Before the Interview: Research
Web and Hard-Copy Resources
Human Resources
Information You're Looking For
Day of the Interview
The Logistics
Nonverbal Communication
Dress & Groom
Stay Relaxed, Focused & Sit Still!
Eating at the Interview
Phone Interview
Substance of Your Interview; Issues You Should Have Considered
Questions About You and Your Background
Questions to See If You're Self-Aware
Questions About Your Goals
Academic Questions
Questions About Them and the Job
Questions Regarding Your Work Style, Ethic & Background
Answering Questions-Be Yourself & Be Honest
Be Conscious of Your Tone & Attitude
Prepare Your Back-Pocket Points
Illegal Questions
You Need to Ask Questions, Too!
The Closing
After the Interview
Thank-You Letters
When Will You Hear?
Callbacks
The Offer...or Rejection
Congratulations on getting your interview! This handout will help you prepare for the big day. Once your interview is done, be sure to fill out our online “Interview Debriefing” form.
I. Before the Interview; Doing Your Research
You need to research the employer in advance of the interview so when you go to the interview you answer questions from the appropriate point-of-view and so you can ask intelligent questions.
Interviewers’ pet peeves are when you give canned answers or when you seem phony, so you’re not using the research to do that. Instead, you’re using it to raise questions you genuinely may want to ask the employer based on what you read, and you are using the information to avoid asking questions that show you know nothing about the employer! For example, if you read that their summer program involved “x,” then you could ask a question about that. But if you could see that the firm was solely a litigation firm, you would not want to ask questions about their transactional work.
a. Web and hard-copy resources
It is much easier to research some employers than others. Large employers often report data or have extensive web sites. On the other hand, smaller employers may not have as much readily available information. Do the best you can!
If possible, you should carefully review at least the following (this is not meant to be an exhaustive list of possible resources):
1. www.nalpdirectory.com (typically only large firms fill out these forms)
2. www.martindale.com (a directory of some attorneys & employers, mostly firms)
3. The employer’s web site
4. The web - just on Yahoo or Google or the like - searching for recent articles or other information on the employer. (By the way, google yourself, as well; the employer may!)
5. You could search on Westlaw or Lexis or the like to find recent cases handled by an employer, or an attorney.
6. In addition, for judges you might also check out the Almanac of the Federal Judiciary (in the law library), or database WLD-JUDGE in Westlaw, or the Minnesota Judicial Directory (not updated since ’98), the Judicial Yellowbook, the court web site, or the “Judges” black binder in the CSO library.
Then, you should also consider any human resources, such as talking to:
1. Your current employer (if possible, depending on circumstances)
2. Alumni/ae at the prospective employer (so long as they won’t be interviewing you)
3. Your professors
4. Classmates who have worked at these places
5. The CSO staff
Just remember, you need to take any feedback in context. Consider the source, corroborating information, actual evidence/the factual basis for the opinion, etc. Also keep in mind that one department at an employer can be worlds different than another department and that ten people can have ten different experiences with an employer based on the workload, the supervisor, each person’s personality, etc. Gather as much information as you can, but view it with a critical eye for what it’s worth to you.
c. What sorts of information are you looking for?
You simply can only find out so much, so do not feel pressure to have comprehensive and detailed information on each employer prior to the interview stage. And also relax so you can keep an open mind and pick up on any nuances. You may desire different levels of information at different times. If you’re looking to answer the phone for an office to get exposure to a law firm, you may not care a great deal about many of the following things. If you are looking for a more long-term or in-depth job, however, you may. If you can’t find this information in your research, and you’re interested in it, maybe you ask some of these things in an interview.
Here are some things you might be interested in researching and considering (and why you might care):
1. How many attorneys are there? Is it a huge employer, or small? Which would you prefer? Picture yourself there. Are you on one of five floors, or twenty-five floors of a building? Do you want to know everyone at your place of work, or do you prefer to be a number to some and known to fewer, perhaps to those in your practice group?
2. Are there any Hamline graduates there?
3. Are there other offices? How many employees are in each office? Do they have a Minneapolis and St. Paul office, for example? Would you care in which you were placed? How are the offices divided? By practice area?
4. Where are they located?
5. What areas of law do they practice? Does this employer specialize in a few areas of law, or does it engage in several areas of practice? Are the practice areas all servicing similar clients with different aspects of law, or does the employer serve a broad range of clients? Do you care? Does the employer appear to be more transactional or litigation focused?
6. How many attorneys are in each area or group? Does the employer list twenty-five practice areas but have ninety-five percent of the attorneys working in one area? Does that area interest you? Does it appear that there’s a lot of work in the area you’re interested in?
7. Do you notice that the same attorneys practice in several areas? Will you most likely work on different issues within a few practice groups, or do most attorneys just stick with one group? Is there one area that interests you? Does it look like you’d do just that or other things, too?
8. Which side does this employer represent/what issues do they cover? Does it talk about the issues covered or the side of the issue? Can you tell if your work might be more “big guy” or “little guy” oriented? Do you care?
9. Who are the clients? Do you recognize the clients? Are they desirable to you? Are they stable? Are they local or far away? Can you imagine working closely with the representatives, if organizations? Are they individuals with very personal issues? Can you imagine working on their issues? Can you imagine socializing for business with these people? Are you more driven toward representing entities or individuals? Are you more passionate about the idea of one than another? How does that fit with this employer?
10. Do they publish newsletters or articles you can read about the practice groups or hot topics? If so, read them. This will give you a greater sense of the issues surrounding these clients and areas of law. Are they interesting to you? Can you see yourself writing articles like this on top of billing time?
