Each spring, hundreds of Canadian law firms roll out the red carpet to welcome students who they have invited to “summer” with them, as many say on their websites.
Over a busy summer that will likely make or break their bid to become a lawyer, students face numerous challenges in a legal corporate or government environment that is new to them. They need to quickly convince lawyers they can take on files to gain the experience they need. They must build relationships with their peers and the firm’s associates and administrative and technical support teams on whom they must rely to orient them in their new environment. Even wardrobe requirements become stricter as university life quickly becomes a memory.
The “firm” in which they will work may be a newly established or venerable law firm with roots in the 19th century, a sole practitioner’s practice, a company’s legal department supporting in-house counsel, a government department or ministry, or a legal clinic operating on a low budget.
Law students have faced a long and testing road, which offers little room for missteps.
Sink or Swim?
Many law firms walk a fine line as they try to make the most of their investment in their summer students. First, they need the students to help get the work done during holiday time (which is a major reason for hiring summer students) and the firm wants to ensure the students are mentally prepared to perform to the best of their ability, thus providing their employers a peek into their future potential value to the firm.
Aside from brief on-campus and in-firm recruitment interviews, recruiters aren’t really sure how students will deliver under “real” conditions when work is assigned and the pressure is on. The “sink or swim” approach is not an ideal way to measure a student’s current and future value, but realistically remains the best way to assess it.
Summer students are thrust into a new environment where they have to make a good first impression that will stay with them throughout their time with the firm, choose appropriate ways and times to have their voice be heard, earn the respect of colleagues, and ensure a positive beginning to their fledgling law career.
On top of it all, each firm prides itself on its unique culture, which students must navigate throughout their stay as they learn and make a tangible contribution to the life of the firm.
Build a Mutually Beneficial Relationship
As a law firm, your investment of time and money represents a huge opportunity for the student. And vice versa. Both parties are making an effort and betting they will gain from the experience.
Here are three ways law firms can maximize the return on their investment in first year summer students. You most likely have an existing program set out well in advance, and you can adapt the following strategies to enhance the work you are already doing.
#1: Communication skills workshop: Hold a tip-filled interpersonal communications skills workshop (with role playing) that will help students brush up on their listening, conversational, and relationship building skills. There is a leap between the university and corporate world where robust real-time, face-to-face conversations in meetings with clients, lawyers, and associates trumps digital ones. Since every firm has its own culture, workshops with role playing helps them understand their role in the culture faster, thus earning the trust of their peers, associates, and lawyers who will be more likely to give them work and responsibility.
The advantages of this exercise include the creation of trust among colleagues as each gets to “walk in the shoes” of the other. It’s a great team-building exercise and can be a lot of fun if the participants are encouraged to “get into role” and enjoy the experience.
Tip: Consider bringing in a third-party facilitator who has experience working with summer students at law firms and can draw on road-tested and customized material. A fresh, experienced face can add to the workshop while still giving the summer student professional development director a chance to add ideas and participate.
#2: Build a group of self-starters: Encourage students to reach out to associates and lawyers with questions or requests for file work. By offering practical tips about making a positive first impression on associates and lawyers, these groups will be more inclined to give them files to work on and create a win-win for both parties.
It also opens up opportunities for dialogue that might further enhance the current corporate culture. The more engaged students, associates and lawyers are with one another, the greater the chance for profitably managing client files and encouraging internal process improvements and collaborative problem solving.
Tip: Ensure summer students understand the proper etiquette when it comes to interacting with colleagues as well as clients. A well-written welcome handbook will start them on their way to mastering all of the tips and tricks they need to succeed at your firm and in their career.
#3: Develop a mentorship program: Help them to get used to their new environment with mentoring and other opportunities available to them. Make them feel comfortable flagging any concerns they have before they become issues. Ongoing mentoring that involves weekly or daily check-ins that meet the scheduling needs of the firm and students is a practical way to build trust and ensure orientation and work schedules are kept on track.
Tip: Setting up an in-house mentorship program that encourages full participation of lawyers, associates and students will not only help your current students, but it will also make your summer student positions more coveted in the community.
This article was originally posted on LinkedIn.
