Nike Lunar Safari, Ranson X Adidas Strata FTD, Nike Air Flight 89, Rebook Zigs, Lebron 9’s and of course the coveted Nike Air Jordan Collection. What do all of these sneakers have in common?  A sizeable amount of the population that wears sneakers will be sporting these when spring arrives. A big reason is the flashiness, style and aesthetics which have grown popular amongst the masses.

LeBron 9

Nike Lunar Safari

Same could be said for those cream of the crop IT candidates, who have the perfect industry certifications, longevity in their current position, large organization experience and exposure to the newest and greatest technologies. Their resume is exactly what the client is looking for and these candidates tend to receive the lion’s share of interviews with major law firms and software organizations.

Keds, Chuck Taylor Converse, New Balance. These are sneakers that most individuals won’t run out to their local shopping establishment to grab off the rack before they are sold out. They are overlooked, but are comfortable, work just as well as any other sneaker (depending upon the purpose) and are durable.+

Keds

New Balance

This parallels to candidates who may have flaws in their resume or skill sets. Whether it’s their tendency to jump from position to position, working at a smaller venue, or that they just don’t have the type of background that pops out to hiring authorities as “you need to interview me ASAP”.

In this day in age, there are exceptional contenders that we run into who are the latter type of candidate. They have some missing pieces in their resume, but could be a really good fit for any organization – big or small. Given the opportunity to interview and explain any flaws in their background, they can really impress. It is just a matter of the interviewing team not looking at the candidate as having a strike on their record. In a world with new Nike Lunar Safari’s and Lebron 9’s, and even more Keds and Chuck Taylor’s, those organizations that take a strong look at the imperfect individuals will be pleasantly surprised with the type of sneaker they end up wearing.

I find myself taking at least a half-hour each day to read the stories through LinkedIn Today. Very often there are links to articles and blogs that I find extremely interesting. Either the little man in my computer knows me so well that he can just pull the stories from the internet that he knows will pique my interest, or it may just be due to the fact that I have custom-picked the industries in which I am interested.

There was a blog I read not too long ago by Daniel Gulati about reasons why people choose not to leave their current jobs for new endeavors. (http://bit.ly/zyOpVD) It was very informative, and I don’t disagree with Mr. Gulati’s points. I agree that many people truly feel the need to stay in miserable jobs for a multitude of reasons, more than just what is stated in his blog. However, I remember thinking, “In reality, those are just excuses!” and then I shook my head in a blasé manner and went back to work.

And then, today… I opened my Internet Explorer, logged onto LinkedIn and checked out my LinkedIn Today news stories. I came across a blog entitled “Why You Will Quit Your Job This Year” by Kathy Caprino. (http://onforb.es/AzqD4e) To my surprise, she cited Gulati’s blog and went on to say exactly what I thought those few weeks ago. She even went on to cite a few reasons you should leave your miserable job for a new undertaking.

However, there are more kick-starts to looking for new opportunities than your unhappiness. Why do people even let themselves get to “miserable”, or even “unhappy”, in their current roles? Changing jobs can happen even when you have a decent situation going on. If something better arises and you have the skills to take the plunge, why not entertain the idea or have a conversation with the hiring manager? Now, I’m not saying that changing jobs should not be something you do every year. That will only show your future employers that you have no interest in their company or the well-being of the organization. It may give off the impression that your eyes are always open for the next big dollar sign. Something like that can stand in your way. I’m just saying that you don’t need to be afraid. Don’t let yourself get to the point where your job can’t be done without ripping your hair out. It’s not good for you, your job, or your hair.

My mother once told me that I wouldn’t find the man of my dreams if I kept looking for him – that the good guys only appear when you’re not looking. (Truth be told, Prince Charming came when I had my blinders up…although you’ll never hear my tell my mother she was right.) So I pass on the good advice: Keep an open ear. Most times, the best positions pop up when you aren’t even looking for them.

Here is where Jeremy Lin has been sleeping

FIRST THE STORY BEHIND THE LESSON

OK let’s get the obvious out of the way – unless you are a diehard Giants or Knicks fan (like most of our office) you did not have a clue who Victor Cruz or Jeremy Lin were until recent press has put them in the headlines. You likely assumed they were guys that were buried deep in your IT department.

