Once you have identified possible target opportunities, you must objectively assess your credentials in light of what employers are seeking. For many legal employers, rightly or wrongly, the threshold issue is academics. Historically, the mainstream, established law firms and corporations required superior grades from a top-ranked law school and, preferably, law review membership and a federal judicial clerkship after graduation. And for lateral hires, there was a strong preference for work experience with a similar type of firm or corporation.
Even in times of increased hiring, competition continues to be quite stiff. Therefore, you must emphasize all aspects of your talent, competence, and motivation such as work experience, community leadership, clinical programs and other advanced degrees.
Additional education or work experience that would be relevant to your area of practice will make you that much more marketable. For instance, a scientific background is useful, if not required, for some areas of intellectual property and environmental practice. Similarly, medical experience is advantageous for certain types of healthcare, personal injury, or malpractice law practices. And, if you are interested in pursuing a career in tax, you will find an L.L.M. or CPA qualification highly beneficial. Language ability, especially an Asian language or Spanish, is a plus for some positions.
As legal practice becomes more bottom-line oriented, portable business and potential for business development have become more important in determining a candidate’s attractiveness, particularly for the experienced lawyer. A firm is much more likely to hire an attorney who will make an immediate contribution to the bottom line. Therefore, if appropriate, you should emphasize their ability to expand the potential employer’s practice capabilities, contacts, or client base.