling, and leaning in are all visual ways to show your interest and engagement. If you rehearsed adequately, you will know how much to nod without looking like a bobble-head. Eye Contact – Look into the camera instead of at the interviewer’s face on your computer screen. Although this may feel unnatural, it gives the impression of eye contact. End credits After your online interview, send a thank-you note to the interviewer. This can be a physical card or an email, depending on the situation. Follow up with a phone call or email, just as you would with a face-to-face meeting. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

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Managing a Remote Legal Team

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The world economy has come to a near standstill in the wake of the coronavirus pandemic. Here are some tips on managing a remote legal team through coronavirus.   Businesses and schools are shuttered. Companies in every industry face challenges on all fronts including managing a remote legal team through coronavirus.  Law firms are no exception. Some firms anticipate a slowdown in business, while others are swamped with a surge of clients who need legal advice at this critical time. With the stay-at-home order, many firm partners are suddenly in charge of a remote workforce with little preparation. Here are some considerations when dealing with an unexpected remote legal team: Set Realistic Expectations The current situation is unprecedented, and nobody knows what the new normal will be.  Courts are operating on different schedules, client priorities have changed, and deadlines have been pushed back indefinitely. Health concerns and other unusual circumstances can also make it difficult for employees to carry out their usual tasks. In light of the current situation, the management team should identify and focus on the critical near-term objectives of the firm. Evaluate the Firm’s Technology During and after the pandemic, technology may dictate the ultimate survival of a business. Firms that have not embraced technology may have difficulty connecting staff members to clients or critical projects. Many firms already have a VPN (Virtual Private Network). However, if the entire firm is working remotely on the VPN, there may not be enough capacity to handle the new load. Work with your IT department on required licenses and procedures, as well as security considerations. Recognize Obstacles Unlike a well-planned work-from-home schedule, the Coronavirus has thrown households into lockdown with little preparation. Working parents may be sharing computers, office space, and bandwidth with kids who are now home-schooling. Managers should identify specific issues that need to be addressed during this crisis. Does the employee have a dedicated laptop for work? If not, can the firm provide laptops or wifi hotspots? Can tasks be completed at different hours to accommodate childcare and home-schooling conflicts? Keep Communication Lines Open Communicate company updates and policies promptly, clearly, and in a calm manner. Utilize as many platforms as possible to relay new messages to everyone in the firm—update company websites, blogs, and outgoing communication to inform clients of how their casework will be handled. To touch base with employees, managers can utilize a variety of video conferencing platforms. Be Mindful of Mental Health Even under the best circumstances, attorneys have high levels of depression, alcoholism, and addiction. Financial worries, stress, and extended isolation may exacerbate underlying problems. If your firm doesn’t have an EAP, the American Bar Association has a resource page available for managing a remote legal team: Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results. We are committed to the success of our clients and our candidates.  Let us know if we can assist in finding a legal remote workforce. Contact us at 832-239-5253.

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Managing Through COVID-19 for Legal Candidates