11. Do they include a mission statement? Do they have a clearly stated vision? Does it resonate with you?
12. What do they say about recruiting, or what kind of attorney or student do they say they’re looking for? Are they clear about expectations? Does their structure appear organized and well planned?
13. How do they refer to themselves, formally or informally? Do they appear to be very formal or very informal or somewhere in-between? With which are you more comfortable? Do they use first names in titles and descriptions? What image do they project about the organization? Do you get a good-ol’-boys old-fashioned feel or a contemporary feel? Do they seem to take themselves too seriously, or not seriously enough for your liking?
14. Read the biographies.
15. How many partners are there versus associates? Do people stick around long enough to make partner? Are there so many partners that they may not be making many associates partner? Are there associates who have been associates for several years without making partner? Can you tell how long the partners have been there? Do you care about opportunities for advancement?
16. Where did the attorneys come from (which schools or geographic regions)?
17. Does it look like their attorneys have held judicial clerkships? This may be pertinent if you know you do or do not want one. If everyone had one, that may be great if you want one, and not if you don’t.
18. Did many of them belong to Law Review or Journals or Moot Court? Again, does this make you more or less like them?
19. To which organizations do they belong? Are they involved in bar associations or other legal community associations? If all are, you may be expected to as well. This also gives you a sense of what they find important. Maybe you’re a student member of these organizations now. Maybe if you want to network with lawyers like these you should join one. Or, are they not at all involved? Are you a “joiner” or not? How does that fit with what you see?
20. Do they talk about personal hobbies and interests or are they all business? In the biographies, do you see that they’re involved with a religious organization and boy scouts and soccer teams, etc., or is it all business? Do you care? What do you want to do in your free time? Do they appear to be similar, or can’t you tell? Does it appear that they will understand and support your other obligations, if any?
21. Do you have anything in common with these people? Do they appear to be people you’d want to spend fifty or more hours a week with? Do they look nice? (Not are they handsome, but are they smiling or pleasant looking?) Do you have anything in common with them?
22. Do you know about growing areas or do you notice some evidently fading (based on the number of associates in each, perhaps)? How does this fit with where you see the economy going? How does this fit with your interests? Are they moving into an area of interest to you, or are they phasing it out?
23. Do they talk about a philosophy toward their clients or constituents? Do you agree with it?
24. Do they talk about mentoring or associate development? There’s nothing worse than being plunked at your desk and never hearing if they are happy with you or not. Many employers give lip service to mentoring and associate development, but what that means can differ from employer-to-employer. Do they give numbers and scenarios and concrete information, or is it just mentioned in passing as though it’s a casual thing? Who evaluates you? Can you tell? How often? Will training be provided? Can you determine what they mean by mentoring or associate development? Does that make you excited? Comfortable? Apprehensive? Reassured?
25. Does the employer seem to have more transactional or litigation areas? Do you have a preference or which you’d like to do at this point?
26. Does the employer purport to have expertise in any particular area(s)? Is that backed up in any way? Do you want the chance to be “the” expert in something?
27. How long has the employer been around? Any indication about its stability?
28. Does the site say anything about what you might expect, in terms of assignments, as a new attorney or clerk?
29. Do they include testimonials from clients or attorneys? Do they resonate with you? Why?
Whenever possible, you also want to research information about the particular person who will be conducting the interview. (If they do not offer this information when first contacting you to schedule the interview, it is appropriate for you to ask with whom you will be meeting.) Do not use this information to, in the words of one recruiting professional, “stalk” the interviewer. You should simply know in what area(s) or practice group(s) they work and be conversant with anything on their biography. As mentioned above, you are using this information to help you ask intelligent questions and to be as aware as possible about the person interviewing you. You are not using it to show how much research you did by reciting the facts back to the employer or by bringing a birthday present to the interview because you notice on the biography that it’s his or her birthday!
Hokey as this may sound, you would serve yourself well to sit in front of a full-length mirror, look at yourself in the mirror, and ask and answer questions. You could video or audiotape yourself. Do you fidget or ramble? Are you concise? Do you sound confident? Do you mumble? Do you talk too quickly, too slowly? Do you use gap fillers such as, “ahhh...uh....ummm... “Do you say, “like” or “you know” a lot? If so, stop now while it’s not too late! (Remember, we can always set you up with a mock interview!)
Arrive in the area in plenty of time but not to the lobby/office until five minutes before the interview.
Remember to be pleasant in your interactions with everyone you encounter because you never know who has influence, who may overhear what (out of context), and what impressions you may be making without knowing it!
It’s always a good idea to have an extra copy of a resume, transcript, writing sample, and references (and anything else sent in as application materials or requested by the employer) regardless of whether the employer requested them prior to the interview.
Bring a nice notebook and a pen (no advertising logos or chewed up caps).
Bring these materials in a nice portfolio, binder, or case. DO NOT BRING A BOOK BAG. Book bags are for students; briefcases or portfolios are for professionals. Women should not bring a portfolio and a purse; just bring one or the other. You can check out a professional portfolio for free from our office before the interview (some are big enough to hold keys, licenses, lipstick, etc.)
Leave an umbrella or coat in a closet (the receptionist will likely offer as you come in). That way it won’t be distracting or messy during the interview, and if you happen to forget to take it with you when you leave, you can more easily and less noticeably retrieve it later.
