Tag Archives: employees

Mid-Year Law Firm Management Update: Tackling Scandal, Suspicious Activities & Compliance Issues In 2016

The U.S. Presidential election has been drowning out once-were headlines: Obama’s nomination of Judge Merrick Garland to the Supreme Court in March, Amber Heard and Johnny Depp’s divorce depositions, and the Panama Papers, to name a few. As for the latter, the matter has made a news-cycle comeback. This week, federal prosecutors launched a criminal investigation into whether or not employees of Mossack Fonseca & Co., the law firm named in the scandal, knowingly helped its clients launder money or evade taxes, according to The Wall Street Journal.

The Panama Papers, for those who have forgotten, revealed a myriad of shell companies and offshore accounts for some wealthy and prominent people, including at least dozens of Americans.

Although federal prosecutors have reportedly already investigated suspects connected to dealings at Mossack Fonseca—and the firm, itself, denies all wrongdoing—prosecutors would have to prove lawyers at the firm actually knew (or turned a knowing blind eye to) the illegal activities conducted by clients.

Unlike banks, however, law firms are not required to perform stringent money-laundering detection services to better understand and identify the source of a client’s money. In fact, since shell companies in the Caribbean, for example, are sources of legal tax reduction, it will be difficult to separate the tax-code savvy from tax-code shifty.

In an April interview with The Wall Street Journal, when the Panama Papers were released, Jürgen Mossack, a co-founder of Mossack Fonseca, said the firm uses intermediaries to help set up shell companies, and stated outright that the firm does not typically know what the companies are used for.

“If we detect suspicious activity or misconduct, we are quick to report it to the authorities,” the firm’s website reads, according to The Wall Street Journal.

“Similarly, when authorities approach us with evidence of possible misconduct, we always cooperate fully with them.” 

The extent of Mossack Fonseca’s liability is uncertain. But while 2016 is coming to end, not so for the number of scandals the year will offer.

In fact, in just the latter half of 2016, there has been a lot of activity—FLSA changes, NLRB lawsuits, states legalizing marijuana, LGBT focus, and paid sick leave and domestic violence leave laws passing around the country.

When’s the last time your employee handbook was updated?  Was it within the last six months? No? Then your handbook is a liability.

If your handbook contains the wrong language, if it’s filled with outdated content, or if you don’t enforce it consistently, you could find yourself facing a myriad of employment-related lawsuits.

Your policies are the front-line of your defense against legal action from your workforce. The language you use, and the provisions you include, can make or break a lawsuit — and may even stop disputes before they arise.

Take C4CM’s webinar, “Employee Handbook Mid-Year Updates: 2016 Compliance Alerts, Rules & Regulations, Policies & Procedures,” on Tuesday, August 16, 2016 from 2:00 PM To 3:15 PM Eastern.

With the recent onslaught of new rules and regulations, you need to make sure your handbooks don’t land you in hot water. This information-packed webinar focuses on the top areas to update now, including:

  • EEO rules and recent NLRB rulings
  • Social media policies
  • ACA and benefits
  • Workplace violence
  • Legalization of marijuana
  • LGBT employees
  • Paid sick leave laws
  • BYOD (bring your own device) policies

Plus, seasoned employment law attorney, David C. Whitlock, will share best practices on updating your employee handbook to minimize your liability and protect your organization and your employees.

  • Crucial elements and policies that your handbook must include, and guidance for other components to consider
  • Get the latest in federal laws and regulations that require employee handbook updates
  • Beyond fashion: Dress code policy updates your handbook should have
  • Learn best practices for social media privacy and usage policies given NLRB’s stance on the issue
  • Language matters: Discover the best way to state policy and other issues in your handbook, and when – and how – to use flexible language
  • Get up to date on most current advice on BYOD (Bring Your Own Device) policies to maximize cybersecurity and minimize data breaches and IP theft
  • Ensure you’re in compliance with all regulations regarding personnel records
  • Learn techniques for communicating handbook updates so employees are aware of the changes



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Boston Beats Snow Record & Cold Hard Facts About I-9 Compliance For Law Firms

Congratulations (or maybe condolences) are in order. Boston broke the seasonal snowfall record last night with an all-time high of 108.6 inches. It marked the snowiest winter season since the start of record keeping for the city in 1872.

