Home»Career Development Office»Jobs & Career Options»Interview Programs»Effective Interviewing

Effective Interviewing

The employment interview is the single most important event in the entire job search process.

 

Your resume sets forth the facts about you; the interview presents you with the opportunity to bring your resume to life and to demonstrate your intelligence, competence, ambition and personality. Interviewing is stressful for everyone, but the more you learn about the process, the easier it will become, and the more effective you will be in your interviews. Always remember that a job interview is a dialogue: an opportunity to ask as well as answer questions. Be sure you practice your interviewing techniques BEFORE you go to the real interview. CDO runs a Mock Interview program at the beginning of each semester; check our Announcements webpage on the BBB for details. Also, any of the attorney-counselors will do a mock interview with you. Just make and appointment and send them a resume beforehand.

This document primarily addresses the preliminary stage, also known as the "screening interview." Before a callback interview, we recommend that you review the CDO guide on Callback Interview Guide.

1. GENERAL ADVICE

Although every interview is unique, some basic guidelines apply because all interviewing sessions, no matter how different from each other, have quite a bit in common.

A. Understand the purpose of the interview

The main objectives of the interview process are to convince the employer that you are a desirable candidate, and for you to find out whether the employer is a good fit for you. A desirable candidate is:

  • Poised, self-confident, mature; enthusiastic;
  • Pleasant to be around;
  • Conscientious, reliable, has good judgment;
  • More interested in opportunities to grow than in immediate high compensation;
  • A fast learner, adaptable;
  • Able and willing to work hard;
  • Eager to take on significant responsibility ;
  • Achievement-oriented;
  • Interested in this particular firm.

How do you convey all these things in a way that your resume cannot? It is a subtle process of marketing yourself. Your appearance, demeanor and speech should all aim toward demonstrating your desirable qualities to your interviewer. Avoid the common mistake of focusing on how beneficial the job will be for you -you need to show the employer the skills and qualities you will bring as assets to the firm.

To show your interest in this employer, be specific and show your knowledge. If you are attracted to their pro bono opportunities, say so. If they have a special litigation training camp you're interested in attending, let them know.

B. Remember that interviewing is a two-way street

Keep in mind that you and the potential employer are interviewing each other. The firm only makes the preliminary decisions-whether to extend a callback and make an offer. You decide whether to accept the offer. Too many students get to the last step in the process (i.e., deciding between offers) and can't distinguish between firms. Ask questions, not just to make a good impression on your interviewer, but in order to elicit real information from your "candidate" that will help you decide whether you want to work there. Ask questions about the things that matter to you, even if you're afraid they may be 'sensitive.' (If an issue that is important to you is too 'sensitive' for a lawyer at the firm to discuss, then you don't want to work there, and you'd do best to figure that out before you accept the offer.) If you can remember this, and believe it, it will help you enormously.

C. Be positive

Never bad-mouth anyone or anything at an interview. Your answers should always be "upbeat" in some way; this conveys that you are enthusiastic, psychologically healthy, and pleasant to be around. Most negatives can be presented in a positive way; for example, if you are asked what was your least favorite course in law school, after a brief statement of why you disliked the class, say what you would have liked to improve about it, the aspects of it that you appreciated; and how you managed to learn a great deal despite its shortcomings. When you practice answering interview questions, try eliminating all "no's:' "not's," "didn't's," "although," "buts," and "howevers" from your speech. Rephrase your answers using positive speech forms. This will prepare you to speak about yourself in a positive light.
Past failures and shortcomings need not be volunteered, but don't try to cover them up or sidestep them. Should the interviewer ask about them, try to explain the circumstances rather than find excuses or blame others. Discuss what steps you have taken to make up for these shortcomings. You create a better impression by being candid and by demonstrating your eagerness to overcome past failures.

