In what aspects are call-backs different from screeners? Forum

[Anonymous User]

May be a little longer per meeting; meeting more people. But in terms of the questions asked, and expectation from the candidates, what are different? Much more knowledge about the firm? What else?

[thegrayman]

I found callbacks to have more variety in the questions they ask you since they've already asked you the basic stuff.

I had a 50/50 mix between people just talking to me like a normal conversation for 20 minutes versus actually asking me interview questions. Generally the associates went easy on me (because they really don't have much impact on the decision nor do they really care) and the partners tended to ask me more questions to feel out if they actually wanted to bring me on or not.

I think callbacks require more prepwork because you need to be able to carry the conversation if you hit an awkward pause.

I did 12 callbacks, it was draining

[Anonymous User]

I found callbacks to have more variety in the questions they ask you since they've already asked you the basic stuff.

I had a 50/50 mix between people just talking to me like a normal conversation for 20 minutes versus actually asking me interview questions. Generally the associates went easy on me (because they really don't have much impact on the decision nor do they really care) and the partners tended to ask me more questions to feel out if they actually wanted to bring me on or not.

I think callbacks require more prepwork because you need to be able to carry the conversation if you hit an awkward pause.

I did 12 callbacks, it was draining

When you say more interview questions do you mean like "why this firm", behavioral questions, or practice-area specific questions about current events in the area?

[thegrayman]

When you say more interview questions do you mean like "why this firm", behavioral questions, or practice-area specific questions about current events in the area?

More questions feeling out if my skillset was a good fit for their practice group, such as asking about specific experience working with a team, meeting a project deadline, taking particular classes, etc. I had solid work experience prior to law school so I got a ton of questions about managing a team.

I think it's important to drive home that you're a quick learner, which your grades should substantiate. You're going to go into a firm not knowing anything, and you need to be driven enough to hit the ground running and go from knowing absolutely nothing about a particular area to knowing enough to be dangerous in a relatively short timeframe. They need to trust that they can kick you over a research assignment and you'll go in the right direction with it.

[RaceJudicata]

There is also more variability in the type of interviewer. In a screener, you get--most likely--an outgoing, decent interviewer (the firm picked them to go, after all).

In call backs, you get a complete mixed bag. Some will feel exactly like a screener. Others will say "so what questions do you have for me?" and leave you scrambling for 20-30 minutes. Also, the marathon factor of call backs can be exhausting. Staying sharp, and talking about yourself for 2-3+ hours is exhausting.

[Bluem_11]

1. There is no break. If you had an intense OCI this will be normal for you, if not, be prepared to go door to door to door to lunch (basically another interview) to door to door to door. You should be prepared to answer some similar questions repetitively during this.

2. You'll be talking to the decision makers. The hiring partner, the managing partner (though not always in my experience) if they weren't on the screener. You need to impress them AND all the lackeys. While former are obviously key, don't make a pass at the associate either!

3. Screeners are what they sound like, they screen! Is this personal normal, have certain attributes etc. In CB, there is much more fit type analysis done by the firm. They'll be evaluating not only if you're normal, but if they can see you working there. You need to sell yourself more in CB environment.

4. As one other poster mentioned, variability is a big thing too. An important trait not only for CB, but for any professional relationship, is to be comfortable with various personality types. One person may be an outgoing ex athlete, the other may be a complete introvert, another may be a very strict no shit partner. Need to play to those people while being yourself/comfortable.