Nearly a decade earlier, Boston saw a similarly snowy season with 107.6 inches in 1995-1996, according to the National Weather Service in Taunton, Massachusetts [via Yahoo!News]. However, it seems this year’s Boston wasn’t ready to give up a chance at the title yet. And, with a wintry mix blanketing the streets around 7PM last night, it was finally time to celebrate a very cold clutch hit from the clouds.

There was, in fact, a parade in Boston. But, it wasn’t for the weather. It was for St. Patrick’s Day, which—coincidentally—fell on the same eve as the infamous record snowfall.

Speaking of records, just three years ago, fewer students sat for the February 2012 LSAT than for any LSAT administration in over 10 years, reported the LSAT Blog and The Law School Admission Council. Not only that, it was the biggest percentage decrease of all time, dropping by 16 percent.

Most thought that this was the answer to a declining legal market for jobs and over-supply of lawyers.

Today, however, that tide may be turning. After four years of a steady decline, there is now an increase in the number of LSAT test-takers, up by 4.4 percent to 20,358 total aspiring lawyers.

Why the change?

Some speculate that the well-advertised decline of law school applicants is now encouraging people to pursue a career in law—which may now give them a better chance at admittance to a top school. Since recent grads are still complaining about the job market, law school seems as attractive as any other choice in graduation education.

Others, however, are concerned that this is the start of a new bubble [ATL]. Where an already suffering industry is bound to over-charge itself into the ground.

Law firms face difficult hiring decisions. When it comes to human resources, it’s hard to put a price on your legal help. With so much supply in the form of recent graduates and experienced lawyers who were laid-off, sometimes nitty-gritty paperwork falls through the cracks.

Unfortunately, The U.S. Immigration & Customs Enforcement (ICE) is going all-out in its “bold new audit initiative” to crack down on employers who violate immigration laws; and administrative I-9 audits are ICE’s tool of choice.

If your firm were audited, how would it fair?

Non-compliance exposes employers to a wide variety of potential penalties, including:

Hiring or Continuing to Employ an Unauthorized Worker:

  • First-time violators can be fined between $275 and $2,200 for each unauthorized worker
  • Second-time offenders can be fined between $2,200 and $5,500
  • For every offense thereafter, offenders can be fined between $3,300 to $11,000 per employee or worker

Paperwork Violators:

  • Failure to complete, retain or present documents can result in fines of $110 to $1,100 per employee
  • The second violation can cost $220 to $2,200
  • Pattern and Practice Violations
  • $3,000 per alien and six months in jail

Total fines handed out by ICE are now 13 times higher than in 2009. Plus, ICE has made a big effort to publicly emphasize its investigations of employers that hire undocumented workers. In just one year, ICE arrested 238 corporate executives, managers and even HR professionals.

Luckily for law firms, C4CM has a tutorial in “I-9 Compliance Procedures: New Rules and Best Practices of Employee Verification” on March 24, 2015, from 2PM to 3:15PM EST here.

It will help ensure your firm is in compliance, including:

  • Step-by-step overview of the Form I-9
  • Record retention: Pre and Post audit notification
  • Steps to perform an internal I-9 review process to examine your company’s processes
  • Awareness training for personnel who handle I-9s
  • Policies and procedures for acceptable documentation
  • The latest on the use of electronic forms and proper record keeping/storage
  • Penalties for non-compliance
  • I-9s and independent contractors: who’s responsible?
  • Strategies for when you do not have I-9s for all current employees and no supporting document copies
  • If you hire employees from outside the US for overseas contracts, do you need to complete an I-9?
  • Anti-discrimination provision: Are you in violation?
  • When you must reverify, and when reverification is not needed
  • Your liability when contracting out work

There’s still time for Bostonians, too. Luckily for those who insist on putting “win” in winter, the season snowfall record is measured from July 1 to June 30. So, with a mid-week high of 30 degrees, here’s to hoping.

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Why Your Maternity & Paternity Leave Policies Are A Hit & A Miss: Mets Fans Teach Law Firms About Priorities

This April, many Mets baseball fans were more up in arms about paternity leave than the opening day game. It turns out time off for fathers is as much as a hotbed issue for Americans as batting average and runs scored—which is saying a lot for the country’s number one patriotic sport.