D. Be Honest

Don't let your enthusiasm for the job cause you to exaggerate. Never pretend to know something-or someone-that you really don't. Don't try to avoid a question about your past or present job experiences or academic performance. No one expects you to be superhuman. In fact, letting others know about some of your weaknesses can often make you appear more human and attractive to employers. Of course, all attorneys are trained to highlight facts that paint a favorable picture of their clients. You can do this on your own behalf, if you do not exaggerate anything or omit crucial facts.

If you're interviewing in your 3L year because you didn't get an offer from your 2L employer, don't dodge the question. Relate what happened in a positive light. Explain what you learned over the summer, and if the reason you didn't get an offer was because you didn't 'fit' with the firm, reassure the interviewer that you have the ability to do the work, and consider getting a reference from your former employer who can at least attest to your work product.

E. Relax

Remember that the interview isn't completely within your control. Regardless of how well you prepare, and no matter how well you fit a firm's ideal profile, an interview can still go poorly without really being anyone's fault. In addition, the chances that even if you accept a job with an interviewer, you will still be working for them several years after law school, are actually quite slim. Take the selection process seriously, but don't add pressure by thinking that a wrong step will cause irreparable, career-long damage. Try to consider each interview to be a positive learning experience, no matter what the outcome.

2. PREPARING FOR THE INTERVIEW

Rehearsing for an interview is difficult because there are as many different types of interviews as there are interviewers. You are dealing with human relationships and with your skills of judgment, intuition and insight into people. Nevertheless there are a number of things you can do which will add greatly to your chance of success.

A. Self Assessment

Preparation for an interview includes being aware of both your strengths and your weaknesses so that you are ready for whatever questions come your way Use your knowledge of yourself to develop self-confidence. Remind yourself of your personal strengths and achievements academically, in employment, and personally.

Try and make up a short list of three to five of your strongest selling points related to each particular hiring organization. This list should reflect your most notable achievements or qualities so that it will help distinguish you from the other candidates for the job. Before each interview, try and review your resume from the perspective of the particular hiring organization that will be interviewing you that day. You have something-probably many things-- that distinguishes you from all other candidates. Figure out what they are and sell them (subtly, but sell them). Have you developed client service skills? Teamwork skills? Does your background demonstrate initiative? The ability and willingness to take ownership and make a success of projects? Do you have a technical background? Can you bring in business? Tell your interviewer!

Assess your strong points and have them at the ready. State them at the opportune moment, calmly and clearly, without bragging but without undue modesty. The interviewer wants to know what you have to offer and doesn't expect you to be demure about it.

Also, assess what you want from an employer generally, not specifically. Most law students are too uninformed to know exactly what they want, and interviewers know this. Nevertheless, try to develop a pretty good picture of what kind of experience you're looking for, find out how to speak knowledgeably and ask good questions about it, and then tell the interviewer what you want and ask if they offer it.

B. Know your resume and your writing sample

Completely review your own background before the interview. Be ready to discuss everything on it intelligently and knowledgeably, as well as accounting for any period of time that it does not cover. If your writing sample was written a while ago, review it to refresh your memory about its contents. If your resume includes your thesis title, be sure you can have an intelligent discussion on the topic, even if you completed the research some time ago.

C. Research the employer

Research will help you anticipate interview questions and to prepare thoughtful, intelligent questions to ask the interviewer. The more you know about the prospective employer, the better able you are to highlight relevant skills and to demonstrate how your credentials correspond with the position for which you are applying. Lack of knowledge about the firm is a common reason to not give a callback or an offer to an applicant.

Coming to an interview prepared with knowledge about the firm indicates that as a lawyer you will come well prepared to meetings, court appearances, and the like. Your knowledge about the employer will also demonstrate that you are serious about your career goals, are selective about the jobs that interest you, and that you understand what it means to work in that particular organization. Research can help you avoid embarrassing faux pas, such as asking about a practice area or branch office the firm doesn't have. When you have prepared for an interview, you will be able to enter into it in a more focused frame of mind.