Two years ago, Cruz, a great speedster receiver that grew up in the old mill city of Paterson, NJ (think Detroit on a good day) , went to school at University of Massachusetts  which never sent a receiver to the NFL, went undrafted at the 2010 NFL Draft. He was a walk-on at 2010 Giants training camp and impressed a number of the Giants coaches and a few Giants fans that recognized the blazing speed, sure hands and great moves after the catch. The Giants ended up signing him to the team for the league minimum $490k

After a good preseason he started 3 games, caught nothing, pulled a hamstring and is out for the season. GAME OVER…………..wrong!

After starting the season as the FOURTH! Wide Receiver Cruz got a break when injuries to 2 Receivers moved him to the number 2 slot…That was the break he needed and he never looked back.

In his first full year as a receiver Cruz set the Giants record for receiving yards in a season at 1536 and was a contributing factor to making Eli Manning look so good in the 2012 Giants’ Superbowl win over the New England Patriots

Next we come to Jeremy Lin (BTW I hate pro basketball but am hooked on this Lin story)

Once again, in 2010 Lin goes undrafted in the NBA draft and why wouldn’t he? He came from an Ivy school (Harvard) not Duke or North Carolina. Eight teams invite him for tryouts; he was eventually signed by the Golden State Warriors. He played a few games, but mostly in mop up rolls and showed very little to the team. During the NBA lockout, in an attempt to free up some salary cap room and not have to pay Lin’s $800k salary, the Warriors cut Lin and put him on waivers. The Houston Rockets then signed him and played him for 7 whole minutes in 2 preseason games, when they made the brilliant call of giving up on him too. The Knicks then claimed him off waivers to sit on the bench and be a backup’s backup. He moved to NYC and ended up sleeping on his brother’s couch in his Manhattan since he undoubtedly thought “no way am I buying a condo in the City if I am going to be cut”.

The Knicks who were thought to have a great team this year were floundering and the fans and press were becoming very vocal and relentless. Then fate steps in, two players get injured, and the last man on the bench has to step in. On February 4^th Lin scores 25 points, 5 rebounds and 7 assists (all career highs). The Knicks win. Next game against Utah (his 1^st start ever) 28 points, 8 assists…Knicks win. Next game against the Lakers 38 points and 7 assists…Knicks win (outscoring Kobe Bryant) …Next game against Timberwolves only 20 points and 7 assists ..Knicks win again…Last night Lin nails a 3 pointer with 3 seconds left to beat Toronto and surpass Shaquille O’Neal’s NBA record for most points scored in his first 5 starts!!  2 Weeks ago you had no idea who this person was.

NOW THE LESSONS LEARNED

If you are a Law Firm, Vendor Consultancy or Corporate Legal department looking to hire someone:

1. Look outside the box, not all the successful recruits come from the best schools or the top companies: 32 NFL teams and 30 NBA team passed on these guys with all of their high paid research.

2. Be patient, give people a real chance to show their stuff: The Warriors and the Rockets are shooting themselves right now for having Lin and letting him get away.

3. When you realize that you may have the gem, let him/her loose to succeed. Don’t become an impediment in their growth.

4. Make sure your team embraces their success and all raise their games accordingly

5. Don’t be cheap. Just because you lucked out and got this person for a steal, pay them what they should be paid -or you will lose them as easily as you found them.

If you are the candidate looking to break into this very demanding field:

1. Don’t ever believe that you can’t compete with the big boys from the better colleges or companies, you can! 50% of the top people in our industry fit into this category.

2. If given the chance by a client, don’t blow it. Work hard, perfect your craft and when the door opens a crack (due to promotion, attrition, and firing), kick your way through it and do the job the better than you ever imagined.

3. Don’t be greedy, if the only way into the firm/company is to take a lower than desired fee, do it. You can prove yourself once you are in there and make all the money you want.

4. Don’t be selfish. Look to make your team better around you. They will appreciate it and pay you back by making you look better- which will of course earn you more money & security.

Final message to hiring authorities- Two years ago the GM of the Giants had no idea who Victor Cruz was….Two weeks ago the GM of the Knicks had little idea who Jeremy Lin was and certainly did not think that he would be a Knick.

They both look like geniuses now and are likely going to be rewarded for the serendipitous nature of these events………….Think outside the box!

Modern Day David vs. Goliath

Posted by Adam Weissman, Director, IT & Legal Technology, at Glenmont Group.

