In last month's first online exclusive career advice column, “Playing the Corporate Game,” I discussed the importance of following internal political etiquette while climbing the corporate ladder–build consensus and don't end run colleagues. If you are an outsider seeking to join an organization, however, the winning approach is quite different. Specifically, you must overcome the mother of all corporate red tape buffers–the human resources department.

Let's say you want to join the fictitious in-house legal department at Acme Corp. Either Acme has an active opening in its legal department, or it does not. What follows is a “how to” approach for each scenario.

If Acme has posted an opening on its Web site or an online jobs board, any response will go to a person who probably holds some variation of a human resources title. This individual reviews thousands of resumes per year, mainly for positions that have nothing to do with the legal department. His or her unwritten job description is this: keep job applicants as far away as possible from actual decision-makers or, in HR terminology, “hiring managers.” Unfortunately, the HR person is ill-equipped to properly screen for attorney credentials. In other words, they do not know the difference between Kirkland & Ellis and the law firm of Evers & Evers.

Take a two-pronged approach. First, respond as directed by the posting. Edit your resume to focus on bullet-point experiences that match up with the job description. The HR person will look for buzz words. If salary history is requested and you are coming from an in-house legal department, give the information. If you are coming from a law firm, write this: “Law firm compensation is structured differently than companies and cannot be compared easily, please call to discuss.” No HR person understands why someone would willingly take a pay cut to go in-house, so you will not get called for an interview if you are with a law firm and give your salary history. If your title, years of experience and bullet points all match the job description, you may get called by HR for an interview.

Second, but more important, identify the general counsel and send a copy of your resume directly to the GC. In a brief cover letter, state:

“I have applied to the posting on your Web site. Please consider my credentials and skill set. (Add a line or two about why you would bring value to the legal department at Acme.) If you like the enclosed resume, please relay your thoughts to the recruiter in charge of scheduling interviews for this opening.”

No GC in America will be offended by your approach. If the GC likes the resume, he or she will act on it.

Hiring the right talent is critical to the success of a general counsel, and GCs understand the limitations of HR as a screening mechanism. Therefore, most GCs will look at a resume, and because they see so many, they can tell pretty quickly if yours is on the mark. If Acme has a large legal department and the position reports to an assistant general counsel, then the general counsel will usually forward your letter to the right “hiring manager.”

A second scenario is one where there is no opening in the legal department at Acme but you still wish to apply for a position. Frankly, that's an easier situation, because you simply avoid human resources completely. However, be realistic and think long term. It is rare, and becoming rarer, to see a company hire in the absence of a pressing need accompanied by an approved opening. The realistic goal is to get in the door and become known to the general counsel so that you are well-positioned when an opening arises.

Do you know someone at a senior level within Acme, either in the executive suite or one of the business units? If so, try to leverage this relationship into a personal introduction with the general counsel. If an in-person meeting is not possible, ask if your contact is willing to present a resume on your behalf. As a secondary option, you can always send your resume directly to the GC with a simple cover letter. Cover letters should be short, as GCs are turned off by the puffery of a wordy letter. The resume, however, can be two or three pages. A good general counsel wants substance and will appreciate a resume that demonstrates how you might add value to the team.

Mike Evers recruits attorneys for in-house legal departments throughout the country. He can be reached at (888) 324-0154 or via www.everslegal.com.

In last month's first online exclusive career advice column, “Playing the Corporate Game,” I discussed the importance of following internal political etiquette while climbing the corporate ladder–build consensus and don't end run colleagues. If you are an outsider seeking to join an organization, however, the winning approach is quite different. Specifically, you must overcome the mother of all corporate red tape buffers–the human resources department.

Let's say you want to join the fictitious in-house legal department at Acme Corp. Either Acme has an active opening in its legal department, or it does not. What follows is a “how to” approach for each scenario.

If Acme has posted an opening on its Web site or an online jobs board, any response will go to a person who probably holds some variation of a human resources title. This individual reviews thousands of resumes per year, mainly for positions that have nothing to do with the legal department. His or her unwritten job description is this: keep job applicants as far away as possible from actual decision-makers or, in HR terminology, “hiring managers.” Unfortunately, the HR person is ill-equipped to properly screen for attorney credentials. In other words, they do not know the difference between Kirkland & Ellis and the law firm of Evers & Evers.

Take a two-pronged approach. First, respond as directed by the posting. Edit your resume to focus on bullet-point experiences that match up with the job description. The HR person will look for buzz words. If salary history is requested and you are coming from an in-house legal department, give the information. If you are coming from a law firm, write this: “Law firm compensation is structured differently than companies and cannot be compared easily, please call to discuss.” No HR person understands why someone would willingly take a pay cut to go in-house, so you will not get called for an interview if you are with a law firm and give your salary history. If your title, years of experience and bullet points all match the job description, you may get called by HR for an interview.

Second, but more important, identify the general counsel and send a copy of your resume directly to the GC. In a brief cover letter, state:

“I have applied to the posting on your Web site. Please consider my credentials and skill set. (Add a line or two about why you would bring value to the legal department at Acme.) If you like the enclosed resume, please relay your thoughts to the recruiter in charge of scheduling interviews for this opening.”

No GC in America will be offended by your approach. If the GC likes the resume, he or she will act on it.

Hiring the right talent is critical to the success of a general counsel, and GCs understand the limitations of HR as a screening mechanism. Therefore, most GCs will look at a resume, and because they see so many, they can tell pretty quickly if yours is on the mark. If Acme has a large legal department and the position reports to an assistant general counsel, then the general counsel will usually forward your letter to the right “hiring manager.”

A second scenario is one where there is no opening in the legal department at Acme but you still wish to apply for a position. Frankly, that's an easier situation, because you simply avoid human resources completely. However, be realistic and think long term. It is rare, and becoming rarer, to see a company hire in the absence of a pressing need accompanied by an approved opening. The realistic goal is to get in the door and become known to the general counsel so that you are well-positioned when an opening arises.

Do you know someone at a senior level within Acme, either in the executive suite or one of the business units? If so, try to leverage this relationship into a personal introduction with the general counsel. If an in-person meeting is not possible, ask if your contact is willing to present a resume on your behalf. As a secondary option, you can always send your resume directly to the GC with a simple cover letter. Cover letters should be short, as GCs are turned off by the puffery of a wordy letter. The resume, however, can be two or three pages. A good general counsel wants substance and will appreciate a resume that demonstrates how you might add value to the team.

Mike Evers recruits attorneys for in-house legal departments throughout the country. He can be reached at (888) 324-0154 or via www.everslegal.com.