As lawyers enter the last quarter of the year, it is a common time to start considering lateral moves to other firms. This year’s hiring season, like many other events this year, is a bit unusual. For one, hiring will likely be conducted virtually. This can create new challenges for law firms and lawyers, who may carefully consider how to maneuver the lateral transition throughout the different stages. Below are some practical tips to consider during the lateral hiring process and integration.

The Interview Process

Social distancing measures and stay-at-home orders likely prevent workable in-person meetings and may prevent visitors from entering office buildings.

The interview process, however, serves as the most effective opportunity for both 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 environs and culture through interviews, and law firms are able to review the candidate to get a sense of whether they’re a “good fit.” The lack of physicality can create barriers that interfere with the ability to get a feel of the firm and lawyers.

Consequently, 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.

Many lawyers in this situation are taking unique steps to prepare for interviews in the virtual setting. Just as with other professional video meetings, it is helpful to review surroundings to make sure the background is appropriate for the setting. For interviewees, the virtual interview may be a basis to assess the candidate’s judgment. Good lighting, an appropriate background, and strong connectivity may impact the interviewer’s perception of the interviewee. It is also helpful to plan ahead to reduce the likelihood of disturbances. Inform family members or housemates of the interview schedule and remember to remain professional when addressing unexpected interruptions. Even though the interview is not in-person, full business-formal professional attire is still a must.

A virtual interview is still an interview. Although candidates may generally be experiencing “Zoom fatigue,” it is important to appear engaged, energetic and to showcase one’s personality. Lawyers can be cognizant of their body language, because without an in-person meeting, interviewers may be particularly attuned to perceived emotions. Also, remember to remain alert and professional and avoid other on-screen distractions. Lawyers may find it helpful to practice with a friend to get feedback on how well the candidate is presenting virtually.

The Onboarding Process

A lateral move already can have challenges in welcoming a new team member, but it may be especially difficult during a pandemic. Some firms are using unique remote training and integration steps. Firms may consider coordinating the start date of new hires to build a sense of camaraderie among those new personnel. This kind of planning can help to create a bond among new hires and serve as a way to reduce any feelings of isolation. In addition, some firms may implement comprehensive training and video meetings with different colleagues across the practice groups and firm. Firms may anticipate the needs of laterals and provide new hires with a directory of individuals that can provide assistance.

Firms can create a plan to ensure a smooth transition, even while new employees may continue to work from home. Many firms have created an onboarding portal that provides access to forms and directories. Firms may prepare and deliver office supplies and a technology package that includes a firm laptop, mobile device, computer monitors and/or docking station. If the firm grants limited access to the office, the firm may provide a building identification badge and assign a physical office working space. Finally, laterals should feel encouraged to take advantage of any provided resources and request any additional help.

Networking and Building Relationships

The lack of in-person firm events and daily face-to-face interactions may make it difficult for new hires to develop a connection with their peers. Firms may consider implementing mentorship or associate buddy programs and virtual small-group welcome lunches to allow for an easier transition. Virtual conferences and happy hours held exclusively for those who have joined the firm within the last year can provide an opportunity for new hires to congregate.

Firms may also initiate regularly scheduled firmwide meetings or virtual chatrooms with associates and superiors to foster business relationships and a rapport that may be difficult to develop from a distance. Laterals can also be proactive and reach out to others in a direct way beyond these firm-sponsored events. In this regard, laterals may consider using videoconferences to communicate with new colleagues (instead of simply phone and email) so that they can get to know more faces.

Patience is Key

Finally, it is helpful to remember that we are living through unprecedented times. Many firms may not be used to conducting a remote hiring process and others may have concerns about what the future will bring (and what economic pressures the firm may face in the future). 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.

Candidates and law firms alike can alleviate anxiety by mutually appreciating that the learning curve may be more steep because of the pandemic.