If you have researched the employer thoroughly, you can use your interview time to seek information that you were unable to find through other resources

A review or the firm or organization's web site prior to an interview is imperative. The CDO Employer Research Guide has much information and many links to research resources. Check out the National Association for Legal Career Professionals (NALP) form on the particular office of the firm at which you are interviewing. Many firms' branch offices have stats different from the headquarters, especially when it comes to practice areas and attorney demographics.

Classmates and alumni are also an invaluable resource-talk to people who have worked at your target firm. They will usually give you the real lowdown on what it's like to work there. Sometimes this is the only way to find out about a firm's less desirable aspects. The CDO has feedback from summer associates on the b-Line (2005 forward) and in binders at the office (prior to 2005).

Grades

You will probably be asked about them at some point in the course of interviewing. Keep the grades issue in perspective. Do not raise the question of grades yourself; interviewers who wish to discuss grades will raise the question independently. Boalt is one of the top law schools in the country, but its grading system confuses some employers. If you are asked about your grades, you may want to confirm whether the interviewer has questions about Boalt's grading system. If your grades aren't as strong as you would like them to be, don't make excuses. Being defensive about your grades can be fatal. Talk about your grades positively--convey to the interviewer that you are comfortable and confident in your law school studies-- and be sure to emphasize other aspects of your qualifications.

3. THE FIRST IMPRESSION - AND BEYOND

The first few minutes of the interview are crucial; employers make up their mind about candidates very early.

A. Dress like a lawyer

A professional appearance shows respect, preparation, and that you can one day be a desirable emissary for the employer in court, with clients, or at other public appearances. For an interview, this means shined shoes, hair (including facial hair, if applicable) that is neat, clean and nicely cut, and clean and clipped nails. Clothing should be understated, conservative (usually this means dark colors), pressed and brushed. Male and female interviewees should wear a business suit. Men should wear a clean and not-too-loud tie, and a clean and pressed shirt. Women interviewees should wear an appropriate blouse and, if your suit has a skirt, you should also wear hose. Shoes or pumps should have modest-sized heels.

Perfume, after-shave lotion and cologne should be used sparingly if at all. If you are a smoker, do not smoke prior to an interview. Too much jewelry, particularly dangling earrings, is distracting. Avoid overdoing the make-up. Remember that employers will see you from the back as well as from the front; check your appearance from both perspectives.

B. What to bring

Bring extra copies of your resumé, transcript (with grading key) and writing sample. The interviewer may come unprepared, or another employee may decide at the last minute to join the interview . Even if your interviewer has everything, it is a good way to show that you are prepared. Of course you would never knowingly let your cellphone ring during a job interview, but double-check to make sure you haven't inadvertently left it on.

C. Demeanor

Your demeanor should be dignified, friendly and confident. Shake hands (firmly, but not bone-crushingly) with everyone to whom you are introduced. Make eye contact (but don't stare). Don't fidget, and keep your hands away from your face. Try to keep your posture confident, neither too rigid nor too informal. Avoid crossing your arms across your chest, which is considered a defensive posture. Smile. Avoid nervous mannerisms such as "you know" or nervous laughter. Before you depart, thank your interviewer and express your enjoyment of your meeting. If you are not sure you will remember the interviewer's name, it is fine to ask for a business card.

D. Be on time

Allow more time than you think you need to get to an interview. Lateness is so rude that it may eliminate you from consideration; arriving late for an interview can also make you unduly nervous. If you know you are going to be late, you should try to inform the employer--even if doing so means you may be later. (Note that this type of message cannot be given to on-campus interviewers at the Hotel Durant, and that it is imperative to be on time to these interviews.)

4. THE INTERVIEW

A little nervousness can be energizing, and shows the employer that you care about the interview; too much can impair your performance. Firms must always think of their clients, and no one wants a nervous lawyer representing them. Arriving on time and thoroughly prepared are the best things you can do to minimize your nervousness.