Do not bring your cell phone to the interview. If you must, turn it off. If you forget to do that, by all means do not answer it if it rings! Apologize, turn off the ringer, and move on.
b. Work on Your Nonverbal Communication
How you present yourself indicates to an interviewer how you might conduct yourself alone with a client or in front of a judge just as much as your verbal interview answers. You should spend nearly as much time on this as on rehearing answers.
Studies have shown, the overall impression that people make in the first few minutes when meeting is based 7% on what the other person says, 38% on how he or she says it, and 55% on what the other person SEES! Prepare accordingly.
c. Dress & Groom Yourself Conservatively & Professionally
You don’t want to wear anything that would make anyone uncomfortable. That means don’t show too much skin anywhere. Don’t wear low-cut or lowly-unbuttoned tops (men or women), and women, don’t wear skirts that ride up (when buying that cute suit, be sure to sit down in the dressing room.)
You also don’t want to wear anything otherwise distracting. Go light on the jewelry, and definitely nothing jingly. Some say to be safe, studs or smaller hoops are more appropriate than longer dangly earrings for women. Men, avoid jewelry all together except for a quality watch (not a sports watch or a Mickey Mouse watch) and a wedding band. Avoid bright colors or wild patterns. Men, steer clear of wild or cartoon-y ties, and make sure your t-shirts underneath your dress shirts are plain white. Make sure your socks match the color scheme! Women, leave the stiletto heels at home and wear basic, non-patterned neutral-tone hose (and bring along a spare).
Dry clean and/or iron your clothes. Polish your shoes. Don’t wear a heel height you’re not used to. Invest in a good-quality suit.
Some women ask us questions about make-up (particularly whether they should wear it and sometimes how). This is up to your personal sense of style and presentation. Do what’s most comfortable for you. Remember, you’re not getting made up for Barrister’s Ball; you’re getting made up for a professional environment. If you’re interested in or not sure about make-up and want to learn more, it might be worth a visit to a make-up counter or a salon to learn about appropriate styles or looks. Remember, it’s not about being pretty, it’s about being polished and professional and immaculately groomed.
Speaking of grooming, clean your fingernails - both men and women! Get/give yourself a nice, conservative, clear-polish manicure. Stay away from colored polish; it can send messages you don’t want to be conveying to a conservative crowd and it can chip off. Some people tell horror stories about fake nails coming off on the way to interviews!
Do not wear perfume/cologne, smelly hair spray, or scented products of any sort (including hand lotion). Do use deodorant. (We’re not kidding.) Don’t come in with smoke smell on your breath, clothes, or hair. Brush your teeth before the interview and/or pop in a breath mint (but of course you wouldn’t chew gum or be chomping on a mint in an interview). Wipe your brow and your hands before the interview if you’re sweaty.
What about hair? Remember that you’re trying to present a professional and generally more conservative than unkempt or funky look. What does that mean? It means different things to different people; that’s why it’s safe to play it conservatively. If you have really long hair, consider pulling it back in a professional clip. If it’s really, really long, some believe it might be time to get it cut to a more professional length. If you have a beard, consider shaving it and at the least make sure to trim it.
Women often ask us if they “have” to wear skirt suits or if pants are okay. For most employers, pant suits will be okay once you have the job. But, as with many things in the subjective interview process, the reaction or preference for interviewing really depends on the interviewer. Therefore, you just need to do what makes you most comfortable and make an educated decision. As long as a skirt is not too short and is part of a professional suit, it would be difficult to go wrong with a skirt. Many people do not necessarily care one way or another whether women wear a pant suit, but be aware some may. There are some employers and judges who might find it disrespectful or inappropriate. You might notice that in federal court, for example, most female attorneys appearing before the judges are not only in skirt suits, most everyone is in a very conservative suit in other respects as well (navy, black, brown, for example). If you do wear pants, be sure to wear a pant suit rather than a jacket and pant mix-and-match combination. Also be sure to carry yourself as professionally as you would in a skirt. When it gets down to it, the employers we’ve talked to who prefer skirts often seem to do so more because people “sit up straight” and conduct themselves more formally in a skirt suit and may slouch or sit more casually (making a bad impression apart from attire) in a pant suit.
Somewhat similarly, even if you are interviewing for a position that will not require you to wear a suit every day, or if the employer has a casual dress policy, you generally still want to wear your suit. Employers tend to assume that the way you present yourself through the interview process when trying to make a best impression is the best you can do. If you are too casual, they may think you would be too casual in other situations on the job generally understood to involve putting your best foot forward. If they explicitly tell you to not wear a suit, wear your best business casual outfit (dress pants or skirt, pressed and cleaned, not too revealing, no wild colors, patterns, or logos, collared shirt for men, etc.).
We’re not saying be boring, but do know that no matter whether this is the most unfair thing on earth or not, impressions about your judgment, who you are, and whether you would fit in are made by your first impression - before you even open your mouth! Let them judge you on your content; let that be the part that stands out.
d. Stay Relaxed, Focused & Sit Still!
If you’re nervous, maybe it will help to “step outside of yourself.” Use positive visualization and consider your “role” in the performance that is an interview. Don’t put on an act, but pretend you’re an actor saying what the truth is for you and visualize how a smooth scene would go. Another way to “get out of your own head” and relax a bit is to treat it like an oral argument in terms of preparing, anticipating questions, steering answers back to main points, being respectful of the audience, etc. The facts are about you rather than a client, but you need to proudly, honestly, artfully, and effectively present them the same way you would for a client. Remember, your interviewers are just people, and they could someday be your colleagues. Be respectful and prepared but not intimidated.
