When approaching the application process, it’s hugely important to be realistic. If you haven’t got stellar grades, you're not going to get a look in at the top firms. However, there's more to law than just the top players. The process varies hugely from firm to firm – ranging from the more straightforward at Slaughter and May, to the rather longer at SJ Berwin. For Getting Hired information specific to each firm, check out all our firm profiles.
Application forms
On the whole there are two types of application form. The first type, as used at Jones Day and Slaughter and May, is 'old school': the firm asks for a simple covering letter and CV. But while the process may be simple, getting the letter right might not be so straight forward – so check and recheck to ensure your grammar and spelling is spot on.
The second kind of application form is longer and involves answering competency questions, often along the lines of ‘tell us a time when you did X’. And although the number of questions will vary from firm to firm, Hogan Lovells' form for example, comprises a fairly typical 12-13 questions. Bear in mind, employers are more interested in the skills gained from an experience than the actual experience itself. And it may sound silly, but make sure that what you write actually answers the question – it's all too easy to waffle on without getting to the crux. Note: many firms use the CVMail format, so it can be useful to keep a record of your answers – provided you are careful to check for errors, like putting in the wrong firm name!
Tests
Some firms, such as Linklaters, ask applicants to sit tests in order to assess their analytical ability. These might be sat pre-interview – Freshfields asks candidates to sit an online verbal reasoning test, for instance – or during the interview itself – Hogan Lovells for example, kicks off its assessment day with a Watson Glaser test.
On the whole, firms tend to favour non-verbal multiple choice papers, sat under timed conditions. You will find example papers online, so make sure you practice before sitting the test for real.
Assessment Centres
Assessment centres are used by a number of firms who want to get a more comprehensive picture of their applicants than they might get in a traditional interview. Depending on the firm, these centres come at different stages of the application process. For example, SJ Berwin’s assessment centre is the second stage of interviewing, coming after a telephone screening and before a final interview with partners. Elsewhere, Ince & Co’s assessment day is the final stage of its application process and involves a brief interview with HR, an interview with two partners, an in-tray exercise and two written tests.
Typically an assessment centre will take up a large part of the day and involve some form of case study, a written exercise and an interview. Often firms will include an office tour and a meet-the-trainees session, the idea being that those offered a position get a proper chance to assess the firm. Candidates are evaluated on a number of different points, including their interaction with other applicants.
Hogan Lovells operates a fairly standard assessment day process. Applicants sit a Watson Glaser test, take part in a group case study, have an interview with one or two partners and an HR rep, then have lunch with a trainee. Some firms have a more extensive process; at SJ Berwin for instance, candidates sit a written case study, give a presentation and take part in a group litigation exercise.
Interviews
Interviews vary from firm to firm, year to year, and interview to interview. For example, firms vary on the number of interviews in their process, with some subjecting applicants to a series of meetings, while others test their candidates with the odd one-on-one. The individual conducting the interview also varies. Some firms, such as Ashurst, like interviews to be conducted by HR staff and fee-earners. Others, such as Travers Smith, use senior associates or partners at both stages of the interview.
In terms of the style of interview, it is better to be prepared for every eventuality – case study, competency questions, commercial questions – as this varies from interviewer to interviewer. But there are standards that you can bet your bottom dollar will come up time and time again: “Why law?”, “Why this firm?”, “Why the City?”, “What other firms have you applied to?” The name of the game is to prepare, prepare, prepare.
Tips & Advice
Although processes vary from firm to firm, there are best practices every job seeker should employ in their applications: When filling in forms, be sure to check and double check your spelling and grammar, and make sure that what you write actually answers the question asked. During assessment days, try not to worry if part of the evaluation doesn't go so well – stay positive and make up the dropped points elsewhere. Do your research on the firm and make sure that your commercial knowledge is up to scratch. There is one last vital piece of advice... one of the biggest secrets to getting hired... if you can, get on a vacation scheme!
