7 Tips To Make The Most of Your Video Interview

During the COVID-19 pandemic, video interviewing has become the standard for law firms and companies alike when it comes to their hiring process. With working from home as the new norm online interviewing appears to be here to stay. For legal technology professionals interviewing via video poses a few unique challenges and extra preparation.

Here are seven easy tips to prepare you for your next video interview:

1. Check Your Technology
You want to make sure your computer is fully charged and plugged in and that all aspects of your video platform are working, especially the audio and microphone functions. Get familiar with the video platform you are using for your interview, whether it’s Zoom, Microsoft Teams, BlueJeans or GoToMeeting, make sure you have downloaded any necessary applications and updated permissions on your device so you don’t run into any last-minute technical issues. Lastly, don’t forget to ensure your wi-fi connection is strong, or if possible, use an Ethernet cable to ensure your connection doesn’t break during the interview.

2. Get Your Lighting Right
One of the more unique challenges of video interviews is your lighting. You want to be easy to see, not shadowed. Take advantage of natural light by setting yourself up near a window, ideally facing the window, or to the left or right of it. Use any lamps you have in the room to your benefit as well; use a softer light aimed toward your face, a backlight to add dimension to your space, and fill lights to balance the light on either side of your body. 

3. Clean Your Space
It’s also very important that your interview space is tidy and distraction-free. Look for clutter and any other potential distractions for your interviewer, including possibly offensive décor, and remove it. That way the interviewer will be focused on your answers rather than your space.

4. Eliminate Technology Distractions
You don’t want to overload your computer or get distracted by an email popping up. Close all programs on your computer except for the video platform you’re using. Print a copy of your resume, as you would for an in-person interview. Turn off your other devices or put them in a different room, you shouldn’t need them during your interview, and a buzz could keep you from hearing a question or answering well.

5. Dress to Impress
As with any interview, dressing professionally is very important. But when it comes to video interviewing, you should also consider what looks best on screen: avoid patterns and wear neutral colors. Don’t only consider your torso-make sure all of you is dressed to impress so if you need to stand up for some reason, you’re not embarrassed by your sweat pants.

6. Chat Professionally
Your user name on the video platform also creates an impression so you may want to create a new one just for interviewing. Upgrade your user name to something professional and make sure to use a professional-looking picture as well.

7. Consider Your Nonverbals
Before you start your call, test your distance from the camera, making sure your head and shoulders are visible and that your occasional hand gestures could be seen. Imagine you’re sitting across from your interviewer and gauge the appropriate distance accordingly. You should also practice greeting your interviewer with a confident and friendly smile for a great start to your video interview.

Preparation is key to interview success, and it’s no different when it comes to video interviews. By making sure both your space and your own appearance are optimized for video interviewing, you increase your chances of getting a second interview and landing a great legal tech opportunity.

Our IT recruiters would love to be your career advisor. For personalized interviewing advice and resume recommendations:

Contact Us 

Note: This blog was originally published in 2017 and has been updated to reflect current trends and practices. 

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How to Find Top Legal Technology Talent during the Covid-19 Pandemic

Hiring the best talent is critical to a law firm’s success, and with the increased remote workforce due to Covid-19 you may be questioning how to find the best person for your IT job opening. Finding top IT talent and leadership to support attorneys and staff is an imperative part of any firm’s business strategy.

There are two types of job seekers: an “active” job seeker is someone enthusiastically looking to make a change immediately. They may be unemployed or just eager to move for a variety of reasons. A “passive” job seeker is gainfully employed but open to hear about opportunities in line with their career goals.

In a soft hiring market, like we are in now due to Covid-19, the passive job seeker is more likely to stay in their current role and avoid risks involved with making a change, especially if they are not 100% certain it is the right career move.

While some outstanding legal technology staff have been let go during Covid-19, most firms are doing their best to keep existing IT Staff on board to solve new technology challenges caused by remote workers and related data security risks. Vertex Advisors’ Frank Gillman notes “the rapid expansion of the remote workforce has significantly increased the attack surface of corporate networks, creating multiple vulnerabilities for hackers to inflict chaos or to steal sensitive information for profit” and how to address it.

With a limited talent pool of fewer active job seekers in addition to the reduced number of passive job seekers, finding the right legal technology talent is more critical than ever. These four steps can help successfully guide you along the path:

Step 1: What can your firm offer to the candidate?
Most firms are facing some challenges during this unprecedented economy. Make sure to strongly tout any positive information to prospective candidates. Here are some topics worth consideration if applicable:

Financial Stability or Improvement:

  • Strong Q1 & Q2 financials.
  • Partners taking larger pay cuts to ensure staff has had minimal impact.
  • Decrease and/or repayment of pay reductions after a stronger than expected financial performance.
  • Remaining committed to complete important technology initiatives, where this new hire is needed, despite staff reductions in other areas.

Improvement of Employee Benefits and/or Firm Culture:

  • Expanding or modifying remote work policies. For example, according to Law.com, Linklaters is offering a new Agile Working Policy allowing staff and partners to work remotely for 20-50% of the time.
  • Making sure your benefit plan is in line with the competition and if already better, don’t be shy in sharing the overview.
  • Providing education and training for staff. IT employees heavily value opportunities to earn certifications and stay up to date on technical knowledge.
  • Supporting participation in legal industry events for IT staff. i.e. ILTA
  • Creating social events when people do return to work, such as a coffee barista on Monday mornings, free lunch on Tuesday, Casual Fridays for the next few months. Anything firms can do to alleviate the stress or anxiety of a return to the office can be a positive recruitment tool.

