This month...
Featured Candidates
Inside Tip: Promote from Within
Law Firms Concentrate on Getting Paid
Five Ways to Improve Your Agility
Featured Candidates
 
 Litigation Attorney
 
Cindy is a well rounded candidate with a great education and extensive experience in both firms and in-house legal departments specializing in health law and commercial litigation.

See her full resume here.
 
Director of Marketing
 

Garrick is a veteran of legal marketing having worked in one of the world's finest firms. He focuses on strategic and operational marketing as well as corporate branding.

See his full resume here.
 
Litigation Paralegal
 

Tanya is a very capable litigation paralegal and trial manager with more than 8 years of experience in both large and small firm settings.

See her full resume here.

 
 Legal Secretary
 

Kathi is a veteran legal secretary who types 70+ words per minute and has substantive experience in employment and civil litigation.

See her full resume here.

 

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Greetings!

Is it over already? The summer was fantastic, but it is drawing to a close and now is the time to turn your attention to getting your firm back into fighting shape. Even though the economy continues to soften, our clients are moving forward with their autumn hiring plans in a healthy and measured way. Whether you are trying to attract top attorneys, paralegals, or administrative staff, making sure that your firm is taking every precaution to hedge your bets against the economic downturn is essential.  
 
As you may have guessed, this month's newsletter focuses on ways to help your firm stay competitive during this difficult time. We have included three interesting articles discussing different tactics to make sure your firm is moving upward and onward even as your competitors are struggling to make ends meet. As always, please check out our featured attorney and legal staff candidates in the upper left hand corner of this newsletter. The resumes of both our featured candidates and our other top candidates can also be viewed on the 'Recruiting' page of our website at www.lawqteam.com.  Have a great month and feel free to contact us with any of your recruiting or employment questions.

Truly yours,
 
R. Christopher Newton
LAW Q, LLC
Inside Tip: Promote from Within
by Nancy S. Ahlrichs, SPHR
Monster.com


In spite of an increase in layoffs, employers are struggling to find qualified applicants. When seeking a solution, consider heeding advice that works for many situations: Search within the organization. Promoting from within can shorten fill times, lengthen employee tenure, energize employees and reduce turnover.
 
Career development is a primary attractor for both job seekers and current employees. Eli Lilly and Company, a pharmaceutical firm with 30,000 employees worldwide, uses internal promotion and career movement to meet ongoing needs for quality employees and timely project completion as well as the organization's long-term needs to develop potentials for future leadership roles.
Using a career center for testing and determining aptitudes, Eli Lilly assigns employees based on two or three experiences in their original function or department, such as human resources, sales or accounting, and a rotation through other areas of the company, like legal, government affairs or purchasing.
"The company and individuals benefit," says Susan Burleigh, senior recruiting and staffing associate at Eli Lilly. "As a result, individuals with significant experience move into senior leadership positions. Line employees get a clear picture of the people side of the business, especially regarding policies and procedures and how to manage people, and staff employees gain appreciation for financial and line responsibilities."
"It is fun to do something totally different," she adds. "We have less burnout, lower turnover and better trained employees through our process of internal career movement and promotion."
Traditionally, only fast-trackers receive additional training and stretch assignments to ready them for in-house opportunities. To expand the internal talent pool, try this simple exercise and follow up as the results suggest.
 
Ask managers to list their direct reports and take 15 to 30 minutes to reflect on each one's strengths and weaknesses. They should list only skills that are lacking to the degree that this omission prevents the manager from suggesting the individual for a lateral or upward promotion. Human resources or the training staff should gather and analyze the results. They should then create a grid of the results, being sure to ask for clarification when combining what appear to be similar skills.
Some individuals will require function-specific skills enhancements. Chances are good, however, that four areas of need will emerge as existing throughout the organization: written and verbal communication, conflict resolution, team skills, and managing or influencing others. It would not be surprising to find that current managers also lack these four skills. An appropriate training program and plan can be implemented.
Smart employers don't settle when it comes to hiring. Many employers have learned that if they post internal job openings, they will spark the interest of internal candidates, who may be far more interested in certain highly technical, niche positions than external candidates. And internal candidates may be the best kind because of their knowledge of the organization's industry, market and culture. Augmenting an internal candidate's skill set may be easier and results in a shorter learning curve than bringing in an external candidate who doesn't know the organization's environment and client base.
*reprinted with permission (2008)

Law Firms Concentrate on Getting Paid
Alana Roberts
Daily Business Review


Katzman Garfinkel has gotten serious about making sure the firm's attorneys keep track of outstanding bills.

The 37-lawyer firm adopted a new approach to collections this year in its computerized system that tracks billable hours, said Donna Berger, managing partner of the firm's Fort Lauderdale, Fla., office.

When an attorney or a staff member enters the number of hours worked on new assignments for existing clients, an alert pops up to highlight clients that are more than 60 days delinquent in payments.

"We started keeping a closer eye on the receivables," Berger said. "When you go to input billing and you see somebody is 60, 90, 120 days delinquent, you follow up with a phone call, or you maybe don't take on a new matter that's going to require a lot of labor. It helps significantly at least to know your attorneys and staff know what they're dealing with, that they're not operating in the dark."

