The quarterly publication of the International Legal Technology Association
Issue link: https://epubs.iltanet.org/i/96072
best practices Build Relationships J.D.s moving more aggressively into nonpracticing support staff roles at major law firms was an undeniable trend in 2012, and this trend will continue in 2013. This applies not only to law firm hiring practices, but legal technology vendor staffing practices as well. If you are a legal technology sales professional, you probably say this to yourself all the time: "This is a relationship-driven business." It's true. This applies to everyone, not just sales professionals. Law firms are, by nature, partnerships, and you must think of yourself as a strategic partner to your client, the attorney. Credibility, accuracy and diplomacy are the foundations of any professional relationship. Couple these with likeability, and you can forge relationships that allow you to sustain a place working with case teams again and again. You want to be part of their crew. A solid relationship with a case team or partner can create opportunities for you to be visible and to rise when the firm succeeds. It can also ensure your job security if there is hardship. Maintaining healthy and meaningful professional relationships with your partners and associates (who may one day become partners) is just as important as sharpening your legal and technical skill set. For those just entering the field, personality is a huge component to getting hired. Why? Consider Relocation There is an abundance of available and affordable attorney talent entering the job market each year. They are young and hungry for work (with loans to pay off). They speak legalese. They are trainable. This generation is more technologically savvy. There are a growing number of aspiring J.D.s whose ambitions are not to ultimately practice law, but rather to work in support of the practice of law. They are ripe for legal technology project management roles within law firms. Over the next five years, these nonpracticing attorneys will compete for the same roles that existing legal IT, paralegal and litigation support professionals occupy and aspire to grow into. Legal technology service providers are also hiring J.D.s for project management roles, particularly in e-discovery. This often gives J.D.s the exposure to technology they lack, enabling them to transition back to law firms later in their careers. Migration between roles with vendors and law firms will continue to be a trend in 2013 and beyond. It is also worth noting that nonpracticing attorneys constitute a huge percentage of the legal sales professional population. Legal technology staffing solutions are not just for big firms in big cities anymore. All law firms, large, midsize and boutique, must have some inhouse human support for their technology. As data volume increases, both The Rise of the Nonpracticing Attorney 16 Peer to Peer DOs & DON'Ts of applying for positions as a legal support professional √ DO Your homework on the firm. Firm culture and style are critical to the hiring process. Know why you want to work for that particular firm, not just any firm. Exercise patience. Firms are diligent. It is the nature of law firm culture. Some firms move faster than others, but your ability to be cool, calm and collected throughout what could be a lengthy interview process is essential to landing the job. Proofread your resume 10 times. Law firms deal with legal documents every day, and they expect your resume to be perfect in clarity of thought, grammar, punctuation, visual presentation and quality of content. Proof your resume again and again. Have someone you trust proof it, and then proofread it again.