The interview is often the most critical part of the hiring
process. The employer has already determined that, on paper, you
are qualified for the position. The interview allows him/her to
judge whether or not you would fit in as a colleague. It is your
opportunity to demonstrate
your personal strengths and your professional commitment to the
field and the firm or organization. Your goal is to establish
a rapport with the interviewer, to communicate your qualifications,
to convey your self confidence and enthusiasm and, ultimately
to receive a job offer. After accomplishing those tasks, you can
weigh the positive and negative aspects of
each offer.
Large law firms, which can accommodate many different
types of people, might place a little less emphasis on the interview
and more on academic performance. On the other hand, smaller firms,
agencies and judges look more for a person who will “fit
in.” For both, however, the interview weighs heavily in the
hiring decision.
There is no set formula that an interviewer or
interviewee must follow. Each interview has its own dynamics.
Some interviewers will expect to take the lead and direct the
interview. Others will expect the applicant to take the initiative
in directing the conversation. The most successful interviews
are those in which the applicant can respond confidently to the
unique situation created therein.
An interview is also your opportunity to evaluate
the character of the community; how pleasant the relationships
among colleagues would be; the future financial situation of the
firm; the extent and quality of the training given by the firm;
the quality of the business that would be referred to you by other
members of the firm; how much freedom you would have to develop
the type of practice you prefer; and how much freedom you would
have to choose your own lifestyle.
It is important that you be honest and straightforward
about the kind of job you want and about yourself as a person.
Your goal is to find a job in a place where you can do the kind
of work which interests you, with people you will like and with
whom you will have a positive working relationship.
Preparation is the most important part of the interview. Just as you would not go into an exam unprepared and expect to do well, you should never go into an interview without knowing as much as possible about that employer or without thinking about how you want to present yourself.
Physical Presentation
Err on the side of caution and dress more formally than you might
believe necessary. A suit is hardly ever inappropriate, and it
sends a positive message to the interviewer about your professionalism
and your enthusiasm.
Mental Preparation
Interview yourself. Re-read your resume. Be prepared to discuss
everything that appears on it. Pick out those areas in your background
that you would like to talk about or that you think an employer
would like to discuss: your job experience, your favorite course,
your research for a professor or a significant accomplishment.
Formulate concise, positive answers to questions you think might
be asked by an interviewer. Practice answering these questions
out loud with a friend or a person you do not know who is willing
to act as a mock interviewer.
Researching the
Employer
To show you are genuinely interested in a prospective
employer, you will need to know as much as possible about the
organization. You also should know something about the geographical
area and have some knowledge of what it is like to practice the
employer’s type of law. Request an organization brochure
or resume, research the employer on the Internet and utilize the
Career Services resources. Alumni, faculty and fellow students
who have worked for this employer are also good sources of information.
Researching Large Law Firms
Researching large law firms can seem like an overwhelming task.
From written descriptions, many of the firms look alike. Differentiating
among them requires research.
Martindale-Hubbell (accessible through Lexis-Nexis)
or at www.martindalehubbell.com and Infirmation.com (your password
is <<bcls>>) are the most comprehensive directories
of large law firms. This resource provides information on the
areas of practice of a firm and biographical data on the attorneys.
It’s a good place to check if you are interested in identifying
a BCLS alum at a particular firm.
If you wish to delve more deeply into the activities
of a firm, or to learn about some important cases the lawyers
are working on, or about the work of a particular attorney, try
a Lexis-Nexis or Westlaw news search. This will give you access
to relevant articles in major newspapers.
Another comprehensive resource is the National
Association for Law Placement Directory of Legal Employers
(NALP directory). This single volume, arranged alphabetically
by state, contains statistical information about large law firms,
lists major areas of practice, firm demographics, employment data
and contact information. The NALP Directory can also be accessed
on Westlaw.
To further assist you, the Career Services Office
compiles the “Blue NALP Book.” This resource contains
copies of all NALP forms sent by employers involved with BCLS
during the fall recruiting season. On-Campus, Resume Mailing,
and Apply Directly firms are included. We have multiple copies,
and you may borrow this book from the Career Services Office for
a period of 48 hours. Please check it out at the reception desk.
Use the Internet. Large law firms now routinely
have web sites. Call the firm to ask for their URL address. For
written materials and brochures on large firms, check the filing
cabinets in the Career Services Resource Library. The files are
arranged alphabetically by state and firm and contain additional
supporting information sent by the employers. You will find firm
resumes, NALP forms, and often glossy brochures which further
elaborate on areas of practice, firm activities and culture. Binders
containing NALP forms and firm resumes are on reserve in the main
Law Library for your use when our office is closed.