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Our Collier Legal Search team is continuing to support for help managing through COVID-19 crisis. The lingering effects have been economically devastating, including within the legal marketplace. While some of our CLS friends have been successfully working remotely, many have not been as fortunate. Some have been laid off; some have been furloughed. Many fear layoffs in the future. Plainly stated, this is an ominous time. We encourage you to overcome fear by preparedness: actions can be taken now to optimize your employability. Communicate consistently with your legal recruiter. Schedule a recurring, weekly phone call from you to your legal recruiter. Not only does your phone call remind him/her that you desire to remain on the top of a placement “list,” but also consistent communications further mutual rapport and trust. Update your resume. Ensure your legal recruiter has the most updated version of your resume. Include salary/pay history and references. Recognize the trends and be open-minded. Often in an economic downturn, “hiring freezes” take hold. Consider that even if companies/law firms are consequently unable to directly-hire a new employee, they often have available budgetary dollars for temporary and temp-to-hire labor. We understand many of you ultimately seek full-time employment; onboarding as a temporary laborer can be the means to get that permanent position. Consider salary conservatism. You likely know that many of our customers/law firms have cut salaries across the board, up to 50%! When sharing your salary/pay history with your legal recruiter, you may discuss the idea of requesting lower pay in your next position. Such a consideration demonstrates your knowledge of economics, your empathy, and, most importantly, it proves your leap of faith in the future. Ask your legal recruiter more about the companies/law firms where he/she is presenting you and whether this may be an appropriate consideration. Ask your legal recruiter how this is handled and communicated to the company/law firm where he/she is presenting you. Push your comfort zone. We have yet to learn how the legal employment landscape will change, given the C-19 crisis. Perhaps many will continue to work remotely. Perhaps some will perform multiple functions for the first time. Be flexible; let your legal recruiter know you are willing and able to wear many hats. Don’t wait another day to begin these steps! Remain steadfast in your efforts to be proactive. Following these steps will ensure you are doing what you need to do to remain at the top of your legal recruiter’s placement list! At Collier Legal Search, we have been working nonstop throughout this crisis and are helping firms with managing through COVID-19 so they can be prepared for the busy times ahead. We always strive to keep your best interests in mind and offer our consultation to you 24/7. Stay connected with us for opportunities as they come available. Additionally, if you have a friend or family member in need of professional employment guidance, contact us and we will do our best to help. In the meantime, please remain healthy and safe at home. Very truly yours, Kay Kurtin Egger, Attorney, and Co-Founder of Collier Legal Search, LLC kay@collierlegal.com

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HELPING SUMMER ASSOCIATES | Why It’s Important.

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Helping summer associates is a smart career move. As an attorney, grueling hours and heavy workloads are the norm, and there is precious little time left for other activities. The onslaught of eager summer associates milling around the office for 8-10 weeks may seem like an unwelcome distraction for busy attorneys. However, it may be a prime opportunity to go the extra mile and show your leadership, mentoring, and management skills. Nearly every professional relationship will play a part in the success of your future practice, from the paralegal to the managing partner. By interacting and helping summer associates, you can impact your future success. Some may go on to become coworkers, opposing counsel or part of a major client’s in-house team. Summer associate programs are intended to give law students a taste of what it is like to work at a real law firm. The program allows firms to evaluate the skills, work ethic, and cultural fit of the students for permanent positions after graduation from law school. Depending on your firm’s specific program for summer associates, there may be several opportunities to assist. A typical summer associate program might involve roles for hiring/recruiting committee members, supervising attorneys, mentors, and social programming. Firm Committees – Many firms have committees for hiring, recruiting, or diversity. Joining one of these committees will show firm leadership that you are interested in driving the future talent of the organization, and are willing to invest your time and effort in the firm’s success. Joining one of these groups is also a great way to work with others in the firm that are outside your practice area. Supervising Attorney – Summer associates are not yet admitted to the bar; therefore, their work is completed under the supervision of firm attorneys. While law school teaches students about the intellectual aspects of the law, summer associates have little knowledge about the applications in real-world scenarios. Acting as a supervising attorney can hone your management skills as you guide the students’ efforts and supervise their work. Mentor – Mentoring is a valuable part of the summer associate’s experience and should go beyond giving instructions and feedback. A true mentor will guide, educate, and assist the student in several facets of law firm life, including culture, professionalism, skills, and relationships. Years into their careers, many attorneys still remember a mentor that truly made a difference in their lives. Social Activities – Summer associate programs usually include a variety of social outings and gatherings to provide opportunities to mix and mingle with firm partners and associates. Helping summer associates network will sharpen your networking and business development skills as well. By taking a proactive role in your firm’s summer associate program, you can gain valuable allies both below and above your position. You will differentiate yourself from associates who avoid added responsibilities. Partners will understand that you are a team player with initiative and a vested interest in the future success of the firm.

