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Professional Development: Firm Culture As Your Competitive Recruiting and Engagement Advantage
Annually, for the past 20 years, I visit a variety of law schools to speak to students about interviewing skills for on campus recruiting and how to make a great first impression during a summer program. It is an honor to help these budding attorneys prepare for the beginning of their careers. Notably, I appreciate the conversations when I have the opportunity to discuss the importance of selecting not only a great firm, but a firm that is the right choice for them as individuals.
One of the key things I advise new attorneys is to find a firm that fits their personal values and has a culture in which they will thrive. As A. Harrison Barnes, Esq writes in an article, “… an attorney's happiness and success in the practice of law have more to do with a particular law firm culture (which is sometimes also referred to as the 'personality of a firm') than with any other factor.” I couldn't agree more. These future attorneys are seeking the right place to launch their careers; therefore, by promoting your firm's unique culture, you can more effectively attract and retain the best talent for your firm.
There are many definitions to “culture.” In a Harvard Business Review article, John Coleman describes the six components of a great corporate culture as vision, values, practices, people, narrative and place. While it's easy to observe components of culture such as people, practices and place, it's more difficult to see the intangibles such as values, vision and narrative. Arguably, the intangibles are the important factors for candidates to understand as these are what will drive that individual's success.
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Major Differences In UK, U.S. Copyright Laws
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