Since I consider our readers part of the family, I’m going to write this month’s column as if we are all sitting around the dining room table together. Enjoy.
Over a year into post-divorce dating, I have enough material for a stand-up comedy routine. But I’ll stick with my clean stuff here. Here are four best practices tips for hiring the right candidate into your law department, inspired by my adventures in courtship.
1. Stay closed minded on the important stuff. I really enjoy Chicago. My social life is here. Most of my charitable work is done here, and although our traditional recruiting practice is national, our firm’s growing insourcing business is Chicago focused. So, should I date someone who does not like it here, or someone who is non-local with very little interest in moving here? It’s a formula for frustration and even heartache. More
At InsideCounsel’s SuperConference two weeks ago, I had the privilege of moderating a best practices panel on the topic of diversity.
The panelists were terrific, especially since I threw out a curve ball we did not prepare for in advance. During a lunch earlier at the conference, I was struck by the comment of a white male attendee. I was in recruitment mode, encouraging folks to attend our session versus other concurrent session options. This is a good guy, and he gave me the gift of candor by saying that “diversity is a given” where he works, so he’s not sure there’s much left to be said on the topic. More
I was privileged to moderate “Beyond Diversity: Creating Corporate Culture” at the 2014 Inside Counsel “Superconference.” My thanks to Maria Green of Illinois Tool Works, David Rawlinson of Grainger, and Martin Montes of Exelon for their panel participation. I’ll be writing more about our panel later this month in my “Culture Fit” column for our monthly newsletter. Mike
For IC’s recap of our panel, please click here.
Repeat business is the most satisfying kind, so I wish to start by thanking the leadership team at Principal Financial Group for coming back to our firm. We proudly placed two attorneys with PFG a few years back, and they are both loving their careers there. Here is the deal: Des Moines, Iowa. If you are from Iowa or are open to moving to Iowa for a wonderful opportunity, then please continue reading. Full relo package included, of course.
Principal Financial Group is a financial services leader that is always mentioned in best places to work features. This law department offers the increasingly rare combination of: high caliber interesting legal work, plus great work/life balance, plus compensation that will allow you to live like a king or queen in Des Moines.
Two positions, both subject matter specific: 1. ’40 Act securities expert. 2. ERISA expert. More
Time flies. We are already into Q2 and now our fourth issue of eNews. Thus far, I have focused on single issue columns such as best practices for hiring and insourcing. This month I extend a special invitation to you, and touch base quickly on a few topics that I hope will interest you.
As a panel moderator at this year’s InsideCounsel “SuperConference,” I get a few guest passes to offer for in-house attorneys. If you are not already registered and wish to attend, please shoot me a note accordingly.
I am thrilled to be moderating the May 14 panel, “Beyond Diversity: Creating Corporate Culture.” The panelists are Maria Green with Illinois Tool Works, David Rawlinson with Grainger and Martin Montes with Exelon. Please read my InsideCounsel column previewing that discussion. More
Congratulations to Philip Kief, who starts April 21 at FMC Technologies in Houston as Counsel. After cutting his teeth in the energy practices at Akin Gump and Locke Lord, Phil made the move in-house with Aker Solutions, a global oilfield services company.
At FMC Technologies, Phil will handle a broad range of responsibilities as a commercial generalist.
We thank Jeff Carr and Mark Wolf at FMC Technologies for continuing to partner with our firm.
Although we are primarily known for our traditional search work (since 1997), Evers Legal is now in its third year of also providing secondment services for our law department clients. We have enjoyed several successes, learned from a few mistakes, and now I feel ready to write with some confidence on how best to incorporate “flex-talent” into your law department.
But first, I wish to thank our clients who said “yes” to this service early in the roll-out, my friends at companies such as CNH, Exelon, Tenneco, CareerBuilder, DeVry and others. Your trust in our ability to get it right humbles me. More
Although we are known primarily for our national executive search service for law departments, our complementary and lesser known offering is growing significantly. Specifically, we have several experienced in-house attorneys on secondment to law departments. These are primarily in-house commercial generalists filling operational roles during client staffing shortages, and occasionally on what are known as “temp to perm” option assignments. See more details.
Our need here is primarily in the Chicago area. You would be on our payroll (not the client’s, not a 1099). We pay well versus the lower end document review shops, but we generally pay a bit below Axiom. We believe we have found the correct “sweet spot” pricing for secondment services and that our combination of talent quality and fair billing rates is largely responsible for the growth of this service line. You will earn (either hourly or fixed fee, depending upon the assignment) well above six figures annualized.
If you wish to be considered for assignment work, please email Meredith at firstname.lastname@example.org. Consider this a call for attorneys at all levels of experience (other than entry level), as we try to have as many options as possible available for our clients as needs arise. Thank you.
Mark your calendars for Superconference in Chicago, May 13 – 14. I’ll have more to say about this panel in my April “Evers eNews” column, but for now here are the details (it’s a cut and paste from the conference web site):
EXECUTIVE LEADERSHIP DEVELOPMENT – Beyond Diversity: Creating Your Department’s Culture
- May 14, 2014: 11:30 am – 12:45 pm
Too often, companies think of diversity only within the confines of strategic hiring practices — versus creating a culture of inclusion. This session will dig deeper into the unique benefits of a multicultural workforce within a globalized economy; overcoming barriers that hinder inclusion; attracting diverse talent and how best to promote long term success. Join this session for a very candid conversation.
Moderator: Mike Evers – Evers Legal
Many logic driven attempts have been made to assess culture fit objectively: personality tests, skills based tests, and situational interviewing strategies. Such exercises can be useful, and I’ll address them in future columns. No matter the process, however, I believe that hiring is far more art than science. Trusting your gut is the correct approach. And in my opinion, that gut check should include a checklist of three essential attributes.
1. Hire people pleasers. Your nightmare as a general counsel is the professional who does not enjoy providing customer service. Many outstanding lawyers lack good bedside manner, and they are most effective as outside counsel. More