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Every firm the author meets with has a long list of must-haves when it comes to potential lateral hiring, yet very few have defined their value proposition or can live up to an equally long list of offerings for a lateral partner to considerthem. Here are his suggestions for successfully hiring laterals.
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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