Behavioral Questions in the Modern-Day OCI

Posted by wlansden | Filed under , , ,
By Brian Malcom

Apparently, an on-campus interview is not about how you dress and how you shake hands anymore.  Now, it is being used by firms to screen out more and more candidates.

Firms are sending more senior attorneys to campuses to meet with potential new hires.  These upgraded interviewers, usually skilled in interrogation-like techniques from years of experience in negotiations or litigation, are coming to campus with deliberate questions in tow.

According to the ABA Journal and the American Lawyer, behavioral questions are the new "in" thing for law firm interviewers.  "Behavioral questions often begin with the words 'Tell me about a time' or, 'Give me an example of a time.'"

According to the American Lawyer, “it's no longer about whether you like the same sports teams . .”  Law firms want to know how you perform in certain situations or under particular circumstances.   These questions have a very specific purpose: law firms want to know if you possess certain characteristics or personality traits that they have identified as increasing the likelihood that you will be a successful associate.   Citing a 2005 article in the NALP Bulletin, the ABA Journal points out that "[l]aw firms are are often looking for these four behavior patterns, according to the NALP article:

1) Decision-making and problem-solving skills. An interviewer might ask: Tell me about a difficult decision you had to make.

2) Motivation. An interviewer might ask: Tell me about a time when you failed to meet expectations.

3) Communication and interpersonal skills. An interviewer might ask: Describe an unpopular decision you made and how you dealt with the aftermath.

4) Planning and organization. An interviewer might ask: Tell me about a time when you were too busy and had to prioritize your tasks."

Perhaps these questions are a better way to assess whether the interviewee will be a successful attorney than asking about hobbies or sports teams.  Perhaps these questions are better suited to determine whether the personality of the candidate matches the personality of the firm.  However, the cynic in me believes that these questions might also be a methodical device surmised by firms to give a substantive basis for a decision not to hire.  I also believe these questions stifle diversification of personalities within a law firm and promote a uniform culture.  Some may view such a culture as a strength, but I believe this is a weakness.

Regardless, the YLB remains committed to helping you prepare for recruitment.  Prepare for the behavioral questions.  They are likely to come your way.  Have you had a behavioral question already?  Do tell.

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Permalink | Comments (13) | October 13, 2009 08:00

A Recruiter’s View of Fall Recruiting: Tips for On Campus Interviews

Posted by wlansden | Filed under , , ,

By Kathleen Pearson

Welcome back to school and Fall Recruiting!  Some schools have already started their early interview process while others are putting the final touches on interview schedules.  Before you know it, we (or at least some of us) will be coming on campus to interview you for our 2010 summer class. 

Here are a few tips to help you make a good impression and hopefully get a call back: 

1.  Do dress your best.  Please remember this is a formal interview and the very first impression is important.  It should go without saying, but brush your hair, shave, make sure your clothes are pressed.  Seems like a no-brainer, but you would be surprised how many students miss this step . . .  

2.  Do your homework.  All of us have websites with copious amounts of information about our firms.  Be sure you do your research and know some basic information about us – location, type of practice, etc.  You should be able to answer the question: “Why would you like to move to X city to work?” 

3.  Do have questions for us.  This should be an introductory dialogue and we expect you to have some questions about our firm, practice, city, what it’s like to be an associate, size of summer program, historic number of offers.  Don’t make the interviewers do all of the work. 

4.  Don’t name drop.  While it is good to mention how you have a connection to the firm (i.e. friends with a partner or client, etc.), you should mention it and move on.  DO NOT continue to name drop over and over again.  It is annoying. 

5.  Don’t be late.  Here again, this is a no brainer.  You have a very limited amount of time to make a good impression.  Don’t waste the first 10 minutes because you can’t manage your time.  If you are in an interview that is running over (let’s face it, some interviewers like to hear themselves talk), try your best to steer the conversation to a close and say you are looking forward to hearing back from them and hope to visit the firm soon.  Which leads me to . . . 

6.  Don’t end the interview by saying you have to go because X firm down the hall is waiting on you.  We know you are meeting with a lot of other firms.  Just don’t mention it to us.  It hurts our ego . . . and makes you look disinterested.   

These are just a few tips to get you started.  Feel free to add more in the comment section and check back.  I might add a few more as we move through the Fall!

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Permalink | Comments (5) | August 21, 2009 08:24