As summer approaches, law firms gear up for one of the most important processes of the year: 2L recruiting. For many firms, this means welcoming the next generation of associates through the summer associate program. Ensuring that your attorneys are well-prepared to engage with 2L candidates during this critical time is essential for a smooth and successful recruiting season.
To help your firm build the best possible summer class, here are some steps to take to ensure your attorneys are ready, informed, and aligned with your firm's message as they meet prospective summer associates.
1. Start Early with Firmwide Meetings
The first step in preparing your attorneys is to get them involved and informed early. Don’t wait until the last minute to start having conversations about 2L recruiting. Firmwide meetings are a great way to set the tone and ensure everyone is on the same page.
Consider hosting a series of events—such as lunches or informal snack breaks—to give all attorneys an opportunity to connect with each other and with the recruiting team. These gatherings not only foster a sense of camaraderie but also help to engage attorneys who may not be involved directly in the hiring process but are still crucial in creating a welcoming environment for prospective candidates.
In these meetings, share key details about the summer associate program, provide an overview of the upcoming recruiting season, and explain why it’s important that all attorneys participate in a meaningful way. The more attorneys understand how 2L recruiting contributes to building the future of the firm, the more motivated they’ll be to engage fully.
2. Communicate Firm Branding and Key Points to Convey
One of the most critical elements of preparing your attorneys is ensuring they are fully aware of the firm’s branding and the key points they should be conveying to 2L candidates. Attorneys who are involved in the recruiting process should have a strong understanding of what makes your firm unique and attractive to potential summer associates.
Take time to answer questions about the firm's values, culture, and vision for the future. Clearly define the types of qualities you’re looking for in candidates and how those align with the firm’s mission and goals. Whether it’s a commitment to client service, diversity and inclusion, or innovation in legal practice, make sure your attorneys are able to clearly and confidently explain what your firm stands for and why it's a great place for future associates to launch their careers.
3. Define Roles and Who to Turn to with Questions
During the recruiting season, attorneys will likely have questions about the process or need guidance on how to best evaluate candidates. Ensure that everyone knows who is on the recruiting team, the hiring committee, and which partner(s) are responsible for hiring. This will help streamline communication and ensure that any issues or questions are quickly addressed. Consider creating a one-pager or internal document outlining the key contacts for all things related to 2L recruiting.
4. Stress the Importance of Commitment to the Process
Recruiting is a demanding and time-sensitive process, and your recruiting team will likely be stretched thin during the busy summer months. Make sure that all attorneys understand the significance of sticking to the commitments they've made, particularly when it comes to scheduling interviews or participating in recruiting events.The last thing you want is for your recruiting staff to be scrambling to reschedule interviews because attorneys missed their commitments or failed to allocate enough time for the process. Having an intuitive and easy to navigate ATS like Flo Recruit, also ensures that the process runs smoothly both on the attorney side, as well as on the recruiting team’s side.
5. Remind Attorneys to Be Prepared
Preparation is key, both for the attorneys and for the candidates. It’s crucial that your attorneys take the time to review each candidate's materials before the interview process begins. This shows respect for the candidate’s time and effort and helps your attorneys ask thoughtful, relevant questions.
Encourage your attorneys to read resumes, cover letters, and any supplemental materials well in advance of the interviews. Using Flo Recruit’s ATS makes it easy to both provide materials with plenty of time, as well as update these materials if needed.
6. Educate Attorneys on How the Process Works
Whether the interviews will be in-person or virtual, it's important that all attorneys are clear on how the recruiting process will unfold. If the interviews are in person, let your attorneys know whether they will be responsible for "dropping off" or "picking up" candidates. For virtual interviews, ensure that everyone is familiar with the technology and understands how to troubleshoot common issues.
Clear communication about how the process works, along with an intuitive and seamless interview management tool like Flo Recruit, will help everything run smoothly and reduce any confusion on the day of the interviews. Providing a checklist or guide about the logistics of the recruiting day can be a helpful reference point.
7. Define the Qualities You're Looking for in Summer Associates
What makes a great summer associate? Make sure your attorneys understand the specific qualities you’re looking for when evaluating 2L candidates. Whether it’s strong legal research skills, teamwork, a passion for client service, or the ability to handle complex legal issues with confidence, defining these characteristics will give your attorneys a clear set of criteria to use when assessing candidates.
Offer concrete examples of how these traits manifest during the interview process, and be sure to emphasize the importance of assessing cultural fit as well. The right candidate might not always be the most experienced or the most polished on paper, but they may bring a unique set of qualities that align perfectly with your firm’s needs.
8. Provide Information on the Summer Program
In addition to recruiting, it’s crucial that your attorneys are well-versed in how the summer associate program will actually work. This includes details about the time frame, the type of work assignments, and the social events that candidates can expect to participate in.
Consider providing a detailed schedule or a FAQ sheet to attorneys, which will help them to better understand how they can support the program and engage with summer associates.
9. Build a Strong Firm Community Through Recruiting
At its core, 2L recruiting is about more than just filling positions—it's about building the future of your firm. The summer associate program helps to identify and nurture the next generation of leaders within your firm, and your attorneys play a critical role in making.
Conclusion
A well-prepared, well-informed team of attorneys can make all the difference in creating a successful 2L recruiting season. By starting early, emphasizing the importance of the process, and equipping your attorneys with the right tools, you can ensure a seamless and effective recruiting experience that brings the best talent to your firm. To learn more about how Flo Recruit ATS can transform your recruiting process, reach out!