Step 2: Plan with your ideal candidate in mind.
Firm priorities have likely shifted over the last few months. You want to add the right resources to meet those priorities so set the bar high by investing thoughtful, strategic time in dreaming up your ideal fit. Where should this person be located? If the right person is not available in that area is there another viable location worth consideration? Clearly define the job role and craft a detailed working description of the position. Identify what the new hire should accomplish in their first 90, 180, and 365 days working at the firm. Present the draft iteration to key stakeholders for input and make any necessary adjustments.

Finally, don’t forget to consider soft skills or other qualifications you won’t necessarily see highlighted on a technical resume. For instance, what kind of person fits best with your firm’s culture and can bring a more diverse set of skills or experiences?

Step 3: Recruit technology talent with determination
Once you know who you want and what the firm can offer, where will you find this perfect legal IT professional?

When it comes to hiring top talent in a tight Covid-19 impacted market, it requires more work at this stage than simply posting the opening on the firm’s website and job boards. Keep in mind the ideal candidate you dreamed up during step 2, may not be actively looking. One place to also search are relevant alumni networks, other law firms, or industry events.

You could do the hard work of scoping out all these options, and the heavy duty recruiting work that comes along with it, or consider reaching out to an industry-specific staffing firm to share these insights so an account manager can perform those tasks in your stead. Experience counts when searching for talent.

Finally, involve others at the firm in recruitment and hiring processes, and make it clear to candidates they will likely interview with HR representatives, hiring managers, coworkers, stakeholders, and firm partners. Candidates in today’s market want to know they are a cohesive part of the team. Highlighting that point upfront with both candidates and the internal team is a win-win for the firm.

Step 4: Be selective and competitive with offers
As noted previously in step 1, keep expectations high and only screen and interview IT professionals who have the skills required to help the firm succeed. Once the candidate pool has been narrowed, consider the culture fit and soft skill criteria identified in step 2, and seek alignment utilizing third party personality profile testing tools such as DiSC, Predictive Index, CliftonStrengths, or Myers-Briggs Type Indicator.

Make sure each prospective candidate feels appreciated and respected throughout the interviewing process. Remember: the candidate will be assessing the firm during this process and weighing all their options given the unsecure job market we are experiencing during Covid-19. It is important to be transparent about the interviewing and onboarding processes and the workplace environment.

Finally, once the firm is ready to make an offer to a candidate, be competitive. Though money isn’t everything, put forth a salary and bonus potential that is, at minimum, fair and in accordance with industry standards. Don’t overlook the importance of nontraditional benefits, especially if the firm cannot meet the top candidate’s preferred salary. Consider whether sweetening some work-life balance perks (the number one concern of candidates in the market today) is possible. Perhaps consider more unique and surprising perks, such as pet insurance (one in three Fortune 500 companies now offer this) to stand out from other firms.

The last step of the search for a great legal IT professional should be to conduct a background check as permitted by law. After all, the firm and the new hire should both enter the working arrangement with total confidence.

Though the market for legal technology talent is tight right now, and likely to remain so until things around the world are more settled, firms are not without options. With the right planning, preparation, and recruitment strategy, and a smooth interviewing and hiring process, empty seats can be filled quickly to ensure a firm stays innovative and competitive in an increasingly technical legal environment.

If you’d like to streamline your search for the ideal legal technology candidate and receive additional market and industry hiring insights, our ESP Legal account managers are always happy to help.

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Look Before You Leap: Career Advice for Legal Technology Pros

Career advice to help legal technology professionals decide whether they should leave their jobs.As a recruitment firm, we’re big believers in making career moves that help you advance and achieve greater job satisfaction. We’ve also warned about the risks associated with taking a counteroffer. But there’s a third option, one that happens before either the job seeking or counteroffer stage—evaluating whether or not you should leave your law firm or legal technology department in the first place.

This is an important starting point—and one you shouldn’t race over. Before making the leap to leave your legal tech job, consider the following five areas of opportunity at your current place of employment.

1. Compensation: Can You Earn A Competitive Salary?

There are several publications that offer salary information for the legal industry. For example, the Association of Legal Administrators, the International Legal Technology Association (ILTA), and ESP Legal all publish free salary guides revealing average technology and litigation support compensation trends. Peruse these guides and see where you land. Are you being paid a competitive salary given the size and location of your firm, the other benefits (such as health insurance) provided to you, and your years of experience in the industry?

If you feel you are being underpaid, can you meet with your manager and share your concern? Without mounting a case against anyone or threatening to leave, present the market information and salary statistics you’ve discovered to support your claim that your wages fall below average. Then, give you firm a chance to consider and respond. Many firms will try to adjust to bring you in line with market standards—but you may have to wait until your next review.