Establish rapport with your interviewer. In addition to tangible things such as a firm handshake and appropriate eye contact, other items which develop rapport between people include warmth, humor, responsiveness and sincere interest in the interviewer. Remember that most people like to talk about themselves, and like the people who give them the opportunity to do so.

Interviewers will often try to put you at ease, but sometimes they will not. Some interviewers want to see how you react to pressure. If this happens in one of your interviews, remember that it is a way of testing your potential as a litigator or negotiator and respond accordingly. Pause to gather your thoughts before you answer. Don't hesitate to be politely assertive in asking questions.

Listen carefully. Listening is one of a lawyer's most important-and most underrated-skills. Don't let your concern with coming up with a good answer keep you from hearing the question. Try to hear the question behind the question and respond to the interviewer's concerns. You should also "listen" to body language. Be sensitive to cues of boredom or impatience.

Vary the pattern of your responses by answering the question and then occasionally taking the opportunity to expand on some aspect of your abilities or experience. Or, answer briefly and then ask a related question of the interviewer.

Try to think of yourself as a lawyer during each of your interviews. Lawyers need to be "up" whenever they are dealing with clients, opposing counsel, or judges. Even if you answer the same question a dozen times in the course of interviewing, try to respond with the same level of enthusiasm as the first time. If you use a similar answer or anecdote more than once, present it a bit differently each time; this will force you to concentrate and help you avoid sounding "scripted."

Know your audience. Try to get a sense of each person who is interviewing you, and t ailor your answers a bit to their personality. As a general rule, associates and younger partners in law firms are less interested in your qualifications than in your personality. Let them see you as a friendly, likable person rather than as a competitor. Older and mid-level partners are likely to be more concerned with your grades, your ability to work hard, and your potential to one day bring in business for the firm. When you are interviewing with these lawyers you can take the opportunity to tell the firm how talented you are and how hard you like to work.

No matter how comfortable you feel, or how informal the person interviewing you may seem, never get too relaxed in your demeanor or your answers. Even young interviewers must answer to the hiring committee. Your job is to communicate that you are professional as well as likeable. Never provide answers that reveal highly personal aspects of your private life.

If you have a late afternoon interview, try extra hard not to show your weariness, and keep in mind the interviewer has been interviewing students all day and may also be a little weary.

5. QUESTIONS TO BE PREPARED TO ANSWER

Anticipate questions about what your resume says and what it doesn't say. If there is something in your background you are particularly concerned about, write out answers in advance as part of your preparation. Take the time to think about your answers to questions. Some questions require multi-level answers. Start with a summary response, then pause and give a more detailed description if the interviewer seems interested or asks you to go on. Make sure your answers are short, concise and to the point; this demonstrates confidence and clear thinking. T ry to avoid nervous wordiness or long academic disquisitions (unless the interviewer shows a genuine interest in a high level of detail on the topic).

Typical interview questions

  • Why do you want to work for us?
  • Why should we hire you?
  • What do you know about our organization?
  • How have you spent your summers?
  • How do you spend your free time?
  • What experience have you had in organizing or directing clubs and/ or activities?
  • Tell me about yourself.
  • Describe yourself in one word.
  • What are your future career plans?
  • Why did you choose law?
  • What courses have you liked best? Least?
  • What qualifications do you have that make you feel you will be successful in your area of interest?
  • What have you learned from some of the jobs you have held?
  • What type of people do you feel you work with best?
  • What type of people would you have trouble working with?
  • What is your greatest personal asset? Your greatest weakness?
  • Do you like routine work?
  • What constitutes "security" in your mind?
  • What fields interest you other than the one you are in?
  • What do you really feel are things that help a person become successful?
  • What constitutes "success" in your mind?
  • What kinds of things give you the most satisfaction in your work?
  • What criteria are you using to evaluate the employer for which you hope to work?
  • What's the worst question you can think of to ask me?
  • What do you enjoy doing the most?
  • Why did you only get a "P" in ____?
  • How would you reconcile being assigned a case you were morally opposed to?
  • Why do you want to be a lawyer?
  • Why did you go to law school?
  • How do you like law school?
  • How are you doing in school?
  • What are your grades?
  • Why are you interested in this firm?
  • What can I tell you about this firm?
  • What type of law do you want to do?
  • Who are your favorite instructors? (Asked by alumni.)
  • What classes are you taking?
  • How did you like ___ (work experience)?
  • What are your ultimate career goals?
  • Where do you see yourself in five years? Ten? Twenty?
  • What is your greatest strength?
  • What is your greatest weakness?
  • What one thing have you done that you're proudest of?
  • Do you have any more questions?
  • Why do you want to work in [city]? (Be prepared for this one if you have no obvious ties to the area. Firms do not want to waste recruiting efforts on someone who is not committed to their location.)

