According to the Bureau of Labor Statistics, millennials make up the largest generation in the workforce and will represent nearly 75 percent of the work force by 2030.  This is not the same, however; for law firms as most attorneys belong in the Baby Boomer or Generation X category. 

During the prime of the economic downtown, law firms began to see companies dramatically cut their legal spending and conduct more legal matters with in-house counsel.  As a result, law firms had to cut back on some operational activities such as conference travel, sponsorship opportunities, or law clerk/recruiting efforts. Consequently, some firms experienced a widening gap between their partners and clients.  This gap can lead to a decrease in client satisfaction because each generation interacts differently with each other and affect long term relationships.

At Deutsch Kerrigan, we have maintained a continuous operation of our law clerk program.  Our summer associate program provides us the opportunity to attract the top legal talent while providing them with training opportunities that fit our firm culture. Since 2000, Deutsch Kerrigan has extended employment to at least 1 law clerk from the summer associate program allowing us to build a talented, young base of attorneys for the firm.

As a result, Deutsch Kerrigan leverages millennial law students and their technological capabilities to help close the gap.  By continuing the summer associate program, we have been able to remain relevant to a newly developing client base and evolve with the legal environment.