Last month we discussed how to go about making applications for training contracts and vacation schemes and the key traits of preparation and perseverance that you’ll need to get through to an interview and assessment centre. So what is it going to be like when you do make it through?
Tests
After submitting the application form, many firms will contact you automatically to ask you to complete one or more psychometric tests such as the infamous Watson Glazer test. These tend to take the form of reasoning and logic tests in order to assess the way you think and analyse situations, rather than testing your knowledge and learning as university exams do. Often these tests can have strict time limits to make you work under pressure. There are plenty of practice versions available online – so do some practice first before attempting the real thing.
Telephone interviews
Some firms may then conduct a telephone interview. This will usually be with a member of graduate recruitment at the firm. Graduate recruitment will be likely to contact you prior to the telephone interview itself to arrange a suitable time. Once you are aware of the telephone interview, do some additional research on the firm and any recent cases or deals they have been involved in.
Also, have a copy of your application form to hand and familiarise yourself with it. They are likely to ask you to expand on certain points you have made during the telephone interview. Remember not to panic nor try to bullshit your way through answers – that won’t convince anyone!
Assessment centres – group exercises, tests and interviews
If you’ve been invited to an assessment centre, you’re doing really well. Firms will only invite a limited number of applicants, as these are time consuming and expensive for them to run. An assessment centre will usually involve spending the day at the firm’s office, completing group exercises and interviews.
The group exercises will require potential candidates to work together in small teams. The task can vary but will be likely to be a negotiation, presentation or commercial awareness exercise. A group task is a key way firms draw out personalities and see how people really interact outside academia. Don’t go too far either way – if you’re too loud and argumentative you will be thought of as pushy and arrogant. But you also can’t stay silent and hide in the corner. Aim for the middle: join in the debate, but also invite others in by asking their opinions. Consider what others have said and build on their points to come to an answer as a team. Firms will want to see that you have a mix of teamwork and leadership skills. After all, the reality of law practice is nothing like an episode of Suits!
During the morning some firms will also require you to redo the psychometric tests mentioned above, either in a paper or computer format, or sometimes both. This is usually to confirm that the ones completed prior to the assessment day were done honestly by the applicant and not by another individual. You might also be asked to complete a written exercise (with a business angle) in a set amount of time.
After the morning session, some firms will invite all applicants through to the afternoon. Others will send some applicants away based on their morning performance.
The afternoon session will involve interviews. There may be one or two, either with partners, HR or both. Some firms may conduct a solely competency-based interview, expanding on the answers you gave in the application form. Other firms may give you a business exercise and ask you for your thoughts on it to form the basis of the interview. Either way, all firms will want you to demonstrate why you are a great potential trainee. Make sure to research current issues in the news and the impact they have on the firm, and before the interview practice the answers (out loud!) you would give to common questions, such as “why do you want to be a lawyer?”.
What next?
After the assessment centre, it will usually be a case of waiting until the firm has made their decision! You’ll likely hear by telephone or email – this can be as quick as a day or take several weeks, depending on how many trainees are being recruited.