Lax attitudes toward collections may have been acceptable at law firms during fat economic times, but those times are over, said Bill Brennan, a consultant with Altman Weil.

"Law firms are notorious in terms of waiting until the end of the year to concentrate on collecting receivables," he said. "Many law firms have gotten better at this in recent years. It's still a problem for many."

Many firms fell into bad habits.

"Lawyers train their clients as to when they want to be paid," Brennan said. "If every year they delay collection efforts until October and November, they are training their clients that they don't have to pay in the first half of the year, and they don't have to pay promptly."

But during slow economic times, the problem is more acute.

"During a recession, cash is king," he said. "Clients tend to hoard their cash, which means they delay payments to vendors, which include lawyers -- the result being significant slowdowns in collections for law firms, which can cause serious cash flow difficulties."

Laura Kaplan, regional market manager for Citi Private Bank's law firm group, said some firms are pushing for payments earlier than in years past.

"There are some firms starting their collection drives sooner," she said.

Tougher times are calling for tougher measures, said Alan Becker, managing partner of the 115-attorney Becker & Poliakoff based in Fort Lauderdale.

The firm imposed a 12 percent pay deferral on all attorneys. He said the firm imposed the two-month holdback in May to help meet its revenue goal of $62 million for 2008.

Firm leaders became alarmed when they noticed the percentage of outstanding receivables older than 90 days had jumped to 44 percent, Becker said.

Fourteen attorneys left the firm because of the holdback, but Becker said the program was successful in keeping the firm on track while also avoiding layoffs and borrowing to pay for recurring expenses like salaries and rent.

"We had to respond to that, which we did and very effectively so that by the end of July, that over 90-day [amount] had receded back to the lower end of our historical norm for 90-day account receivables, which is 38 percent," he said.

The firm had a concerted effort to get bills paid.

"You hope that attorneys will always be cognizant of what their clients owe," Becker said. "We had one of the partners meet personally with each of the attorneys to discuss their high accounts receivable and what plans they were making to call the clients and make arrangements to be sure it was paid."

Berger said her firm decided to require fee retainers for clients with poor payment histories and some new clients.

John Sumberg, managing partner of Miami-based Bilzin Sumberg Baena Price & Axelrod, said his firm is asking for more retainers from new clients, is more carefully screening new clients and is more vigilant about tracking payments.

"We have spent a lot of effort on client intake, really reviewing the clients and screening them, and I think you have to increase that vigilance and those efforts in these economic times," he said. "We don't let clients get behind and then try to round them up."

Dan Casey, managing partner of the Miami office of K&L Gates, said his firm has not faced a surge in clients with outstanding receivables but watches its money.

"We try to have periodic cleanup periods for clients that might be lagging a bit, and I try to do it quarterly," he said. "If in fact there's someone [where] we have fallen off their payment radar screen, we try and make sure that we touch base with them periodically and make sure there are no problems with their perception of our services and explain to them that we need to be paid like anybody else."

Casey and Sumberg said they have no formula for pursuing collections.

"Our analysis is more detailed than simple formulas," Casey said. "There's no one size fits all. We monitor it pretty much weekly. We know where every dollar is outstanding and why."

Sumberg said his firm typically follows up with clients with bills outstanding longer than 30 days, but he said the firm deviates for some clients.

"It's not like we have a target," he said. "Each situation is different."

Kaplan said her bank's law clients increased the use of their lines of credit in the first quarter compared with a year before. She said the demand is likely due to slower-paying clients and a need for stopgap funds.

"Borrowing is up significantly, which tells us two things: Firms are investing tremendously in new cases, which we know isn't necessarily the case, or collections aren't coming in," she said.

But she said she's not concerned at this point.

"As a lender you start to become concerned when your clients can't pay back their debt or when the pay-down takes longer than it used to. We're in no place where we're uncomfortable."

More frequent billing is appreciated by some clients. Charles Grimsley, general counsel of Miami Gardens, Fla.-based United Automobile Insurance Group, said he prefers to be billed on a monthly basis to allow him to keep a closer track of fees.

Joseph Altonji, a consultant in Hildebrandt International, said clients in places like Florida have felt the weight of the slower economy more acutely because of the intensity of the state's housing downturn.

"Florida has some issues because of the real estate challenges down there," he said.

Real estate plays a prominent role in the practice group mix of Katzman Garfinkel, Becker & Poliakoff and Bilzin Sumberg. But Sumberg said that doesn't mean real estate clients are riskier than others.

"It's not that simple because we have a clientele of very sophisticated, very strong real estate investors, developers, entrepreneurs who I'm not worried about at all," he said. "It's just not as simple as saying you've got to worry about the real estate industry. You really have to take it client by client."

Law firms are at a disadvantage if they push for payments while increasing their hourly rates, and they are facing pressure from general counsel to implement alternative forms of billing, Brennan said.

But south Florida general counsel say they've had mixed responses to requests for alternative forms of payment.

Grimsley said his firm, which handles auto insurance claims, pushed for alternative billing in the past by offering a flat rate for litigation work and tying fees to case resolutions. But he said the company hasn't done that in three years.

