As much as this presents new opportunities for the legal industry, concerns have been raised about the impact it will have on jobs. But first, here are a few examples of how technology is being used in the legal profession.

Contract review

Technology has been deployed to make the process of contract review, production, negotiation, and signing more efficient. Some examples of this software Uhura, Luminance, and Summarize.

Case Analysis

Technology has also been used to assess the chances of a claim being successful. This replaces the need for an individual to review the paperwork and reach a decision, improves efficiency, and reduces the number of ‘wrong’ decisions. The artificial intelligence used learns from existing claims data. This gives lawyers an insight into litigation cases and matches elements of the case with past cases to give them an understanding of how others dealt with a similar case. Some examples include Sibyl AI and Litigate.

Case management systems

Electronic case management systems have intuitive interfaces that improve compliance, coordination, and communication. They can be used to track cases and matters across a law firm and provide up-to-date information to its lawyers.

eDiscovery

During the preliminary fact-finding stage of litigation, technology has been deployed to reduce the time spent looking at evidence in large data sets. eDiscovery or electronic disclosure uses technology to identify, review and manage documents as part of the litigation process. eDiscovery systems can be used to review electronic documents and categorize them, make redactions where appropriate, and create the disclosure list, saving the lawyer’s time and the client’s legal fees.

Smart contracts/Blockchain

The use of smart contracts and blockchain technology have changed how parties to an agreement manage their legal obligations. With technology, the terms of a contract can be written as computer code. An example would be ensuring the automatic payment of funds (i.e., as wages or loan repayment) upon certain objectively verifiable triggering events, imposing financial penalties if certain objective triggering conditions are not satisfied. This reduces the chance of a payment deadline or completion stage being missed. Many commercial smart contracts rely on blockchain technology which is a distributed, tamper-proof digital ledger in which transactions are recorded transparently, irrevocably, and chronologically. The Accord Project provides open-sourced software for creating smart contracts.

The law firms currently rely on an army of paralegals, legal secretaries, and legal researchers to discover, index, and process information. However, a report by the Institute for Employment Studies predicted a fall in employment of such support staff roles due to the high uptake of LegalTech.

Some fear that LegalTech is set to replace certain roles in the legal profession. However, many argue that roles that perform practice group and client-specific human touch’ services cannot be easily automated but can only be complemented with technology. For example, LegalTech lack the following:

• empathetic skills (essential for dealing with sensitive matters, addressing jurors, etc)
• professional judgment and skills which a lawyer possesses (such as critical thinking)
• ability to perform human functions (such as attend court hearings, retrieve witness statements, etc)

Additionally, there has also been an influx of new job titles such as ‘Legal Technologist’ to accommodate the growing need for new talent. Technical skills are also now highly demanded by private practice law firms, in-house legal teams, and individual solicitors. For example, Clifford Chance has a distinct IGNITE Training Contract for graduates with STEM or technology experience.

Final thoughts

At the moment, there is no consensus as to how LegalTech will ultimately change the legal profession, but it will certainly transform the way lawyers work and create a host of precedent for the legal industry.

For future lawyers, it is important to understand the principle behind algorithms and AI well enough and to be comfortable enough with these new technologies, as you are highly likely to use them in your future career.

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Collaboration Agreements

The renowned Pfizer-BioNTech vaccine resulted from a definitive agreement between the two companies in April 2020 to develop and distribute a potential vaccine for COVID-19. Clifford Chance advised Pfizer on the collaboration agreement along with its in-house legal counsels, while Freshfields Bruckhaus Deringer and Covington & Burling advised BioNTech.

Similarly, AstraZeneca became the University of Oxford’s partner for the development of its vaccine for COVID-19 earlier this year. Gowling WLG led AstraZeneca on the development and distribution of the vaccine, and Bristows led for the University of Oxford.

Regulatory Approval

For the Pfizer-BioNTech vaccine, clinical testing started imminently in research and development sites across the US and Germany. The role of lawyers was to assist with the regulatory approval of these clinical trials in both jurisdictions i.e., ensuring it complies with legal, ethical, and professional standards is scientifically sound, and is free from discrimination.