2. Career Growth: Can You Advance and Reach Your Goals?

Talk with your manager and ask what opportunities your firm has for advancement—and what steps you can take to ensure you’re on the right track for long-term growth. Your desire to move up the ladder should go hand in hand with your desire to learn, so during this conversation, ask your supervisor for ongoing guidance as a mentor and find out what other training and educational benefits your firm provides. Educational reimbursement, for example, could help you earn your college degree or MBA or even a certain technical certification. All of these actions will enhance your skill growth and make you a better internal candidate to promote.

Sometimes, there are no avenues for upward mobility within your department and you need to look outside of your organization. But even then, one of the hardest career moves to make is to get hired as a manager without any management experience. So again, look to your current employer to gain further experience before you try making a leap. Ask to lead a project or mentor the junior staff. Who knows—maybe showing that initiative will get you a promotion after all.

3. Work-Life Balance: Do You Have Job Flexibility and Healthy Work Boundaries?

The hours you put in—and are expected to put in—whether or not you take work home or are always “on call,” your commute, and your ability to work remotely or flex your time are all important considerations when it comes to long-term job satisfaction. Some things—like your commute—may not be adjustable . . . but things like your ability to work remotely certainly could be.

Talk with your firm about your schedule and see if you can realign some of your tasks and/or working arrangements to better suit your at-home needs. Start small—for example, delegating one project or beginning to work remotely on a trial basis once a week and extending that to two or three days a week over time if the arrangement is serving the best interests of both you and your firm.

4. Benefits: Do the Perks Round Out Your Employment Package?

Sometimes a firm can’t give you a salary increase but can give you a bigger bonus or increase your paid vacation time as an incentive. In addition to flexible work arrangements, medical benefits, and education reimbursement (all of which we’ve already mentioned), profit sharing, stock options, PTO, 401(k) plans, HSAs, childcare assistance, pet insurance, student loan forgiveness, and other smaller in-office perks are part of the “package” your firm has to offer, and they should be considered as a collective whole along with your salary when assessing the fairness of your compensation plan.

Talk with your manager or HR representative to see what options you might have. And, if you are actively looking for new opportunities, carefully evaluate how changes to these benefits could affect your overall take-home pay.

5. Leadership: Do You Respect and Get Along with the People In Charge?

If you love your job but hate your boss, you already know you’re in a difficult position. Statistics have shown that 75% of turnover can be influenced by managers. We recommend having a heart-to-heart with your boss before reporting any dissatisfactory behavior to HR or higher and also before making a career change. Your boss may not know how you and others feel and may be open to changing the behavior and your interactions in a way that better suits your work style. Don’t you always appreciate when someone comes to you to try to work out a problem instead of going behind your back? Who knows—when your boss sees you as a straight shooter and someone who is trustworthy, your relationship may improve more than you could have ever imagined!

If, however, your boss won’t hear you out, doesn’t change the behavior, and is creating a negative working environment for you and others—it’s time to seek a new opportunity. You can go to HR, but they will likely already be aware of the situation, and your conversation may not result in a change. What’s worse, HR will need to inform your boss of your report, which could make your life even more miserable. Sometimes, it’s not a matter of avoiding the leap but knowing when the time is right to make it.

 

There’s not always a way to advance your career and increase your financial earnings without exploring new job opportunities. If you’ve thought through these five areas and have come to that conclusion, let us know—we’re always here to help you find your best legal technology fit. But if you see untapped areas of opportunity where you’re currently working, we hope you will take some steps to improve your job situation and grow where you’re already planted.

The key to taking a leap and landing on your feet is intentionality. Whatever you decide, move forward with confidence until you reach your full potential.

Ready to take the leap? Our ESP Legal technical recruiters will help you speed up the process and land somewhere that aligns with your needs in all of these areas.

Get in Touch with a Recruiter

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How to Retain Top Legal Technology Employees in a Competitive Market

Tips to help you keep the best legal technology professionals on your team.We’ve shared about the importance of attracting top legal technology talent to your firm. Not only do legal technology professionals ensure law firms remain secure, competitive, and efficient—they’ve completely revolutionized the legal industry, generating an ever-increasing demand for “digital lawyers” and “eDiscovery” experts.

But what happens after you fill your legal technology roles? In today’s competitive market, retention is just as—if not more—important as making a smart hire. The following five recommendations will help your firm avoid the losses associated with filling an open position so you can instead focus your energy on taking advantage of the latest legal technology trends to serve your clients.

1. Develop and Promote Flexible Working Hours

Work-life balance perks are among the top concerns of technology candidates in the legal market today. They want the option to work remotely—at least part time—to flex their hours, and to take sick and family leave, among other benefits. If you don’t already have a generous telecommuting policy, consider implementing one to stay competitive with other firms. If you do, ensure your employees feel empowered to take advantage of your system and that there aren’t any unwritten cultural norms or biases holding them back.

We’re all about seeking win-win solutions at ESP Legal (we even put it in our values statement), so let us be the first to remind you: offering the option to work remotely is as beneficial for your firm as it is for your technology professionals. Take advantage of this effective, easy-to-implement benefit.

2. Train and Mentor Your Team

Paid training and education ranked as the number one most desirable benefit in our 2019 Salary Guide market insights—even above flexible working hours. Research has shown that the opportunity to grow and develop is an especially big driver for millennials. And a recent survey revealed that 34% of tech pros looking for new jobs in 2019 have been motivated primarily by a desire for a higher degree of responsibility. The same survey also revealed there is a 31% gap between the number of tech pros who rank “training and education” as an important benefit and the number who actually receive this benefit—which means this is a major area of opportunity where your firm can stand out from the rest.

