The Advice I Would Give To My Future Employer

We recently asked one of our amazing law student contractors, Farhana Hossain, a recent graduate from Osgoode Hall Law School in Canada and has her Bachelors of Law LL.B. from the University of London, “What would you want your future employer to know about you? What you would want a future employer or a law firm that you are interviewing for to know to help make the transition to an associate easier and more efficient?”

She provided amazing insight from the perspective of an interviewee and potential employee. Check it out below:

“Eliminate pre-conceived notions based on which law school I went to

The traditional perception of the legal profession has shifted in a major way in the last year, owing mainly to the pandemic and the new reality. The traditional methods of working and the norms have been challenged and overcome by the legal professionals. One thing that has become more apparent is that the legal profession is anything but static. A profession that is so dynamic, requires an equally dynamic workforce, which undoubtedly means an overhaul of the recruitment ethics as well. 

It is already well acknowledged that the academic side of becoming a lawyer is long and tiresome. Even though law students are made to read pages upon pages of legal literature and to go through rigorous examinations, the legal education system still has not incorporated enough practical elements to prepare law students for the realities of practice. 

The resume is not everything

New associates and articling students pour hours and hours into crafting the perfect resume to send to their dream employers. However, the resume is only that, an itemization of their accomplishments. The resume can never portray the true character and resilience of the person writing it. That is why it should be used to get some information, but not to decide the actual character and strength of the candidate.

Experience needs to be earned

Many new lawyers and job seekers in general lose on opportunities because of their supposed lack of experience. While it is understandable from an employers’ perspective, that they do not always want to train someone from scratch, it is also true that these candidates might not have the exact specific experience, but they do have other experiences that are mostly transferrable. 

Having worked in many different organisations, one big take away for me has been the realisation that all organizations work differently. Each has its own style, philosophy and design. What is more important than specific experience is adaptability. Try to assess how much a candidate is willing to learn and how much interest they have in that field. That will be something solid to build on.

Look beyond their academic achievements

A well-rounded individual is much better equipped to face challenges and work efficiently. Academic results are only part of a person’s experiences. The results on paper are often not the true reflection of the work that had been put in. Some people suffer from exam anxiety, while others might suffer a personal tragedy at the time of exams. That is why it is important to dig deeper into the story behind the results.

Relate with the new lawyers

For the law firms, regardless of size and area of practice, it is important to remember the beginning of their careers. It is important to recognise that the students who have made it this far and established themselves as being competent to practice, already possess qualities such as resilience and adaptability. What they require in the initial stages of their practice, is to feel assured that they can do this. 

The mental health of new associates also needs to be taken into account. If they feel burnt out, they will neither be efficient nor will they be able to perform their best. 

Help them learn

Most, if not all, lawyers are extremely eager to learn. They know that there is a lot to learn and are very aware and rather conscious of their lack of experience. That is why it is counterproductive to keep reminding them of their lack of experience and makes them less efficient. It also hurts their morale and brings down their overall productivity. 

Make them feel heard

Being a new associate or articling student may sometimes cause otherwise confident individuals to become uncomfortable reaching out to others. It is very important that their voice is heard. It can be through more participation instead of ordering, asking their opinions and giving constructive criticism. 

Be their Mentor

Most people remember their first actual job. They look up to the seniors and aspire to be like them some day. If the seniors, regardless of level and job description, are open to conversation and willing to mentor them, it is most likely to become a bond that will go on for a long time.

Having an open mind when recruiting and creating an understanding environment for new associates will ensure finding the best possible fits and an overall productive and efficient workforce.

Thank you so much, Farhana, for such an insightful piece! We are excited and lucky to have you on board!