Nova Law Careers Blawg

Intellectual Property Writing Competition

2011-06-17T12:28:01-04:00

Whittier Law Review seeks paper submissions in conjunction with its yearly symposium. The paper should relate to legal issues and challenges that surround Intellectual Property with an emphasis in New Media Topics.

Requirements:

. Authors must attend ABA accredited law schools.

. Papers must represent original works not previously published or targeted for submission to another journal, law review or other periodical for publication until the winning papers are announced.

. Papers must be between 8,000-12,000 words, including footnotes, double spaced in 12 point font.

Submissions:

Please submit as an attached.doc file to wlrsubmissions@law.whittier.edu with "WRITING COMPETITION" in the subject line by 5 PM Pacific Time on September 9, 2011. Please attach a cover letter which includes the author's name, paper title and school.

The 1^st place winner shall receive $1,000, publication in the Whittier Law Review and travel to the IP Symposium in Costa Mesa, CA. The 2^nd & 3^rd place winners will receive $500 each and honorable mention.

Ruden McClosky Diversity Scholarship Program

2011-06-17T11:09:59-04:00

The Ruden McClosky Law Firm has created a Diversity Scholarship Program with the Community Foundation of Sarasota County.

The mission of the Ruden McClosky Diversity Scholarship Program is to encourage
racial and ethnic minority students, groups that are traditionally underrepresented in the legal profession, to attend law school and provide financial assistance to these students. The award is a $2,500.00 scholarship for the Spring 2012 semester. Applicants must have completed one year of law school to be eligible. Successful applicants will also be granted an interview for the Ruden Summer Associate Program. Application deadline is August 3, 2011. Application can be downloaded from the CommunityFoundation of Sarasota County website, www.cfsarasota.org.
See the Special Interest Scholarships page.

50 Buzzwords You Shouldn't Use on Your Resume

2010-11-19T09:31:02-05:00

Karen Burns, US News & World Report

You've written your resume. You poured a lot of effort into the page that will represent you, and you can't wait to distribute it far and wide.

Not so fast. Before you send that puppy out, check it for buzzwords. Like "team player." Or "detail-oriented." Or "accustomed to fast-paced environments."

Here's why you should avoid them: They're vague. They make your resume look like everyone else's. They're probably not among the keywords employers search for. They take up space on your resume that could be used for strong, concrete, specific examples of what you've accomplished, the work you've produced, and how hiring you would benefit your potential employer. Buzzwords are tired and overused, cliches that have lost their meaning over time.

Most importantly, every buzzword is a lost opportunity.

You want your resume to stand out. The best way to sell yourself is to show, don't tell. Explain your accomplishments rather than spouting them off in trite ways.

So check your resume for these boilerplate words and phrases. If you find them, replace them--or at the very least, elaborate upon them--with real-life, specific examples.

1. Team player

2. Detailed-oriented

[See 21 Secrets to Getting the Job.]

3. Proven track record of success

4. Experienced

5. Excellent communication skills

6. Leadership skills

7. Go-to person

8. Managed cross-functional teams

9. Exceptional organizational skills

10. Self-starter

11. Results-oriented professional

12. Bottom-line orientated

13. Works well with customers

14. Strong negotiation skills

15. Goal-oriented

16. People-person

17. Dynamic

[See How to Use a Job Rejection to Your Advantage.]

18. Innovative

19. Proven ability

20. Top-flight

21. Motivated

22. Bottom-line focused

23. Responsible for

24. Assisted with

25. Skilled problem solver

26. Accustomed to fast-paced environments

27. Strong work ethic

28. Works well with all levels of staff

29. Met (or exceeded) expectations

30. Savvy business professional

31. Strong presentation skills

32. Looking for a challenging opportunity

33. Cutting-edge

34. Multi-tasker

35. Proactive

36. Seasoned professional

37. Perfectionist

38. Highly skilled

39. Functioned as

40. Duties included

41. Actions encompassed

42. Best-in-class

43. Strategic thinker

44. Trustworthy

[For more career advice, visit U.S. News Careers.]

45. Flexible

46. Works well under pressure

47. Quick learner

48. Partnered with others

49. Results-focused

50. Out-of-the-box thinker

Finally, here's one more phrase you don't need to include on your resume: "References furnished upon request." It's assumed that you'll offer references if the employer asks, so don't clutter your resume with those unnecessary words.