If you’re so full of energy you’ve started to shake, take a few slow, deep breaths in through your nose and exhale slowly through your mouth. Press a finger to the thumb on that same hand as hard as you can; this will get rid of energy. Is your tongue touching the top of your mouth? Bring it back down and relax your jaw. If no one can see you, wiggle your jaw back and forth and exaggerate that funny open-mouthed face some women make when putting on eye make up to stretch out and relax your face.
Minimize caffeine the day of the interview. Be sure to eat well and avoid sugar crashes!
Hold your materials in your left hand so you can shake with your right. Smile, extend your hand and firmly (but not too strongly) shake the employer’s hand (no finger squeezes). Do not pump the arm vigorously. You want to aim for a handshake that is confident, but not particularly memorable (since the memorable ones tend to be so because they are finger crushers or too loose). Make direct eye contact and introduce yourself. Follow the employer’s lead from there.
Greet the employer by name (Mr., Ms.) if you can pronounce it. If you cannot, just politely ask (and remember it for next time)!
Do not sit until the employer invites you to. Then, sit still with your feet gently planted on the floor. Be formal but not stiff. Do not cross your legs because it may appear too casual, but more importantly your leg might fall asleep and you could fall on your face when you stand up! If you must cross your legs, cross them at the ankles. If you have an option of where to sit, choose a firm, standard, high-backed chair rather than a soft couch or chair (since they will make it difficult to maintain good posture and to get up). When you sit, put your briefcase on the floor next to you; do not put anything on the table in front of you (unless you anticipate taking notes, which you should avoid if you can – instead pay attention).
Gently relax your hands in your lap. Avoid fidgeting, squirming, scratching, twirling your hair, touching your face, picking at your clothes, looking around the room or down, rolling your eyes – any such nervous and often unconscious mannerisms.
Don’t be snoopy - the other things on the desk are not for your eyes.
If offered a business card, feel free to take it to display enthusiasm and so you can remember the name of the interviewer. In fact, it can be a good idea to ask for a card to assist you in writing your thank-you letter and in other follow-up.
Remember the interview isn’t over until you’ve left the building and are alone. Don’t let your guard down; stay your “best professional self” the entire time.
e. If you Have to Eat at the Interview
If you go out to eat, remember a few good table manners and good tips:
· Unfold your napkin entirely the moment you sit down, and place it in your lap. If you have to leave the table during dinner, do not ever put the napkin on the table; put it on your chair (and push in your chair as you leave so the wait staff can get by you). When everyone is leaving it is okay to leave the napkin on the table, but not on your plate.
· It is okay to put your elbows on the table when food is not present, but only wrists while you’re eating.
· Do not order food that is difficult to handle or to eat when visiting. Do not begin eating until everyone at the table has been served.
· Do not be difficult or high-maintenance either about the service or what you order. Do not criticize or complain. Order a moderately-priced item, and do not be the first to order dessert or coffee after dinner – follow the lead of the interviewer.
· When trying to decide what kind of silverware to use, work from the outside in (salad fork on the outside, dinner fork on inside) and anything above is for dessert
· Typically, you start with a dinner plate and a small bread plate (on the left). Sometimes there’s a salad plate to the left of the napkin (or on the dinner plate). You may have a water glass and then two wine goblets. You don’t need to worry about the wine goblets, since you won’t be drinking any wine…ahem. If there’s a small bowl with water in it, it’s meant to clean your fingers (perhaps after you eat lobster). It’s probably safest to ignore it if you aren’t accustomed to using one (and lobster sounds dangerously messy)!
· If there is a bread basket calling you, it is polite to first pick it up and offer bread to everyone else at the table; then take your piece. To eat it, break off (do not cut off) one or two bites and butter them one at a time.
· If you must order soup, scoop it into your spoon with a motion away from your body. That way you’re less likely to splash on yourself.
· Just in case this isn’t obvious (we read about horror stories), never eat off of someone else’s plate, and never double-dip in any community dish.
· Communicate with your wait staff with your silverware, meaning that when you’re still “working on it,” your silverware should rest in an inverted “v” shape on your plate (same way you’d naturally hold it – you’re just resting it). When you’re done, put your fork and knife next to one another pointed toward the top of the plate, or horizontally across the plate.
If you have a phone interview, there are no nonverbals (except pauses in conversation). That means you need to indicate interest, enthusiasm, polish, and professionalism through your words and tone of voice. Make sure you’re in a quiet place where you will not be interrupted. Try at all costs to not do the interview from a cell phone that may be muffled or may cut out. Temporarily disable your call waiting (see the front of the phone book or your phone manual for instructions.) Smile and sit up straight; it will come through in your voice. Since nodding cannot be seen, express interest or agreement verbally: “That sounds like exactly what I used to do here….” “I have experience with that…..” “That sounds great.” “Yes.” “I see.” “I agree.” Make sure enthusiasm comes through in your tone. Do not use slang or language you wouldn’t otherwise use in an interview, but also be as appropriately and professionally conversational as possible since your demeanor cannot come through otherwise.
g. The Substance of the Interview; Issues You Should Have Considered
The number one guarantee about interviews is that no two are the same! It’s a good idea to think through answers to all sorts of potential/general interview questions because they touch on issues that almost always come up in one way or another at any interview. Do know, however, that you will be sorely disappointed if you expect any interviewer to ask you these exact questions. You could have five completely different interviews for similar jobs in the same week.
