Honesty, integrity and transparency in legal job applications

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Standing out in the competitive job market

I spoke with three career consultants in 2025. Two confirmed that I was doing all the right things and considered me a “strong candidate”. However, they suggested I adopt a more creative approach. The third consultant empathised, noting that many others had also found it difficult to secure a paralegal role. I clearly remember them saying “sometimes it depends on who’s hiring”.

Fast forward to early 2026 and I’m on the hunt for full-time paralegal roles again. It’s a different position now: I’ve gained locum paralegal experience and have a training contract lined up, so hopefully that makes things easier? Nope!

To be clear, there are agencies that recruit fixed-term contract paralegals but, from what I’ve seen, they usually require at least 12 to 18 months of prior paralegal experience or that your training contract be with a particular type of firm. I also needed certainty and a stable source of income in the meantime.

Solicitors Regulation Authority principles: you act with honesty and integrity

Where my applications and enquiries were actually acknowledged, I was often told that a fixed-term role didn’t align with the employers’ needs:

• “I appreciate your openness … but [x] will want to hire a permanent person in this role.”
• “All our vacancies are advertised on our website.”
• “We don’t often have fixed term or summer internships as we offer full time positions – we spend a lot of time training our staff so it’s not conducive really for us.”
• “Our clients are looking to fill permanent positions. They pay a fee to use us so are unlikely to hire on a fixed-term basis. That’s not to say there aren’t any, but I recommend you approach firms directly.”

I was somewhat in denial, so I bobbed along to a law fair to confirm what I already knew. There was a mix of government organisations, international, national and regional firms.

Choosing between convenience and principle

At the careers fair, one person suggested that disclosing my training contract from the outset might not be the best approach. They genuinely meant well and I understood where they were coming from, but there are several reasons why I decided to disclose my training contract to prospective employers:

1. I know employers want paralegals to stay long term and I already know I’ll be leaving. Therefore, presenting myself as seeking a permanent role or applying for one without saying anything further could be misleading, depending on how my circumstances are interpreted.
2. While silence isn’t misrepresentation, I’d feel uncomfortable not being upfront. Having supported recruitment in my former career, I know how expensive it is: a few hundred pounds to around £1,000 for a 30-day advert, depending on the role and the level of visibility needed.
3. I may be occupying a position that could otherwise support someone seeking a future training contract with the firm.
4. I’d need to explain my reason for leaving and request a reference in due course.

Small actions, big consequences

I’m meticulous with record keeping. Every statement on my CV is supported by documentary evidence. But I’ll omit roles that are fleeting and irrelevant to the position I’m applying for.

I’m also aware that inaccuracies or misleading information can lead to disciplinary action or strike-off, as reflected in recent legal news. There’s a difference between deliberate wrongdoing and ambiguity arising from omission, but because one can’t control how others may interpret things, I’d rather play it safe and avoid risking jeopardising the career I’ve worked diligently for because of ambiguity.

The breakthrough: when values meet

We discussed the role at the interview and I answered the usual questions, including why I wanted a career change, why this firm and this role. I also asked my questions. Finally, as I sensed an important logistical point fast approaching, I noticed my sheepish grin on the video call. The length of my commute was raised. As always, I was upfront about it and clearly outlined how I intended to make it work.

We proceeded to discuss matters of importance. The interview ended and I was later offered the job, which I accepted. The interviewers said they appreciated my transparency regarding travel arrangements and upcoming training contract, adding: “We were very impressed with your commitment and keen interest.”

In my more than 10 years of employment, I’ve found that open and honest conversations of this kind are quite rare. The careers consultant was right: it also depends on who’s hiring.

For more application tips, check out LawCareers.Net’s Application hub, sponsored by BPP University Law School.

Creativity found me

While my skills and experience secured the interview, it was my honesty, integrity and transparency that ultimately secured the job. Without realising, my problem-solving skills and drive to make things logistically and financially workable were a form of creativity.

Creativity can also involve being selective. For example, I was aware of the firm when I first applied for training contracts. I kept them on my radar and could explain in detail why I was approaching them for a fixed-term contract. Moreover, while I remain open to various practice areas, I chose not to pursue an agency role in a different area because I couldn’t see myself enjoying it as much. Being selective comes from being a career changer: I understand my own journey. I apply with intention and compete only with myself, not others.

Explore LawCareers.Net’s Non-law hub, sponsored by BARBRI, for more information about law conversion courses, maximising your non-legal experience and more.

Takeaways

There’ll be times when we encounter hurdle after hurdle, making the path of least resistance incredibly enticing. However, I prioritised my principles because life experience has taught me that good things come to those who wait.

Colinette Hazel is a future trainee solicitor and is currently working as an employment law paralegal.