Whether you`re hiring a lawyer, paralegal, or senior management assistant, criminal background checks are essential in the hiring process. Our screening services ensure that you get a complete criminal history. Editor`s Note: This is Part II of a three-part series on the timeline of a lateral associate move and the final episode in a series of articles from Lateral Link`s team of experts. Abby Gordon is a Senior Director in the New York office, where she focuses on finding partners, consultants and associate candidates for law firms and in-house. It focuses mainly on the markets of New York, Boston and Europe. Abby holds a J.D., Laude, georgetown University Law Center and a B.A. in Government and Romance Languages, Magna Laude, from Dartmouth College. Prior to recruitment, Abby spent seven years as a partner at Cleary Gottlieb Steen & Hamilton LLP, where she focused on capital markets transactions for Latin American clients in New York and, over the past five years, on European clients in Paris, France. She regularly participates in professional and career panels and has published numerous articles offering career advice and following trends in the legal market (links to these can be found on her LinkedIn profile). She is a member of the new York, Massachusetts and Maine bars. Abby is fluent in French and Spanish and enjoys trying her hand at Portuguese and Italian. Note that conflicts are rarely an issue for non-litigants, but they can be problematic or at least cause delays for litigants or patent attorneys.

If you`re working on potentially problematic issues, you can ask the company to look for those conflicts early in the process so you don`t waste everyone`s time and unnecessarily raise your hopes when a conflict arises. Occasionally, a company will ask a candidate if they have been detrimental to certain clients before agreeing to an initial round of interviews. Some may be surprised to learn that employers sometimes conduct background checks that include concerns about tax or financial liability. More and more employers are extracting credit reports for candidates to learn more about your financial transactions. However, the potential employer conducting the background check may not assess the claim as impartially. We know how busy the day-to-day tasks are for companies, and trying to select each candidate on their own is a timely process. When you hire Barada Associates, we do all the heavy lifting for you. What sets us apart from the competition is our honest initial price, fast turnaround times and quality of work.

The written letter of offer may indicate the date on which you must accept. Even if this is not the case, it is standard to respond within 7 to 14 days. Under no circumstances should you let the communication between you and the company expire during this period. Keep the company (directly or through your recruiter) informed when you plan to give them an answer, and let them know if you have any questions or want to talk to others before making your decision. Do not mislead the company, but convey your enthusiasm for the offer. A company can make an offer immediately after the last round of interviews, but it is more common for partners to meet to decide whether or not to make an offer. Sometimes an offer is delayed because the company discusses the class year or salary at which it will make the offer. It is also common to receive a call from a partner who makes an oral offer before receiving a written letter of offer.

Be prepared. Know how you will respond before you receive the quote call. It can be helpful to discuss your answer with your recruiter or even repeat it when you`re on site to make sure you`re conveying the right tone. Contacting a candidate`s references is a great way to learn more about a candidate. References often reveal more information about a candidate from an external background check company than from a hiring company. In today`s highly competitive job market, it is also important to check whether the references listed are actually real people and not fake ones. After accepting your offer, the company will conduct background and conflict checks. We are all familiar with the general concept that an employer is responsible for the misconduct of its employees during work in many circumstances. One of the theories that liability may be imposed on the employer arises from cases where an employer has not conducted or even conducted an adequate background study of the employee`s qualifications and background prior to hiring.

While it may seem simple in many contexts, the water is obscured when this concept enters the realm of hiring by law firms, especially when companies hire experienced lawyers. In terms of negligent hiring, surprisingly, many “large law firms” and some experts believe that the standard that law firms should meet when hiring lawyers is defined by habit and practice. In other words, if they follow the same procedures as other law firms when hiring employees or new lateral entrants, the firm has fulfilled its duty of care and should not be held liable for negligent hiring.

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