\par OCI Is A Tremendous Job Searching Tool: Use It! \par

OCI Is A Tremendous Job Searching Tool: Use It!

The combination of Spring On-Campus Interviews this week, upcoming registration for Fall On-Campus Interviews (be on the lookout for information soon) and the 1L Interviewing Skills program last week with the attorneys from Jackson Walker, created some great topics to discuss in this week’s blog. I settled on the purpose and value of OCI, particularly for those of you in the middle and bottom of the class.\par \par A myth often makes its way across the student body which says that OCI is only for those students at the top of the class. Like many myths, they begin with some truth. The truth in this case is that big law firms, who recruit 2Ls into a summer program, which often results in a $160,000 position after graduation, tend to target the top of the class (at most law schools they go to, not just Baylor). These firms do most, if not all, of their recruiting through the law school OCI process. \par \par There are a couple of things for you to keep in perspective here: 1) we do our best to encourage employers to widen the pool of their prospective candidates, as well as recruit employers to participate who will generally have less restrictive criteria, and 2) we’ve had some success! So let’s look at the numbers. \par \par I pulled the data from last year’s Fall OCI Program, Session I (which is going to be the most restrictive of our three programs). We had 61 employers register to participate, and of those there were a total of 26 whose stated hiring criteria were Top 25% preferred or higher (or 43%). Those employers open to students in the Top 26% – Top 50% totaled 21 (or 34%). That left 14 (or 23% of) employers with criteria below the Top 50% mark; in fact, many of those had no objective criteria listed at all.\par \par Put the bottom two categories together and what do you have? 57% of the opportunities at 2014 Fall OCI Session I were open to those outside the top 25%. Not bad! Of course, those at the top of the class can bid for those same opportunities, and therefore still have an advantage. But that’s not something limited to OCI; that’s simply going to be the job market in general. Those with better credentials will have more opportunities. But that fact shouldn’t lead someone to the conclusion to pass on OCI; it should have the opposite effect. Any law student, and particularly those outside the top of the class, cannot leave any tool in the job search toolbox. You simply don’t have that luxury. \par \par Finally, keep in mind that there are tremendous benefits to participating in OCI in addition to whether or not it leads directly to a job. Here are a few: 1) forcing you to get your application materials together and in good shape so you can respond quickly when job openings occur, 2) practicing your interviewing skills, 3) building your network and 4) getting to know us in the CDO and letting us get to know you.\par \par Those benefits aside, in what other circumstance do you have 30-70 employers, with job opportunities, coming to you?! The answer is none. There simply is no more efficient use of your job searching time than participating in OCI. So my hope is when you begin to see information pertaining to Fall 2015 OCI in the next few weeks, you’ll listen to what we have to say, and ultimately decide to participate. You may not get your job directly through the program, but you could. And in either case it will be a fantastic use of your job searching time.\par \par Connect with Daniel at Daniel_Hare@Baylor.edu and/or @BaylorLawDaniel on Twitter.\par \par Job of the Week: Each week I highlight a job in Symplicity you might be interested in but may have missed. This week's job is: Summer Clerk at Wilson, Cribbs & Goren, P.C. (2L, Houston) Log in to Symplicity to view this job and apply. \par ]]>\par

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