{ "media_type": "text", "post_content": "Do large law firms really recieve enough applications for a position that they cannot follow up when someone reaches out to check on thier application? I get that if you have to reach out, they probably weren't interested anyways, I'm just curious why there is a practice of just leaving applicants in the wind. And also, how does one go about finding out why they were rejected, if thier qualifications are \"impressive\"?", "post_id": "5fff773a6a419800224ff48a", "reply_count": 9, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d052", "bowl_name": "Law", "feed_type": "crowd" }

Do large law firms really recieve enough applications for a position that they cannot follow up when someone reaches out to check on thier application? I get that if you have to reach out, they probably weren't interested anyways, I'm just curious why there is a practice of just leaving applicants in the wind. And also, how does one go about finding out why they were rejected, if thier qualifications are "impressive"?

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This is when you just take the L and move on.

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I work at a large law firm and help with recruiting. The human delay factor is REAL. We’re gearing up
to do interviews, we’re currently reviewing resumes that came in starting August 2020. Then the 6 associates on the team have to select the ones we like. We probably have 100 resumes and will narrow down to 25. We will forward the 25 we like to the partners who will be interviewing and ultimately we will interview about 15 people. By the time we coordinate everything I estimate we will actually start interviewing in mid Feb.

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For how easy it is to say their recruiting process doesn’t work- they obviously don’t have any shortage of qualified applicants. My firm is the same. And tbh most of the applicants we reach out to after months - they are still willing to interview 🤷🏻‍♂️

Last OCI (pre pandemic) we had roughly 1000 resume submissions for 40 interviews and 5 offers. Not excusing it but can be challenging to respond to everyone. Then again that is solely our recruiting departments job and I think we DO have a policy to respond.

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I have asked my interviewers how I could do better especially when i thought the interview went very well. I was told that they needed someone with more experience. I think more times than not it’s about your qualifications and years of experience.

That’s just rude. Canned HR response is no big deal. That said, it happened to me a few times while in law school

Yup. I got ghosted a ton when I was on the job hunt. It sucks but you just have to focus on what’s next. Sometimes it helps to email someone in the practice group you are applying for directly rather than HR. I have some responsiveness with that from time to time.

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I've seen a couple of posts about bad reviews, and I feel this needs to be said:
The ability to do a job doesn't directly correlate to being a good fit for a given position. Job fit goes both ways. Maybe the expectations changed over time. Maybe you have things to work on personally. Or maybe the expectations are out of line.
A bad review doesn't mean you suck at your profession; it's an opportunity to be a better fit or to find a better fit. Top performers can get PIPs - I've seen it.

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