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.
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
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
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
Welcome to Evers eNews, a monthly bulletin designed to add value for you and your law department.
The phrase “add value” smacks of sales-speak and business school class. But I embrace it. Recruiting is an episodic enterprise, so we try our best here to help clients in the months or even years that pass between search assignments. We hope that small things, such as complimentary benchmarking and invitations to special events, make a difference. This is why the signature line in our email reads, “How can we help your law department?” I continuously challenge our firm internally with that question. More