Interview technique
sent home, while the remainder might have a formal panel interview in the afternoon. One recruiter mentions an incident that occurred during the chambers’ assessment day: “We do an X-Factor style goodbye halfway through the day, inviting only a few to stay for lunch and second interview. We were joined at lunch one year by someone we had rejected, but who could not understand the word ‘goodbye’.” The lesson here is to learn when to take a hint! Don’t ask a question that, had you done any research on the firm, you would have found out the answer Remember that although they might sound intimidating, the exercises generally aren’t set to trick you, but rather are intended to reveal what sort of person you are and the sort of lawyer you might become. One firm likes to test applicants’ initiative by asking in a written assessment whether you know its address and phone number (the answers are on the pen you are given to write the answer!). Be your best self on the day and don’t let nerves get the better of you. Lucie Rees, graduate manager at Watson Farley & Williams, offers some reassurance: “Assessment centres are designed to put candidates at their ease and give them the best chance to showcase the skills we are looking for. More times than not, successful candidates tell us they actually enjoyed the day, which is great to hear. There is a mix of group and individual work, all of which fits into a client scenario that runs throughout the day. Try to relax and be yourself – you’re more likely to perform well and find the firm that is right for you.”
brief you properly in advance. If it doesn’t, there’s no harm in asking, but don’t be too pushy as surprises might be a deliberate part of the day. Psychometric tests Psychometric tests are supposedly the Holy Grail, bringing science into the recruitment equation. With employers seeking not only ability, but also candidates with an appropriate temperament and character profile, psychometric tests are designed to work this out. While they are somewhat imperfect and should always be used in conjunction with other methods, it is fair to say that they represent a useful tool for recruiters. One graduate recruitment manager told us that psychometric tests can provide “a strong indication of a participant’s potential”. The key to psychometric tests is that there is no ‘right’ answer. Often, similar questions are asked in a number of ways. The aim is to discourage candidates from trying to guess what answer is expected and instead give a genuine picture of themselves. As such, it is hard to offer advice on how to approach them, beyond being honest. Some firms will even give an identical test immediately after the first, to ensure that people are being honest – as our recruiter says: “Nobody can remember how they responded previously if they were trying to suppress their true nature!”
Interviews During
An interview is a two-way process, designed for both you and the interviewer to decide whether you meet each other’s needs. A recruiter at a City firm told us: “An interview day at our firm starts with candidates arriving an hour before their interview slots. They are given a written question and asked to orally present the advice they would give in that scenario for five minutes at the start of the
Each firm/chambers will have its own way of going about things and, with a bit of luck, will
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