Warren Recruiting Welcomes Jennifer Witten Clearman, Esq.

Warren Recruiting is please to announce the addition of Jennifer Clearman to the Firm.

Jennifer is an experienced litigator with the inspiration to build teams that are synergistic and outcome-driven. She has worked in both large and small firm environments, and has had primary responsibility for recruiting, hiring and supervising associates and staff. Her experience gives her an authentic understanding of the issues and challenges addressed by employers when recruiting and hiring attorneys and staff.

Jennifer received her law degree from the University of Texas at Austin, and began her career in Los Angeles, defending international and domestic corporations in complex tort and commercial litigation. Upon moving to Houston, she expanded her litigation practice, working on both sides of the docket. Jennifer holds dual Bachelors degrees from Tulane University. She is active in the Houston community, including having served on the Board of Directors of The Junior League of Houston and overseeing numerous volunteer projects for local non-profit organizations. She has actively worked on boards of other organizations supporting education and the arts, including the Museum of Fine Arts, Houston and First Steps Montessori School.

Jennifer lives in Houston with her husband, Scott, a founding partner of the IP litigation boutique Clearman|Prebeg, and their two children. They enjoy traveling, collecting art and playing with their many pets, including their dogs, Jaxon and MacDuff.

Jennifer can be reached at Jennifer@WarrenRecruiting.com

Behavioral Interviews are Becoming a New Trend

According to Desiree Lebar, recruiting specialist at Warren Recruiting, behavior based interviewing is becoming more common. Often employers will consider a candidate's past performance as being the best predictor of future performance. So, rather than the typical interview questions on your background and experience, you will you need to be prepared to discuss detailed examples of your work experiences.

The best way to prepare is to think of examples where you have successfully used the skills you've acquired. Take the time to compile a list of responses to both types of questions. Itemize your skills, values, and interests as well as your strengths and weaknesses. Focus on and highlight what you can do to benefit the firm rather than just what you are interested in. Also prepare a list of questions you want to ask the interviewer. Remember, when you’ve gotten the opportunity to meet with a firm and participate in an interview, that means the firm already believes the experience reflected in your resume qualifies you for the position. Now, it’s your job to elaborate on your experience and convince them why you are the best candidate for them!

Have more questions? Ask Desiree Lebar.

Welcome Vanessa Vance

Warren Recruiting is pleased to announce the addition of Vanessa Vance, Esq.

Vanessa brings over two decades of legal industry knowledge and hands-on experience to Warren Recruiting. She is a graduate of Texas A&M University and South Texas College of Law, having received Distinguished Student and Dean's List honors at both. Vanessa worked her way from associate to partner where she was responsible for the hiring and management of a large team of support staff and associates, as well as an enormous docket of active litigation files. She has a real-world, first-hand perspective as to the innate issues related to being an associate and partner in various-sized law firms, and this insight makes her well-equipped to successfully assist clients and candidates seeking both attorney and partner placements.

Vanessa has been a frequent speaker at many CLE seminars. She is a certified mediator and a member of the State Bar of Texas. In addition, she is a Fellow of the Texas Bar Foundation, Houston Bar Foundation and Litigation Counsel of America, and a member of the College of the State Bar of Texas. Vanessa was previously named Texas Rising Star by Law & Politics & Texas Monthly Magazine and One of Houston's Professionals on the Fast Track by Houston's H Magazine.

Vanessa resides in Houston with her husband and two sons, and Golden Retriever Power Princess Dominique. They enjoy all outdoor activities, especially biking, snow skiing, boating, baseball and traveling.

How can Vanessa help you upgrade your career?

Saying Thanks!

Many candidates ask if a thank you note really makes a difference. The answer is definitively “Yes.” A note is important because it shows the interviewer a sincere appreciation for their time and consideration, and it gives you one more opportunity to stand out amongst a sea of competition. The note should not be too long, a few sentences will due. Express your gratitude and reiterate something you discussed in the interview. If you had something in common with the interviewer or learned about something he was interested in mention it in the note. If they told you about a really exciting case or deal they worked on reiterate how interesting it was to hear about. The note should be professional in tone but it does provide you an additional opportunity to establish a personal rapport.

The big debate these days is whether a note should be emailed or handwritten. A hand written note will really stand out in an interviewer’s mind. So few people bother these days, so it can be a great point of differentiation. However, in our world of instant communication the note really needs to be put in the mail the same day as the interview. In some instances, such as when it appears that a decision might be made in the next day or so, go ahead and send the notes by email. You don’t want to miss this opportunity to make one last positive impression. Sincerity shines through!

