With the recession still looming and unemployment lingering in a stagnant haze, the job climate within the eDiscovery, Litigation Support and Computer Forensics market is showing indications of rippling impact, yet remains substantially resilient and insulated from severe economic blows.

A common trend we have seen is an increase in temporary positions, indicating that although business is increasing, many employers are hiring with caution, and many are “gun shy” about committing to permanent staff. With the courtship period extended, employees may find themselves increasingly ‘under the radar’ and expected to do more, with less. Wise employees recognize that within each challenge lies an opportunity. Thus, prudent consideration should always be given to new possibilities when presented.

The commonly held misconception that temporary work is a “black mark” on a resume, and that working in various contract assignments labels one as a “job hopper” is a fading perception. Temporary work offers employees exposure to a variety of different environments, processes, techniques, and a chance to work with new software tools that they otherwise would not obtain exposure to in one position alone. This diverse experience can significantly help “fast track” an employee’s career.

For example, consider the similarities and differences between Summation and Concordance; as well as IPRO and LAW. While these tools are similar in function and purpose, it may only take a few months to master the tool’s counterpart once you understand the core principles. The ability to include all four software tools on a resume, as opposed to just two, will afford you greater consideration and marketability, especially in competitive job climate where employers are looking for candidates who can “hit the ground running” on day 1, with little flexibility for ramp up time.

While still an employer’s marketplace, most hiring managers are afforded the luxury of being picky. Most hiring authorities within the Litigation Support / E-Discovery industry are looking for two important qualities in a prospective hire:

1.)    Recent (preferably current), hands-on exposure with the newest E-Discovery software technology tools.
2.)    Experiences that will transfer. Consider a few examples:

• Advising counsel and clients on Rule 26 (b)(2) as it relates to the preservation and collection of accessible vs. inaccessible data.
• Creating bit-by-bit, sector-by-sector drive images.
• Digital file comparison using MD5 hashing.
• Evaluating ESI for content as well as context.
• Creating an estimate, scope, and workflow in response to a client’s 500 gigabytes production request.
• Implementing a hybrid technology-assisted review (TAR) in combination with a linear review.

As the market crawls its way back to life, the competition for each open job is greater than ever. Thus, it is imperative to remain current with technology and trends, and understand your marketability strengths and weaknesses. It is the successful employee that lends a discerning ear to unforeseen possibilities and explores them discreetly.