Karen Burns' story originally appeared on the Yahoo Finance page here.

Informational Interviews: Yep, they still count

2010-08-24T16:22:41-04:00

By Heather Diersen

“The informational interview is an interview with someone who has a career that you’d like to know more about. These interviews do not necessarily lead to employment or an internship, but are a great way to figure out if a certain field might be right for you, and to find out more about the types of internship opportunities that would be available at that company or in that field.” (internshipfinder.com)

Prior to law school I had never heard of an “informational interview.” After being told by attorneys and professors that I must attend informational interviews to fuel my career, I made a goal to attend two to three a month during my final year of law school. Despite also being told that informational interviews are not meant to get me a job, I still thought they were my ticket.

I received my first job out of law school with a judge, not due to an informational interview, but a recommendation by a professor. While a law clerk, I again attempted to attend three informational interviews a month. I received my next position from a new-to-this-state attorney who had never heard of me (or anyone in this state), but who relied heavily on the recommendations of my judge and a partner at a firm that I clerked for in law school. So I am two for two on “great recommendations get you jobs” and zero for 100+ on “informational interviews get you jobs;” which is exactly the point.

What my informational interviews did give me that networking at a CLE or bar event did not, was candid advice on the legal market, perspectives on law firm/company life and practice, and resources for my future practice. I would not trade those 100+ interviews for one great “real employment interview” and here is why:

1. I met lawyers that inspired me to stay in this practice.

2. I met lawyers that I hope never to imitate.

3. I actually made a few friends, some even good friends.

4. In a few rare occurrences, I was able to offer something to the interviewee.

5. Free lunch or coffee (you always offer to buy, but when I made less than $43K a year as a law clerk, free lunch was great…I’m just saying).

6. I met attorneys in fields that I do not practice and I now refer business.

7. Several of the attorneys I met have been great resources for areas of law I am just jumping into, others have sent me forms and research or recommended an expert or service, and a few have invited me into ‘unofficial’ practice groups or invited me to join a committee. Having colleagues outside my company has made my transition from clerking to practice much smoother.

I may not have found a job doing informational interviews, but it turns out the exercise is more valuable now than while I was job hunting. Helpful websites:

http://www.lawschool.cornell.edu/careers/students/explore_options/informational_interview.cfm

http://www.blog.chelsearecruiters.com/2010/02/quick-information-on-informational.html

http://www.clacareer.umn.edu/informational_interviews/

http://www.stthomas.edu/law/current/career/build%20your%20career/networking.html

informational interviews, networking

________________________________________________________________________

See this full article, and readers' Comments, at the Minnesota Lawyer's Blog: JD's Rising

Looking for a Job? Follow the ‘80/20 Rule’, Hiring Partner Says

2010-06-14T11:01:15-04:00

Posted from ABA Journal Daily Newsletter, Jun 10, 2010 9:52 AM CDT
By Debra Cassens Weiss

Law students going through on-campus interviews should follow the “80/20” rule, a hiring partner says.

That means the job candidate should do 80 percent of the talking, according to hiring partner William Krais and recruiting coordinator Carole Mecca of the law firm Porzio, Bromberg & Newman in Morristown, N.J. “A candidate who has nothing more to say 10 minutes into a 20-minute interview will not do well,” they write in an article for the New Jersey Law Journal.

They also advise candidates to be prepared. “While fledgling second-year law students may not know exactly what they would like to do, if a candidate comments that he wants to be a criminal defense lawyer, or she wants to be a family lawyer, but our firm has neither of those practice areas, then the candidate has not done his or her homework and does not have a particular interest in our firm,” they say. “Also, if a candidate knows ahead of time who the interviewer will be, then the candidate should, at a minimum, look up the interviewer on the firm's website.”

Job seekers should also bring a writing sample and at least an unofficial law school transcript to the interview, they say. And candidates should help themselves stand out by offering some interesting details about their hobbies or interests. Have they written a novel, or do they cook ethnic meals or volunteer their time in a soup kitchen? Firms want students not only with good academic credentials but also people who will enrich the workplace.

Worst Resume Blunders: What can you learn from these dreadful gaffes?

2010-06-14T10:09:36-04:00

by Maria Hanson, LiveCareer

Your resume should be perfect--with nary an error in sight. But all too often, say employers, resumes are riddled with mistakes.

