By Melissa Maleske
As millennials graduate from BigLaw training grounds and take jobs with corporate legal departments, their employers and outside counsel will have to adjust to the next generation of the in-house bar. Here's how things might change.
Millennials often have less obvious skill sets that employers shouldn't ignore. It's about being flexible about the way you define a role: After all, that contracts lawyer might turn out to have social media expertise the company can put to use, says Mike Sachs, a partner at Major, Lindsey & Africa who does in-house placements.
"For a lot of older-generation candidates, you might have a description written up and someone to fill that exact position," Sachs says. "With a millennial candidate, once you find the person you want to hire, you might tweak that position to reflect what they want to do and what they can do."
In the hiring process, interviews can also be tweaked for a millennial set of candidates, Sachs says. Interviewers can be coached on asking questions geared toward the younger generation's characteristics and desires, for instance. The lineup of interviewers matters, too. You'll want to include some other millennials and ensure it's a diverse lineup.
"It really stands out to the younger generation when the executive team is not diverse in terms of race, ethnicity and gender," Sachs says.
Another thing that stands out to millennials is response time, Sachs says. They grew up with an email address and are accustomed to instantaneous communication. A months-long hiring process might try their patience and cause them to turn their attention to another potential employer.
Read more of this feature at Law360.