As you look for ways to raise up your employees, especially consider how you are empowering and encouraging your female technology professionals to claim ownership over their positions and grow to become leaders in your technology department. Intentionally providing opportunities for diverse voices to be heard contributes to the overall health and innovation of your IT team—another one of those win-win solutions.

3. Keep Compensation Competitive

The Association of Legal Administrators and the International Legal Technology Association (ILTA) are great resources for detailed compensation guidelines, and ESP Legal also publishes a free annual salary guide revealing average technology, litigation support, and attorney compensation trends. While not all retention-promoting benefits are strictly compensatory (see numbers 2 and 4 on this list), you’ll want to ensure that, at the very least, you are paying your legal technology employees a fair wage—especially considering that annual wage increases have become an expectation in today’s hot legal technology job market.

4. Focus on Medical Benefits and Other Perks

The cost of medical coverage can vary drastically from one firm to the next and can be a big factor for job seekers. In fact, 85% of technology professions list health insurance as one of their two most important benefits, according to a 2019 survey. With rising medical costs, it’s important to compare your company’s out-of-pocket insurance premium with the out-of-pocket expenses generated by some of your competitors’ medical plans. Once you’re confident your firm is offering a solid benefit, leverage your medical plan and promote it to your technology professionals in a way that helps them see more tangibly the cost savings afforded by your policy.

As an example, if the average law firm’s employees were paying $550 per paycheck or $1100 a month for medical coverage and yours costs $500 a month, this results in a $600 monthly savings or $7,200 a year in added benefits. Make sure your legal technology pros are aware of these kinds of numbers.

5. Outsource Your Hiring

One of the biggest reasons law firms lose technology employees boils down to bad hiring decisions. Luckily, this is also one of the most avoidable factors crushing your retention rates. When you solicit the help of a trusted recruitment firm like ESP Legal, you see and interview only those candidates who are going to add value to your team in the long run. We consider things like the alignment of compensatory expectations with what your firm is able to offer, culture fit, and how the long-term opportunities provided by your company might align with a candidate’s aspirations.

Plus, when you work with a recruitment firm, you save time and speed up the hiring process, which puts less burden on the rest of your technology department to make up for the lost productivity that results from the open position—thus helping you avoid the pitfalls of losing excellent legal technology professionals to burnout.

 

When you empower your legal technology employees to succeed, you directly impact your firm’s ability to thrive in today’s fast-paced and ever-evolving legal landscape. By staying competitive and aware of industry trends, you’ll ensure your firm’s many positive qualities and fun culture shine through and keep your technology professionals committed to succeeding as a part of your team.

If you’re looking for more personalized advice, our ESP Legal account managers would be thrilled to discuss your unique retention challenges and help you find the best solutions.

Get in Touch with an Account Manager

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How to Snag Top Legal Tech Talent in a Tight Market

Tips to snag top legal tech talent in a tight market

Hiring the best talent is critical to a law firm’s success, and because technology and security are more important than ever in the legal industry, finding top IT talent to support your attorneys and staff is an imperative part of that hiring equation.

The thing is . . . you’re not the only firm looking to find a great fit for a legal tech role. According to a recent survey, approximately 50% of firms and legal departments may be looking to do the same. But that doesn’t mean you should settle for a mediocre IT candidate. These three steps can help guide you along the path to finding the legal tech talent you need—even in a tight market.

Step 1: Plan with Your Ideal Candidate in Mind

If you start your search for a new tech candidate with low expectations, you may just get what you planned for. Instead, set the bar high by investing thoughtful, strategic time in dreaming up your ideal fit. Clearly define the role and craft a detailed working description of the job or contract position. Identify what the person should accomplish in his or her first 90, 180, and 365 days working for your firm. Then, present this to your stakeholders for input on their needs and make any necessary adjustments.

And don’t forget to consider soft skills and other qualifications you won’t necessarily see highlighted on a technical resume. For instance, what kind of person would fit in best with your firm’s culture—both in terms of similarities and perhaps needed differences that would bring your team a more diverse set of skills and experiences?

Once you know who you’re looking for, determine what your firm has to offer that person. Consider things such as:

  • What differentiates your company?
  • What salary budget range do you have to work with?
  • What benefits do you have to offer (think: healthcare, health savings accounts, short-term disability, life insurance, profit sharing, retirement plan contributions)?
  • Are those benefits competitive with the market today?
  • What soft perks might you be able or willing to negotiate (think: flex time, remote work, paid training or other further education, and in-office perks)?

Rather than feeling intimidated by the tight legal tech job market, remember that your firm has a lot to offer—and don’t forget to highlight those things during steps 2 and 3!

Step 2: Recruit Tech Talent with Determination

You’ve got the who and what down. Now the question is: where will you find this legal IT pro of your dreams?

When it comes to hiring top talent in a tight market, you have to put in more work at this stage than simply posting the opening on your website and job boards. Keeping in mind the ideal candidate you dreamed up during step 1, consider where you may find this person. Are there certain alumni networks, other firms, or events that he or she may be a part of? You could do the hard work of scoping out these options and doing some recruiting work yourself, or you may consider reaching out to an industry-specific staffing firm and sharing these insights so an account manager can start scoping out your market for you.