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Implementing Temp to Perm successfully

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Utilizing a temp to perm hiring opportunity is resourceful. Temporary or contract workers are a valuable source of talent for law firms and hiring from temp to perm position can be resourceful. A temporary or contract worker can fill in short term vacancies, such as when an associate or paralegal is off on maternity or medical leave, they can bring in expertise on a particular practice area, and they can be hired to handle volume increases related to new casework. Lawyers, in particular, are uniquely suited to temporary or contract work because they are trained to quickly analyze a situation and act accordingly. In contrast to temporary or contract workers,  a “temp to perm” employee is brought on to work for a predetermined period, during which time the firm decides whether to offer a permanent position to the employee. With the failure risk as high as 50% for new hires, temp to perm has gained popularity among hiring managers as a way to reduce the risk of a bad hire. Benefits to law firms include: Enables partners time to observe attorneys and legal support staff to see if they are a fit for the firm’s workload and culture. Avoids wrongful termination and unemployment costs – With a temp to perm arrangement, there’s not a guarantee that the position will become permanent. Therefore, the employee is not eligible to claim wrongful termination or file an unemployment claim against the law firm. Reduces the cost of administration and benefits, since these are all covered by the staffing agency until the worker becomes a full-time employee of the law firm. Here are some things law firms should consider when implementing a temp to perm hiring strategy: Pick a reasonable timeframe for a temp to perm trial period. Too long and the candidate may pass up your firm. Too short and you won’t get a good idea of the fit. Confirm the time period with the staffing service and have them explain this to the employee prior to their start, so everyone is clear of the guidelines. Treat temp to perm workers just as you would a permanent employee, providing them with the support, training or resources they may need to perform their duties. Introduce them to the partners, associates and support staff that they will be working with. Include temp to perm workers in firm-wide initiatives such as training and team building. This will give them the opportunity to demonstrate their skills and align with the firm’s culture. Have a transparent process in place to ensure that the firm is being fair. If the firm exhibits a constant cycle of letting workers go before they reach permanent status, the firm’s reputation will suffer, and it will be increasingly difficult to attract quality candidates. If there are any issues, ask the staffing service in to deliver the information. Until the worker becomes a permanent employee of the firm, the staffing service can manage the temporary employee for you. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and our unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 to give us the opportunity to work with you.

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Etiquette of Leaving a Law Firm

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Are you planning on leaving your firm in the coming year? Here are etiquette of leaving a law firm.  The era of spending an entire career at one law firm is mostly gone. In today’s volatile legal job market, associates, partners, and legal support staff regularly switch firms for a myriad of reasons. Whether it’s a lateral move, a promotion, or a career change, maintaining professionalism when you quit is critically important to your reputation and prospects. The following are some things to consider if you are leaving your current law firm without burning bridges or committing ethical violations: BEFORE YOU GIVE NOTICE WHEN LEAVING A LAW FIRM Review the partnership agreement – Partners should carefully check their partnership agreement for any notice requirements, penalties or possible forfeitures. Time your notice and departure to minimize any penalties and accommodate needs. Complete the conflicts check – Conflicts clearance often takes much longer than anticipated. Most job offers are contingent upon the completion of conflicts checks so wait until everything has been cleared or waived before you give notice to your current firm. You don’t want to end up in limbo between the firms! Determine how much time you will give – The minimum notice for any professional is two weeks, however many attorneys give much more time. It is advisable to have everything you want to take with you in your possession before actually giving notice. HOW TO GIVE NOTICE Keep it quiet – Do not discuss your move with coworkers, clients or support staff until you give formal notice to management. Resign in Person – Always resign face-to-face and in private. Do not leave a voicemail, e-mail or text, unless there are extenuating circumstances. Friday afternoons have always been favored since all parties have the weekend to process the news and there is less time for the office rumor mill to get started. The first person you should inform is your immediate superior. After you have spoken with him/her, find out if there are others in management you need to speak with directly. Follow up with a letter of resignation. Inform colleagues – After you have notified management, let your colleagues know about your impending move. Depending on your office size and culture, you can tell them directly, by email or any other communication. Refrain from airing any complaints. HANDLING CLIENTS After an attorney has decided to join a new law firm, he/she has an ethical obligation to inform current clients of the departure. However, it is entirely up to those clients to decide whether they will follow the attorney to the new firm or continue to be represented by attorneys at the current firm. To avoid any breach of ethics: A notice should be limited to clients whose matters you are actively involved with at the time of the announcement. You should not urge the client to sever its relationship with the firm but may indicate your willingness and ability to continue responsibility for the matters upon which you are currently working. It must be made clear that the client has the ultimate right to decide who will complete or continue the matters. Keep complete copies of communications to ensure a clear and accurate record in the event of any claim of impropriety. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database consistently delivers results. We are committed to maximizing success for our clients and our candidates. If you are planning to leave your law firm this year, we would love the opportunity to work with you. Contact us at 832-239-5253.

