LATERAL LINK

Employers are all looking for one person to hire – the superstar associate. What makes someone a superstar candidate? While there are the tangibles that are listed on the resume, there are several intangible traits law firms should be on the lookout for. Here are some of the important traits of a superstar associate:

Assertiveness

There is no question that assertiveness is critical to being a superstar lawyer. Do not confuse assertiveness with aggressiveness or obnoxiousness. All the brainpower, writing ability, and high grades in the world are perfectly irrelevant if the young lawyer cannot deal effectively with the client, lawyer, or judge across the table. The assertiveness, enthusiasm, and directness a candidate projects is critical to an employer's evaluation of his or her potential. This is measured quickly and carefully during the first few minutes of an initial interview. The superstar candidate is lively, interested, quick-witted, and confident and is leagues ahead of a candidate with a higher GPA who is withdrawn, ill-at-ease, arrogant, or diffident.

Capacity to work well with others

This highly subjective and intangible quality is terribly important to all employers. A lawyer who cannot work well with partners, associates, staff, judges, adversaries, and clients is a professional and economic risk to her or his firm. A superstar candidate can demonstrate his or her ability to work well with others by being involved. Whether it is sports, community service, or student organizations, involvement in such organizations will show a firm that one can work with people to achieve a common goal.

Enthusiasm for excellence and hard work

Employers should assess what a candidate can actually do and the results her or she obtains. Yes, being a member of various organizations demonstrates one’s team-working abilities; but the superstar candidate is enthusiastic about his or her involvement in the organization. He or she adds value to the group by improving the organization, accomplishing goals, and getting others involved in the group. Look for candidates who are involved and show passion in whatever he or she does.  That passion will translate into the candidate’s future enthusiasm at the firm.

Grades/Intellect

We can discuss ad nauseum the ability of grades and class rank to predict the success of an associate at a firm. While law school may not fully prepare students for the actual practice of law, grades are used to assess the intellect and abilities of potential associates. You want to hire an attorney who is smart, quick, and can adapt. Grades give employers a quick apples-to-apples comparison to determine who is a superstar candidate – or at least worthy of an interview.

Writing and speaking ability

These are the most important tools of the trade. A lawyer who cannot write well and speak effectively will fail ---in the courtroom, with clients, and with adversaries. Membership on a journal is one indication of a desire to write well --- but standing on its own, it proves little. A hiring partner will draw a conclusion about the candidate’s effectiveness in this area based on how one handles oneself during the interview. Pay attention to how the candidate stands, speaks, sits, and reacts during the interview. The superstar candidate is someone who is comfortable, articulate, and both inquisitive and responsive will carry the day.

These tips are provided by Frank Kimball, a principal of Lateral Link. Frank has interviewed, hired, placed, or counseled more than 11,500 law students and attorneys, and is the only principal of a search and consulting firm to work as a former hiring partner at one of the nation’s twenty largest law firms.