To evaluate its policies and procedures for associate recruiting, career development and profitability, a firm must take stock of its current recruiting and associate career development program, assess its future needs and set in motion a unified plan that involves all components of the organization.
For all intents and purposes, the actual planning for the profitable use of an associate begins before the associate is hired. Appropriate recruiting and career development systems should be set in place before the associate steps through the firm’s door.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