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Job Search Tips for New Graduates

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Are you a new law school graduate looking for your next big opportunity? If so, here are some job search tips that may help you find the perfect position. If you are a recent law graduate, your career trajectory can be determined by the experience, contacts, and reputation you gain in the first few years of your profession. The first job search after law school is often the toughest. If you have passed the bar, but don’t yet have a job secured, here are some job search tips that may help you find the perfect position: Apply to Every Law Job Opening – If you have graduated from law school and do not have a job lined up, you need to act quickly and with intensity. Do not be selective – apply to every single law opening there is. The more firms you apply, the more likely you are to get a job offer, perhaps multiple offers. Be Flexible Geographically – You need to go where the jobs are and look at areas outside your comfort zone, whether they are 50 or 1500 miles away. Regardless of where you work, you will be spending the majority of your time behind a desk so that the scenery won’t matter. Network and Talk to Everyone – Every person you speak to could know of an opportunity and become your advocate. Reach out to your professors and former employers, join your local bar association, become active on a committee and take CLE courses in the practice area. Join your alumni association and attend all upcoming undergraduate and law school functions. Part of your networking strategy should also be to reach out to a recruiter who specializes in legal placements. Creating these relationships now will serve you well into your career. Utilize the Career Services Office– Your school’s Career Services Offices should be able to provide information and assistance on everything from interview techniques to starting salary ranges. You paid for it, so be sure to take advantage of everything they have to offer! Clean up your online presence The legal industry is still very conservative. Scour through all of your social media platforms and delete profiles, pictures, and posts that an employer might consider the slightest bit questionable. Make Sure Your Materials Are Perfect – Attorneys are supposed to be detail-oriented and meticulous in handling client matters. This same attention to detail must extend to your resume, emails and professional documents. A typo or grammatical error reflects poorly on your competence, and you may be eliminated due to this alone. It is a good idea to have an outside company review your application materials. Volunteer. If you have time on your hands, volunteering is a powerful way to demonstrate your passion for the law. Look for a law-related volunteering opportunity with responsibility, since that will increase your marketability. Consider document review or contract attorney positions – For a newly minted attorney, contract work or document review can be a launching board for gaining experience and getting to know a firm’s culture. A legal staffing professional can help navigate the contract opportunities available for new graduates. Do not take a non-law job – If you give up and take a non-attorney position, trying to reenter the field will be tough. Not only will you be competing with more experienced attorneys, but also a whole new crop of enthusiastic graduates. Your chance of securing a full-time position at a law firm declines precipitously with every day you spend outside the field. Let the experts at Colliers Legal Search help you put your best foot forward. From the initial contact to the final interview, we work with our candidates every step of the way. We are a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations.  Follow our blog for additional job search tips. Apply now to be considered for our open positions.

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