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There are already hundreds of perfectly good articles with "top tips" for video interviewing. Most focus, and correctly so, on trying to just normalize the process through proper attire, posture, background, etc. For solid general tips that include a few less obvious technical suggestions, I recommend this one.

To be clear, we all absolutely HATE video interviewing. Outside recruiters like me, internal HR folks, and especially the actual hiring manager CEOs and GCs … none of us want this. And so a strong preference to wait for the traditional process has become an added reason, beyond macro conditions, to kick the hiring can down the road.

Interviews are only proceeding in two situations: 1. A GC is rushing to fill an already open position, in order to get a hire made while headcount is still authorized. These are the smartest and best GCs, by the way. They understand the urgency and are willing to act on it. 2. A new corporate need arises that is strategically imperative and will move forward regardless of macro conditions, in some cases even because of them. An unexpected GC departure could certainly trigger an expedited executive search, for example.

You can use that urgency to your advantage. More than ever, the candidate who presents as game ready will win. What does that look like specifically for in-house counsel, above and beyond general recommendations that could apply to anyone? I challenged myself to take a stab at that question and came up with these three. Here goes:

Tip One specific to in-house counsel: Give examples of past success demonstrating your readiness to help now. This might include a contract that you re-negotiated in the face of changing business conditions. If you have helped secure insurance payments after an insurer initially balked at paying a claim, offer the details of that experience. Have you drafted and filed 8-K reports in the face of changing conditions in-between regular quarterly filings? Whatever your specialty area(s), you can probably offer an example of how you responded to an unexpected condition and added value.

Tip Two specific to in-house counsel:  Let it be known that you have good traffic cop skills, and give examples. New workplace rules related to social distancing and safety are already taking shape quickly. No GC really wants to get into the weeds of those details. Let it be known that you have a history of collaborating well with HR, and that you can be the law department liaison on these important policies. You can counsel HR on evolving government regulations, and you can be the fair but stern voice when worker complaints inevitably rise—either directly or via confidential hotlines.

Tip Three specific to in-house counsel: I'm cheating a little here, because this tip applies beyond the law department. But it especially applies to lawyers. Be the beacon of calm and reason. All good lawyers project confidence and competence, especially in the face of anything that can feel uncertain or fearful. You must convey this quality in the video interview. You must present yourself as a problem solver who adds value, and not as a work-in-progress talent seeking a job.

Mike Evers recruits attorneys for corporate legal departments throughout the United States. Visit www.everslegal.com. His firm also offers experienced in-house counsel to companies on an adjunct basis.