Last week at Relawding we gave you 5 Tips to Secure a Training Contract, today, we want to explore other options that might help you:
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.
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