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Creating a Successful Summer Associate Training Program
We've all seen them. They usually gather in our lobbies in late May/early June wearing shiny new shoes, cardigans, button downs, khakis, or the like. Armed with a nervous grin and a legal pad, they wait, patiently, for the recruiting coordinator, summer associate committee member, or professional development manager to take them to their first destination. Some strike up conversation with a neighbor. Others pensively stare out big windows at the scenery below. All are anxious to begin their 10- to 12-week adventure through their new world. When a familiar face finally steps out of the elevator and flashes a smile, they are relieved. It's time to begin. They are, you guessed it, your summer associate class.
Keys to a Successful Program
It's not a secret that a strong summer associate program is essential to attracting and retaining talent. Aside from providing good work assignments and networking opportunities, a summer program would not be complete without a training component. In fact, most incoming summer associates expect that they will receive some formal training, classroom style or otherwise, over the course of the summer. Such training programs come in all shapes and sizes. Some firms provide training about firm structure, history, practice groups, and protocol. Others hold department-specific sessions complete with workshops and simulation exercises to provide participants with a flavor for what is to come. Still others provide opportunities to attend off-site training sessions with judges and clients. Some firms offer programs each week, while others provide several programs in one day during a summer associate orientation, retreat, or training day. Whether your firm provides a few seminars or a formal Summer Associate Academy complete with workshops, guest speakers, and opportunities to attend off-site conferences, the following provides an overview of some easy steps for creating an effective summer associate training program.
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