The only thing that moves more rapidly than technology these days is the torrid pace at which the complexities of conducting business evolve. There seems to be no technology company in the world too niche or too large that is safe from being targeted as either a strategic, value-add merger or acquisition, or as a potential threat to an organization’s own long-term survival. Specifically, within the legal technology industry we recruit for and observe on a daily basis, the competitive landscape is practically over-populated by David’s battling a handful of Goliath’s for market-share and go-to recognition. However, some of the Goliath’s have started joining forces, making a seemingly unfair fight even more daunting for the wealth of David’s wielding their swords individually at the heels of these veritable giants. In the business of technology, thinking in the now makes you irrelevant. Only those who use the present to prepare several steps into the future (see: visionary) will have a fighting chance to avoid the vast graveyard of yester-year tech companies.

I recently read two online articles posted by wsj.com (The Wall Street Journal’s online publication) and crn.com (an online technology and business news publisher). Respectively, the first demonstrates the advantages for two “David” companies to merge forces in order to defend their stake in the marketplace against possibly the biggest technology “Goliath” in the world, Google Inc. The second details the competitive maneuver of one “Goliath” company, HP, acquiring U.K.-based information management software vendor Autonomy, a “Goliath” corporation in its own right, in hopes to better position themselves in anticipation of the future global technology community.

http://online.wsj.com/article/SB10001424052970204422404576592923419587268.html

http://www.crn.com/news/channel-programs/232600779/q-a-autonomy-ceo-explains-why-the-hp-deal-made-sense.htm;jsessionid=CpzBxC67UOqGuEXrmY3JmQ**.ecappj02?cid=nl_vi

Glenmont Group is the largest staffing firm dedicated to the legal technology industry. In addition to staffing expertise, we also provide retained and consultative services to organizations and investors seeking to identify strategic alliances to bolster their competitive advantage. If you are interested in discussing any of these services, please feel free to contact me at: adam.weissman@glenmontgroup.com, or (973) 746-0600 x114.

In order to be an effective recruiter in today’s rapidly changing professional landscape one must understand the cross cultural differences amongst the people within it. A study on cross cultural behavior that was conducted at The University of Texas of Austin entitled “Cultural Retention” provides valuable insight into the act of gift giving in the context of two vastly different cultures. Focus groups composed of six American students and six Japanese students, (who were studying in the US) were used to reveal differences in the process of gift giving between the cultures of the East vs. the cultures of the West. These groups of six were evenly split between male and female to avoid offsetting the results. The group members were each asked a series of questions pertaining to the use and frequency of gift giving and these results were interpreted and analyzed in order to draw any relevant conclusions. The responses that were attained provide an example of how such a basic aspect of one’s behavior can drastically vary between cultures.

As the questions were answered by the members of the focus groups, a trend began to emerge of strong individualism in the American students and a stronger emphasis of group based thinking in the Japanese students. Some of the results suggest that Americans receive satisfaction from gift giving only when all of the givers personal needs are already gratified. This statement leads one to believe that Americans are more likely to attend to their own needs first, as opposed to the Japanese who interpret gift giving as an intrinsic aspect of their lives. When the panelists were given a question asking when they felt it was appropriate to exchange gifts the results provided a clear distinction between the two groups. The Japanese students compiled a list of twenty four gift giving occasions ranging from birthdays, to exams, and even funerals. On the contrary, the Americans compiled their list containing only eleven occasions, all of which were far more apparent such as Christmas and graduation. These results do not surprise me; however they certainly highlight the fact that Americans place a greater value on individualism than the more group-oriented Japanese.

 When the two groups were questioned about the techniques they employed to pick out and actually give those gifts, more differences emerged. It became clear that it is not just how often gifts are given. The Americans described their shopping as a casual event that can be stressful around the holidays, while they viewed their experience as a formal affair that is not at all stressful because it is so frequent. With regards to presentation of the gift the Japanese are meticulous about wrapping and showing satisfaction for their gift. On the other hand Americans did not always feel the need to wrap their gifts and found it socially acceptable to express their true feelings about their gift.

 This study provides useful information to anyone in recruiting who is concerned with cultural differences in the space.  Even though globalization has become more prevalent than ever, these different cultures have managed to retain their distinctive values. As I began my career in recruiting at Glenmont Group, Inc., one of the principals that I was taught from the beginning was to try to understand the most prevalent cultural standards that exist within the litigation technology space. Analyzing one small disparity on a micro level helps to shed light on how careful recruiters must be as we conduct business across cultural boarders. In order to achieve success in recruiting one must recognize differences across cultural boundaries, incorporate this recognition into daily interactions, and implement this procedure in the most effective way possible to help overcome them.

Posted by Joe Alonzo, Director of eDiscovery/Computer Forensics at Glenmont Group

11am  I take a quick stroll around the floors to grease the wheels.

