As I'm now approaching my third year at White & Case, I’ve been lucky enough to participate in designing some of the recruitment programmes we have. This has been supported by the fact that I’ve met some fantastic candidates on campus, at varying events and built a strong understanding of what candidates want. Onsite and virtual events enable attendees to see and hear about the global nature of White & Case, and how that enhances the collaboration between teams, practice groups and offices. I’m always in awe of the variety of people, thought and initiatives across White & Case – the innovation of White & Case’s people is always centre stage.

Yes, we run three in-person vacation schemes a year, every winter, spring and summer, with up to 25 students taking part in each scheme. Our winter scheme is targeted at final-year undergraduates and graduates, and our spring and summer schemes are open to second-year undergraduates as well.

Taking part in one of our three annual vacation schemes is the best possible way to experience what our lawyers do every day. Try out real client work, providing you with a chance to learn about our practice areas and delve into the day-to-day tasks lawyers get involved in. See whether White & Case is the right fit for you, and build a close-knit network with your fellow participants and individuals across the business through a number of social events.

Choosing whether to commit to a training contract with a firm is a big decision and a vacation scheme gives both the candidate and White & Case a chance to see whether they’re the right fit for each other. For that reason, White & Case recruits the majority (around 80%) of our trainees from the winter, spring and summer schemes. However, we do understand that for a variety of reasons individuals may be unable to undertake a vacation scheme with us – for example, if they’re in full-time employment or have parental or caring responsibilities. Therefore, we also have a direct training contract recruitment process for candidates who are unable to attend a scheme with us.

We’re looking for several key skills in candidates when they apply to White & Case, and these go much further than the academic requirements we have in place. We consider mitigating circumstances, use contextual recruitment to allow us to look at every application in context and holistically, and are looking for evidence of individuals who:

• demonstrate real integrity.
• are constantly curious.
• share the White & Case mindset.
• are a team player; and
• have a genuine client focus.

Yes, all experience is relevant, and we encourage candidates to talk about the jobs and placements they’ve done – we’re interested in the journey you’ve been on to get to where you are now. The attributes we’re looking for aren’t exclusive to law, so there are lots of ways that candidates can demonstrate their transferable skills.

This is particularly relevant to career changers. Previous careers and work experience shouldn’t be disregarded, rather think about how the experiences have already begun to develop the skills we’re looking for.

When it comes to demonstrating commercial awareness in an application form or interview, this isn’t something that you can prepare for overnight or in a couple of weeks of cramming. It’s about having a real interest in the business world in which we, as a law firm, operate and finding the right format in which you gather this knowledge. This involves:

• keeping up to date with the news;
• thinking about how wider issues may impact White & Case and our clients; and
• being able to convey that understanding in a conversation with partners or associates during an interview.

White & Case runs an assessment centre for direct training contract applicants and solicitor apprentices only. Successful candidates reach this stage after the online application form, a video interview and telephone interview. During the assessment centre, direct training applicants undertake a written assessment, face-to-face interview with a member of the early careers recruitment and development team and an associate, plus an interactive group assessment. There’s an opportunity to relax and network with our trainees and the other candidates during lunch – a perfect opportunity to get to know our trainees and to ask plenty of questions. Successful candidates are then invited to an interview with two partners, incorporating a commercial presentation element.

The assessment centre for the solicitor apprenticeship route is slightly different and involves a written assessment, face-to-face interview with a member of the early careers recruitment and development team and a partner, plus an interactive group assessment.

For the vacation scheme, the assessment process begins with the online application form, followed by a video interview, face-to-face interview and written task. Assessment of candidates is then ongoing during the vacation scheme, with the same tasks undertaken as a direct applicant would during an assessment centre, as well as the final interview with two partners taking place during the second week of the scheme.

One of the questions we’re often asked is, “How do I make my application stand out?” This is fine to ask, but it’s also explained clearly on our website and other recruitment resources. That kind of generic question will get a fairly generic answer from one of White & Case’s representatives. A student will gain much more from an interaction with us if they've tailored questions to ask, such as about a certain practice area, discussing a transaction/deal or knowing about our guaranteed overseas seat that forms part of the training programme. Specific questions are also more memorable for the recruiter further down the line when you come to apply.

We’ll be attending many network law fairs, university panels and running skills sessions, alongside multiple virtual sessions, so candidates have access to a variety of information gathering events before coming to speak to us or taking part in one of our assessments.

Yes! White & Case has recently launched a solicitor apprenticeship programme. Starting with an extensive induction programme, followed by ongoing technical and professional skills training. Your first six months will be spent with a business services team, developing key skills and gaining crucial insights into the business of law and White & Case’s operations, before transitioning into your first practice group.

We prioritise support – all solicitor apprentices have a buddy, dedicated supervisors and a partner mentor. This support is further bolstered at university by your qualified solicitor tutors and dedicated skills coach. White & Case has also committed to releasing apprentices to study full time for part one of the Solicitors Qualifying Exam (ie, SQE1), acknowledging their intensity and maximising your chances for success.

There’s an element of self-selection that all candidates should do. First, individuals need to thoroughly research the profession and decide that it’s the right career for them. The next stage should be to research different firms in detail as they’re all unique; however, the differences aren’t always initially obvious. For example, the guaranteed overseas seat at White & Case is hugely appealing to many people, but it’s not necessarily right for everyone. The best way to find the right fit for you is to attend events, whether virtual or physical, such as law fairs and insight days to have meaningful conversations with people from law firms – if you can picture yourself working alongside them, that’s a positive sign. We offer opportunities to do just that from a candidate’s sixth-form journey through to a first year at university, ending in graduate level.

I always loved the idea of being a florist – we always have flowers in our house as they just brighten up any room. I then planned my wedding flowers and decided very quickly the florist path wasn’t my dream job and perhaps just a hobby, for now anyway!