About
Offering an exceptional Summer Associate program and finding the right candidates for it is the key to reducing turnover and maintaining a strong reputation which leads to increased profitability.
When a summer associate is hired as a junior associate, it is a great feat. However, often times the new associate will leave the firm within only 2 years of joining. The turnover results in exorbitant costs to the firm due to the amount of money that is spent recruiting, training, and entertaining new associates.
What actions can your firm take to effectively hire the right summer associates who will ultimately return as associates after graduation and stay with the firm for longer than 2 years?
In effort to avoid the loss of time and financial resources your firm may experience, American Conference Institute brings you this publication from our one-of-a-kind event - the 2nd Annual Summer Associate Program Development Conference! It will thoroughly address all aspects of the summer associate program. Featuring a speaking faculty comprised of the industry's greatest recruiters from some of the nation's top-ranked law firms, this engaging agenda provides only exceptional strategies and realistic solutions for proper hiring and future retention of summer associates.
About
Offering an exceptional Summer Associate program and finding the right candidates for it is the key to reducing turnover and maintaining a strong reputation which leads to increased profitability.
When a summer associate is hired as a junior associate, it is a great feat. However, often times the new associate will leave the firm within only 2 years of joining. The turnover results in exorbitant costs to the firm due to the amount of money that is spent recruiting, training, and entertaining new associates.
What actions can your firm take to effectively hire the right summer associates who will ultimately return as associates after graduation and stay with the firm for longer than 2 years?
In effort to avoid the loss of time and financial resources your firm may experience, American Conference Institute brings you this publication from our one-of-a-kind event - the 2nd Annual Summer Associate Program Development Conference! It will thoroughly address all aspects of the summer associate program. Featuring a speaking faculty comprised of the industry's greatest recruiters from some of the nation's top-ranked law firms, this engaging agenda provides only exceptional strategies and realistic solutions for proper hiring and future retention of summer associates.
Contents & Contributors
REVITALIZING YOUR SUMMER ASSOCIATE PROGRAM TO IMPROVE
YOUR FIRM’S REPUTATION AND OPTIMIZE THE RETENTION
OF FUTURE TALENT
Donna J. Nolan, Buchanan Ingersoll & Rooney PC
DEVELOPING UNIQUE AND BENEFICIAL SUMMER ASSOCIATE
TRAINING PROGRAMS
Sarah E. Coyne, Quarles & Brady, LLP
DIVERSITY HIRING: BUILDING A DIVERSE SUMMER ASSOCIATE CLASS
Kristen C. Koppel, Adams and Reese LLP
Julieta Wiley, Fenwick & West LLP
CLOSING THE GENERATION GAP BETWEEN TODAY’S SUMMER
ASSOCIATES TO THE FIRM’S MORE TRADITIONAL BABY BOOMER PARTNERS
Patricia A. Widdoss, Esq., Young Conaway Stargatt & Taylor, LLP
Julie Miles, Dickstein Shapiro LLP
CREATING A MUTUALLY BENEFICIAL AND PRODUCTIVE WORK
EXPERIENCE FOR YOUR SUMMER ASSOCIATES AND THE ENTIRE LAW FIRM
Elizabeth F. Breslow, Wachtell, Lipton, Rosen & Katz
REJUVENATING YOUR SUMMER ASSOCIATE PROGRAM CALENDAR
Stacie B. Pugh, Morris, Manning & Martin LLP
UNIQUE RECRUITING TECHNIQUES: IDENTIFYING AND ATTRACTING
THE BEST SUMMER ASSOCIATES FOR YOUR FIRM TO CUT-DOWN ON
TURNOVER LATER
Sarah K. Cannady, Thacher Proffitt & Wood LLP
BEATING THE GRADE TO RECRUIT WELL-ROUNDED CANDIDATES
Christina Kunz Fox, Skadden, Arps, Slate, Meagher & Flom LLP
REMAINING COMPETITIVE: NYC FIRMS, AND THE REST OF THE COUNTRY
Bobbi Shoemaker, Vorys, Sater, Seymour and Pease LLP
Publication Details