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Articles

"The Safety Valve: Going Outside the Law"
New Jersey Law Journal
By Celia Paul

Many lawyers face difficult career problems caused by our economy. Loss of a legal job may be created by factors which are not related to the individual attorney's competence. It might include loss of a major client through a merger, or the decline in business in a particular area.

This problem is not unique to lawyers. Most businesses have been affected by the recent recession; it has impacted on thousands of American business within one year, he would be able to remain a partner. The strategy he developed with the consultant involved using contacts he had made as a board member of a charitable organization. He became counsel to the National Association of Social Workers. They were extremely pleased to be able to utilize his business expertise. The work involved consulting with the non-profit executives on a variety of issues from employment contracts to real estate deals. He was able to use this experience to obtain several other similar clients and remained a partner in his firm. Although his earnings were considerably less than when he was working with his corporate clients, he was able to be a productive lawyer and both he and the firm made a social contribution as a result of his flexibility in using his skills.

Although the example used led to a partner remaining with the firm, this strategy may also lead to a position outside of the firm which is lucrative as well as rewarding. The approach required is similar to that within the firm: self analysis, researching options and active networking. One partner, who was terminated due to the lack of business for both the firm and himself, explored opportunities in teaching as well as practicing on his own while working with a career counselor. He was not immediately successful, but in the meantime, through his active contacting of colleagues, acquaintances and former clients, he obtained an in-house position at a corporation. He was very pleased that he was able to continue in his specialty which he really enjoyed, and to gain more free time at that stage of his life.

The critical factors in the successful outcome of a downturn in business for an individual attorney are the flexibility of both the firm and the individual in making a change and the active creative stance of both in working together to find a solution. If the solution needs to come from outside the present organization, the individual must present his/her skills positively to all contacts, and search creatively for a fit with the needs of outside organizations. The firm needs to help the individual to perform these tasks and give ample time to accomplish the goals through an orderly outplacement process.

In today's economy, the versatility and ability to change with market forces that is required of business executives is required of lawyers as well. In that way, firms can retain their profitability and the individual attorney can continue a productive career. The best way to find employment is through an active search identifying opportunities by obtaining information through both.

networking and research. Such opportunities may never be advertised or referred to a recruiter because they will be filled by this informal method. In fact, according to a Harvard study, 80% of the positions are filled in this way. This does not mean that you should ignore ads or recruiters. Make them a part of your search but do not rely on them to obtain a job.

Advertisements are an excellent tool assisting your research because they show you where some hiring is taking place. You may notice ads from the same firm or company over a period of time. This may either mean that there is something wrong with the job or it could indicate that this particular organization is in a hiring mode and has more than one position available. Put them on your target list and ask your contacts about them. This will give you a reason to recontact certain individuals and remind them that you are still available. You should also send a good cover letter and your resume to the person indicated in the advertisement. When you obtain another contact in that firm through your network, you can always send a second letter. Ads with box numbers have the lowest rate of return and cannot be used as research tools. However, if you have most of the skills required, sending your material may produce an interview which leads to a job or at the very least, another contact for you.

Recruiters can also be a source of information, particularly if you are trying to relocate to a new geographic area and want to learn about the local market. Obtain the names of helpful recruiters through your contacts. Register only with those whose reputation for ethical behavior is known. Never allow them to send your resume to firms without your permission. This is extremely serious since you may already have a contact in that firm who can get you in the door. Any firm would prefer to hire you without paying the recruiters'fee and would be more likely to take a chance if you do not have all the qualifications when no fee is required. However, if you do not have any contacts in a particular organization and the recruiter can get you an interview, then this would be a time to use their services. Selective integration of recruiters into your search can increase your entry into targets (markets) which have been difficult for you to reach.

There are always jobs available even in the tightest market, and all you need is one position. Therefore, your task is to identify opportunities, to promote yourself for those opportunities using the techniques and tools outlined above, and to persist until you are successful in reaching your goal.

In conclusion, your search has to be organized and actively developed in the same manner as you would professional work product. Your strategies have to be well thought out, thorough, and creative. If a particular method does not seem to be working, then analyze the reasons and try a totally different approach. Be very clear on your product - what you have to sell and where you can sell it.

Bibliography, articles by Celia Paul

"A Rational Approach to Career Change", Physician Executive, October 1995.

"Learn the Inner Workings of Outplacement", The Wall Street Journal with Stephen Rosen, July 31, 1995.

"Thinking About a Career Change? Take It Step by Step," American Medical News, February 27, 1995.

"An Orderly Approach to Career Transition Process," New York Law Journal, February 22, 1994.

"Creating a New Role for an Unproductive Partner," New York Law Journal, October 26, 1993.

"How Top Rainmakers Achieve Success," New York Law Journal, September 21, 1992.

"Charting Your Career Goals," article contribution with Ann W. Sanger to Management Solutions, December 1987.

"Checklist: Charting Your Career Goals," Public Relations Journal, June 1987.

"Have A Staff Meeting With Yourself," Executive Female, November/December 1986.

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