LexisNexis is always right in your face, to be expected of course, with the best real estate at the show.

Autonomy is sitting to the left with an impressive setup and a small army of employees. Nice job.

Coffee guys atop of the escalators, always a frenzy there. Check.

Why is IBM in a hallway??

11:30 I head over to say hello to a few clients. It’s loud in here, great buzz. People are in full Trick-or-Treat mode. They must subscribe to the “if it’s free, I’ll take three” school.

12:15 I have my best recruiter face on, shaking hands, grabbing cards and looking for the diamond in the rough. I’ve been lucky so far and have met a few great candidates who “might” be looking.  Always a positive.

1:15 I see a guy (with a LegalTech badge who resembled Santa Claus) in full sleep mode in a chair on the lower level. He must be enjoying the show.

2:00 I win an Apple TV in a raffle from EMC. Very cool, thank you EMC.

2:15 A few backs were turned on me in a booth when I said I recruit lit support/eDiscovery folks.  Do I need a mint?  Was it my tie?

4:00 I pass Santa Claus again, still sleeping.

4:50 A great day of networking and prospecting for new talent. I think that I have accomplished a lot and met some great people to whom I can present our lengthy list of open jobs.

Among the hundreds of companies at the show today, there were a few new companies that caught my eye – Palantir being one. They have an interesting idea behind their technology; it seems to be a mix of data analytics and cyber-security.  They have an interesting story, their co-founder is one of the original PayPal’ers,  and the VC money is one of the early Facebook investors. The reps wearing black to match the sleek booth made it look very streamline.

5:00 We head to the Kroll Party upstairs. It’s an impressive party with lots of people, a live band, food, drinks and very cool giveaways. I like the Belushi and James Brown guys in character. Although a very good time, it’s extremely loud in here and it’s tough to have a conversation without yelling in faces. Off to the next party, thank you very much Kroll.

6:00 We head across 6^th Ave to Warwick Hotel. A Happy Hour is being hosted by eDiscovery Journal.  It is a nice gathering of some industry folks.  Not too noisy in here; I can actually have a conversation at normal volume. I enjoyed talking with some new faces, as well as old.  Because much of my business is phone and email based, I am able to meet some people face to face that I’ve been “LinkedIn Stalking” for quite some time.  It turned out be a success, we leave with more business.   Thanks to Jason Velasco, Greg Buckles, and Barry Murphy for putting together an outstanding gathering.

Next party starts at 8. It’s at Johnny Utah’s, hosted by TransPerfect. There’s a mechanical bull there.     Alcohol + eDiscovery people + mechanical bull = lots of laughs. This ought to be good, I think. We’re about to head over when better judgment got the best of me.  I decided to head back across the river to NJ so I can avoid a hangover.

I’ll save the rest for another blog, but the early morning vibe is that many people are hung over and I hear about a poor guy from out of town who had to ride the bull wearing a NY Giants jersey.   I guess he lost a bet.  I should have gone. That’s what Advil is for, right?

The show was a complete success.  Our entire team established new relationships and solidified existing ones. 2012 was off to a fast start for the Glenmont Group, and it just went into overdrive!

Last but certainly not least, GO GIANTS! Enjoy the weekend!

Well it is a BIG week here at the Glenmont Group! Bigger than LegalTech, bigger than Geoff taking his four-month old baby on his first plane ride.

It is Superbowl XLVI (46) on Sunday.

Now for many of you this may just be an excuse to slather your chicken wings in extra ranch and/or blue cheese dressing and watch the Budweiser commercials, but for us here this is a monumental event.

This isn’t a “Win one for The Gipper” moment. It is a “Win one for The Glenmont” moment.

We at the Glenmont Group are passionate and serious about all we do. We are serious and opinionated about some common themes.

• Food-  A group of serious Foodies who will make road trips to get fresh hotdogs from Best’s Provisions in Newark to lobster rolls from Luke’s in the East Village
• Music – steps away from The Wellmont Theater, there are often dueling Pandora playlists here
• Recruiting- educating our candidates and clients about the industry and enhancing their professional marketability
• GIANTS FOOTBALL !!!

Sixteen games in seventeen weeks gives us lots to talk about on Monday, Tuesday,Wednesday, Thursday and Friday (texts on Sunday).

The Big Blue are heading to Indy today to face the New England Patriots for the game on Sunday. We have been waiting for this moment for YEARS!(2008  to be specific)

We have all been wearing our team colors on a regular, if not daily, basis. In fact, we all ordered Giants jerseys to be worn to work on Fridays during regular season.