Some interviews will be very structured and formal. The interviewer will ask you set questions, and you will answer them. Others will be more informal; interviewers will ask typical questions, but you will get more of a sense that they don’t need to ask every question on a list - they’ll just go wherever it goes. Some interviewers will say hello and nothing more, expecting you to guide the conversation. Still others will grill you such that you feel like you’re on the hot seat or you’ve done something wrong; they don’t mean for you to feel that way, they’re just in deposition mode! You may meet with one person, a team of people at once, or a series of people back-to-back. Every year we hear about a tag-team of interviewers who seem to visit with themselves more than with you. Other interviews will simply be conversations about current events or pop culture and seemingly have nothing to do with your credentials or the job requirements.
You need to be prepared to do the best you can no matter which path the interviewer decides to take! That’s why the best advice you can follow is to be yourself. Just be pleasant, professional, polished, and prepared to discuss yourself, your career, and your interest in the employer no matter how that unfolds. Help the interviewer out by being conversational and as responsive as possible. Give them a reason to want to work with you and to think you’re a good fit! If they don’t ask a question about something you think is important, work it into the conversation or add it as a statement on your own when the opportunities arises. Have an agenda; regardless of how the interview goes, get your points across (just be flexible in how you do it)!
In the words of one of our great graduates, interviewers are basically looking for two things:
1. Will we get along with you?
2. Will our clients connect with you?
He told us how frustrating it is when students try to sell the employer (and even themselves) on something just because they want a job, when that job really isn’t the best fit. At the end of the day, what they’re looking for is a fit on those two basic levels.
That being said, you would be well-served to think through how you might answer some of these general questions because you should know the answers to these questions for your own good as you search for a job. If you’re not sure, perhaps our self-assessment materials might help you out, or maybe you could benefit from further researching areas or law or types of employers (something we’re happy to help with). As an added benefit, perhaps some of these questions, or variations thereof, will come up in your interview.
Questions About You and Your Background (Who are you, where are you from, what do you do, are you well-rounded, can you answer the simplest of questions?)
Tell me about yourself. (Remember here what they’re looking for. They don’t want to know your life story or really anything personal. They really mean to say, “Very succinctly tell me what kind of person you are as far as it relates to your interests in and qualifications for this position.”)
Tell me something about yourself that’s not on your Resume. (See commentary immediately above.)
I notice you grew up in ____. What was that like?
What are your interests, hobbies?
What community activities have you enjoyed/been involved?
What do you do in your free time?
What kind of reading do you do?
What did you do with your vacation time during the school year?
Tell me about your college/law school activities.
What other extracurricular activities have you participated in/enjoyed? Why?
Questions to See if You're Self-Aware
What do you perceive as your strengths and weaknesses?
Why did you choose law as a career?
If you were starting over again, would you go to the same school? Why?
What achievements do you look back on with pride and why?
What qualities do you have that will make you a successful lawyer?
What qualities do you think a successful lawyer should possess?
How would your friends/classmates describe you?
What two or three accomplishments have given you the most satisfaction?
Who, if anyone, has influenced your career choice? How?
What do you consider security?
Why did you get a law degree?
What are the most important rewards to you in your legal career?
Why do you want to move to this city/state?
Where else are you interviewing? Why?
Why should we hire you?
I see you used to work in [another] field. Why did you switch careers?
What are your career goals?
In what area of law are you most interested in practicing?
Where would you like to see yourself five years from now?
How would you describe the ideal job after graduation?
If you didn’t go to law school, what would you have done?
Where else are you interviewing?
Academic Questions
What courses have you enjoyed the most?
Why did you go to Hamline?
Tell me about your grades. Where do they place you in your class?/ Do you think they are a good indicator of your academic achievement or ability? Why or why not?
What have you learned from your participation in [moot court, journal, law review, your
classes]?
In which law school subjects have you done best? Worst?
What classes do you plan to take next semester? Next year?
I see you went to ____ for undergrad. How did you like it? Why did you choose that school?
Why are you ranked “x” in your class?
Why didn’t you write for Law Review or Journal or try out for Moot Court or Mock Trial?
How did you choose the topic for your Law Review article?
What has been the most significant thing you’ve learned in law school?
What skills did you acquire in college?
Tell me about your writing sample.
Questions about Them and the Job (What do you know about them, are you realistic, have you done any work, what do you know about the area, would you fit in here?)
Why are you interested in us?
Why are you interested in this area of practice?
What qualifications would you bring to our organization?
What factors will you consider in making a decision?
Why did you decide to interview with us?
What do you think it takes to be successful in an organization like ours?
Why should we hire you? What distinguishes you from other candidates?
What have you learned about our organization?
What more would you like to know about us? Do you have any questions?
Is there any type of work/case would you be unwilling to do if hired by us?
How would you handle a conflict of interest?
How would you handle...[a hypothetical situation]?
What attracts you to the job for which you are applying?
In what areas do you lack qualification? What are you doing about them?
How have your training and experience prepared you for this job?
When can you start?
What are you hoping to gain by working here?
What do you know about us? What have others told you about us?
What support would you need to become a valuable employee here?
Questions Regarding your Work Style, Ethic, and Background (What kinds of experience have you had, what kind of worker are you, are you a team player, are you a problem-solver?)
How do you handle criticism?
How do you approach and begin an assignment?
Why did you leave your most recent job?
What did you learn at this job?
What work experiences have you found most valuable?
What transferable skills have you gained?
How do you work under pressure?
Can you explain this gap in your work experience (or any major career changes)?
Describe a public speaking engagement or group presentation you have made.
What would you do if you had been delegated more tasks than you could complete within the requisite time frames?
Have you had conflicts at work (with clients, supervisors, or coworkers)? If so, how have you handled them?
How do you define doing a good job?
How have you differed from your supervisor in the evaluation of your performance?
