Posted by wlansden |
Filed under commentary, recruiting, fall recruiting, oci
By Brian Malcom
Apparently, an on-campus interview is not about how you dress and how you shake hands anymore. Now, it is being used by firms to screen out more and more candidates.
Firms are sending more senior attorneys to campuses to meet with potential new hires. These upgraded interviewers, usually skilled in interrogation-like techniques from years of experience in negotiations or litigation, are coming to campus with deliberate questions in tow.
According to the ABA Journal and the American Lawyer, behavioral questions are the new "in" thing for law firm interviewers. "Behavioral questions often begin with the words 'Tell me about a time' or, 'Give me an example of a time.'"
According to the American Lawyer, “it's no longer about whether you like the same sports teams . .” Law firms want to know how you perform in certain situations or under particular circumstances. These questions have a very specific purpose: law firms want to know if you possess certain characteristics or personality traits that they have identified as increasing the likelihood that you will be a successful associate. Citing a 2005 article in the NALP Bulletin, the ABA Journal points out that "[l]aw firms are are often looking for these four behavior patterns, according to the NALP article:
1) Decision-making and problem-solving skills. An interviewer might ask: Tell me about a difficult decision you had to make.
2) Motivation. An interviewer might ask: Tell me about a time when you failed to meet expectations.
3) Communication and interpersonal skills. An interviewer might ask: Describe an unpopular decision you made and how you dealt with the aftermath.
4) Planning and organization. An interviewer might ask: Tell me about a time when you were too busy and had to prioritize your tasks."
Perhaps these questions are a better way to assess whether the interviewee will be a successful attorney than asking about hobbies or sports teams. Perhaps these questions are better suited to determine whether the personality of the candidate matches the personality of the firm. However, the cynic in me believes that these questions might also be a methodical device surmised by firms to give a substantive basis for a decision not to hire. I also believe these questions stifle diversification of personalities within a law firm and promote a uniform culture. Some may view such a culture as a strength, but I believe this is a weakness.
Regardless, the YLB remains committed to helping you prepare for recruitment. Prepare for the behavioral questions. They are likely to come your way. Have you had a behavioral question already? Do tell.
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