The keys to winning on Sunday are:

Strong Leadership

Glenmont Group:

Michael Potters, CEO ~ Kate Potters, COO/CFO ~ Geoff Zodda, Managing Director

Giants:

EliManning QB

 

 

 

A Great TEAM

Glenmont Group:

The Glenmont Team - Missing Adam Malanaphy

The Giants Team

 

 

 

 

 

 

And a Winning Plan

Glenmont Group:

“Five Questions To Ask on an Interview”   http://tinyurl.com/86y83z8

Giants:

LETS GO BIG BLUE!!!!!!!

Recently, I was speaking with a candidate for a Sr. Desktop Support position for a Top 3 New York City law firm. The firm requirements and expectations on the candidates’ backgrounds were extremely detailed, thus requiring a lengthy screening call for a long list of candidates. On an initial conversation with one candidate (let’s call him Peter),  we proceeded down the long line of questions. While discussing various technologies, hardware, software and soft skills (customer service, presentation, time management, etc.), we talked about personal interests as well. Being that he was on his way home, Peter mentioned that he could not wait to get home and see his pig. Unsure if it was the bustling traffic in the background or my hearing being a little off, I responded with a chuckle and what I thought was the obvious question of, “Did you say pig?” This led to an unusual side bar that I was not expecting. Peter gave me the ins and outs of porcine pet ownership that was almost as detailed as the job requirements I was calling him about.

Side note: About a year ago, I found an article online about mini-pigs and ever since then, I have wanted one. My condo association passed a rule about pets that residents cannot have cats, dogs or other animals that weigh more than 35 lbs. There is also a rule that all animals, when they need to relieve themselves, need to go out the back door in the basement, through the parking lot and out to the street. (Every time I think about it, I start singing “Over the river and through the woods…” in my head.) The other half of that rule states that in order to bring pets through the front lobby and out the front door, you need to carry them. This is a completely ridiculous rule if you ask me. With all the restrictions and my penchant for couch-and-TV-time once I get home from a hard day at work, I had decided that having a pet may not be for me at this time.

Enter, Mini-Pigs! Not only can they be extremely clean, but they can also be potty trained. Not toilet-trained, per say. I think I would stick with litter-box training. This alleviates the problem of making a bundled-up, always-too-long trek into the cold and rainy streets of New Jersey to make sure my pet has a nice quality of life. (Completely selfish, I know.) In addition to this, they are friendly, adorable, don’t shed, and, from what my research shows, they are cuddlers. They are just like cats and dogs, minus the mounds of pet-hair around the house! Sadly, my love for these cuddly, cute animals is not shared by my boyfriend (I have to take his opinion into account since he cooks and cleans) and so, alas, I still have no pets.

Back to the point at hand. Through this long conversation with Peter, now discussing Citrix, iManage, and alpha- and beta-testing, our conversation was not solely straight forward business. We had made a “bond” and though not a fit for the role at hand, he and I left off on a friendly note. Roughly a month later, we got a new opportunity that Peter seemed appropriate for. I was not personally handling the new role, but one of my managers had called Peter to see what his interest level would be. Upon hearing “Glenmont Group”, Peter’s response was “Oh! How’s Susan? Did she get a mini pig yet?” Not only did this get a chuckle and a quizzical look from my manager, but it also showed the importance of getting to know your candidates.

Making a connection is so important when working in the recruiting world. Great technicians and skilled workers get calls all the time from recruiters. Some people don’t go a single day without hearing from one of the many staffing firms out there. It is important to stand out from the crowd and stay in your candidates’ minds. Whether it is talking about your children, discussing music, schmoozing about sports or even sharing a love of mini-pigs, make sure you make that connection. Without that, you will just be another person on the wire trying to steal a minute of time. Make an impression that will stick with your candidates. Good relationships, professionally and personally, can lead to great referrals and recommendations which, as I’m sure any recruiter knows, can lead to a successful career.

LEGALTECH® NY* is regarded as “The Most Important Technology Event of the Year”. It is a massive tradeshow for the E-Discovery industry’s stalwarts and up-and-comers alike to capture the attention of thousands of people over the course of three days. The event invites participants from around the world to introduce the latest software and service trends and innovations in legal technology, electronic discovery, and computer forensics. Glenmont Group specializes in recruiting for these areas, not selling or purchasing the products on display at this magnificent gathering, so one might ask why we would attend such an event.