Simultaneously, there were challenges presented by Brexit at the time of the clinical trials and questions around how it will affect the regulatory framework between Europe and the UK. Lawyers at Clifford Chance were mindful of this regulatory complexity, but at the same time, did not have the luxury of waiting until the transition period was over. According to Stephen Reese, the partner who received instructions from Pfizer, “…the firm was dealing with unprecedented times and had a fairly tight time pressure on anticipating the specifics of the deal that addressed different eventualities on both development and approval of the vaccine. These types of deals normally take three to six months to put together but doing it in a few weeks entailed reconciling regulatory clinical trial aspects with commercial imperatives.”

Intellectual Property

Regarding intellectual property, the Pfizer-BioNTech vaccine deployed novel technology that introduces mRNA genetic material into the human organism, sparking an immune response by replicating the spike proteins contained in the coronavirus. The role of lawyers was to counsel Pfizer on patent issues arising from the unprecedentedly large-scale distribution of the vaccine is developed in conjunction with German biotech company BioNTech, amidst big uncertainty.

Contract Negotiation

Apart from collaboration, licensing, and research agreements, lawyers assisted pharmaceutical companies in drafting contracts and negotiating with the UK government concerning production, supply, and distribution agreements. For example, Baker McKenzie advised a multinational pharmaceutical company in structuring contracts for local production of its COVID-19 vaccine.

Government Investment

The UK Government made investments in the development of an infrastructure for a COVID-19 vaccine from AstraZeneca and the University of Oxford. The investment was aimed at making sure the UK has infrastructure capable enough to capture other vaccine companies if they needed manufacturing capabilities.

Clifford Chance, Eversheds Sutherland, and Travers Smith were involved in the Government’s investment in the Cell and Gene Therapy Catapult’ to accelerate such production of a COVID-19 vaccine at scale in the UK, including advanced therapy and vaccine manufacturing for potential future pandemics. The lawyers advised on all aspects of the transaction including the facility acquisition and funding arrangements, the acquisition of the existing facility and related business, real estate, construction, and administrative and public law aspects.

Government Contracts

In December 2020, the United Kingdom became the first country to approve the use of the Pfizer-BioNTech vaccine after it was authorized for emergency use by the Medicines and Healthcare products Regulatory Authority (MHRA). One month later, the Oxford-AstraZeneca vaccine was also approved for emergency supply in the UK.

Subsequently, lawyers advised the Department for Business, Energy and Industrial Strategy and the Government’s vaccine task force, which was set up last November, on the drafting and negotiations of contracts relating to the manufacture and procurement of vaccines for Covid-19. Negotiation points may include the duration of the contract, precise quantities, delivery dates, and penalties such as price reductions for non-compliance.

In summary, the various legal considerations discussed above had to be taken into account before COVID-19 vaccinations could be administered to the public. This required advice from lawyers on a wide range of issues involving various departments, including competition, corporate, litigation, and real estate.

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The post The role of lawyers in the negotiation and agreement of deals between the UK Government and big pharmaceutical companies on the supply of COVID-19 vaccines. appeared first on Relawding.

As traditional as the legal sector might seem, it is not averse to the current technological advancements. Various law firms have embraced new software that makes their recruitment processes faster, easier, and more streamlined, whilst still attracting candidates who are smart, effective, diverse, and positively contribute to their culture. Computer algorithms and AI also helps them to save costs, eliminate bias and reduce error, provided that they have been implemented properly. Below are some examples of how they are being used:

Application Forms/CVs
To help recruiters and HR departments quickly sift through mountains of applicants, ensuring that every CV is at least screened, AI systems have been used to analyze the data on application forms or CVs by comparing a candidate’s qualifications and work history with the job specification.

Pymetrics Test
Pymetrics uses AI and neuroscience games to predict a candidate’s inherent fit for a job, bias-free. It collects hundreds of thousands of data points on 90 different traits such as creativity, flexibility, perseverance, decision making, and adaptability

Currently used by Womble Bond Dickinson, JP Morgan, PwC, and others.

Capability
This platform uses data insights and precise data points to understand, identify and predict the behaviors that deliver success. It comprises situational strengths, numerical reasoning, verbal reasoning, and critical reasoning. The strengths, skills, cognitive ability, personality, and values that are assessed are customized to the specific needs of the company.

Currently used by Linklaters, Reed Smith, Deloitte, KPMG, EY, Aviva, Legal & General, and others

HireVue
Along with voice and facial recognition software, HireVue has a proprietary algorithm to determine which candidates are ideal for a specific job by analyzing their vocabulary, speech patterns, body language, tone, and facial expressions in a one-way video interview. Once deployed by Unilever, the company achieved £1m annual cost savings, a 90% reduction in time to hire, and a 16% increase in hiring diversity.

