BEST RECRUITER – MEDIUM REGIONAL FIRM
I think it’s critical to give trainees challenging and meaningful work, exposure to clients and opportunities for taking on responsibility at an early stage but in a supportive and
some other firms, Taylor Walton insists on a covering letter to accompany its online application form and Jim places weight on the candidates’ writing style and letter content. Competition for up to four training contracts each year remains fierce and the calibre of applicants continues to be high. Typically Jim will invite a dozen candidates for the first round of interviews. In order to allow candidates to perform at their best, he says he aims to conduct the interview in a relaxed manner. He is not a fan of asking inane questions and takes a more straightforward approach, genuinely trying to get to know each candidate, what drives them to become a lawyer, their interest in Taylor Walton and what sort of person they are. “I want to put candidates at their ease and free them from the pressures associated with attending bootcamps or assessment centres,” he explains. “However, I do still like to see how a candidate thinks on their feet. I like to ask topical questions about the legal market and ask for their opinion.” Jim has found that candidates often ask about retention rates and he is only too pleased to recite exceptionally high statistics in this regard, adding
that the firm’s ethos is not to simply recruit for the duration of the training contract, but to try to look for longer term potential. Taylor Walton has always been keen to involve its own trainees in the recruitment of its next intake. Candidates are encouraged to take advantage of being able to ask a trainee questions on a one-to-one basis. The firm is keen that all candidates get a sense of the culture and what sort of training and support a trainee can expect. The involvement is also considered to be a valuable learning opportunity for trainees themselves and their input into shortlisting for second interview is highly valued. A sealed envelope includes Jim’s report on the candidates who are to be invited back to meet two partners – including Tracy Harris, the firm’s training principal – at a second interview. The envelope remains unopened until the end of the second interview stage so that the partners are not swayed before meeting candidates for themselves. Do they ever disagree? “We look at candidates from an added perspective,” acknowledges Tracy. “We will discuss our views and make a collective decision
encouraging environment
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