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While a law firm asks for specific education, experience, contacts and portables at certain law firms, what if the candidates were to ask for their own list of must-haves? How would a firm measure up?
Often, when my friends talk about finding a significant other, they have a long list of must-haves that someone has to fulfill in order for them to consider that person for a partner. I sit, a little amused, wondering, if the roles were reversed, how many of those bullet points would they themselves be able to meet? Everyone seems to have a long list of must-haves — but very few can live up to those lists if asked of themselves. These relationship must-haves aren’t limited to the romantic; a business relationship often starts off with a similar list of criteria. The difference is that business must-haves come in the form of a position description, featuring a laundry list of desired skills and experience. But while a law firm asks for specific education, experience, contacts and portables at certain law firms, what if the candidates were to ask for their own list of must-haves? How would a firm measure up?
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By Sharon Meit Abrahams
As a firm leader it is your fiscal responsibility to address underperforming attorneys. With COVID-19 are your underperformers flying under the radar? The cost to a firm is not only to the bottom line, but to your reputation as a leader.
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We’re never going back the way we were — and this will be to the benefit of firms, profitability, clients and lawyers if we make the right technology investments. Here’s some specific ways firms can capture these benefits.
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By Dan Packel
Some Firms Are Forming Subsidiaries to Deliver Legal Services In New Ways
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