Currently used by Unilever, Vodafone, PwC, and Oracle, and others.

So, how can you navigate AI-assisted recruitment? Here are some tips to help you succeed.

Tailor your CV or answers to ensure that they closely match the job specification of a position.
As AI searches for certain keywords and patterns, when drafting your answers/CV, ensure to include the key terms and phrases from the job description as you describe your skills and achievements. You can be as descriptive as possible since AI uses the natural language process.

Use accurate dates in your employment history
Including the months and years for the start and end dates in your previous roles is imperative because AI will key in on these dates to determine your staying power as a candidate.

Consider the key skills/values/strengths that the recruiter is looking for
When completing AI-driven assessments, you should thoroughly consider the key skills, values, and strengths that the recruiter is looking for as you are very likely to be assessed on them. For example, when completing Cappfinity’s Capp Online assessment for Linklaters you will be assessed on the firm’s agile mindset framework. This includes Empathy, Divergent Thinking, Entrepreneurial Outlook, and Social & Emotional Intelligence.

Assume that you are currently in the role
By putting yourself in the shoes of a current trainee solicitor or investment banking graduate, you can guess how they will approach the games and try and replicate their responses. However, try to also be authentic and as honest as you can.

Practice with brain training games
Brain training games such as Lumosity or Elevate can help you to prepare for the Pymetrics game as they might have some similarities.

Complete the assessments in a quiet environment
Having no distractions is imperative as it ensures you can fully concentrate. Also, take the test at an appropriate time of the day where you can work at full functionality.

The post How AI and algorithms take part in the recruitment process of law firms and global corporations and how to “navigate” them appeared first on Relawding.

Tailor your application

Although law firms might look similar, each of them has key differentiators and unique selling points. This could be in their practice areas, business model, international strategy or training structure. For example, Jones Day have a non-rotational training contract, allowing trainees to influence their work organically. DWF is also a plc rather than a traditional LLP and offers shares to its employees. 

To make your application stand out, you need to show that you have thoroughly researched the firm and have identified what makes it distinctive from its competitors. An application that has been properly tailored to a specific firm is always more likely to succeed than a generic application. 

Co-curricular activities

If you are a student, engaging in co-curricular activities such as sports, societies, debating, and mooting can you help develop transferable skills, giving you a bank of examples to draw on when answering competency/strength-based questions at an interview. It also demonstrates agility and proactiveness to the graduate recruitment team who are always looking for well-rounded candidates.

Assessments and video interviews

Apart from making an application, you need to understand the full assessment criteria as each law firm might use different metrics during their recruitment process to help them identify the best candidates. A few examples include:

– The Watson Glaser test, a common assessment used by many law firms (e.g., Clifford Chance, Hogan Lovells, Norton Rose Fulbright) to assess critical thinking skills. Find out more about how to succeed on the Watson Glaser test here.

– Some law firms use an online situation strengths test (e.g., Reed Smith, Linklaters) designed to assess how you respond to and prioritise tasks that you may encounter as a trainee solicitor.

– Few firms use the Korn Ferry Assessment psychometric assessment (e.g., Simmons & Simmons) to test the verbal and logical reasoning of their candidates. Free practice tests are available here.

– Few firms use the SHL Verbal Reasoning test (e.g., Osborne Clarke) which assesses the ability to understand written information and evaluate arguments about this information. Free practice tests are available here.

Some firms might also use a video interview to assess their candidates which require lots of practice and preparation. During the interview, make sure you answer the question, be professional, dress as you would for a face-to-face interview, keep your backdrop neat, remove any distractions, make eye contact, relax and be yourself. Don’t leave your video interview until the last minute, make sure you give yourself plenty of time to allow for any unexpected events such as problems with technology. Have concrete answers to ‘Why law?’ and ‘Why the firm?’ and prepare answers for competency/strength-based questions, particularly those that align with the firm’s values.

Assessment centres

It is unlikely that you will be able to fully prepare for an assessment centre as the exercises will be designed in a way that will test how you perform under pressure and think on your feet. Be familiar with the instructions provided by the firm about the assessment day so that you can anticipate what the day will involve and what will be expected of you. Assessment centres generally involve:

– Group exercises: presentation, negotiation, role play, or discussion-based exercises

– Written exercises: drafting a letter, an email to client/partner, a claim form, or other legal documents

– Case study: requiring you to analyse information and documents relating to a commercial scenario and report your recommendations.