Tell me about your experiences working in teams.
Give me as example of a time you’ve had to be resourceful to find a solution or complete a project.
How do you react when your time schedule is upset by unforeseen circumstances?
Describe Experience With Attention to Detail.
h. In Your Answers, Be Yourself & Be Intelligently Honest
Now that you have the questions, how should you answer them? Well....you should think through how you would honestly answer these questions. However, this isn’t a lie-detector test in which you should just blurt out the most blunt and honest answer; keep in mind where they’re coming from and what they’re looking for. As with an oral argument, briefly think about why they would ask that and how you could phrase your answer in such a way that their concern is addressed. That doesn’t mean give canned answers or lie or read too much into every question, but it does mean make informed decisions and be an advocate for yourself! Answer in a way that shows you understand not only the question but also the person’s reason for asking the question. (Your research on the employer or sector will help you understand their point-of-view.) Keep all of your answers business-related as opposed to personal.
Answer questions with an eye toward the future rather than dwelling on the past. The future will affect this employer. For example, in response to the question of how you approach work, instead of talking only about what you did in various past jobs, go beyond that and tie it to this job. “At [this employer], for example, I did [this]. Similarly, I would do [this] if given an assignment [by the potential employer you’re talking to].” Make the connection from the past to the future for the employer, even if that question is not articulated to you. This is particularly advantageous if you are coming from a past career or jobs in different arenas and you see many similarities and transferable skills. You want to be sure to subtly help the potential employer also see them, as he or she may not be as aware of the similarities (even if they seem obvious to you).
Try to keep the interview conversational. Answer the interviewer’s questions with complete thoughts and examples, rather than “yes” and “no” answers. Give them a reason to remember you and think you are pleasant and easy to talk to. Ask questions if you don’t understand the question or if you need more information to answer the question.
Interviewers are most impressed with answers that are genuine, honest, direct, thoughtful, and articulate. It’s okay to pause and think before opening your mouth. Organize your answers! It’s okay to say you don’t know if you don’t know.
Listen to the question being asked! Don’t anticipate questions, jump ahead and assume you know what they will ask, interrupt, or ruminate over old questions. Listen carefully, and answer each part of the question. Sometimes you will be asked a “softball”. Don’t be in “defensive” mode thinking all of the questions will be tough or reading into them too much or you may miss this opportunity to shine!
Keep in mind that by the time you are selected for an interview the interviewer is fairly confident that you meet the academic and work credentials. They want to know how interested you are in them, how well you would fit into their work environment, and what sets you apart from other candidates. Are you easy to talk to? Do you have the ability to analyze and articulate issues? Are you motivated? Do you have an interest in the work the employer is offering? Are you confident without being cocky? Are you well-rounded in your interests? Are you a stiff, or is your company enjoyable? Do you ever crack a smile or all you all business?
Don't forget that the interviewer may be on your side, even if it doesn't seem like it. He or she may have to sell you to other members of the hiring committee. Therefore, the interviewer may need to grill you a bit, or get reassurances out of you, to know that you are a viable candidate. Don't get offended or insulted; act like a lawyer and shine under pressure! In the attorney-working world, you will have very intense pressure to give succinct, accurate, articulate answers to tough questions under scrutiny from people with very little patience. Talking about yourself should be easy compared to that, so prove to them you can do it! In the attorney world, you will need to separate yourself from your role as an attorney and you can't make things personal. Let the interviewer know that you don't take things too personally (in terms of feeling pressured) if he or she is pressing you for information or questioning you. The interviewer will also ned to feel that you can be represented as a dedicated worker, someone that the other members would like to know and work with, and someone that can be trusted to be left alone with clients.
i. Be Conscious of Your Tone & Attitude
According to the National Association for Law Placement’s “An Insider’s Guide to Interviewing: Insights from the Employer’s Perspective,” the three primary reasons for eliminating candidates are: 1) Lack of enthusiasm, 2) Arrogance, and 3) Poor communication skills.
If you have multiple interviewers, remember to look at both/all of them when you are answering or asking questions.
Make polite, but not too intense, eye contact with the interviewer. If you are nervous about that, focus on the space between the interviewer’s eyes; it will still appear that you’re looking to him or her. Look the interviewer in the eye when you are speaking. If you have multiple interviewers, remember to look at all of them in the course of answering or asking questions.
You must find - and walk- the fine line between selling yourself and mistaking self-confidence for arrogance. If you appear the least bit cocky, arrogant, insubordinate, poor at taking criticism, know-it-all, etc., you may fall out of the running.
Conversely, you do not want to volunteer your faults, and you don’t want to be honest to a fault. Don’t lie, but be savvy. If you blew your mid-term exam in contracts because you failed to focus on it, you would be better served to say you underestimated the time it would take and you have now learned better time-management and prioritizing skills resulting in you acing other classes, than to admit that the reason you underestimated was that you thought you could fit studying in after going to the bar with your classmates.
Never be defensive or apologetic. Put positive spins on your shortcomings and move on. Don’t ever blame anyone for your shortcomings or perceived inadequacies. It’s not a professor’s fault you got a low grade, for example.
Focus on the moment. Don’t ruminate about your last interview or worry about what you need to do tonight. Focus on this interview!
Failure to recognize that you have any shortcomings equals lack of self-awareness. If pressed to reveal a fault, talk about one that is being dealt with and is or will be resolved (and is not essential to the job if it is not yet resolved). For example, saying that you used to have a problem saying no, which sometimes resulted in you having to stretch yourself more thin that you felt comfortable with in order to meet all obligations, but that you have learned from that experience and now are more conscious of tracking your obligations and communicating with people delegating work to you in an effort to best prioritize demands or assignments, is better than saying you cannot prioritize and you take on too much work (full stop).
