The war for the best talent in these uncertain times is challenging.
This is the most unprecedented law student recruiting season I have seen in my 30+ years in legal recruiting.
Here’s why this recruiting season is so different and difficult:
- There is NO more in-person on campus recruiting. Screening interviews will all be conducted via video and students now apply directly to law firms. This means law firm recruiters must sift through thousands of resumes to select the candidates they want to screen. Imagine the amount of time it will take to review all the applications and schedule individual interviews!
- Recruiting for next summer starts NOW, in the spring, as opposed to the summer. Traditionally, law firms began interviewing 2Ls in August and now they are interviewing 1L students at the tail end of their first year of law school. This means students are still in class or preparing for finals, and law firms will be conducting interviews for the summer class of 2026 as they are gearing up or hosting their 2025 summer associates.
- In this new recruiting environment, some firms are giving law students only 48 hours to decide once an offer is extended. Other firms are allowing for a week or two for those with offers to make a decision. This means that law firms and students will have to make decisions quickly. In most cases, law firms will only be able to consider grades from one semester of law school and students will only get to meet with a few firms before making a big commitment.
- Students with offers will likely be asking about the firm’s stance on DEI, why they did or didn’t sign the Amicus Brief, and how the economy could affect their business. Firms MUST provide clear and consistent messaging on these complicated issues so they can best convey their unique culture.
The firms that prepare their interviewers well—to both ask the right questions and provide clear messaging—will have the best chance at winning the war for the best talent. I’ve been helping firms address these issues with our 7 Pillars of Interview Mastery program (we still have a few dates available for this spring if you want to give your attorneys a strong foundation for interviewing this year).
Are your attorneys ready to engage with candidates and navigate this chaotic recruiting season?