"Making errors on your resume just screams, 'I'm careless, I don't care to double-check my work or have a friend look it over, and that's exactly the same sloppy, lazy effort I'll give you as my employer,'" says Tony Katsulos, who keeps a file of the worst resume bloopers he's received as head of Jetstream Public Relations.

1. Careless Mistakes

2. TMI

3. Bad Moves

Read the entire article at Yahoo Hotjobs: Career Articles - Resume Blunders

7 Little-Known Reasons You're Not Getting Hired

2010-05-14T10:11:54-04:00

By KAREN BURNS

Posted: May 12, 2010

If you’re job hunting you’re surely aware of the most egregious and common no-nos: showing up for the interview ten minutes late; answering your phone during the interview; handing over a resume riddled with typos; using a silly-sounding E-mail address; failing to demonstrate you’ve researched the employer; bad-mouthing your last boss; neglecting to follow up. You’re not doing any of that, are you? Of course not.

But you may not have considered some of the less-discussed, under-the-radar issues. Give this list a look and ask yourself, "Do any of these sound like me?"

1. You have unreasonable expectations.

2. You’re relying too much on one search technique.

3. You use the word “I” too often in your cover letter.

4. You are not demonstrating long-term potential.

5. You are unknowingly repeating mistakes.

6. You have not rehearsed.

7. You put your job search on hold while waiting to hear back.

See Karen Burns' entire post on the US News & World Report Careers Page, which you will find at this link: US News & World Report

Planning on Acing Your Finals? Organize, Prioritize, and Manage Your Time!

2010-04-26T15:42:04-04:00

By Rania Abdo, The Campus Slate

"Failing to plan is planning to fail"; when preparing for finals, this famous quote sums it up best. The goal is to get through exams with a minimum amount of stress and test anxiety. Everyone has their own unique way of studying and getting ready for finals in college, but some methods are much more efficient and effective than others. By the end of the semester, you’ll know the instructor’s style of grading and what kind of test you should expect: a multiple choice test, an essay, a project, or a combination.
Each type of final requires a different approach of studying, but no matter what, there are always these steps to follow: first, organize your notes and schedule; next, prioritize each subject and how much time you should spend on each; and finally, study efficiently by managing your available time to get the most out of it.
Read more (including specific tips for exam preparation) at: The Campus Slate

New Report Finds Increase in Women Making Partner

2010-04-23T16:26:40-04:00

Project for Attorney Retention's Cynthia Thomas Calvert calls the increase "heartening" but adds, "celebration would be premature"

Nate Raymond
New York Law Journal
April 23, 2010
Law firms have made "significant advances" in promoting women to partner, according to a new report. Women made up 34 percent of their 2010 new partner classes, compared to 28 percent the year before, according to a recent report by the Project for Attorney Retention (pdf).

At nearly 20 percent of the firms tracked by the San Francisco-based non-profit, women comprised half or more of the new partner classes.

Sullivan & Cromwell and Weil, Gotshal & Manges topped the list with all-female U.S. partner promotions. On the flip side, 14 firms nationally had all-male U.S. classes, including Cleary Gottlieb Steen & Hamilton and Milbank, Tweed, Hadley & McCloy.

"The increase in the number of women promoted to partner is heartening," Cynthia Thomas Calvert, the group's director of research, said in a statement. But she added that "celebration would be premature." Women overall make up only about one-fifth of firm partnerships, she said. And the survey, she noted, made no distinction between equity and non-equity partners.
Read more at: Law.com

Gov. Crist vetoes controversial teacher merit-pay proposal

2010-04-15T16:12:07-04:00

Gov. Charlie Crist on Thursday vetoed a controversial, first-in-the-nation proposal to base teacher pay and job security on student test scores, in a dramatic conclusion to an issue that drew howls of protest from educators and parents across the state.

"SB 6 places teachers in jeopardy of losing their jobs and their teaching certificates without a clear understanding of how gains will measured, and without taking into account circumstances beyond the teacher's control," the Republican governor said, speaking to a packed room of reporters. "Teachers have an incredible impact on the lives of their students, but they are not the only influence."

Read more at: http://www.sun-sentinel.com/news/elections/fl-crist-merit-pay-veto-20100415,0,2863004.story