Another excellent opportunity to learn about firms
is from the Summer Student Employment Questionnaires which
are filled out each Fall by returning second- and third-year students.
Not only can you read about their first-hand impressions of their
previous summer experience, but you can get some “tips”
if you are planning to interview with the same employers.
Finally, try the word-of-mouth approach. Talk
to BCLS alumni and fellow students in the cities in which you
are interested to learn of a firm’s reputation “on the
street.” Talk to faculty members as well. They often keep
in touch with former students who are working in different parts
of the country.
Researching Small Law Firms
Since most small firms do not publish firm resumes, become members
of NALP, or pay to be included in Martindale Hubbell, different
research tools and techniques are required.
WESTLAW (www.lawschool.westlaw.com) has developed
a database of law firms which contains a comprehensive list of
small firms. In addition, the Career Services Office maintains
an extensive law firm databases for New England and New York,
located on the computers in the Career Resource Library. However,
probably the two best sources of information available to students
wishing to research small firms are the Alumni Career Network
Database and the Student Employment Questionnaires. Alumni and
fellow students are usually more than willing to act as career-related
advisors and can offer invaluable information about specific firms.
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Researching Government and Public Interest Organizations
Before applying to a government agency or public interest organization,
you should know its mission statement as well as what the agency
does. This research can be done by exploring web sites and informational
interviewing with BCLS alumni who are currently working at each
agency. The names of alumni willing to talk with students can
be obtained from the Alumni Career Network. Links to many governmental
agencies and public interest organizations can be found on the
Career Services website.
Researchers have found that interviewers develop impressions about people during the first few minutes of the interview. Physical presentation and body language convey as much information as verbal responses. Be aware that every action is being evaluated. Try to remain composed and relaxed despite this fact!
Professional Presentation
Arrive 5 minutes early. Take with you only your portfolio with
extra copies of your resume, references, writing sample and transcript,
so that you will be perceived as extremely organized when you
are able to produce them upon request. Begin acting in a professional
manner long before you enter the building. Neat appearance, a
firm handshake, good eye contact and a smile are important. Introduce
yourself and greet the interviewer by name. Do not sit until asked
and maintain a natural but erect posture during the interview.
Crossing your arms or positioning your body away from the interviewer
can be misinterpreted as defensive motions. Do take a pen, but
do not take notes during the interview.
Dynamic Discussion
The interview should be a conversation, during which you demonstrate
your self confidence, your communication skills and your personality.
Do not assume that the interviewer will ask all the right questions
to uncover all your good qualities. You may have to actively try
to work in all the information you want them to know. You can
accomplish this by answering a question and then enthusiastically
discussing your accomplishments and illustrating your point with
examples. Interviewers tend to remember candidates who enliven
their responses with specific references to their personal experiences.
If you find that the interviewer is doing all
the talking, you must try to gracefully work your way into the
conversation. During a pause, interject politely with a “You
mentioned that you are looking for someone with _______ skills.”
Continue on to discuss some relevant leadership positions you
have held, or research you have done, or classes you have taken,
or projects you have performed. Another interjection could begin
“You mentioned the associate-partner mentorship program.
I recently spoke with Megan Smith who is an associate in your
litigation department, and she said that the mentorship program
was what drew her to your firm...” Continue on to discuss
a particularly meaningful mentor relationship you experienced.
Remember, it is not your responsibility to fill
in silences. Listen carefully to the question, state your answers
concisely, and then stop. Do not let your discouragement show
if you feel the interview is not going well. It is possible you
are being tested to see how you handle an uncomfortable situation.
Your goal is to persuade the employer that you
are an outstanding candidate. Convey a confident, professional
image, highlighting your relevant skills and achievements. Responses
that are thoughtful, articulate, concise, relevant and reflective
of what is really important to you as an individual will be the
most convincing.
In his book After Law School?, Saul Miller writes:
“No boundaries are placed on what can be discussed at
an interview. The appropriateness of different subjects merely
changes from setting to setting and from interviewer to interviewer.
There are some things that are very likely to be discussed at
most interviews - anything that is on your resume; your law school
(how you like it, why you chose it and what other schools you
got into); your faculty; your grades (or some reference to your
academic performance); prior jobs you have held; and why you are
applying to this particular place. However, outside this fairly
obvious range of subjects, you can expect anything. Most interviewers
are looking for bright and articulate people whom they like, and
almost any topic allows an interviewee to reveal those qualities.
You can talk about the weather or the latest Supreme Court decision.