Offensive or illegal questions

Certain questions, such as relating to family background or national origin, marital status or plans, age, disabilities or sexual orientation are illegal; others are offensive or inappropriate. (For details on the scope of permissible questions, please see the CDO guide on Discrimination in Interviewing.) Unfortunately these kinds of questions are sometimes asked; spend some time thinking about how you might want to respond if you were to encounter them. Please see the Director of the CDO with any questions.

6. QUESTIONS TO ASK

Prepare a list of questions before the interview. Asking questions shows your interest in and familiarity with the employer, as well as your intelligence and curiosity. Remember, too, that the interview is a real opportunity for you to increase your knowledge of the employer, to see if you would be happy working there. Prepare at least some inquiries that are specific to the firm, and which go beyond generic interview questions. Always have a few extra questions in mind, in case the conversation lags. (Interviewers, especially those who are underprepared, will sometimes put the burden on the interviewee to ask questions about the job or the firm.) Questions also can allow the interviewer to relax by talking about something with which he or she is familiar.

Try to elicit information in less-than-obvious ways. Instead of asking how much responsibility young associates are given (the stock response will be 'a lot'), ask the interviewer about a current project she is working on, and then ask how she assigns or is assigned work. Sometimes questions can be prefaced by statements that show something about you or your knowledge of the firm: "I know the firm does XYZ, but does it also do ABC?"

If you don't understand the interviewer's answer to a question, don't be alarmed. Often attorneys are not well calibrated to what a law student can be expected to know. So if, for example, you inquire about an attorney's area of specialty, and she says "I do Section 404 Sarbox compliance for the PCAOB," ask an intelligent follow-up question, and move on from there.

Remember that in responding to your questions, younger attorneys especially may feel conflicted between wanting to give frank answers about the firm to someone who is nearly a peer, and their job of promoting the firm as part of the recruiting process.

Questions to consider asking:

