Each year, law firms set out to fill their summer associate class. While some firms utilize traditional means such as on-campus interviews (OCI), many have shifted to securing a few associates earlier in the year.
While the avenues for selecting candidates may be changing, one consistent trend is that firms are still looking for candidates that stand out. Speaking to Law360 Pulse, Finnegan’s Chief Legal Talent office Tim Henderson said that enthusiasm is key.
"I know career services advises that, but I'm not sure they emphasize it to the level they should. You can sense when a candidate has come in to pad their offers."
Additionally, Tim noted that work history is also something that Finnegan considers carefully. Because Finnegan is focused on IP law, “students with laboratory or industry experience are often a good fit. In any case, demonstrating a genuine interest in IP law is important.”
Firm decision-makers acknowledge that the path to finding a summer associate position can sometimes be stressful and confusing for applicants, particularly when firms bypass the traditional OCI schedule. Tim said he's heard from career offices that they struggle to know how to best advise students on this matter.
He added that he hopes that the industry will eventually find a new consensus around the recruiting schedule for summers. If firms feel compelled to keep recruiting sooner to avoid losing out on good candidates, he said, that means firms have less and less to go on.
Read “What Law Firms Rally Look for in Summer Associates”