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Edward Wiest
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This may have some value in focusing interviews on the employer side while providing some information to students about their prospects. To me, this will not cure the principal problem with the recruiting process--the fact that candidates (even with Above the Law, Vault and AmLaw resources unavailable when I was a student) for BigLaw jobs operate in an information vacuum when it comes to choosing where to apply, much less work. Is it rational to choose a workplace for a period of no less than three years on the basis of (maybe) three to six hours of conversations with the prospective employer providing most of the information? (I did). JD Match will do nothing to change that side of the equation. There are a lot of things wrong with the recruiting process. JD Match could eliminate some pointless interviews, with some benefit to all. It will do little to solve the problem of how relatively naive law students are to choose between firms of widely varying--and often opaque--cultures in a process where little hard information is available even now, and any data provided will likely become obsolescent between the time a commitment is made (as early as the fall of the 2L year) and full time work commences (if at all) the fall following graduation.
I'm too hidebound not to combine the verb "practice" with the noun "law" but the idea that lawyers must innovate in tandem with clients is hardly new. J.P. Morgan (in modern terms, a "financial innovator" of about 100 years ago) once said: Well, I don't know as I want a lawyer to tell me what I cannot do. I hire him to tell how to do what I want to do. (See ). [I once heard the lawyer in question was Elihu Root, but I can't prove it for now].
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. . . it is as craftsmen that we get our satisfactions and our pay . . . . Learned Hand, 1962
Toggle Commented Mar 22, 2010 on Art and labor at The Client Revolution
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