When applicants interview with a law firm, they naturally want to know what the position can offer them. They may be looking for better compensation, benefits, professional growth, meaningful work, or a healthier long-term opportunity. They are also evaluating whether the firm is a place where they can succeed.

That is entirely reasonable. An interview should help both sides determine whether the relationship will be a good fit.

At the same time, a law firm is looking for applicants who will contribute to the organization. Whether the applicant is an attorney, paralegal, legal assistant, or administrative professional, the firm needs someone who will support its clients, work well with colleagues, and help the organization succeed.

Both Sides Should Want to Impress Each Other

A productive employment relationship requires balance. The applicant should offer a meaningful opportunity, fair compensation, proper support, and room for professional development. In return, the employee should bring effort, reliability, good judgment, and a sincere desire to contribute.

In other words, both sides should want to impress each other.

Problems can arise when an applicant focuses almost entirely on what the firm can do for them. Compensation, advancement, flexibility, and personal goals are legitimate considerations. However, if candidates cannot explain how they will help the firm, serve its clients, and support their colleagues, the employment relationship may be one-sided from the beginning.

“Putting myself first” is rarely a good answer in an interview. While some may try to justify that response as confidence or healthy self-advocacy, it can also reveal a lack of appreciation for the mutual obligations involved in employment.

Clients and the Firm Must Matter

Attorneys and legal professionals are expected to provide competent, diligent, and communicative service. Clients should therefore rank among an applicant’s highest priorities. Strong candidates should be able to speak sincerely about helping clients through difficult circumstances and producing quality work on their behalf.

But serving clients is only part of the equation. Employees must also care about supporting the firm, meeting expectations, helping their team, and earning the confidence of those who supervise them. They should want their performance to reflect well on the organization—not merely advance their own interests.

This does not mean employees should ignore their own needs or remain in a position that is not right for them. It means that successful employment cannot be based solely on self-interest. The firm and the employee must both receive value from the relationship.

Ask Questions That Reveal the Applicant’s Priorities

During the interview process, law firms should ask questions that reveal why the applicant wants the position and what they hope to contribute.

Does the applicant want to serve clients and help the firm succeed? Do they value teamwork, accountability, and professional growth? Or are they primarily focused on what they can obtain for themselves?

The answers can reveal whether the candidate understands that employment is a reciprocal relationship. If applicants consistently put themselves first and show little interest in contributing to the firm or its clients, they may be “me-monsters” whom the firm would be wise to avoid.

A successful hire should benefit everyone involved: the employee, the firm, the team, and—most importantly—the clients.

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