Check out this recent article that shows what a few industry folks have to say about the note….
http://www.chron.com/disp/story.mpl/business/7510708.html

Have other questions? Ask Lori Black

It’s all about First Impressions

The interview process can be very scary and nerve racking at times, but making a good first impression can go a long way to a smooth and solid job offer. After submitting your resume and talking to a recruiter about all the jobs out there, you finally have the chance to meet a hiring manager face to face for an interview. I can’t tell you how many times, I have had hiring managers come back to me and tell me that only reason they aren’t moving forward is that candidate wasn’t professional and made a bad first impression.

When planning your time schedule for a first interview, always leave a buffer of 15-30 minutes for anything that could go wrong (i.e. street closures, accidents, flat tires, dead battery, long lines, no parking spaces, you just get lost). Next, always assume that you will meet a few people that you weren’t aware of prior to the interview and be prepared. Have multiple clean copies of your resume for them to know a little about you. The most important thing you can do, is make sure you are dressed professionally! Have on a clean, dark suit with a crisp white shirt and solid tie with brown or black socks and well polished shoes, gentlemen. Ladies, I recommend a dark pants or skirt suit for you. I know this seems silly, but I actually had an individual not get a job because he wore his “lucky” bright red cowboy boots to meet the board of directors. Hiring manager look at everything! Finally, make sure you have done a little research on the company. You want to ask smart and insightful questions about this organization as well as let them know that you are invested in this process by knowing a little about them.

I know how stressful first interviews can be and if you follow these tips, you’ll make a great first impression and it might just be a bit easier. At the end of the day, you only can control so much in the hiring process, but making a good first impression is all on you!

For More information about interviewing or new opportunities, contact Warren Recruiting.

Saying Goodbye

Resigning is never easy. When you have worked for a firm or compnay for a number of years it is likely that you have formed many close relationships. It can be an emotional process and a job change is pretty high up there on the stress chain. However, it is crucial to your career that you handle your resignation as professionally as possible. The legal community is relatively small and it is highly likely that you will continue to encounter these colleagues throughout your career.

Be sure to be gracious towards your former employer for the opportunities they have provided for you. Keep your communication concise and positive. Two weeks’ notice is customary but also prepared for the possibility that they may want you to move on sooner, particularly if you have been working on confidential matters. On rare occasion a firm will ask you to stay on to finish a matter. This is a very challenging scenario as your new employer is likely to be in need of help. Try to reach a compromise with your current employer to help maintain the relationship but professionally speaking it is best to move on.

Be sure to take the time to speak with as many of your former colleagues and staff before you move on. Express your sincere gratitude for the opportunity to have worked together. Leave on a positive note…. You never know where your next case or deal may come from!

If you have questions about how to leave on a high note or would like to learn about new opportunties - contact Lori Black with Warren Recruiting, Inc.

The Importance of References

Inevitably, when you’re searching for a job you will be asked to provide references. Employers call references for several reasons, including to make sure the things listed on their resume are actually true (i.e., work responsibility, job title, dates of employment), to learn about the circumstances of their leaving the job and to learn what kind of employee they really were. Your job is to make sure that the references you provide don’t sabotage your opportunity for the new job. The bottom line is you must be thoughtful and chose your references carefully.

It is equally important however to realize that many times prospective employers will take it upon themselves to ask references, even if you do not specifically provide them. The legal community is a small enough community that often times employers will know someone at your current or previous firm and will make a casual inquiry on their own. It is another reason it’s important to never burn bridges and always strive hard to work hard, do a good job and leave a good impression.

Step One: Chose wisely. Think about whom you’ve worked with in the past that you’ve had a great experience with, that knows you as a person and that also knows your quality of work. Do not use someone who has only worked with you on few projects, that has given you poor feedback in reviews or that only knows you as a commodity interchangeable with other people they work with. You may ask current or former bosses, law school professors or co-workers to serve as a reference but it’s not a good idea to use someone who is merely a friend or family member.

Step Two: Make the call. Call each person you would like to serve as a reference in advance of providing their name and ask them if they feel comfortable and are interested in serving as your reference. You must ask them if they would speak favorably and in detail about your performance at work. If you don’t clearly ask if their review of your performance would be positive, you may be surprised with what negative things they end up saying. Do not use email to ask someone if they will be your reference. When you ask, if the person sounds uninterested, curt or short, it may be better to find a different reference.

Step Three: Be Appreciative. Your reference is doing you a favor- don’t lose sight of that. Make it easy for them to serve as your reference by being specific about what type of role you are interviewing for and who may be calling them. Thank them for their time and assistance. And update them if you do or don’t get the job so they don’t think they wasted their time.