Non-legal subjects can give clues to your abilities as a lawyer
as easily as legally related topics. Talking in a conversational
style can be as informative of your knowledge and skills as answering
hypotheticals or playing devil’s advocate. Perhaps the most
prevalent criticism interviewers have made is that interviewees
don’t ... engage in the normal give and take that characterizes
most successful social interactions.”
Confident Closing
The interview is normally terminated by the interviewer. As the
interview comes to a close, tell the interviewer that you have
enjoyed speaking with him/her, that you appreciated their time/the
opportunity to meet with him/her and that you are looking forward
to hearing from him/her. Be sure to shake hands as you exit.
The Follow-Up
Immediately following each interview, take time to jot down notes
summarizing your conversation with the employer. These notes will
be valuable in preparing for subsequent or call-back interviews.
Also, consider keeping an organized file of all your job-related
materials: copies of correspondence, notes on phone conversations,
lists of potential contacts and ideas for networking opportunities.
It is not necessary to send thank-you notes following
on-campus “screening” interviews. Notes following an
in-office interview, however, are recommended.
Many large law firms say that they generally disregard
thank-you notes unless they are poorly written (typos, misspellings,
etc.), in which case they are a negative factor in assessing the
candidate. Small firms, government agencies and public interest
organizations are more likely to view the thank-you note as an
affirmation of interest from a candidate. Notes to these organizations
can, therefore, have a positive influence.
Use your best judgment. When you do write thank-you
notes, be sure that they are typed in a business letter format,
that they are well written and error free. Proofread!
The Telephone Interview
Due to location or time constraints, an organization may decide
to interview you via telephone. Research and prepare as you would
for an on-site interview, and plan to receive the call in a quiet,
comfortable location. Since the interviewer will not be able to
judge you based on facial expressions and body language, be sure
to convey your interest and enthusiasm vocally. Do not be unnerved
by silences.
The Hostile Interview
(Adapted from Harvard Law School’s 1998-1999 Public
Interest Job Search Guide)
Employers at U.S. Attorney, criminal defense, and prosecution
offices may conduct hostile interviews. These employers are not
targeting you personally, rather the interviewers are interested
in seeing how you respond to pressure which is comparable to the
nature of adversarial courtroom trials. They are assessing how
well you perform on your feet.
The FBI and other federal agencies conduct comprehensive
security checks and often ask probing questions about drug abuse
and criminal record. Before interviewing at these places, please
be sure you feel comfortable answering these types of questions.
The key to handling a hostile interview and answering
difficult questions lies not in how you answer the questions thrown
at you, but rather in your overall composure. Keep a calm demeanor
and overall poise, and respond directly and non-defensively.
Multiple Interviewers
(Adapted from Harvard Law School’s 1998-1999 Public
Interest Job Search Guide)
Sometimes, because of time crunches, schedule conflicts, or
overall logistics, you may find yourself meeting with multiple
interviewers. This scenario can result in an awkward situation
where you feel overwhelmed by the ratio of interviewers to interviewees.
You may be uncertain as to whom you should direct
your responses when asked multiple questions from the interviewers.
You should attempt to recognize who among the interviewers has
seniority and gear most of the interview contact with him/her.
However, make sure that you do not disregard the other interviewers.
Focus on engaging the remaining interviewers in your responses
to give them the opportunity to ask further questions. When responding
to direct questions, make initial eye contact with the person
who asked the question, but as you expand on your answer, remember
to include the others during your response.
The
Second Interview (“The Call-Back”)
Being called for the second interview means you have passed
the first screening process and met the employer’s standards
for hire. The number of second interview invitations extended
by an employer can vary enormously. To some extent, decisions
are made on the basis of cost. Boston employers invite a relatively
greater number of local students for second interviews simply
because they do not have to pay travel expenses. Employers in
other cities must bring you to their offices at considerable expense
and consequently invite back relatively fewer students.
When you are invited for a second interview in
another city, if no one mentions travel arrangements and expense
reimbursement, feel free to ask the recruitment coordinator or
the attorney organizing your visit.
Firms generally reimburse for air fare (coach),
hotel, meals and ground transportation. Do not be afraid to ask
for reimbursement for all reasonable costs incurred. If you have
been asked for a second interview by several prospective employers
in the same city, you should split the charges among the employers,
explaining your intentions to each employer. Use a formula that
charges each firm for its portion of the air fare. To be reimbursed
for travel expenses, forward a cover letter, an expense sheet
itemizing costs and your receipts.
