LTS #001: Avoid this common (but fatal) interviewing mistake

Welcome to Legal Talent Insider. On the first Sunday morning of every month, I deliver one highly actionable tip to improve your chances of getting hired or making the perfect hire.

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As a lawyer contemplating my next career steps, I wanted a newsletter to guide me. 

None existed.

So I’m writing what I wished I had. I also want to build relationships as a recruiter. 

Sharing who I am and how I think is my way to build that relationship with you.

My metric for each issue? Be useful.

Whether it’s actionable tips to get hired or sharing my insights to help you make the perfect hire, this newsletter has you covered. 

Think of me as your trusted advisor. 

Each issue will always be in 2 parts:

1. If you’re looking to get hired.

2. If you’re looking to hire exceptional talent.

Skip to what you need. 

Let’s dive in.

If you’re looking to get hired

I once called my wife a prostitute in front of her grandmother. 

Lawyers’ bread and butter is effective communication. 

But communicating with my wife’s grandmother was hard because she only spoke Cantonese. 

Yet we found a common language – food. 

• I knew basic Cantonese for some food at the restaurant. 

• I knew what small and big were.

• I also knew what chicken was.  

One day, my wife’s grandmother ordered me a large plate of chicken.

I pointed and proudly said “big chicken” in Cantonese. 

My wife’s grandmother laughed at my terrible attempt. I felt like a hero. 

Now feeling overconfident (but still nervous), I pointed to my wife and said, “Little chicken.”

I was trying to be endearing but unexpectedly called her a prostitute in Cantonese. 

Her grandmother laughed hysterically. 

My wife panicked hysterically. 

Horrified with embarrassment, I left the table to get the check.

Takeaways:

• Always say less than necessary in your interview. Know when to shut up.

• I’ve had candidates miss out on the perfect job because they said too much. 

• Answer what is asked (not what you wish was asked). 

• Remember: Being a lawyer demands keeping a cool head. 

If you’re looking to hire exceptional talent

My daughter loves ballet.

Sometimes she’ll wake me at 4:33 a.m. “Daddy, I want to wear my ballet shoes now.”

She’s only 2 (going on 22) so I meet her demands.

At breakfast, she’ll sit happily in her ballet outfit, eating her cereal.

Then her brother joins the table. She’ll peer over to assess the contents of his bowl.

If it’s not equal, she’ll file a formal complaint to HR–her mother. 

Takeaways

Meet individual expectations. If you’re hiring someone, overcommunicate. 

• Tell them your hiring process and salary from the start. 

• Share your timelines for each step of the hiring process. 

• Rigorously apply the same process for all candidates.

• First impressions count when you’re seeking to attract exceptional talent (who have an abundance of options). See you in 2 weeks. 

Hiring trends

• Demands for hybrid and remote working arrangements remain high. 

• There continues to be demands for more in-office work. 

• It’s a candidate’s market in Canada.

But securing a position can take up to 6 months if you’re doing it alone. I’m currently making perfect matches within 30 days. 

See you in 2 weeks. 

Ed

P.S. 2 ways I can help you:

1. If you’re looking for a career change, let’s have a confidential chat about your options. Your dream role might be closer than you think. 

2. If you’re looking to hire a senior lawyer for your firm or business, let’s figure out a strategy to find your perfect match.

Just reply to this email.