Whichever option you choose, your recruitment strategy should also include networking and relevant promotion of the opportunity. You may consider posting the opening on industry-specific job boards such as ILTA or ALA, or simply searching those boards for creative leads on your next great hire.

Finally, involve others at your firm in the recruitment and hiring process, and make it clear to candidates that they may interview with HR representatives, the hiring manager, coworkers, stakeholders, and firm partners. Candidates in today’s market want to know that they are a cohesive part of your team, and being clear on this upfront with both candidates and your team internally is a win-win.

Step 3: Be Choosy in Your Selection and Competitive in Your Offer

Though you should have a clear timeline for the interview and hiring process (both internally and one that you can communicate to candidates), as with step 1, keep your expectations high and only screen and interview IT pros who have the skills required to help your firm succeed. Then, once you’ve narrowed the pool a bit, consider the culture fit and soft skill criteria you identified in step 1, and seek alignment by utilizing third party personality profile testing tools such as DiSC, Predictive Index, CliftonStrengths, or Myers-Briggs Type Indicator.

Make sure each of your prospective candidates feels appreciated and respected throughout the interviewing process. Remember: while you’re the one doing the interviewing, your interviewees will likely be assessing your firm as well and weighing all of their options given the hot job market. So, it’s important that you are transparent about the interviewing and onboarding processes and your workplace environment, that you’re clear about the kind of professional experience you’re looking for, and that you recognize top tech talent for their skills and accomplishments.

Finally, when you’re ready to make an offer to a candidate, be competitive. Though money isn’t everything, put forth a salary and bonus potential that is, at minimum, fair and in accordance with industry standards. And don’t overlook the importance of nontraditional benefits, especially if you’re not able to meet the preferred salary of your top candidate. Consider whether you can sweeten some of your work-life balance perks (the number one concern of candidates in the market today) from what you originally proposed. Or maybe throw in a more unique and surprising perk, such as pet insurance (one in three Fortune 500 companies now offer this) to stand out from other firms.

Your last step of the search for a great legal IT pro should be to conduct a background check as permitted by law. After all, you’ve made it this far—you and your new hire should both be able to enter into the working arrangement with total confidence.

 

Though the market for legal tech talent is tight, your firm is not without options. With the right planning, preparation, and recruitment strategy, and a smooth interviewing and hiring process, you can fill your empty seat quickly and ensure your firm stays innovative and competitive in an increasingly technical legal environment.

If you’d like to streamline your search for the ideal legal tech candidate and receive additional market and industry hiring insights, our ESP Legal account managers are always happy to help.

Start Your Hiring Search Today

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How to Make a Great Career Move in a Hot Legal Tech Job Market

Make the right legal tech career moveGreat news for IT pros working in the legal industry: you’re more in demand than ever before. An estimated 75% of companies are planning to increase the number of full-time IT employees on their teams in 2019. And one recent survey revealed more than 50% of firms and legal departments plan to increase their investment in technology in the coming years.

The hot legal tech job market not only means increased job security and higher pay—it also means now is the ideal time to make a move that advances your career. The following five steps will help you leverage your skills and expertise to land your next great fit.

Step 1: Develop a Strategy

Despite the hot job market, when seeking a new opportunity, you still need to do the due diligence required of any job search. Start with an honest assessment of your IT skills: evaluate your strengths and weaknesses and your favorite and least favorite facets of your current role. Then consider how you would like to advance and grow professionally.

Once you’ve honed in on what you’d like to do, consider where you’d like to be doing it. Conduct research to get a sense of the firms you might work for and their reputation in the legal industry. Determine the kind of workplace culture you’re looking for, and see if any of the firms you researched align with your ideal.

Finally, address the how of your job search. Do you have any professional connections at the firms that most pique your interest? Would you prefer to work with an industry expert recruiter who can help you leverage the market and provide the inside scoop on companies and managers? Being intentional about how you plan to take action will help you land an interview faster and propel you toward step 2.

Step 2: Present Yourself Professionally

This step is about highlighting your skills and interest level to your prospective employer and positioning yourself for success down the road during step 5 (hint: it’s all about negotiating).

Here are a few specific tips to help you put your best foot forward from the start to the finish of your job search:

  • Ensure your resume is error free and formatted professionally.
  • Update your technical resume’s content, highlighting any skills that align with the job description requirements listed for the position you are applying for. (Yes, this means you have to tweak your resume each and every time you apply for a new gig).
  • Review and update any virtual professional resources, including your LinkedIn profile and any digital portfolios. And don’t forget to do a quick scan of your personal social media accounts to ensure there isn’t any less-than-professional content to be found!
  • Add additional specific, applicable details about your unique qualifications in your cover letter (which, like your resume, should be error free and formatted professionally). Answer the question: Why are you a good fit for this opportunity, and why do you want to work for this firm?
  • Dress up for your interview (even a video interview) whether or not the firm has a casual dress code. Make sure everything about your appearance is in line with the industry you are working in.

These small but significant choices can make a huge impact on a prospective employer. Plus, when you present yourself professionally, you increase your chances of being heard and taken seriously. Which brings you to . . .

