Navigating remote interviews and integration as a lateral transfer

Over the course of a career, many lawyers consider a lateral move to a new firm. There can be many reasons to change jobs - professional growth, new challenges, or opportunities more aligned with career goals or work-life balance. Exploring new job opportunities can be a big undertaking. Attorneys may need to devote time and attention to preparing for rigorous interviews and then, once they are hired, navigate equally rigorous onboarding and networking at a new firm.

Another consideration that has rapidly developed since the pandemic is how attorneys embarking on a lateral transition can successfully navigate the hiring process virtually. Even as many firms return to work or adopt a hybrid work model - partially at home, partially in person - remote work and remote communication in some form or another is here to stay. Hiring and onboarding is another example where many firms have shifted to virtual means (at least in part) to streamline the process.

For law firms and lawyers alike, this can create additional challenges. Below are some practical tips to consider during the lateral hiring process and integration.

Troubleshoot technical issues in advance

Given the sensitivities that can sometimes govern a lateral move, many early interviews of lateral lawyer candidates commonly occur by video or other remote means. Lawyers can work to ensure that a virtual interview runs flawlessly, at least from a technological standpoint, by pinpointing and troubleshooting technical issues ahead of time. Just as with other professional video meetings, it is helpful to review the surroundings the camera captures to make sure the background is appropriate for the setting. Even though the interview is not in-person, business-formal professional attire is still a must to convey seriousness and professionalism.

It should go without saying, but an interviewer is also assessing a candidate's judgment. The virtual interview, or more specifically, the interviewee's ability to navigate a virtual interview calmly and successfully, is a good way for an interviewer to make this assessment.  Good lighting, an appropriate background, and strong connectivity may impact the interviewer's perception of the interviewee. 

Preparation is (still) key

The interview process is an effective opportunity for law firms and lawyers to do their due diligence and make informed decisions for need and fit. Lawyers get a sense of the law firm's policies, workflow, and culture through interviews, and law firms are able to review the candidate to get a sense of whether they're a "good fit." As a result, a remote interview is still an interview - lawyers should adequately prepare for each step of a virtual interview process just as they would for one held in-person.

Just as attorneys are expected to do their homework regarding the firm and those they interview with, attorneys should take the extra step to glean what they can beforehand about the firm. Preparation also includes asking the right questions to better understand what is expected of a candidate filling the role. 

For many firms, moving their hiring process to a virtual platform takes a bit more coordination and time. Some firms are conducting more interviews of each candidate than they typically would to compensate for the lack of in-person meetings. A greater number of interviews by a broader group of people may allow the interviewees to get a better feel of the firm, and likewise, law firms can learn more about candidates. As such, advancing through the entire process may take longer than usual. Thus, candidates can try to exercise patience as it may take more time than usual to advance through the hiring process. To alleviate any pressure or anxiety and to manage expectations, lawyers may ask questions about the hiring timeline during the interview phase.

Firms can create a plan to ensure a smooth transition. Many firms have created an onboarding portal that provides access to forms and directories. Meeting in-person to complete the onboarding process can also help a lateral hire become better integrated into the culture of the firm.

Build relationships, even online

The lack of physicality with a remote interview can sometimes create barriers that interfere with the ability to get a feel for the firm and lawyers. However, an interviewer can still learn a lot about a candidate's personality from their attitude, presence, and body language via virtual meetings. So, although candidates may be tired of repeated online appearances, it is important to be confident and personable. Being fully present and engaged is particularly important in a remote interview when the lack of formalities - like meeting in an office and speaking across a table - are not present. 

Relationship-building continues during the onboarding and integration process. A lateral move can already have challenges in welcoming a new team member, but it may be especially difficult in a virtual platform. The hybrid work model has increased time in the office for many employees.  However, many attorneys may still find that there is a decrease in day-to-day in-person interactions when compared to firm life before 2020. This can make it difficult for new hires to develop a connection with their peers.  

Firms may consider implementing mentorship or associate buddy programs, small-group welcome lunches, or conferences and happy hours to allow for an easier transition. Laterals can proactively reach out to others in a direct way beyond these firm-sponsored events, as well. Using videoconferences to communicate with new colleagues (instead of simply using phone and email) can help lateral hires get to know more faces.

Although it has been a few years since the pandemic, integrating more permanent virtual systems takes time to implement. Likewise, a potential lateral transfer may be comfortable navigating virtual platforms for meetings and depositions at their prior firm, but maneuvering a fully remote hiring process is brand new to them. Candidates and law firms alike can alleviate anxiety by acknowledging that the learning curve may be steeper with the integration of technology at every stage of day-to-day firm life.