Job Searching, The Legal Market and Covid-19

At the outset, I’m writing this with the hope that this post doesn’t age well. With luck (and some aggressive hand-washing) I’d like to think that in the near future this post will be seen as irrelevant, alarmist and completely outdated. But until then, I wanted to give you some off-the-cuff thoughts about the developing pandemic.

First off, I hope that everyone can calm down. Things are bad, but the sky isn’t falling yet. As of the day I’m drafting this, there is reason to be cautious, but I still haven’t heard a good argument for hoarding tranches of toilet paper. Major law firms have just announced that they will be closing their physical doors, but that their staff will work remotely.

This would be terrible news 20 or 30 years ago, but we are in 2020 and the technology needed to work remotely and efficiently is at our fingertips. Phones are easily re-routed, and connectivity is baked into all of our computer systems.

Secondly, there is every reason to believe that the legal industry will not experience a slowdown, but actually be forced to deal with significant growth. Just thinking about all of the potential business agreements and ensuing litigation that can arise from the outbreak is enough to make any attorney’s head spin.

To deal with this potential uptick in business, there is no doubt that firms will leverage the attorneys they have (who may be working remotely) but they will need to bring on new attorneys as well. Undoubtedly there will be hiring taking place during these times.

But the hiring process may not look like it did before.

There is a very real chance that recruiting, interviewing and, indeed, the entire recruiting process will be done remotely. Video interviews may very well become the norm. Relying on writing samples, resumes and transcripts may have to take the place of meeting attorneys in person.

So what can you do to get ready for this potential future?

First off, you should be ready to demonstrate that you are the type of attorney who can work remotely in an effective manner. That may mean thinking about times you have worked autonomously with success and being able to speak to them in an interview.

Secondly, it makes sense for you to think about where you could interview and work at home, if you needed to do so. Find a dedicated space that will work for you.

Third, it is time to brush up on your technical skills. Chances are there won’t be easy access to IT support if we are all working from home, so brushing up NOW on how to make a video call (for interviewing, but also for conducting normal business) is impotnat. There are a number of options for video conferencing, so find one that works for you. I strongly recommend that you test it out before any interview to make sure you understand the functionality and the sensitivity of your microphone. Also, learn how to use the word processing systems and familiarize yourself with document sharing systems.

We are really entering a scary and unprecedented time for our legal community, but being as prepared as possible will help you be ready for the market as it adapts to this crisis.

And for what it’s worth, please go wash your hands.

Full Disclosure

Working with a recruiter shouldn’t be hard. In fact, the recruiter should do a lot of the heavy lifting in the job search. That said, a good recruiter can’t do their job well unless there is an open line of communication between them and the candidate. To that end, at Sand Search, we want to know EVERYEHWERE that you have sent your resume (either on your own or through another recruiter). This information is critically important for us to do our jobs.

A sure-fire way to miss an opportunity is to have your resume submitted to an employer by more than one recruiter. It does not increase your chances of getting the job. The thought that ‘well, if TWO recruiters think I’m right for the job, that makes me more attractive as a candidate’ is flawed reasoning. Most employers would rather not debate which recruiter brought the candidate to them first, so in turn, they will pass on the candidate. That’s a missed opportunity for a well-qualified candidate that is based solely on poor communication!

Further, if you have submitted a resume through your own efforts and forget to tell a recruiter about the submission, it makes both you and the recruiter look bad when the resume is sent a second time. A good recruiter’s reputation can survive a hit like that. An applicant for a position has very little capital on which to trade, so it may be a fatal blow to the candidacy.

Don’t make those mistakes. It’s easier to just let the recruiter know that you have already taken the field for that employer. Have a frank conversation with your recruiter and let him/her know who has seen your credentials. It will be better for everyone in the long run!