In case you were watching the Mets get slaughtered by the Nationals that day, here’s what happened: Mets second baseman Daniel Murphy decided he would take his contractually guaranteed three days of paternity leave to spend time with his wife, Victoria, and newborn baby, born from cesarean section. This meant Murphy missed the season opener and one other game, spurring insensitive comments from two sports radio hosts, Mike Francesa and Boomer Esiason.

Among the worst offenders, Esiason said (via Slate), “Quite frankly, I would’ve said, ‘C-section before the season starts. I need to be at opening day.”

Esiason would go on to apologize to the many listeners appalled at his lack of taste or common sense (a healthy baby trumps a coach’s first-choice lineup). But, it reminded Americans of the sad fact that dads, by law, are just not prioritized in parenthood.

Outside Father’s Day and the FMLA, dads just can’t catch a break.

This week, Obama spoke out in favor of paid leave for parents. He cited the fact that the United States is the only nation in the industrialized world without paid maternity leave—something Obama is eager to change.

On Monday, at the White House Summit on Working Families, Obama said, “There is only one developed country in the world that does not offer paid maternity leave, and that is us.”

“And that is not the list you want to be on, on your lonesome.”

Neither is the list for professional sports stars taking advantage of time off. Whereas the Mets’ Murphy was allowed through the Major League Baseball (MLB)’s collective bargaining agreement in 2011 to take up to three days of paternity league, no other professional sports organization allows the same privilege.

The NBA and the NFL have no such agreement, and players who deign to spend time with newborn sons and daughters are often chastised by fans and authorities (Former NFL player Brendon Ayanbadejo implied recently that he believes he was traded for taking 36 hours of paternity leave, reports Slate).

Nevertheless, although businesses may loathe paid leave, Americans as a unified culture and a workforce do not. And they seem willing to speak out against companies with bad policies. A backlash that forces men like Esiason, radio host, to formally apologize.

Even in the U.S., which rewards the super-macho all-American man, people prefer the stable atomic family to wealth or recreation. Forbes staff admit that alternative work schedules are a must for entrepreneurs and today’s businesses.

“Telecommuting is not the future, it is now,” writes Karsten Strauss for Forbes.

“Across the board, telecommuting increased over 80% since 2005. Over 3.3 million people in the U.S. do it (and that’s not including the self-employed).”

So how can your firm handle changes better than the MLB?

Well, according to SHRM’s FMLA survey, tracking and administering intermittent FMLA leave was identified as the most difficult activity by 80 percent of responding organizations. In fact, some of the most frequently voiced issues were about the administration and abuse of the FMLA, particularly with respect to intermittent leave.

FMLA itself is confusing and difficult to interpret, especially following the recent sweeping changes to the law. Even seasoned HR professionals have difficulty figuring out how to calculate intermittent leaves, how to decide when the 12-month calendar begins, and how to determine if the leave request is actually legitimate.

So, start by reading The Center For Competitive Management (C4CM)’s guide, Managing Intermittent FMLA Leave, a no-fluff, plain-English report that will guide you through this intricate law. Jammed packed with compliance guidelines, this comprehensive, 101 page guide provides easy-to-understand FMLA guidance. Available here.

Next, create a flexible workplace for your law firm professionals valuing (and needing) time with their families.

Learn about the myriad benefits for the employee and employer, as well as strategies for implementation in C4CM’s training guide, Creating the Flexible Workplace. Available here.

Creating a flexible workplace that’s accommodating for moms and dads will lower costs associated with employee absenteeism and improve staff retention. It will decrease healthcare utilization costs and enhance your firm’s reputation as an employer of choice.

Don’t think twice, swing. It’s a homerun.

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Why Your Employees Plan To Quit in 2014 (& How To Stop Them!)

Roughly 21 percent of full-time employees plan to change jobs this year, reports Yahoo News about new research from CareerBuilder. Can your firm afford a one-quarter employee turnover?

Citing over dissatisfaction with their job, chances to be promoted, and work-life balance, this is the largest expected turnover since the recession, post 2008. Last year, just 17 percent of full-time employees planed to change jobs.

According to the CareerBuilder, among those who were unhappy with their job, 58 percent plan to leave in 2014, citing concerns over salary and feeling unvalued.

“Rosemary Haefner, vice president of human resources at CareerBuilder, said offering frequent recognition, merit bonuses, training programs and clearly defined career paths are important ways to show workers what they mean to the company,” writes Chad Brooks, a BusinessNewsDaily contributor.