Getting an invitation for a call-back in writing
can simplify matters, but do not always expect it. Often the invitation
for a second interview comes by phone - remember to write down
the name of the person extending the invitation. Try to schedule
an appointment for a call-back interview as soon as possible after
receiving the invitation. Hiring committees tend to meet frequently
during the recruiting season and extend offers on a “rolling
basis”. Those students who postpone the second interview
may find themselves “on hold” until the first round
of candidates has responded to offers. Whenever possible, write
a letter confirming the invitation and the date upon which you
have agreed.
Prepare by taking along your portfolio, which
includes extra copies of your resume, transcript, writing sample
and a list of references. When you arrive for your appointment,
you probably will be greeted either by the recruitment coordinator
or by the person who invited you to the interview. After this
person meets with you, he or she will escort you to the next person
with whom you will interview. Often, an attempt will be made to
have you meet most of the attorneys on the hiring committee as
well as a mix of senior and junior attorneys. Expect to meet with
three or more attorneys. It takes a great deal of energy and stamina
to be “energized” for the entire period of interviewing.
Most often, you are given a tour of the offices. If lunch falls
during your interview, you will usually be taken out to eat. These
lunches are often with younger associates to facilitate less formal
conversation about the firm. In this case, despite the perceived
informality, maintain your professionalism.
The second interview is often more social in nature
than the initial interview. You are being assessed as to how you
will fit into the firm. Your ability to sustain that first, favorable
impression is important. You will have an opportunity to obtain
more in-depth information on the firm, agency or corporation,
see how you like some of your potential colleagues, and gain an
impression of the work atmosphere. Be prepared to answer a wide
variety of questions on academic and extracurricular activities,
your work experience and interests and current events. Also, formulate
some thoughtful questions to ask the interviewer about the organization
and his/her role in the practice.
Follow up by sending a thank you letter to the
employer within three days of the callback.
Questions
An Employer May Ask During An Interview
• Tell me a little about yourself.
• What can you tell me about yourself that does not appear
on your resume?
• What are your greatest strengths/weaknesses?
• What is your most significant accomplishment?
• When you close your books, how do you spend your free time?
• What qualities do you possess that will make you a successful
lawyer?
• If you were to choose one adjective to describe yourself
, what would it be?
• Why did you choose law? What do you see as the disadvantages
of a career in law?
• Why did you choose Boston College Law School?
• What is your most/least favorite aspect about law school?
• What has surprised you most about law school?
• How well have you done academically? Do your grades reflect
your ability?• What would your ______ professor say about
your performance in his/her class?
• What have you gained from clinical experience, moot court,
law review, etc.?
• How did you like your experience at ____ last summer?
• What did you like best/least about that position?
• Why do you want to work for our firm? (Be specific and
use the facts you acquired through
your research.)
• What can you do for our firm/organization? Why should we
hire you?
• Why have you selected_____(Boston) in which to interview?
What other cities are you
considering?
• What two or three things about a job are most important
to you?
• What distinguishes you from other candidates?
• What motivates you?
•What do you think about___________________? (Insert a current
event.)
• What are your long-range plans? How do you hope to achieve
them? (The interviewer does not necessarily expect to hear that
you plan on staying with his or her firm forever. He or she would
probably be more impressed with a candid reply that shows a real
commitment to the profession.)
• What are your expectations of us as an employer?
• How did you learn about us?
• How would you describe the ideal job for you following
your graduation?
• In what kind of work environment are you most comfortable?
• What is the most difficult question that an interviewer
has ever asked you?
• Are you married? What are your ties to Boston (or elsewhere)?
Do you have
children? (These are not necessarily illegal, (see Lawful Interviewing,
below) but an interviewer usually avoids them, since they could
lead to charges of discrimination. Nevertheless, they are occasionally
asked, so be prepared!)
• Do you have any questions I can answer?
• Is there anything else that you’d like to tell me
about yourself?
Handling Grades & Other Skeletons
Be sure to pick out those areas of your background that you
may feel uncomfortable talking about: your G.P.A., your lack of
legal experience, your reasons for changing careers, any gaps
in your schooling or jobs, and be prepared to discuss them. When
identifying your weaknesses, try to choose areas in which you
have improved and which do not directly relate to job performance.
You should be able to talk openly and comfortably, even when discussing
a difficult subject. Practice answering questions about your weaknesses
in a positive and concise way. Do not dwell on the subject - instead,
move on to how you have learned from the experience and segue
onto a strength.
It is a natural reaction to be a little defensive
when asked about grades in an interview - especially if you have
not performed as well in law school as you hoped.
If your grades are not stellar, you must first
educate yourself to the realities of the legal marketplace. It
may not be realistic to apply to all legal employers. Different
legal employers establish various criteria they are looking for
in applicants. If you take time to find out which characteristics
are important to a particular employer, you can emphasize your
accomplishments in those areas. If your grades are not your strong
point, be prepared to discuss them, but move quickly on to your
strengths (i.e. writing, oral advocacy, prior relevant work experience).