Step 3: Make a Lasting First Impression

Even though your skills are in-demand, you shouldn’t approach your interview with the expectation of being wooed by the law firm. During your conversation, focus on the firm’s needs and how you can assist them—not your needs. You will get a chance to address your needs later in the process.

Show the firm you are informed and prepared by asking thoughtful questions inspired by your research (step 1). But try to keep a 50–50 balance between talking and listening. Be aware of your body language, and show your interviewer that you are interested and engaged by maintaining eye contact.

Come prepared with upbeat, articulate responses to a handful of potential interview questions. ESP Legal’s interviewing tips for job seekers address the three biggest ones: “Tell me about a time when . . .,” “Tell me about yourself,” and “What is your greatest weakness?” Read up to learn what key information your interviewer may be trying to uncover by asking one of these questions, and then spend some time crafting your responses.

When you put in the work and come to your interview prepared, you’ll leave feeling confident. But there’s still one more step for you to take before receiving an offer. 

Step 4: Follow Up

Send a professional follow up email or handwritten note. This is a very important step and should not be overlooked as an empty formality or outdated courtesy.

Your follow-up is an opportunity for you to show you were paying attention by touching on some of the topics discussed in the interview. It’s also a final opportunity for you to remind the firm of your strengths and promote additional qualifications that you may have forgotten to mention during the interview.

Keep the tone of your note positive and professional, and maintain that positivity and professionalism even if you need to wait a while for a response. Remember, you may have been their first—and hopefully best—interview. Filling a role takes time. 

Step 5: Negotiate

If you’ve shined during steps 1–4, chances are you’ll soon be presented with an offer. But you haven’t reached the finish line of the job search process just yet. This is the step where the opportunities afforded to you by the hot job market really come into play.

A quick disclaimer: negotiation is not about upping your financial requirements once you’ve won a firm over. Be honest and up-front with your compensatory expectations prior to the interview so there are no surprises. The only exception to this rule happens when unplanned circumstances create variance, i.e. you just got a raise that was unexpected in your current job or received a competitive offer from another firm.

That said, sometimes a firm will come in below the target salary you presented, and when that happens, you should discuss and consider the other benefits and financial incentives being offered that could offset the difference. These may include perks such as profit sharing, 401(k) matching, a great medical plan, a flexible and/or remote working schedule, and greater vacation allowances and/or PTO.

Finally, keep in mind that sometimes making a career move isn’t about money. Sometimes you’ll move because you’re looking for a different company culture or looking to make a switch to a different tech area of focus. In these cases, be honest with yourself about your decision. Landing an opportunity that offers you the career potential you’re seeking at a great company is often worth a small trade-off financially.

 

In a hot job market, you don’t need to stress about landing a gig simply to pay the bills. You have the freedom to focus on your long-term career goals and make moves to help you achieve them. The only thing standing in your way is you. Get started today, and happy hunting!

If you’d like to streamline your search and receive additional support, our ESP Legal technical recruiters are always here to help:

Get in Touch with a Recruiter

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ESP Legal Releases 2019 Salary Guide

ESP Legal 2019 Technology and Litigation Salary GuideOur 2019 salary guides present data gathered and analyzed from a wide range of law firms and includes salaries from ESP Legal’s recent placements as well as national and local research.

A Hot Job Market for Tech Staff at Law Firms

In 2018, we reported that 70% of CIOs planned to increase their technology workforce. This year that number has gone up even further—with a projected 75% of companies planning to increase the number of full-time IT employees on their teams, according to the Society for Information Management’s 2019 IT Trends Study. In the legal marketplace specifically, we’ve seen an increase in demand for technology staff, which we anticipate will continue to grow. Help desk, desktop support, security engineer and system and network engineer positions remain in-demand amidst growing security concerns for law firms.

With this high demand has come increased compensation: those holding technology positions at law firms received salary increases of minimally 2% across the board, with application programmers seeing the biggest increase at 10%. Other hot job titles in 2018 included director of KM, CIO/CTO and IT manager.

Work-Life Balance and Benefits Are More Important Than Ever

Candidates continue to express higher interest in better work-life balance, including having the option to work remotely at least part time. Additionally, opportunities for growth including paid trainings and clearly defined career paths remain important. To attract and retain top talent you may need to focus on adding to your offerings or highlighting those you have in the recruitment and interview process—particularly if you’re unable to compete financially with larger firms.

 

With over twenty-three years of legal staffing expertise, ESP Legal continues to monitor and analyze hiring trends, including compensation and benefits in this rapidly changing economy in order to best serve you.

View Legal Technology and Litigation/eDiscovery Salary Guide

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Asking for an Applicant’s Previous Salary is About to Be History

The Salary History Question: Is it History?

