Extract from Dan Lear's article "Post-Hire Training and Development – Part 4 of 4"
Ed. note: This is the fourth and final post from attorney and Procertas expert John Strohmeyer of Strohmeyer Law, PLLC. We’re excited to have him sharing his experiences screening job candidates for competence with the tools of basic legal technology.
At this point, I’ve covered the initial and secondary Microsoft Word tests I have job candidates go through as part of the hiring process. After candidates complete an interview with a staff member and me, we make a hiring decision. If the candidate accepts a job offer, we can rest knowing that the candidate, now an employee, has all of the skills they need, right?
I wanted a certification that separates me from my peers. Upon discovering CEDS, I was convinced this was exactly the type of distinction I had been seeking. Since achieving CEDS certification, I’ve noticed immediate recognition from my organization, colleagues, and current and prospective clients.They acknowledge they are more comfortable working with a person who has taken time to seek such certification. CEDS has certainly been worth the small investment and should continue to beget returns for years and years to come.
Andrew Bayer, CEDS
I get bombarded with all kinds of e-discovery stuff – news, blogs and whatnot. Let me tell you, you guys send the absolute best! I send it to all my partners and sales folks. I said, who are these guys? I have to get to know them better!
Kevin Glass, CEO
As a trial lawyer, day-to-day information processing is daunting for my client service. I’ve come to rely on ACEDS to keep me on the ‘edge’ of the curve on e-discovery. It’s a source I ‘ping’ ASAP.