  • How does the firm staff cases.?
  • How is work assigned in your summer associate program? Will I have the opportunity to choose my assignments or do you have a formal rotation process?
  • How many of the partners/associates/staff attorneys will I work with?
  • How much responsibility will I have as a summer/first year associate?
  • What kind of feedback will I get on my work? How is feedback given--is there a process or do I need to seek it out myself?
  • How many clerks are you hiring and how many of them will be offered a position of employment after graduation?
  • Do any single clients constitute a major portion of the law firm's work? What percentage?
  • What kinds of attorneys will your office need in the next few years?
  • What kind of pro bono policy does the firm have?
  • How would you describe the employer's culture?
  • What kind of assignments does a new attorney with your office handle?
  • At what stage of your career with the employer did you find yourself handling matters independently?
  • How soon did you find yourself in court alone?
  • How do senior attorneys work with the junior attorneys?
  • Are junior attorneys expected to specialize?
  • What's the usual number of years before making partner?
  • Do you have a formal training program for new attorneys? Are new attorneys assigned to work with a senior attorney?
  • How many of the firm's lawyers are in a particular department? (if your prior research did not answer this question)
  • Is the department subdivided? If so, how?
  • In the litigation area, do associates ever handle their own cases with minimal supervision?
  • In the transactional area, what role do the firm's clients typically play in deals (seller, buyer, promoter?)? At what point do attorneys handle deals on their own.?
  • How will I get my work? Will my work be assigned from a department head, or will my work come from just one partner? Will I have to request work from individual partners?
    Will I be assigned work from other departments?
  • Are assignments randomly given based on an associate's availability or can associates specialize in their practice?
  • Are there "cliques" within the firm which make getting work difficult if you are not a member of them?
  • Ask the younger associates why they chose this firm over others like it.
  • How many billable hours are expected? What constitutes a billable hour?
  • How many years does it typically take to become a partner? Are there different types of partners? Are associates expected to have significant business before they become partners?
  • How is the firm governed? Is there a small committee that makes all of the important decisions? Are decisions made by associates as well?
  • How are evaluations handled? How many people determine an associate's progress and compensation?
  • What type of training does the firm do?
  • What are the firm's overall growth prospects? What are they in your specific practice area?
  • Are partners accessible?
  • What do the interviewers like most about the firm? What do they think needs to be changed?
  • I know you are involved in the (e.g., Labor) area. How did you get interested in this area?"
  • What do you see as the growth areas of the firm?
  • What departments are likely to do well in the next few years?

Questions not to ask, or to ask with caution:

If something is really important to you, you should probably ask about it-you'll lose sleep if you don't. If it's not that important to you but you still want to know, hold off until you have an offer in hand. If you do ask a challenging question (e.g., "Why is there such a low percentage of minority partners?"), do so in a way that shows an honest interest in the answer.

  • Avoid questions regarding "perks" for summer associates; you may appear greedy or capricious; similarly, avoid questions that indicate too much interest in vacations, compensation and perks in relation to challenges and hard work.
  • Questions regarding expectations of hours, while a legitimate concern, should be asked diplomatically, as you may appear unwilling to work hard.
  • Questions about your prospects for becoming a partner are likely to be viewed as premature.
  • Avoid questions that you should have found answers to by reading the employer's NALP form, resume or Martindale-Hubbell . While you are not presumed to have memorized the firm's web site, a general familiarity with the firm, and greater acquaintance with any area in which you are interested, is expected.
  • Be careful with questions which may reflect negatively on the firm (e.g., regarding rumors of high attorney attrition). While your concern about such matters is legitimate, proceed with caution, and take answers with a grain of salt.

7. AFTER THE INTERVIEW

A. Self-Evaluation

It is natural and beneficial for an interviewee to evaluate his/her performance as soon as he/she steps out of the interview room. Keep in mind that you may not be able to judge your performance accurately. Your memory may amplify particular aspects of the interview that the interviewer did not even notice; or, you may downplay certain aspects that actually stand out in the interviewer's mind. Many interviewees are too hard on themselves and agonize over a particular response to a question only to find out later that the interviewer had no recollection of it and would like them to come in for further interviews. If after several call back interviews, you are not extended a callback offer, arrange an appointment with CDO counselor. A pattern of performance may be detectable and easily rectified.

B. Thank You Letters

Generally, thank you letters are not required after a screening interview, and as thank yous can work against you as well as for you, there is no pressing need to send them. If you made a particular connection with an interviewer, however, you may wish to send a personal thank you note. Keep in mind that for on-campus interviewing, the numbers of students involved and travel schedules, mean that your letter may not reach the recipient until after callback interviews have already been scheduled. Thank you letters are appropriate, however, after callback interviews. See the CDO guides on Callback Interviews and Thank You Notes.

C. Waiting Period

Screening interviewers will often say how soon you should expect to hear from them about callbacks. If they do not, assume 3-5 days; some firms have hiring committees with weekly meetings, so delays of up to a week are not unusual.