A change to the hiring process has been developing across America within the last 12 months. Currently, 8 states, 6 cities, 2 New York counties, and Puerto Rico have banned employers from asking for a candidate’s salary history, and bills are up for debate in several more states. What has spurred this development? After all, it is certainly understandable that employers have wanted to know this information in order to make informed hiring decisions and minimize costs. But lawmakers and advocates have argued that this common practice traps certain individuals in a cycle of underpayment, especially women, minorities, and people moving from places with lower costs of living. Even if your law firm is not located in a state affected by the recent flurry of laws banning the salary history question, we suggest you consider revisiting your hiring process and eliminate such questions. Here are a few reasons why:

A Unified Policy

If you do business across state lines, including places that have already banned the salary history question, or are near states that have, it will be easiest to have a single policy in place for all of your offices. These laws are quickly being debated and added by more and more states and cities (see complete list at the end of this article), so simply adhering to the stricter laws will help ensure that all of your offices are in compliance, and you will save yourself the headache of having to adjust your policies multiple times. After all, complying with these laws does not simply mean that you can no longer ask for a candidate’s salary history. Violations do carry repercussions, so you will need to train your HR staff and recruiters on what kinds of questions are appropriate and legal for compensation discussions. This approach has already been followed by Google, Facebook, Cisco, Bank of America, and Wells Fargo.

A More Accurate Valuation

Asking for someone’s salary history may cause you to undervalue certain candidates due to conditions that have nothing to do with their abilities. As a result, you might lose out on qualified candidates who receive a more competitive offer elsewhere. The goal of these laws is to narrow the pay gaps for women and minorities—if they were underpaid in the past, revealing their salary history puts them at risk for getting underpaid again. Even if their new job actually increases their pay, it will likely still lag behind the standard due to starting from a lower point to begin with. By avoiding the salary history question, law firms can instead focus on paying a candidate a wage determined by their skills and the requirements of the job.

What To Do Instead

Perhaps you’re considering abandoning the salary history question, but are still looking for a way to determine an appropriate salary for a candidate. One option is to simply set a range for the position beforehand and be upfront with the candidate about it. Your scale can account for experience, education, and performance, in order to pay what’s fair. Most of the laws being passed do allow you to discuss salary expectations, which can serve a similar purpose to the salary history question, but leaves the candidate feeling more respected and fairly treated. These strategies will improve your relationship with the candidate and encourage a smooth hiring process.

There are many benefits to complying with the new standards created by these laws, including increased clarity and efficiency for your team during the hiring process, a widened candidate pool, and better candidate relations. In addition, it could help you increase diversity at your law firm, which in turn can improve the bottom line. By adhering to these laws—even if they don’t apply in your state—you make your firm more appealing by empowering your HR department to pay appropriate wages for the position, regardless of an individual’s past pay.

If you’re not sure how to determine fair pay, we’d love to use our knowledge of the legal hiring market to help you out:

Talk to an Account Manager

View Salary Guides

 

Current statewide bans (date of effect): California (1/1/18), Connecticut (1/1/19), Delaware (12/14/17), Hawaii (1/1/19), Massachusetts (7/1/18), NJ (2/1/18 [public only; but senate passed bill this year for all employers]), Oregon (10/6/17), Vermont (7/1/18), Puerto Rico (3/1/17)

In process:  Florida, New Hampshire, New York, and Rhode Island

Current citywide or county bans (date of effect): Albany County, NY (12/17/17), New York City, NY(10/31/17), Philadelphia, PA (on hold), Westchester County, NY (07/09/18)

Note: additional cities have bans for city offices only.

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Finding Your Ideal Law Firm Culture

You spend a LOT of time at work, and while much of your job satisfaction comes from the actual work you do, a large part of it also come from the work culture you’re in. The term “culture fit” gets tossed around as one of the most important factors for both job seekers and employers. But, what does culture fit actually mean? How can you evaluate a law firm’s culture?

Finding Your Ideal Law Firm Culture

For clarification, a healthy law firm culture isn’t about everyone getting along, hanging out on the weekends together, sharing the same interests, or working exactly the same way. Studies have actually shown that the variant perspectives derived from social, racial, and gender diversity, lead to more innovation, better problem-solving, and an improved bottom-line. So a healthy culture isn’t about sameness, but rather about operating from a shared set of values. For example, one law firm may have values of being results-oriented, compassionate, and client-focused, while another values employees who are detail-oriented, respectful, and have fun.

While there is no foolproof way to determine with certainty during the interview process that a potential partnership between an employee and a law firm will work well, our tips below are a good start for evaluating culture fit during the interview process.

What Do You Read?

Before the interview, do a little online research on the law firm to learn more about their values and personality:

  • Are you able to find the values, vision, and/or mission of the law firm on their website? If so, do they align with your own values and vision for your work?
  • What kind of tone does the website use—is it factual and to the point, or more friendly and casual?
  • On their careers page, what words do they use to describe their employees or team? What benefits or perks does the page highlight?
  • Do they promote press about themselves? What do these articles say about the firm?
  • Look at the leadership page and read the bios if they are there. How does what’s highlighted in these bios reveal the law firm’s values?
  • Can you find videos created by the firm? Does the firm have profiles on Facebook, Twitter, LinkedIn, or Instagram? What do these other channels reveal about the law firm’s culture and values?
  • Do they mention pro bono work or charitable efforts? Is this important to you?
  • Look for online reviews from employees and clients. Take these with a grain of salt—the majority of online reviews are complaints, not compliments—but take notice of any patterns in the reviews. If something really jumps out as a potential red flag, prepare to address it before accepting or declining an offer.

Keep in mind, what you see online might not be the whole truth. What a firm claims on their website might not actually exist in the real world and an online review from a disgruntled employee doesn’t reveal the whole story. Still, this online research is a good starting point for developing questions to ask in the interview, observations you’d like to make, and ultimately assessing if the law firm is a good fit for you.

