Interviewer Training is more important than ever.
Never in my 29 years of conducting interviewer training for law firms have I seen recruiting change this much.
Winter 2026 will mark the start of law student recruiting season for many firms across the country. Firms will be making hiring decisions based on just one semester of grades, and candidates will have a very short window to accept offers. This new reality makes the interview a critical source of information in determining who you should hire.
Today’s interviewers must be equipped to assess far more than academic credentials. They need to evaluate a candidate’s critical thinking, communication style, and ability to serve clients.
In addition, they need to evaluate whether the candidates–from student through partner–share the right cultural traits, including self-motivation, sense of ownership and sound judgment.
The goal of the interview process is to understand how a candidate will behave when they work for your firm. The best way to assess these abilities is to ask the right behavioral questions. Instead of asking, “Are you a team player?” interviewers should be asking questions that elicit real examples. Past behavior is still the best indicator of future performance.
Another core pillar of my interviewer training is mindset. Every interview is a branding opportunity. Your attorneys need to sell the firm in a way that is authentic and memorable.
I have conducted interviewer training for nearly 100 law firms and have seen that hiring the right talent is one of the most important investments a firm can make in its future.
Are your attorneys trained to interview intentionally, evaluate effectively, and promote your firm with confidence?