J ob Interviewing Advice

file:///C|/Users/Public/Documents/Professor Berry's Advice/jobtalk.htm#top of doc[7/12/2010 8:58:40 PM]

Professor Gregory Berry
On Preparing for a Job Interview
Question for Professor Berry:
A law firm has contacted me about interviewing for a summer associate position. Do you have any
advice for law students, especially 1Ls, about interviewing for a relatively large firm other than
wearing the uniform? I'm not really sure what to expect. Please advise.
PROFESSOR BERRY's RESPONSE:
A useful way to prepare for a job interview is to approach it the same way you would an oral
argument. The reason is that a job interview and an oral argument are very similar in their
material aspects. An interview, like an oral argument, is a discussion between the applicant
(advocate) and the employer (court). It is, of course, not a meaningless conversation but rather a
discussion leading to a decision in which the applicant is highly interested. The most important task
of the applicant, therefore, is to put before the employer probative information that will lead the
employer to reach a decision that is both sound and favorable to the applicant's position.
As I have said many, many times, mastery of the CRPAC paradigm is a lawyer's coin of the realm.
The reason this analytical framework must be mastered is because it has universal applicability. It
is applicable to legal writing, oral arguments, trial preparation, appellate litigation, non-legal
debates and conversations, and job interviews. Regarding job interviews, keep this important fact in
mind: you are representing the most important client you will ever have -- yourself -- and your
client needs you to persuade the employer to reach a particular conclusion. The employer is going
to reach a conclusion the same way you are trained to do using the CRPAC. First, (s)he is going to
apply one or more job related standards (i.e., rules) and second, (s)he evaluate the facts presented to
determine whether the elements (i.e., the determinative facts) of each standard is met. If the
standards are satisfied, (s)he concludes the applicant is a good candidate for hire; if they are not, the
applicant receives a polite "don't call us, we'll call you."
With these principles in mind, it is clear what the applicant needs to do. First, much serious thought
must be given to the standards the employer is going to apply. Second, the applicant must be able in
the course of the interview to present facts, not merely opinions, beliefs, and wishes, that will
persuade the interviewer that applicant meets or exceeds the applicable standards.
The interviewer uses the interview to ascertain whether the applicant will make a positive
contribution to the success of the organization's mission. In the legal workplace the interviewer is
looking to make the following conclusions about the applicant:
1. YOU CAN DO THE WORK. (The applicant possess the skills required to perform
her duties well. The applicant can produce high quality work under deadline with little
or no supervision.)
2. YOU WILL DO THE WORK. (The applicant possess the motivation and
professionalism to perform consistently at a high level.)
J ob Interviewing Advice
file:///C|/Users/Public/Documents/Professor Berry's Advice/jobtalk.htm#top of doc[7/12/2010 8:58:40 PM]
3. YOU CAN WORK WITH OTHERS and OTHERS WILL WANT TO WORK
WITH YOU. (The applicant is dependable, responsible, considerate, temperate,
cooperative. The applicant is a good listener and has excellent interpersonal skills. The
applicant can lead when necessary and follow when required.)
4. YOU WILL BE A GOOD REPRESENTATIVE OF THE ORGANIZATION TO
OTHERS. (The applicant can be trusted to represent the organization without fear of
embarrassment or risk to the organization's image of professional competence and
service.)
Your objective as the interviewee is to place before the interviewer concrete information (i.e., facts)
that will support the above conclusions. What facts should an applicant present during the
interview? Use the facts that are most relevant to the issues involved, such as your past academic
performance, your work experience, extracurricular activities, and your life history. You also need
to ensure your resume and writing samples do not undermine your claimed professional competence,
motivation, and attention to detail.
An interview is not a press conference in which you answer a question and then wait for the next
question to be asked. Rather, an interview is a dialogue in which you both answer and ask
questions. Remember that the interviewer has a dual role: (1) (s)he must determine whether you are
a good candidate for employment in the organization and (2) (s)he must be able to persuade you that
the organization is an employer from which you would welcome an offer of employment. If you do
not ask any relevant questions, you deprive her of the opportunity to extol the virtues of her
organization and undermine your claimed ability to conduct a reasonable inquiry into the facts and
law.
In sum, prepare for an interview with the same professionalism and rigor required of your legal
writing assignments: identify the issues, gather the relevant data, generate and evaluate solutions,
make a decision, and act. In acting on your decision make sure you have identified and understand
the applicable standards and can marshal the facts needed to establish each element of the
controlling standards.
See, I told you that LRRW is by far the most important course you will take during your law school
career. By the way, do not forget to wear your uniform.
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Last updated on March 25, 2000
Copyright 2000 Professor Gregory Berry

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