When you refer to a professor or superior, use the entire title or name, and don’t use first names with your interviewer unless invited to do so. “Ms.” (Pronounced mizz) is the appropriate title to use for a woman in the business world, not “Miss” or “Mrs.,” which are social titles.
Do not joke (either spontaneously or in response to a question), but be enthused!
j. Prepare Your Back-Pocket Points for Lulls or for When You Need to
In addition to preparing for some general questions, prepare your own succinct back-pocket summary of why you are the best person for this job. Choose some of your strengths, accomplishments, and characteristics that will be most valued by the employer (based on your research). Then, write out and memorize one or two sentences that sum these up. With this in your back pocket, you can always turn a difficult question or a lull in the interview into an opportunity to sell yourself. You don’t need to do a presentation, but this will always be there for you to rely on as talking points when these aspects of your character or background haven’t already come through in an interview.
If any employer asks you a potentially illegal question (about your age, ancestry, ethnicity, pedigree, arrests, citizenship, disability, sexual orientation, race, religion, national origin, marital status, credit ratings, physical traits, arrest records, etc.), please notify the Career Services Office immediately following the interview. (Also know that there are legal ways to ask certain questions relating somewhat to these topics, however. For example, it is legal to ask what languages a candidate speaks, if relevant to the job, but it is not legal to ask how the candidate learned those skills. Open-ended questions about disabilities are not legal, but employers may ask whether an interviewee is capable of performing essential functions of a job. Also remember, if you bring up any of these topics yourself, they legally may follow up on your comments.)
If you believe you are asked an illegal question, typically the best way to handle it at the time it happens is to say something to the effect of, “That question does not seem to be relevant; I would be happy to answer any more questions about my qualifications for this position.” Some employers know they are asking illegal questions, but most times we find that they simply slip up and are relieved when you help them get out of it and help them change the subject back to something relevant.
l. You Need to Ask Questions, too!
It is generally expected that someone truly interested in a job will have questions to ask. Many interviews will provide you with as many opportunities to ask questions as to answer them. Others besides the interviewers (receptionists or recruiting professionals, for example) may also present opportunities, and be sure to take advantage. Not only does everyone have perspective to offer, you do not want to offend anyone by, intentionally or unintentionally, implying that they are not important enough to answer. Just remember to be professional with everyone, as they are likely to share what they each learned or were asked.
What questions should you ask? You should ask questions you genuinely want the answers to. Which questions you ask will depend on the type of position for which you are applying (student, grad, etc.). Think about what the employer does and how that fits with your goals and experiences, and ask questions accordingly. To begin with, consider asking something like what traits have made past superstars stand out in this job, and then follow up with evidence of how you also possess such traits.
It’s a good idea to ask a few questions about the position or employer early on in the interview, if those issues haven’t already been addressed by the employer. That way, you will be more able to convey the most pertinent information to the interviewer in the short time allotted.
Imagine that you were told to show up there tomorrow. You’ve already looked at the web and the other resources listed above. What else would you want to know?
Maybe you want to know things like whether the employer has a five-year plan, what qualities of the employer attracted the interviewer when deciding to work there, how they decide which cases or clients to accept, with whom you will work, whether you will have any client contact, how will you be evaluated, how one elevates to partner, and more. Maybe you want to also know information about the process – how soon they will get back to you, what the next step is, etc.
Imagine you have offers from three employers. How will you tell them apart? What would you want to know? How is work assigned? How is the organization structured? What issues would you most often work with? Where does the organization see itself going in the future?
The number of questions you might ask is endless. Just try to figure out what you really want clarification on.
Don’t be afraid to ask employers to define terms for you. When they refer to firm culture, what does that mean to them, for example.
In an initial interview, avoid “what’s in it for me” questions, such as questions about benefits, salary, hours, perks, etc.
Also be wary of asking questions about other firms, as they may come off as insulting or irrelevant. For example, “Is it true [other firm] is the best at [some area of practice]?” is not a good idea. The employer you’re interviewing with should not have to market for another firm or defend itself against it. But, “Why do you believe clients choose your firm over some of the other competitors in this market; what makes you stand out?” is less adversarial and more geared toward learning about the goals, mission, and clients of the firm you’re interviewing with.
At the conclusion of the interview, gather your belongings, make eye contact, smile, and shake the employer’s hand. Express enthusiasm by saying something such as, “I enjoyed meeting you and look forward to hearing from you.” Then, leave the area and do not “let down your guard” until you are alone in your car on the way home!
Following an interview, you need to go home and draft a thank-you letter. This should be typed correspondence, in business format. If you met with multiple people, it would be best to write a thank you to each person. This is a kind gesture of thanks for their consideration. We have samples in other sections of this Survival Guide. Send this immediately.
Some employers will make decisions as they go through interviews and contact the candidates immediately thereafter with the good or bad news. This doesn’t necessarily mean they weren’t serious, it just means they are very efficient! Other employers will take time to ponder which candidates are best, or may have to bring their impressions to a larger committee. In those instances, it can take days, weeks, or even months to hear back. Some employers have immediate hiring needs. Others are so busy, making decisions or getting back to candidates is not their first priority.