"Law firms are reluctant to do it because it may be difficult to get a lawsuit resolved in an expedited manner," he said.

Grimsley's company works with 12 firms and uses six of them on a regular basis. The law firms typically seek rate increases every couple of years. When they do, he scrutinizes bills and refuses to pay for charges that he deems unacceptable.

"I generally go along with it unless there's some other aspect to it that I might want to address with them," he said.

Grimsley recently refused to pay a $10,000 bill for document organization work performed by paralegals. He said the work should have been performed by legal secretaries billing at half of the $80 an hour rate he was charged. He said the firm complied with his demand.

"Law firms don't want to antagonize the general counsel of a long-term client with whom they have a long-term relationship," he said.

Brennan said law firms around the nation are likely to see only modest gains in billing rates because of client resistance.

"I think that the rate increase in 2009 will be modest compared to the prior five years," he said.

A National Law Journal survey of law firm leaders indicated average billing rates for partners and associates grew 7.7 percent, and firmwide median rates jumped 7.1 percent in 2007 compared with 2006. The survey also showed 75 percent of respondents increased their rates last year, down from 79 percent the previous year.

Bruce Jordan, senior vice president and general counsel of Coral Gables, Fla.-based Fresh Del Monte Produce, said his company is seeing the increases. The company works with 30 outside firms worldwide.

"However we also seek to negotiate discounts with the firm and try and maintain the discount," he said.

*reprinted with permission (2008)

 

Top Five Ways to Improve Your Agility
Careerbuilder.com
 
Things do not always go as planned. In leading your organization, you must be flexible and agile if your potential for success is to be realized. This involves adjusting to both internal and external factors as needed, while also ensuring that any changes made are still in line with your overall vision.
 
While the vision you have initiated will remain constant, it is imperative to monitor the changes of everything else surrounding it. These changes include the internal culture of your company or organization, as well as the external culture your vision is seeking to serve. In order to be successful, you must be able to adjust to these changes while still keeping your eye on the vision-in other words, you must possess agility.
 
Agility is defined as "the ability to think and draw conclusions quickly; intellectual acuity; the power of moving quickly and easily; nimbleness." In their book Leadership Agility, co-authors Bill Joiner and Stephen Josephs similarly describe leadership agility as "the capacity to anticipate emerging trends, engage diverse stakeholders, develop uniquely appropriate strategies, take timely action and learn from experience."
 

To be agile, you must have an intentional, consistent approach to change. That approach involves several key steps. Without them, change will leave you and your vision behind.
 
Be Flexible/Improvise
 
"I used to think that running an organization was equivalent to conducting a symphony orchestra. But I don't think that's quite it; it's more like jazz. There is more improvisation," explains leadership guru Warren Bennis.Music is written in a very formulaic fashion, with precise notes and chords played by horns, strings and drums in a specific, well-timed manner. Jazz, however, is free-flowing. In a perfect corporate world or consumer market, you could serve the role as conductor, directing exactly how it should go.
 
But in an ever-evolving, rapidly reacting marketplace served by a transient and diversified work force, it is impossible to be rigid with your direction. You must improvise; a more open-minded approach will make flexing to the changes in these arenas, and thereby achieving your vision, easier.
 
Take the Pulse
 
16th century English philosopher Sir Francis Bacon is credited with coining the phrase, "Knowledge is power." His words still echo loudly in the marketplace today. Being fully informed of your available resources and aware of the marketplace will allow you to react ahead of others.
 
Internal surveys of employees, whether for the primary purpose of job reviews or gaining perceptions of management and their decisions, will also give you insight to head off potential personnel problems and adjust accordingly. And knowing what your target market thinks in regard to your industry, product or service will give you the ability to recognize new trends and change your course as needed.
 
Make Sure You Utilize a Full Palette
 
You may have started with a very basic, paint-by-numbers canvas for realizing your vision. But to be a strong and successful leader, you must realize that those you are leading each have different shades and tones in personality and abilities. Helping an individual grow to their full potential requires that you recognize and nurture their particular talents.
Ignoring these talents can result in a duller version of your vision, but fully utilizing them will allow you to create a collaborative effort encompassing a myriad of vibrant colors. Take the time to discover what you fully have at your disposal in painting your vision.
 
Connect the Dots
 
Based on your research, find the issues and trends that will have an immediate impact on your organization and connect them to your long-range planning. "[Agile leaders] anticipate emerging threats and opportunities by continually scanning their organization's environments for new developments," write Joiner and Josephs. "They give appropriately balanced attention to short-term and long-term priorities, to top-down direction setting and meaningful participation, and to fostering individual initiative and strong teamwork." In other words, connect all the dots you uncover, and point them toward the big picture of your overall vision.
 
Watch the Window
 
Nothing lasts forever, and you should not assume that the potential for your leadership role and your vision will, either. Be constantly aware of your window of opportunity, and when it is open, do everything you can to be as effective as possible.
 
When that window starts to close, do not try to keep it pried open with all of your resources. Instead, display your agility by letting it gently shut while putting your energies toward finding the next opportunity in which your vision can be achieved.
 
*reprinted with permission (2008)