In fact, of the 79 percent of employees who do not plan to leave their jobs in 2014, many cite work-life balance satisfaction—also a contributor to job unhappiness—as the source.

So if positive work-life balance leads employees to stay with their firm, and negative work-life balance motivates employees to leave it, isn’t it time your law firm reevaluate its policies and perks?

Many companies, including law firms, have accepted the advantages (and disadvantages) of offering Flex scheduling.

This may mean working one day per week, or every two weeks, remotely.

“I work a four-day week which is incredibly valuable, and I’ve been really encouraged to see that some of my male colleagues have switched to working flexibly so that they can meet the demands of a young family,” says Lauma Skruzmane about her city law job to The Telegraph.

“For me, this also underlines the fact that balancing work and family is not to be branded a ‘women’s’ issue, but it is a challenge that all parents, or other careers, face.”

But parents aren’t the only demographic looking for flexible hours.

Working from home can be a relief for anyone. Perhaps your law office is experiencing temporary negativity in its corporate culture. Maybe the office has become of hub for gossip or distraction.

Whatever the reason, traditional workspaces may not be the most productive environment for all your associates. Allow them to take advantage of new media and technology, which often means anybody can be digitally anywhere at any time.

A healthy work-life balance also means adequate exercise.

Sign your firm up with a local gym. Give your employees incentive to work out at lunch or after dinner. Exercise will help improve efficiency and productivity among your staff by relaxing the brain and increase endorphins in the body.

Finally, lead by example. Take coffee breaks. Make time for face-to-face visits with your employees. And, don’t miss your child’s first student bake-sale because you felt obligated to stay an extra hour at the office.

Let you employees take five every once in awhile or risk taking their two-weeks notice.

While for many companies’ increases remain conservative for the coming year, employers still need to keep their organizations competitive. The strategy going forward is to wring every last drop of positivity out of the raises for their people, and turn to alternate methods, like enhanced reward programs, to increase engagement, boost productivity, and improve overall work-life balance.

If you’re an HR or compensation professional, the salary information in this comprehensive webinar will provide you with the tools you need to prepare your budgets for 2014 and keep pay competitive.

Our compensation experts will also provide you with an in-depth look at 2013 compensation spending and anticipated 2014 compensation trends, projections, challenges, and alternatives, including:

  • Trends and statistics: Base pay data for a variety of industries, regions and employee groups
  • Competitive intelligence: Insight into how other companies make pay decisions and best practices
  • Future state: Outline of what companies are planning for 2014 and beyond

Take the course here today!

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Independence Day Lessons: France vs. America vs. The Boardroom

After the French lost the Seven Years’ War against Great Britain in 1763, they didn’t consider the transcontinental battle to be over. When British colonies in North America gradually began to revolt, the French were quick to lend a helping hand to the opposition.

In fact, France continued to supply American revolutionaries with troops and materials in support of the war until Congress declared the colonies independent on July 4, 1776. Then, France and the newly founded United States formed an official alliance, vowing to fight side by side until the United States received its hard fought freedom.

Just six years after the Americans and British completed their peace negotiations in Paris, a French revolution broke out. In July 1789, the people of Paris stormed the Bastille, a fortress known to house political prisoners on royal indictments that could not be appealed.

Although it would still be a long and bloody road before France had complete independence, Bastille Day marks the French people’s strongest step in the fight against absolutism.

Today, the French celebrate their independence on July 14th in recognition of their evolution to a democratic nation. Although in time France and the United States have not always seen eye-to-eye, the two countries have, at least, a shared history of independence.

This July, it’s important to remember the importance we all place on freedom.

In fact, the appreciation for freedom and independence is not just at the macro economic level. Nations are not alone.

Individuals in their workplace also look for independence, which accounts for the many developments in FLEX scheduling and creative management techniques of law firms and businesses. A recent study by Catalyst confirms in a survey of 726 MBA graduates around the world that flexible working arrangements are no longer the exception, but they are the norm.

Of the 726 high-potential employees in full-time for-profit and non-profit firms, 81 percent reported that they had flexible work arrangement policies, whether that be flexible arrival or departure times, compressed work weeks, telecommuting, or job sharing schemes. And, surprisingly, women and men took part, equally, of these flexible options (although women prefer telecommuting, in particular, to men)

According to Catalyst (via Harvard Business Review Blog), “The Great Debate: Flexibility vs. Face Time-Busting the Myths Behind Flexible Work Arrangements,” the research results imply that eliminating flexible work arrangement benefits significantly affects the number of high potential women at your workplace aspiring to senior positions. However, in light of the fact that men and women participate in these programs equally, your firm may be missing out on high-potential employees of both genders.

