Wot, no training contract?
updated on 27 October 2009
In my 11 years as head of graduate recruitment at a Top 20 law firm, I never failed to be moved by the sheer volume of LPC and post-LPC applicants. How could these students continue to chase their dreams, self-fund and be saddled with such huge debt, and yet often fail to do the basics right?
As a recruiter I found these students potentially very attractive. They were closer to the finished article (recruiting two years in advance adds to the already substantial generic recruitment risks) and they were often less expensive (I said I was moved, but commercial considerations prevailed!). So why did so many fail to secure a training contract despite their potential advantage? I have identified 10 common problems and offer potential solutions.
1: Failure to demonstrate you have learnt from previous rejections.
A level of self-awareness and evidence of learning is critical. Spend some time, possibly with a tutor or trusted friend, reviewing the applications you have made. Be brutally honest! Contact firms you applied to before to see if you can obtain some feedback. While many firms do not have the resources to do this, many others provide feedback for all shortlisted candidates as a matter of course. Don't just dismiss feedback defensively; you may not agree with what's being said, but it is someone's impression of you and that has to have some validity. And you need to demonstrate that you have taken on board the feedback and acted on it.
2: Continuing to apply to the same firms despite not meeting baseline criteria.
This is not dissimilar to the first problem and it is again worth you getting honest feedback from those firms that have rejected you. In addition, you really need to do your research about what firms are looking for and test yourself honestly against their criteria. I think it is very important to try and get underneath the published criteria; try viewing the profiles of trainees and partners on the firms' websites. How do you measure up against them?
3: No attempt to test your career choice.
Work experience becomes more important than ever the further down your legal studies route you are. A range of work experience demonstrates commitment and determination. It doesn't just have to be mainstream placements either; Citizens Advice and other voluntary activities are useful too. Such evidence provides the recruiter with evidence that you are competent at work, but maybe just not coming across well at the interview stage.
4: Attempting to hide poor academics; a CV without a degree classification is probably a 2.2!
Simple! Be upfront. Put your grades on your application and CV, and provide mitigating reasons why things may not have gone to plan. Recruiters are human too and we have all generally had a blip in our academics, so most will understand a legitimate reason. However, it's a fine line between those reasons that are legitimate and those that are not - telling us that you just got drunk for the whole of your first year is not likely to impress! However, something along the lines of 'I failed to knuckle down in my first year and underestimated the amount of work involved, but I have learnt my lesson and my next set of results demonstrate this will.'
Remember to be totally honest and, if possible, provide a credible source who can confirm your reasons.
5: Being less than 100% clear on your training contract strategy.
You have to identify a type of work and firm that is a good match for your capabilities. It is really important to think this through for yourself and be able to both articulate and evidence your reasons. It will be hard for you to convince a recruiter at this late stage that you have a desire to do fast-track personal injury, while actually loving the idea of corporate or working in a high street firm. It is more impressive if you have a clear strategy and can back it up with reasons from both your studies and work experience. Remember it is OK to rule out certain types of firm and law based on your experiences (provided you then apply to the firms that match).
6: Unconvincing reasons for the lack of a training contract so far.
As a recruiter, it is not impressive to be told that you didn't realise you needed to apply in your second year. Solutions to Problems One and Two can help here.
7: Failure to sell your USP.
At this stage, you are closer to being the finished article and you should play to your strengths. It's a tough job recruiting and you can make the recruiter's life easier! Demonstrate and highlight in your application the additional skills you can bring. For example, you may have more in-depth work experience than others. Outline the skills you have that wouldn't require training (eg, telephone skills, time management and an ability to work under pressure in a commercial environment).
8: Looking desperate!
Don't start to stalk recruiters via email and telephone, or by turning up at their stand at every law fair. Show your interest by all means, but remember that recruiters are inundated at certain times of the year, so you may end up being memorable but for all the wrong reasons!
Instead, go to a law fair, look smart and keen, ask a couple of thoughtful questions (not questions for which the answers are easily available), make your impression and leave your application to do the rest. Or send one email asking a well-thought-out question and leave it at that.
9: No focused research into the firm.
This sounds easy but is so often missed. Go beyond the brochure and firm website information by looking in the directories and client guides (such as Chambers & Partners), the weekly legal press and the law reports. Thus, you show the firm you really know who it is, what it is doing and why that excites you.
10: Applying at the last minute.
This applies to all applicants but more so to LPC/post-LPC candidates. As a recruiter, I could never understand why someone who was supposedly motivated would do this and it was my number one pet hate. It is impossible to give 100% to shortlisting 400 forms which land on or around the closing date. You increase your chances by applying early (the application period is generally at least six months, so there's no excuse). Also, a rushed form is often full of mistakes and generally poor answers.
Finally, here are two of the worst examples of misjudged attempts to gain a training contract that I have ever seen. First, an individual made an appointment with me purporting to be setting up a magazine. He came to my office and in the first few minutes told me there was no magazine, but he had brought along his CV and wanted to talk to me about his training contract application. He had initiative, yes, but he broke the golden rule - honesty. Integrity is central to the role of a solicitor and his actions were at best disingenuous and at worst a deliberate attempt to misrepresent. I was left with the impression that this student was negligence waiting to happen. I hope he listened to what I said and learnt the error of his ways!
Second, there was a person who came along to a law fair with business cards. What's wrong with that, I hear you say? Well, in addition to his name and contact details, he'd also included the phrase "seeking a training contract with you". He obviously thought he was showing initiative and would stand out, but I was completely turned off by his gimmick.
These two examples show how you should be really careful; if you have an idea, test it out with your tutor or careers service before going ahead. Your great idea could sound the death knell for your career.
Sue Lenkowski ([email protected]) is an independent consultant specialising in selection assessment development and coaching for individuals and firms.
