Our associate hiring process goes like this.
We place an advertisement for an associate position with 50 law schools on Symplicity and with approximately a dozen minority bar associations.
Applicants who do not follow the application process required by the job advertisement are eliminated immediately. Following instructions is important in this field. The remaining resumes are subjected to a detailed analysis using a standardized point system that gives credit for: presentation, academics, writing, moot court, work experience, bar admissions, school, and other factors.
We ask the top ranked individuals for two writing samples. Before we read the samples, an administrative person redacts the names from the writing samples, so that as we read, we have no idea what a person’s gender is, whose name begins with A and whose with Z. Then we read the samples closely and rate them using a standardized point system that gives credit for: communication, complexity, persuasiveness, brevity, clarity, organization, topic sentences, format, etc.
After rating the writing samples, we ask the top writers to come in for an interview where they meet with Michelle Itkowitz. Michelle has prepared a list of a super-psychological-scientific interview questions to ask the candidates. It is important that we know what you would do in the event of a zombie apocalypse. Honestly, the questions are straightforward, and most are simply designed to get you to talk. If you have made it to this point in the process, you are qualified for the job. Michelle's task at the interview is simply to determine who is likely to be the best fit for the job. Thus, there are no correct or incorrect answers to the questions.
We do not do second interviews anymore.
If we are going to offer you the job, we will ask for your references and speak with them. We also ask for a copy of your law school transcript.
It is a long and hard process - for the firm - NOT for the candidate. But there is nothing more important to this firm than hiring the best people, so it is well worth the trouble.
If we average the number of responses to the last five associate ads that we placed, we get 182 resumes every time we place an ad.