Is it really that important for us to meet the top-level executives and sales and marketing teams from technology and services companies around the country? It sure sounds like a great idea! We try to build relationships with great companies in the U.S. and internationally, we recruit for Legal IT, Litigation Support, and E-Discovery Sales positions, and it is clearly a great forum for professional networking…seems like an obvious decision, and there is plenty of that going on. But, how many recruiters from Glenmont Group does the same executive or sales manager need to meet if they want to work with us? Certainly, one is all it takes.

Probably the greatest reason we attend LEGALTECH® NY, is because of the companies that attend. Rare is the opportunity to be introduced to the latest emerging technologies that are having, or about to have, an impact on the very business we recruit for. Whether it be the latest version of an Enterprise Application, a new twist on a critical service, or the initial presentation of a ground-breaking technology, our awareness and knowledge of these updated tools is critical to our credibility and expertise in this industry. Glenmont Group proudly recruits for small-, mid-, and large-sized, law firms, and top-tier vendors and consultancies, and while that drives our business, recruiting is not the only service our clients request of us. In fact, some of our strongest relationships in the legal community have been forged as a result of the counseling advice we provide to CEOs and CIOs, Practice Managers, E-Discovery Directors, and Sales VPs. Leaders across the industry always want to know who their competition is, but also rely on resources like us to guide them towards strategic partnerships. Despite the push to be on top, to be regarded as the best, the organizations that make up the legal technology industry are all striving to accomplish two simple goals: Effectively satisfy the overwhelming needs of the legal community in the present, and enable its members to be well-positioned to meet the challenges of the future.

If you are unable to attend LEGALTECH® NY, and are interested in hearing about the trends, and the companies driving those trends, in E-Discovery, Legal Technology, and Computer Forensics for 2012, feel free to contact me at: adam.weissman@glenmontgroup.com, and we can schedule a time to talk. For those who will be in attendance, I look forward to seeing you at the show!

*For more information on LEGALTECH®, visit their website at: www.legaltechshow.com.

Oh no, not another post about attorneys, iPads & tablets you say? Well, this one is hopefully different. Law firm CIOs have been inundated for requests for iPads since the first version was released over two years ago. The initial push for tablets was fueled by the ‘shiny object syndrome’ that is common to most new technology gadgets. Thankfully, in the last year, there have been a lot of legal specific applications written and targeted for the legal community. Developers have done a very good job of creating solutions for the practicing attorney. But, many of the Apps and success stories are from solo and small firms. There is everything from time entry, billing, case management, to research, trial prep and jury selection Apps. But, the real challenge for any mid to large law firm is to scale the applications, get them to interface with the existing enterprise applications and ultimately make the attorneys more productive. Unfortunately, that hasn’t happened yet. But, 2012 might be the year it all comes together.

Apple is expected to soon announce the iPad3. The rumors have been circulating that it will have possibly three form-factors and three price-points. The obvious goal with this vast array of choices is to take aim at Amazon’s Kindle Fire and the confusing assortment of Android devices. There is a good reason Android will not dominate the tablet market anytime soon; the marketing effort and product design is too fragmented. The Apps and Store for Android are not as simplified as Apple’s and the product line is confusing to the average consumer. What makes a Sony tablet better than a Samsung tablet? Most buyers don’t know how to compare Android to Android so they simplify their choice and go with the Apple iPad.

That’s not to say the iPad is perfect. The one killer feature missing from the iPad, which hopefully makes an appearance on the iPad3, is native pen-input and handwriting recognition. If the iPad3 had no other new feature, this one simple addition would be the turning point for law firm (and more wide-spread business) acceptance and I bet every attorney in the US would be more productive because of it. Practicing attorneys generate hundreds of pages of notes each and every day. Unfortunately, few of those pages are ever transcribed and thus end up getting scanned as an image and tucked into the electronic file record. But, when you need to refer back to a note, a keyword or find a reference there is no search—except for whatever you named the file. Imagine a day when you can take notes on a tablet, link them to an electronic file, save them into a document management system and keyword search the entire stream of handwritten text immediately and automatically. It sounds like the end to legal pads and a huge gain for search and retrieval (especially in the heat of a trial or witness deposition). Hopefully that day is not too far off in the future. Incidentally, Microsoft tablets have this capability today and it works phenomenally by using an App called OneNote. The only problem is that MSFT tablets are five year old technology and are similar in size and weight to a boat anchor. 2012 will be an interesting year if Windows 8 tablets finally make an appearance in the market and if the iPad3 has native handwriting and more enterprise equipped features.