Outplacement for Associates _ Partners

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Outplacement for Associates _ Partners Powered By Docstoc
					Guiding Lawyers through
 Career Transitions in a
  Changing Economy
       Amy Berenson Mallow, Esq.
        Shannon & Manch, L.L.C.

    LAALRA Meeting, September 2008
   Define “outplacement” and career services
   Discuss elements of career transition
   Explore external and internal approaches
   Assess how the two approaches can work
Working Definition of Outplacement
 Outplacement is a form of employer-
 sponsored career counseling designed
 to support employees who are
 separating from their organizations.
    Not really “out”
    Not usually “placement”
              Career Counseling
   Assist current attorneys with career goals
    and development needs
   Help attorneys define a career path both
    inside and outside of the firm
   Help with conflict management and
    problem solving
       Including work/life balance
       Audience Assessment

 How many of you offer outplacement to
  associates? Partners?
 How many offer it to any lawyer
  terminated not for cause?
 How many offer general career
  counseling? To associates? Partners?
           Why Invest in Outplacement?

   Manage separation with as much care as entry
   Sends a message of respect and commitment
   Help lawyers land well
       Better for alumni relations
   Foster positive image internally and in community
   Can speed the separation process
    Why Invest in Career Counseling
   Strengthen relationships with current
    lawyers and future alumni
   Enhance firm morale
   Further perceptions of a supportive
   Help retain those lawyers with the best “fit”
Why Lawyers Need Outplacement
   Most believe a headhunter will solve the problem
   There are endless opportunities, but most have
    not committed time to learning about them
   Many will make their worst job-hunting mistakes in
    the first 48 hours
    Why Lawyers Need Outplacement
   Many lawyers haven’t looked for a job since OCI
       And we all know how realistic that process is!
   Reasons for being out-placed may make the job
    search difficult
       Slow down in practice, fitness for firm life, technical skill
        level, interpersonal style, work ethic, etc.
   There may be jobs—but not in your city
       Or at the salary level desired
     Alternatives to Outplacement
   Headhunters
   Already overburdened law school career
    services offices
   Online want-ads
                Phases of an Effective
                Outplacement Process
   Assessment and goal setting
       Availability of basic career and personality
        inventories to accumulate information to aid in
       Application of a goal-setting process that will
        define the parameters of the job search
       Setting parameters for type of job, location(s),
        salary, role, etc.
                Phases of an Effective
                Outplacement Process
   Market overview
       Review of the legal and non-legal job market,
        salaries, specific levels of demand
       Discussion of the unique characteristics of
        specific job searches
   One-on-one, ongoing counseling support
       Time spent with a trained career counselor in
        person or by telephone
               Phases of an Effective
               Outplacement Process
   Preparation of credentials
       Resumes, CV’s, writing samples, representative
        engagements, business plans, lateral partner
        questionnaires, government applications, etc.
   Researching available jobs
   Networking to uncover the “hidden job
                Phases of an Effective
                Outplacement Process
   Preparing for interviews
       What to say, research to prepare, practicing for
        the tough questions
   Making decisions
       How you weight various factors to arrive at the
        very best choice
   Negotiating offers
                       Time it Takes to
                       Find Jobs Today
Assuming good credentials, no big issues:
 Junior associates
       One to two months if looking at law firms
   Midlevel associates
       Two to three months if practice area is in demand
   Senior associates
       Three to six months if all is perfect
   Partners
       Six to 12 months if all is perfect
                    Time it Takes to
                    Find Jobs Today
   Non-legal job search
       May take longer to find the right job
   Public service
       May be funding or background check delays
        lasting a year or more
   Academia
       Career fair held once each year
               Basics of Most Large
           Firm Outplacement Programs
   Associates have 90 days to transition and
    can stay in their offices/use email, staff
       Number of hours expected varies
       Not eligible for bonuses
   Partners have much longer, but varies a
    great deal
       Generally up to a year
              Types of Approaches
   Use of external consultant
       For outplacement, general counseling or both
   Provision of internal support
       For services or as liaison to external consultant
           External Consultant
   Handles outplacement, career counseling
    or both
   Managed by PD, Recruiting or HR
   Fees hourly or per person
   Meet confidentially with lawyers
                Internal Services
   At least one designated person who
    interacts with the lawyers
   Usually involves more general career
    counseling than outplacement
   May be responsible for several offices
       Phone or in-person appointments
   Must appear confidential
         Comparison of Approaches
   Perception of true confidentiality
       Internal might be viewed as part of “institution”
   Cost
       External can be done on “as needed” basis
       Does not require hiring of additional staff with
        benefits, etc.
   Knowledge of institution and structure
       Internal might have more immediate access
            Working Together
   Internal handles general career coaching;
    refers terminations to external consultant
   Internal addresses basic issues on both
    career counseling and outplacement fronts,
    but refers to external for more extensive
   Internal deals with support and resources
    within firm

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