Sure, studies are mixed about the impact of flexible scheduling on productivity. But, if your firm is able to attract the best talent by offering these benefits, surely high-value employees are consistently productive in the first place.

It’s time to make your employees happy or a revolution will be on your hands.

This July, red, white, and blue means freedom for both the French and Americans. Let the same colors remind your firm to continue this tradition everyday in its workplace.

To learn how, read C4CM’s 69-page guide Creating a Flexible Workplace,” a powerful how-to resource on developing a workforce flexibility initiative that not only helps your employees manage their work and personal responsibilities effectively, but also boosts productivity and your company’s performance.

Some of its guidance includes how to:

  • Lower costs associated with employee absenteeism
  • Improve staff retention and recruitment efforts
  • Maximize employee productivity and performance
  • Improve quality and effectiveness of employee work and personal lives
  • Decrease health care utilization costs
  • Reduce organizational facilities’ costs
  • Enhance reputation as an employer of choice


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The School Of Life (For Lawyers)

If you’re in need of inspiration, simply browse the courses offered by The School of Life. Exactly as it sounds, the school of life provides lessons and seminars to improve your experience as a human being in this world.

But, how about improving your experience as a law firm professional?

If you’re in search to derive meaning from your work, you need only go as far as the calendar for August 2013. It turns out, the School of Life could easily be renamed a School of Life for Lawyers.

The first class offered is How To Be Confident. As a law firm professional, there are three reasons you should be confident.

First, for the employee, you’ll earn more respect in the workplace with confidence in your work product. For associates looking for promotion, it’s far better to stand by your deliverables than to deliver blame when something goes array.

Take ownership of your work and you may one day own the workplace as law firm partner.

Second, confidence translates well into the courtroom. Being prepared is often translated into confidence. Judge and jury will be more apt to believe your story when they think you are confident in what you’re speaking about. This means no hesitation in your speech, consistency in your presentation, knowing your audience, and recovering nimbly in the event of an accidental blunder.

Third, as a law firm manager, confidence brings calm. Whether it’s the anxious client or the terrified first-year attorney, a boss with confidence is one who is heeded. When you’re in a time crunch, appearing frantic and hesitant will relay to your subordinates. If you need your subordinates at work or a client on the stand to be confident, they’ll only learn how by mimicking your own behavior.

The next class offered is How To Find A Job You Love. Ideally, you already love your job. But, if you don’t, learn to make the best of it by seeking out new responsibilities around the office or participating in pro-bono work.

Law firm managers should be especially attentive the level of morale at their firm. Studies show happiness translates into efficiency in any profession.

The third class offered is How To Be Cool.

Cool lawyers spend their lunch hour creatively. That means playing the Lunch Game. Play lunch roulette where once a week law firm professionals are randomly assigned a lunch group. That way, your firm begins to bond at all levels. You’ll be surprised how much your employees will learn about the firm by lunching with a different department.

If that’s not for you, try eating out once a month together. A change in scenery might lead to a change in thinking necessary to crack a case.

Whether it’s dining room DJ booths or levitating workstations, “cool” law firms are also more productive ones. Nothing improves innovation rates like a change of pace and tradition.

Finally, one of the last courses is How To Have Better Conversations.

Learning to talk is not just for toddlers. In fact, having productive conversations is key for law firm professionals. Great leaders are also great conversationalists.

In an interview with Boris Groysberg and Michael Slind, authors of Talk, Inc.: How Trusted Leaders Use Conversation to Power Their Organizations, the ideacast develops the view that Leadership Is a Conversation.

“If you think about what organization is all about, it’s just basically a bunch of conversations that are happening at the same time,” answers Mr. Groysberg.

“What leaders do is facilitate the conversations that actually produce value, that actually engage employees; its what distinguishes some of the best corporations.”

Think about the key elements of what makes interpersonal and productive conversation among friends. These conversations include four elements; they are interactive, intimate, inclusive, and intentional.

“When you place this conversation in an organization, many of these attributes disappear,” laments Mr. Groysberg.

By restoring these four elements of conversation into your everyday workplace dialogue, you will empower yourself as a manager or en envalue yourself as an employee.