Believe it or not, there are employers who will
hire students without outstanding grades. They will be more concerned
with your attitude toward your grades and yourself. If you focus
on your abilities and communicate your confidence to the interviewer,
you will convey a positive self-image.
It may help your perspective if you keep in mind
that just about all people have something in their past that they’d
rather not have to discuss. If your “skeleton” is work-related
or school-related, it is likely that an interviewer will want
to know something about it. Your best defense, then, is to always
be prepared to answer. If you wait to formulate an answer until
the “dreaded question” is asked, you are setting yourself
up to fail. Your lack of preparation will be evident to the interviewer.
In formulating your answer to a touchy question,
you are better off being truthful. Just be sure to phrase the
truth in a positive manner. Deal with issues such as gaps
in employment experience, breaks in the educational process, children,
age, and grades honestly and straightforwardly. If you are not
honest, it will make it more difficult for you to appear relaxed
and confident. Your hesitation in responding to particular questions
will come across negatively.
Again, answer the question in a positive and concise
way. Then move on to a strength. Come in to talk with a career
counselor. We can help you devise a brief, convincing answer to
these difficult questions.
(Adapted in part from Interview Guide,
Tulane University Law School, Office of Career Services.)
Your
Questions for the Interviewer
Prior to the interview, you should prepare several thoughtful,
relevant questions for the interviewer. If the interviewer has
already answered your prepared questions during the interview,
ask him/her to expand upon the answer.
Certain questions should not be asked during an
initial interview unless they are brought up by the employer.
Do not ask about information already in the firm, or organization’s
marketing materials, and do not inquire about salary, vacations,
and other benefits until after an offer is extended. An applicant
may appear to be unmotivated if the impression is given that s/he
is more interested in the benefits than in the position.
Below are some sample questions, however, you
should try to pose questions which stem from, or are relevant
to, your conversation.
• Can you tell me more about your organization’s
system of attorney training?
• How are associates rotated through different departments?
• What criteria are used to gauge an employee’s progress
and performance? How often do associates receive reviews?
• What is the time period before an associate could expect
to have a caseload and be going to court?
• Could you describe a typical caseload?
• Could you tell me how your firm is involved in the community,
either formally or other- wise?
•How long have you (the interviewer) been working for the
organization? How do you feel about your experience here?
• What type of work do you do? Could you describe your typical
day?
• Ideally, what are you looking for in an associate?
• Are there plans for expansion in your agency within the
next few years?
• How long does it generally take to be considered for partnership?
• How would you describe the atmosphere within the organization?
• What is the management structure of your firm?
• What is the expectation of billable hours?
• Could you describe your firm’s major clients? What
percentage of the firm’s revenue do they contribute?
• Could you describe how your candidate selection process
works? What personal attributes matter most to doing this type
of work well?
Lawful
Interviewing
For many interviewers, avoiding illegal and insensitive questions
is second nature. From students’ comments, however, we have
learned that occasionally employers are careless about the questions
they ask during interviews, especially with minorities and women.
Fair and equitable personnel practices require
compliance with federal and state laws governing selection and
hiring practices. Generally, the law requires that information
requested from applicants be focused on job-related questions
that can and should be asked of all applicants. In fact, this
focus on job-related questions is the Cardinal Rule of
Interviewing, the most important single guideline.
Listed below are areas of a candidate’s background
or attributes that should not be considered in making a
hiring decision:
age
ancestry, ethnicity, “pedigree”
arrests
citizenship
disability
gender
marital or parental status
race or religion
relatives or significant others
working in the organization
sexual orientation
If you feel that a prospective employer has unfairly discriminated
against you or that you have been asked an inappropriate question,
we encourage you to discuss the issue with the Career Services
Office staff.
(Adapted in part from, A Fair Shake: Lawful
and Effective Interviewing, Judith A. Lhamon, National Association
for Law Placement, 1987.)
Policy Against
Discrimination & Harassment
Boston College Law School is committed to a policy against discrimination
and harassment based on age; sex; race; color; religion; national
origin or ancestry; sexual orientation; disability; or marital,
family, or military status. Boston College Law School extends
use of its facilities to employers whose policies are consistent
with this policy and expects that no discrimination or harassment
will occur in hiring, promotion, compensation, and work assignments.
(The complete text of the Law School’s policy against discrimination
and harassment, including a description of grievance procedures,
is available in the Law School’s Academic Policies and Procedures
handbook.)
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