– Face-to-face interview: motivational, commercial, competency and strength-based questions

The aim of these exercises is for the firm to evaluate you beyond your application answers, allowing you to display your skills and assess how well you fit in with their firm. The kind of skills sought after are mainly communication skills, team working, leadership, commercial awareness, time management, spelling and grammar, attention to detail, analytical skills, problem-solving skill, ability to work under pressure, resilience, and willingness to learn. 

Before the assessment day, re-read your application and be prepared to expand on your answers. Ensure that you have updated your knowledge and research on the firm and be on top of the latest news and current affairs. Avoid disrespectful or domineering conduct during group exercises and be collaborative. Prepare engaging questions to ask your interviewer at the end of your interview. The answer to your questions should not be easily looked upon on the firm’s website. Be respectful, confident, and be yourself.

Mentoring Scheme

Finally, there are various mentoring and coaching schemes organised by universities, organisations (i.e., Aspiring Solicitors, RARE Recruitment), or directly by law firms that you can engage with which will help put you in a better position for securing a training contract. 

In summary, navigating the recruitment process for a training contract can be tough. However, by following these tips you can stay ahead of the pack and land a position with your dream firm. 

To keep up to date with the latest legal news, click on legal to get your daily dose.

The post Tips to Secure a Training Contract- Part II appeared first on Relawding.

For example, law firm Shearman & Sterling receives around 2,000 applications with only 15 places available on the firm’s training programme. This leaves less than 1% of applicants who actually successfully navigate through the recruitment process. Whether you are a student, graduate or career changer, we have compiled 10 tips to help improve your chances of securing a training contract.

Research law firms

The first step is to improve your understanding of the type of law firms that offer training contracts. There are various types of law firms and you will need to identify which one mostly appeals to you.

Once you have identified the type of firm that is the right fit for you, you should make a list of firms you intend to apply to and carry out a thorough research on each of them. Your research should include basic details about the firm (i.e., locations, offices, practise areas, sectors, recent case/deals, clients, competitors, people, awards/achievements, business strategy etc) as well as factors that might influence your decision to work for them (i.e., practice areas, culture, diversity, social responsibility, work/life balance etc). Below are some of the best sources you can use for researching law firms:

• Chambers Student
• Chambers and Partners
• The Lex 100
• Legal 500
• LawCaerrers.Net
• The Lawyer Portal
• TheLawyer.com
• TARGET Jobs
• All About Law
• Legal Cheek
• The Student Lawyer
• Legal Week
• Legal Business

Attend events

Engaging with law firms through events is a great way to gain a unique insight into their culture, learn more about their opportunities, interact with their current trainees and lawyers, and ask questions to their graduate recruitment team. Many firms run insight days, open days and networking events which are free to attend. Some may require you to complete a short application question before offering you a place, so these events can also be competitive. Attending events demonstrates that you have a keen interest in law and that you have taken the initiative to further your understanding of the legal profession. These events can also be included as work experience on your CV or on your application form.

LinkedIn

Following an event, it is helpful to connect with the firm on social media and LinkedIn in order to keep up to date with their programmes, and the deadlines for those opportunities. During your search for a training contract, you should make the most of LinkedIn by making sure your profile is up to date and making useful connections with the firms you are interested in.

Work experience

Obtaining legal work experience can help to build your understanding of the role of a trainee solicitor from a practical perspective. Paralegal roles, legal internships, virtual internships, vacation schemes, pro bono work and legal volunteering are some examples of useful legal work experience. Particularly, vacation schemes are important as they are one or two-week placements conducted by law firms with the view of a training contract offer on completion.

Other relevant work experience such as part-time roles in customer services or a commercial environment also help to develop the requisite skills for succeeding during your training contract e.g., communication, teamwork, problem-solving, commercial awareness etc.

Commercial awareness

Developing your commercial awareness is essential as this is an important skill which law firms expect their trainee solicitors to possess. You need to have a good level of understanding of how a law firm works as a business and how the wider market and economy will impact them and their clients. For beginners, it might initially seem difficult or overwhelming. You need to find an approach that works for you, get yourself into a routine and stick to it. Some examples of good places to start learning are:

• Relawding
• ComAware
• Financial Times
• BBC News website
• Wall Street Journal
• The Economist
• Finimize
• Quartz
• Bloomberg
• Podcasts (BBC’s Wake Up To Money, Business Daily, World at One)

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