It is perfectly appropriate to ask the employer, at the end of an interview, if they have an idea of the timeframe for making a decision and notifying candidates. The worst they can say is no (and then at least you’ll know). Sometimes an offer is made to the first-choice candidate, and that person asks for time to consider it. When that happens, the process is at a stand-still because the employer doesn’t want to reject other candidates until one has accepted. Therefore, sometimes the process can take longer than anticipated by the employer, and no news is sometimes good news (if the first person declined, in this instance).
If you have not heard from an employer after a substantial period of time (perhaps two weeks), and they did not otherwise tell you when to expect to hear back, it would be appropriate to call your contact to briefly and politely inquire as to the status of their search. It’s best if you can talk to someone directly, rather than leave a voicemail. You don’t want them to do any work to call you back. You also do not want to be a pest, however, so don’t hassle or stalk anyone. If you are unable to reach the person you are calling for after 2-3 tries (perhaps after asking when would be a good time to call back if you get a secretary), then leave a concise, pleasant message (just once) with the secretary or on voicemail. Then, the ball is back in their court and you have to wait again.
At some organizations, once you have completed your initial, screening interview, you may be called back for a second interview. A callback interview may be quite different from the first interview, or it may be similar to the first interview but with another person. For On-Campus Interview purposes, a callback typically encompasses a half if not a full day at office. It may involve several different interviews with associates from different practice areas, a lunch, and more interviews afterward. Because the structure of the callback may differ from one organization to another, simply ask what the structure will be, and who you will be meeting with, when you set up the interview. Then, research the people you will meet with and prepare much the same way you did for your first interview.
During a call-back, the employer has another opportunity to evaluate you - at the same time you should be evaluating them to make sure you feel comfortable with the surroundings and to make sure you fit. You’ve made it through one more step in the process, so keep up the good work and do your best!
d. The Offer...or the Rejection
If you receive an offer from an employer, you are generally not obligated to accept it on the spot. You may, however, if you know you are interested in taking it. Accepting an offer right away is more common for law clerk positions than attorney/graduate positions, as there is often little room for negotiation in the former versus the latter. Nevertheless, it’s always a good idea to make sure you understand the rate of pay, the expected hours/schedule, and anything else you’re wondering about before you seal the deal, so to speak. Typically, law clerk offers will not be made in writing, although they might. There is typically no contract or agreement to sign. You may or may not have to await results of a criminal background check or conflicts check before the offer is final. It is always a good idea to confirm an offer in writing. You do not need to be formal about the confirmation, but it might be nice to send a thank-you letter in which you express your excitement about joining the organization, for example. Just make sure you unequivocally do accept or turn down the offer so there is no confusion.
For graduate positions, more negotiation may be involved. Government positions (including judicial clerkships) are the most common (although certainly not absolute) exception to the rule, as the terms of such positions/offers are usually part of a larger set system. There may be scheduling or other terms to clarify, however.
For more information on negotiating the terms of any postgraduate offer, see our Negotiations guide. For more information on salaries, see the Salaries & Debt handout.
One sad reality about a job search is that, more times than not, it will result in a dose of rejection. It happens to everyone at one time or another and you need to persevere. Keep everything in perspective.
There are times when rejection may have something to do with lack of preparation for an interview or things you can control. Other times rejection may result from unrealistic expectations. For example, it may not be realistic to expect to get a job requiring several years of experience, or certain academic credentials, or availability to work certain hours, if you do not meet those criteria. Many people feel a sense of “entitlement” to a particular job merely by virtue of being law students. Do not fall into that trap of thinking you’re “owed” a job. Realize that you may not meet the employer’s needs simply because you are a law student - there are other requirements which require time, effort, and let’s face it - luck.
More times than not, however, rejection is simply a statistical reality, and it is often not because the applicant did anything wrong; it’s just that another applicant did something ‘more right’ - something that clicked for some reason. Rejection most times says nothing about your future; it just means at this moment, perhaps for a reason out of your control, you are not the best person for the job in that employer’s opinion. You need to move on and try, try again.
While this requires swallowing some pride and disappointment, you should handle rejection with grace. If you are told in person or over the phone, thank the messenger for the employer’s consideration.
It is also not a bad idea to write a note after a rejection, if you were really interested in the employer. While this may sound absurd, it would be another expression of your interest in the employer, and a display of your professionalism, should another position open in the future. You would simply acknowledge the fact that they decided to offer the position to another candidate, thank them for their time, reiterate your interest in the organization, and state that you remain interested in the employer and hope that they will keep you in mind should other positions for which they believe you are a good fit arise in the future. While there are probably not a lot of people who follow this practice, there are a lot of people working at places that rejected them the first time (or two or three). Employers often have many qualified applicants and would gladly hire several if budgets or space would permit. Give them a reason to favorably keep you in mind should another opening arise, or should they hear of anyone else looking for someone like you.
While employers do not want to “answer to” every person they interview as to why that person didn’t get the offer, it is perfectly acceptable for you follow up in that regard in certain instances, as well. Perhaps you will choose to do this if you and the interviewer had a good rapport, the interviewer was a Hamline graduate and therefore is probably invested in your success, the interviewer invited questions, or you are particularly perplexed. Make sure you are professional and positive in the discussion. Your goal is to learn how you could either better present yourself or make yourself into a more attractive candidate for this employer, not to lecture the employer on what they did wrong. Appreciate that this may be a difficult discussion for the employer and make it as easy for them as possible by truly listening to what they have to say, not getting argumentative with them, keeping the conversation short, and ending on a positive note after thanking them for the time. It would also be a good idea to follow up with a thank-you note to the person, as well. Then, take what they said to heart and use it to your advantage next time around.
Copyright © Hamline University of Law Career Services Office, 2006.