作者| 曾俊博
资料| NALP
2016年OCI结束后，美国法学院的学生纷纷收到了callback啊offer啊，准备开启2L迎接2017年暑期实习的大好时机。就在这时，可恶的NALP趁虚而入，把美国律所和法学生玩得不忍直视...下面开始PO出NALP的花样调查！
1.当时应聘实习的时候，哪些资源/因素最影响你的决定?
Narrative Responses
在2016年OCI时，你觉得哪些资源对你的选择影响最大？
我每个岗位都申请了。
这个问题很重要吗？没人会在应聘的时候挑三拣四吧，一般就是根据自己要去哪个地方发展而决定的！
为了不被社会抛弃，我还是乖乖地申请了所有岗位。
Bloomberg Law咯！
女权平等的律所排名，比如 “最适合女性的前50所法学院”
2. 2016年OCI的时候，你最在意律所的哪些实际情况？
Narrative Responses
薪资待遇福利
GPA分数/范围/要求
前期责任
福利，比如产假和陪产假
律所里有多少女性处于高级的职位
职业后期转换的灵活性
没有小人勾心斗角或者善待员工的律所
3.OCI校招面试统计
4.总的来说，OCI面试中，哪个律所的面试官给你的印象最深？
Narrative Responses
Comment on your choice for the most effective employer representatives.
I think it is important to get an idea of the firm from a variety of perspectives, so it is better to speak with people at different levels.
Recent hires were often the most candid about real life at the firm.
The recruiting professional seemed much more interested in having conversations than the attorneys. The attorneys seemed to be there because they were forced.
I did not feel the associates were prepared or knew what they were doing.
I felt partners who had started at the firm were by far the most effective interviewers.
Partners tended to be excited and knowledgeable. Associates tended to be less interested.
I personally preferred having at least one woman interviewer who could speak to the culture of women at the firm.
It was all equally stressful and uninspiring.
5.你觉得你的面试是“对话式的”还是“实操性的”？
6.如果你被一个或几个律所通知参加第二轮面试，当时筛选面试的互动印象会不会让你接受或者谢绝第二次面试？
7.如果有多个callback通知，你会如何安排二面的顺序？
Narrative Responses
如果有多个callback通知，你会如何安排二面的顺序？
我会以最快的速度安排所有的二面
大级别的律所说明我可以稍微延迟，小型律所可能竞争少，所以我应该先下手
我会根据我自己的能力，觉得哪个律所比较可能会给我Offer，就先去哪个二面
跟随律所的时间安排/尽力配合
尽量在开学前把二面都安排掉
8.假如，律所的人邀请你出来吃晚餐，你会有什么看法？
9.假如你谢绝了二面，你的理由会是什么？
Narrative Responses
If you declined one or more callback invitation(s), why did you decline it/them?
I was really turned off by one of the firm’s attorneys. The screener made me uncomfortable.
The interviewer was patently offensive; he scoffed at the fact that
I served in the military but not in a combat zone.
His behavior was ill-informed and odd.
One firm did not pay market ($180,000)/Did not compensate well.
The only firm I rejected a call back for was because they were unresponsive when I tried to schedule a call back multiple times.
10.结果你拿到了多少Offer？
11.OCI之前，有多少律所已经给你offer了？（636个收到offer的法学生答复）
12. 在收到offer之后，你希望律所接下来会跟你发生怎么样的故事？
Narrative Responses
Following an offer, what sort of communication and/or follow-up from the firm would be welcome or expected?
Mailings of swag are really annoying because it’s typically junk you feel bad about throwing away.
Phone calls are awkward, since you are put on the spot to discuss, and frankly, I don’t answer unknown numbers anyhow.
One firm sent me candy in the week after my offer, which seemed above and beyond, and felt personal.
Lunch/dinner/event invitations
13.假如你收到多种offers，你会因为什么而做决定？
Narrative Responses
If you received multiple offers for a summer associate position, what most influenced your decision on which offer to accept?
Firm ranking
Office culture
Type of work available
Happiness/satisfaction of current employees
Annual billing/hours requirement
律所排名
律所文化
岗位类型
现任员工的满意程度
全年工作时间要求
14. 对于你已经接受的offer，在OCI之前，你是否已经跟该律所有过持续的交流互动或其它不可告人的故事？
15.如果你接受暑期合伙人的offer，你如何提前判断雇主是什么样的人？
16.你是花了多久才接受了你的offer？
17.你是哪一天接受offer的？
18.Final Thoughts
NALP表示希望通过这些学生访谈，了解OCI之后对于法学生的影响以及律师、律所在招聘的时候需要考虑的问题。虽然有些问题很浅显，但却是很多人没有问及的未知区域，又怎能贴上“浅显”的标签？
Schools that participated in this survey project will receive the complete set of narrative responses from their students. These select responses are chosen to highlight the impact that the OCI process has on some students, and the impact that individual lawyers can have on students in the recruiting process.
附：法学生的一些话
My experience was miserable, and I would not wish it on anyone. God help the poor souls who find themselves working in Biglaw.
I attended several diversity job fairs. In retrospect the big law firms that attended those fairs did not seek to recruit, but instead to create a facade of social awareness and sensitivity.
I was told that “flats were dicey” for women in law firm interviews. This seemed preposterous to me, but I did 11 screening interviews in heels and received 9 callbacks from that group. Of the 9 screening interviews I did in flats, I received 2 callbacks. I was asked many bizarre questions, including who my first choice celebrity parents would be. It made me very uncomfortable. I found the process to be very discouraging and harmful on a very personal level. Out of all of my pre-screening interviews, only six were with female interviewers, and two were from minority groups. Not a single male interviewer was non-white. I am a female ethnic minority law student. Looking back I don’t think I had much of a chance to succeed in these law firm interviews to begin with.
I had very much enjoyed all of the people I met throughout the process and some of my favorite people from my school received offers. However, at the dinner I realized the stark culture dichotomy between transactional and litigation attorneys. I realized I had met almost exclusively with transactional attorneys, and I didn’t like the old school boys club vibe I got from the attorneys in the litigation group. I ended up choosing another firm with a culture that I knew would be in sync with my style, regardless of what practice group I ended up in.
Working hard to prepare for these interviews, knowing that I am a well-qualified candidate, and then not getting a single callback almost made me drop out of law school. I have so much resentment towards the entire big firm system as a result that I cannot stand the thought of ever being a practicing attorney.
OCI is legitimately the worst possible experience and worst possible way of conducting this process. It is grotesque that this process focuses on a tiny fraction of the students and puts them on a fast track to success based so heavily on the 1L year. This runs counter to logic where it is the 2L year in which students are able to grow and succeed in roles that actually suggest likelihood of success.
I think the lack of diversity really hurts firms in getting top diverse candidates. The fact that most firms I interviewed with or had callbacks with did not have one African American attorney I could meet with proves to me that diversity was not important to them and made me go with a firm that really was interested in the value of diversity.
Presence at Lavender Law was huge. I ended up accepting an offer with a firm I interviewed with there rather than at OCI.
I felt that once they found out I was a mother they completely lost interest in me. Some of the firms even flew me out, but when they found out I was a mother….
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