Justine Delroy is a corporate tax partner and grad partner for the Manchester office of Addleshaw Goddard. She advises on all aspects of business and real estate taxation
Law firms are looking for talent, not polish: It may feel sometimes like you're competing with people who have had lots more opportunities to develop certain skills than you, but what most law firms are looking for is not polish but talent and potential. We're used to identifying candidates who have the requisite intellectual and analytical skills as well as the drive, dynamism and commerciality that really make a good lawyer. I should also mention that a lot of firms are genuinely interested in recruiting from a diverse and varied pool of talent.
Paralegal work can be a good way of gaining experience before your training contract starts: Working as a paralegal is a great idea to fill some, or all, of the gap between the LPC (Legal Practice Course) and starting a training contract. Some would advocate working as a paralegal in the firm where you've accepted a training contract — you'll start to establish a group of friends and really know the ropes by the time your training contract starts. It may also be easier to get the paralegal job if you've successfully been through the training contract application process. But there's also something to be said for experiencing somewhere different first.
Work experience — relevant or otherwise — can help you land a vacation scheme: Unfortunately, it's a common problem that applicants for law firm vacation schemes often feel that unless they've already had some legal work experience, it's difficult to prove their commitment to a legal career — catch-22. My advice would be first to try to get any legal experience you can, whether that's work shadowing a barrister, paralegal or helping out at the Citizens Advice Bureau. Secondly, getting some business experience would really stand you in good stead. I remember interviewing someone who hadn't managed to get his foot in the door of a law firm to do a vacation scheme, but had spent a summer running a coffee bar (having been taken on just as a barista!) He really understood some of the key essentials about business — knowing your clients, balancing the books and leading and inspiring the people in your team (not to mention he had mean panini-toasting skills!) Try to think laterally about how you may be able to demonstrate you have real potential.
Matthew Broadbent has been publisher of LawCareers.Net and The Training Contract & Pupillage Handbook for more than a decade
Do some digging to find which firms welcome career changers: It's easy to be under the impression that law firms are only interested in whippersnappers, as most firms' recruitment campaigns are targeted at recent graduates. But lots of law firms positively welcome career changers. The key is to do extensive research and to take a proactive approach. I would suggest that you make a list of the firms you are interested in applying to and then have a thorough look at their websites. Some firms specifically mention that they are interested in candidates who are changing careers. If the website has trainee profiles, these can also be useful to establish what sort of candidates the firm is interested in. Another good way to establish a firm's stance is to speak to its representatives — either by meeting the graduate recruiters in person at a law fair or an open day, or by calling up the human resources department and speaking to them on the phone. Ask how many mature candidates the firm recruits and explain a bit about your background — mention any relevant experience. Actually talking to a firm will probably tell you a lot more than browsing its website.
Read between the lines to find the firms who'll be open-minded about grade requirements: Less-than-perfect A-levels needn't stand in the way of a legal career, but they will do if you apply to the wrong firms. If a firm is categorical about its requirements, you are going to have trouble getting past the first hurdle (especially if the firm uses an online application system which automatically sifts through candidates based on requisite information). However, some firms are more flexible — it's a question of doing your research and working out which those firms are. Look at firms that operate a less-rigid approach and are not so hung up on grades. While unlikely to be trumpeting this as an official policy, if you read between the lines you should be able to identify the more open-minded firms out there. Another way of offsetting less-than-spectacular grades is to highlight your strengths in other areas. Maybe you could get some work as a paralegal, learn a language or do some pro bono work? If there are a handful of firms that you are really interested in, why not contact their graduate recruitment teams direct and explain your position. Hopefully they will be able to give you an honest idea of your chances of getting past the first stage.
Faye Wimpenny is graduate recruitment manager for Linklaters LLP
Make time at university for activities outside of your study — they'll make your training contract application shine: Many law firms, Linklaters included, actively review training contract applications with peoples backgrounds and the opportunities that they may have been given in mind. What we are looking for is strong academics and a reasonable range of activities outside of your academic work in order to prove that you are interested in things other than just studying. The key is to take the things you have done and really use them to emphasise your skills. If you are not currently involved in any societies or sports, then you should try and make time for a few things that you are interested in as they will give you lots to talk about when you do get a training contract interview.
Impress employers with your knowledge of their work: At Linklaters, because we are a commercial law firm, we expect applicants to talk about what is going on in the wider world and to have an understanding of the type of work we do. So, spend some time researching each firm and write information that is specific to them — especially if one of their deals has really interested you.
Ben Staveley is acting head of trainee recruitment for Freshfields Bruckhaus Deringer LLP
Don't assume employers aren't interested in the work you did to pay your way through university: I always notice when a candidate has the type of background where not everything has been handed on a plate to him or her — this is strong evidence that he or she has the drive and determination we need. And I'm always surprised when candidates assume that a firm like ours won't be interested in part-time work. The amount of valuable skills that juggling part-time jobs gives you, and what you learn about life and yourself as a result, can be enormous.