In the end, law firm success may not depend on the courses offered at the School of Life. But, reading the titles for such courses provides enough fodder for thought for a lifetime. If your firm lacks confidence, passion, coolness, or productive conversation, it may be time for your profesionals to be re-schooled.


*Note, this website is in no way affiliated with The School of Life, nor is it promoting any of the SoL’s course offerings.

C4CM does, however, offer its own selection of valuable courses for life and lawyers, including:

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Debunking The “Science” Of Law Firm Recruitment & Employee Incentives

According to Samuel Arbesman, author of The Half-Life of Facts, science is a ‘terribly human endeavor.’ Flaws exist because of typos, attempts to standardize, and attempts to generalize about facts.

Let’s take, for example, the mantra that children around the world are told: “eat your spinach.” This is because spinach is high in vitamins and minerals vital for the human body. While this is still true, it may not be the power-veggie parents and Popeye are led to believe.

“In 1870, German chemist Erich von Wolf analyzed the iron content of green vegetables and accidentally misplaced a decimal point when transcribing data from his notebook. As a result, spinach was reported to contain a tremendous amount of iron—35 milligrams per serving, not 3.5 milligrams (the true measured value),” recounts David A. Shaywitz for the Wall Street Journal in his review of Arbesman’s book.

“While the error was eventually corrected in 1937, the legend of spinach’s nutritional power had already taken hold, one reason that studio executives chose it as the source of Popeye’s vaunted strength.”

Unlike the stalwart sailor, business leaders can’t adapt a one-size-fits-all spinach strategy when it comes to hiring employees or dolling out incentives.

Job candidates of different genders or ages, for example, look for different things in a job. Also, tenured employees will be motivated differently than newly-hired ones.

With this in mind, what law firm perks will attract the best people?

A recent survey ‘2012 HR Beat: A Survey of the Pulse of Today’s Global Workforce,’ which analyzes results from 1,500 hiring managers and professionals internationally, aims to identify what matters most to employees and job candidates across age, geography, and gender, and—by doing so—resolve the above question.

In a nutshell, women want flexibility while men want money. Surprisingly, Generation X (not Generation “me”, i.e., the Millenials) is the most demanding when it comes to flexibility in work schedules. And finally, Millenials—those born after 1977—are looking for workplaces with mentors and training programs.

If your firm is looking to recruit younger employees, best stick to social media.

At least, all of this is what Karie Willyerd, coauthor of The 2020 Workplace and contributor to the Harvard Business Review, will lead your firm to believe.

So, if knowledge is power, what can your firm learn from Willyerd and her survey results? Willyerd suggests in her article, “Match the Perk to the Person If You Want Great Talent”:

  1. Provide choice. Don’t fax over a once-size-fits-all employment contract. Ask what potential employees want, and look to tailor your engagement or offer letter.
  2. Enhance your ability to reach candidates, who are increasingly online and on a mobile device. It’s not just the Millenials who make use of social media. Your firm will only find the best candidates with the best possible search methods, and recruiting tools that allow automatic individualization in marketing to candidates online at increasingly affordable rates.
  3. Conduct a workforce analysis. Diversify your firm and find out which applicant pool (which generation) to target.
  4. Evaluate your benefits and build a recruiting strategy to match.

It should be clear by now that the marketplace for law is changing. There’s no such thing as “the best strategy” anymore. There’s just the right strategy at the right time.

Be weary of any expert or managing partner who talks about the “facts” of recruitment strategy.

There are few measurable facts these days. Even the height of Mt. Everest isn’t verifiable (colliding continental plates lead to erosion, which wears the mountain down. “The mountain even moves laterally at a rate of about six centimeters a year, thus making both its height and location a ‘mesofact’—a slowly changing piece of knowledge,” summarizes David A. Shaywitz in his Wall Street Journal review of Arbesman’s book).

“Far better than learning facts is learning how to adapt to changing facts,” writes Arbesman (via Wall Street Journal). “Stop memorizing things . . . memories can be outsourced to the cloud.”

“In other words: In a world of information flux, it isn’t what you know that counts—it is how efficiently you can refresh,” Shaywitze concludes in his book review.

For attorneys and firms, following the same cautionary vein, the business of law is an equally terribly human endeavor. So, stop standardizing. Customize. And adapt company perks to your people.


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