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Maximizing Law Firm Profitability: Hiring, Training and Developing Productive Lawyers shows you how to manage your own practice and how to develop the potential of the people reporting to you.
Whether you're managing a small law practice or directing a large firm, Maximizing Law Firm Profitability: Hiring, Training and Developing Productive Lawyers by Debra Forman delivers essential tools to boost your firm’s efficiency and success. Authored by a leading expert in law firm management, this fully updated and practical guide offers clear, strategic advice for legal professionals aiming to optimize performance and productivity at all levels. Revised twice annually to stay current with evolving trends and industry standards, this resource explores the core components of sustainable law firm growth. It provides guidance on creating a tailored roadmap for success, implementing effective hiring and onboarding systems for summer associates, lateral attorneys, and partners, and designing robust development programs for legal talent across all career stages. It also covers best practices for social media use, introduces consistent methods for performance evaluations and promotions, and highlights the importance of cultivating strong personal brands. Additional focus is given to delivering outstanding client service, enhancing communication through delegation and feedback, and strengthening relationships both within the firm and with clients. This guide serves as an indispensable resource for any legal leader committed to building a dynamic, successful, and profitable practice.
Updated as needed—no extra charge for updates during your subscription.
SKU | 614ONL |
---|---|
Division Name | LJP |
Volumes | 1 |
Product Types | Books |
Brand | LJP |
Jurisdiction | National |
ISBN | 978-1-58852-053-1 |
Page Count | 0 |
Edition | 0 |
Table of Contents
CHAPTER 1
Defining Profitability: Your Blueprint for Success
§ 1.01 Introduction
§ 1.02 Defining Profitability
[1] Legal Talent
[a] SummerAssociates
[b] Defining theOCI Process
[c] Associatesand Lateral Associates
[d] Counsel
[e] Partners
[f] ManagingPartner
[g] Rainmakers
[h] ServicePartners
[i] LateralPartners
[j] SpecialCounsel
[2] Practice Areasand Practice Group Leadership
[a] PracticeGroup Leadership
[b] PracticeGroup Leader Responsibilities
[3] FirmLeadership
[4] EvaluationProcesses
[5] CareerDevelopment
[6] LawyeringSkill Development
[a] FormalTraining
[b] InformalTraining
[7] ProfessionalDevelopment
[8] Business andClient Development Focus
CHAPTER 2
Summer Associates and Lateral Associates: MaximizingProfitability Through Effective Hiring
§ 2.01 Introduction
§ 2.02 HiringSummer Associates
§ 2.03 FollowingNALP Guidelines
§ 2.04 NALPPrinciples and Standards
§ 2.05 ASystematic Approach to Summer Associate Hiring
§ 2.06 DefiningYour Hiring Criteria
[1] Skills
[2] PersonalQualities
[3] Behaviorsand Values
§ 2.07 ApplyingHiring Criteria in Entry-Level Recruitment Process
[1] ReviewingResumes
[2] EffectiveInterviewing Skills
[3] EvaluatingStudent Candidates and Making Offers
[4] TrackingRecruiting Statistics
§ 2.08 TheBehavioral Interview—Keys to a More Effective Recruitment Process
§ 2.09 AssociateLateral Hiring
§ 2.10 TheInterview Process
[1] EnsuringConfidentiality
[2] ChoosingYour Interview Teams
[a] InitialInterview Team
[b] CallbackInterview Team
[c] Follow UpInterview Team
[3] Goals forEach Interview Phase
[4] GatheringEvaluative Information
§ 2.11 WorkingEffectively with Search Firms
§ 2.12 Diversityand Recruiting
§ 2.13 Sample JobDescriptions for Law Firm Recruiting Professionals
[1] LegalRecruitment Director
[2] LateralRecruitment Director
[3] AttorneyRecruiting and Development Coordinator
CHAPTER 3
Lateral Partners: Maximizing Profitability ThroughEffective Training
§ 3.01 StrategicPlanning for Bringing in Lateral Partners
§ 3.02 InternalPlanning for Onboarding Laterals
§ 3.03 Choosing aTeam to Oversee the Process
§ 3.04 Responsibilitiesof the Committee
[1] Recruitment
[2] DueDiligence
[3] Integration
§ 3.05 SelectionCriteria
[1] The “What”Criteria
[2] The “WhyCriteria
[3] The “Who”Criteria
[4] PersonalQualities and Cultural Fit
[5] Next Steps
§ 3.06 TheLateral Partner Recruitment Process
[1] InternalDiscussions
[2] ProfessionalLegal Search Firms
[a] ContingentSearches
[b] RetainedSearches
[3] Advertising
[4] SamplePartner Candidate Selection Criteria
[a] PracticeConsiderations
[b] CulturalConsiderations
[5] Determiningthe Materials that Each Candidate Will Be Asked to Submit
[a] ProfessionalResumes/Curriculum Vitae
[b] Lists ofRepresentative Engagements
[c] Client Lists
[d] Three Yearsof Billing/Collection Figures
[6] BusinessPlans
[a] Permissionsto Conduct Background or Credit Checks
[b] References
§ 3.07 TheInterview Process
[1] CandidateConsideration
[a] Expectations
[b] Respect andHonesty
[c] Responsiveness
[2] Screeningthe Applications
[3] The InitialInterview
[4] Follow UpInterviews
[5] DecisionMaking Factors
[6] CompensationIssues
[7] ChoosingTitles for Lateral Hires
[8] FinalMeeting
[9] CheckingReferences
§ 3.08 EvaluatingPortable Client Relationships and Revenues
[1] Overview
[2] VettingLateral Partners’ Portable Relationships
[a] ProductionValues and Stage Setting
[b] Steps to VetPotential Lateral Practices
[i] Endorsement
[ii] Goal Accomplished Assessment
[c] Vanishing Act: Now You See It
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