What Do You See?

As you enter a potential future work environment, be ready to take notice of specific choices made by the law firm about the space:

  • Is it an open office set up, or more of an office environment?
  • Is it buzzing with activity, or relatively quiet.
  • Are there private meeting spaces and/or soft furniture areas designed for collaboration?
  • Does the decor give a sense of the culture of the place—are wall decorations inspirational, fun, or traditional?
  • What is the lobby like—bright colored, modern, muted, or dated?
  • Are employees dressed casually in jeans or in traditional business attire?
  • Is there a shared eating area? How is it laid out and furnished?

Set your observations aside as you begin your interview, but plan on assessing them later. Maybe you know that you work better in quiet privacy or that having a nice place to take a break during your day makes you more productive. These environmental things might not seem like they reflect a companies values, but they are usually related. For example, an open office set up is more common at a law firm that values collaboration while as enclosed offices imply that privacy is more highly-valued. The work environment is not the most important aspect of a job, but it is worth considering before accepting a job offer.

What Do You Hear?

Some aspects of culture can easily be discussed in an interview and you should come prepared to ask questions that help you understand the culture of the law firm:

  • How are decisions usually made and communicated at this law firm?
  • What motivates people to stay at this firm long-term?
  • What challenges is the law firm facing and how will those challenges be addressed?
  • What do successful employees look like at this firm?
  • What is the leadership style here?
  • What’s your favorite aspect of working at the law firm?
  • How do you feel the values of the organization are lived out?

In addition to these specific questions, you can understand more about the law firm’s culture by evaluating the questions your interviewer asks you, their interview style, and the things they share with you about the job. There aren’t necessarily right or wrong answers to these questions—what might be a nightmare culture for one person could be an ideal culture for another. Notice if any parts of the conversation raise alarms for you, or conversely, sound highly appealing.

Whether you’ve been burned by a poor culture fit in the past, have had such a good fit you hardly know what we’re talking about, or are somewhere in between, we firmly believe you’ll be your most productive and happiest self when you’re working for a law firm that’s the right culture fit for you. We love helping technologists, litigation support professionals, and attorneys understand what they’re looking for when it comes to law firm culture.

Chat with one of our recruiters today!

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5 Strategies for Creating a Superior Technical Resume

5 Strategies for your legal tech resume

You’ve got six seconds to make an impression with your resume.  How can you possibly show how great you are in so little time?  Good question. The trick to impressing a hiring manager or recruiter in just a few seconds is making your resume as skimmable as possible, and we’ve got some advice to help you do just that:

1. Clarity is King. 

Are you applying for a Senior Systems Engineer position?  Are you currently a Senior Systems Engineer (or have the same responsibilities but a different title)? Put “Senior Systems Engineer” right under your name and contact information. That way, as soon as a reviewer sees your resume they know they’re looking at the right kind of person for the role.

2. Make a Statement.

There’s been a lot of debate on the best way to start your resume. Some will argue for a summary of your career, others will say an objective statement, and still others will say to leave it off altogether. We’re proponents of an expertise or executive summary. The executive summary is best used for higher level manager openings and the expertise summary for technology level openings. This summary makes it quickly evident to those reviewing your resume where your experience lies. Be specific. While these can be very difficult to write, a compelling expertise or executive summary objective, tailored for each job application, will help you stand out, making it well worth the effort.

3. Call Out Your Accomplishments.

One of the biggest mistakes candidates make on their resume is simply listing their responsibilities at previous or current employers. For higher-level openings, hiring managers are really looking for how you did your job, not what you did. Even more so, they want to know how your work and skills tangibly will benefit them as your employer by seeing how you contributed to your past employers. Did you save the company money? Were you more efficient and productive than your peers? While focusing on accomplishments rather than duties is key throughout your resume, calling attention to 3-5 accomplishments in the top third of your resume can really give you an edge over your competition by stealing the hiring manager’s attention right away.

4. Highlight Your Skills.

It’s easy to present your skills in a clean, eye-grabbing way, but many people don’t think to do it. While it’s more common among technology job seekers who often divide their skills into languages, programs, and methods, it is just as valuable for professionals looking for less technical roles. Use this top third of your resume to highlight your skills with a bulleted list or  vertical slashes or dots to separate items listed horizontally. Pro tip: List only the skills that you have mastered, not everything that you have ever done. No one person is an expert in 7 different coding languages or all project management styles, so let your real expertise shine in your skills summary.

5. Keep it Clean.

We’re not talking about your language – though actually, yes, keep that clean too!—we’re warning you against over-populating the top of your resume with unneeded information, confusing formatting, or other clutter. Be concise and direct to help the reader focus on the really important details you are showcasing. Ensure your formatting, punctuation, and spelling are consistent and accurate so as not to give any reason for a reviewer to reject your resume. We also recommend that you leave color off your resume (though some subtle shading can be helpful for organization) and use a basic, professional font.

 

Make the best impression by strategically using the top third of your resume.  Good organization and relevant information will help your recruiter or hiring manager know what you are able to do for them and how you can be a great fit for their law firm. Catch their eye right away and they’ll want to keep reading the rest of your resume.

View sample resumes and download our template

or

Get in touch with one of our recruiters for free resume advice today!

 

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