Gemma Barns (she/her) is the graduate resourcing manager at White & Case. She is based at the London office and has been at the firm for three years and has worked in legal graduate recruitment for over 11 years.
Since joining White & Case I have really enjoyed the close link we have with the diversity and inclusion team and being a part of forward-thinking initiatives and events. We ran a development programme for black men alongside Business in The Community (BITC) and in association with the Black Men in Law Network, and the feedback from the attendees was incredible.
We run vacation schemes 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.
For first-year students, of any degree discipline, we run two specific first-year insight schemes which take place annually in May.
We hope to be hosting an increased number of physical schemes and events over the year but continue to monitor government guidelines as the safety of our people and those who we engage with remains our priority.
We are committed to providing exceptional training that will equip our trainees with the skills to practise in a market leading global law firm. We view the regulatory changes as a chance to review and further build on the training we offer. We will continue to offer comprehensive financial support to our future trainees during academia.
We will keep our future trainees and website updated on timings and how the changes will affect our training programme.
Choosing whether to commit to a training contract with a firm is a big decision and a vacation scheme, whether virtual or physical, gives both the candidate and the firm a chance to see if they are the right fit for each other. For that reason, we recruit the majority of our trainees from the winter, spring and summer schemes. We do however understand that for a variety of reasons individuals may be unable to undertake a vacation scheme with us, for example if they are 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 are looking for several key skills in candidates when they apply to the firm, and these go much further than the academic requirements we have in place. We look at every application holistically and are looking for evidence of individuals who:
We ask candidates to submit a cover letter as part of the online application form, which is a brilliant opportunity for applicants to concisely explain their interest in law, relevant skills, and – crucially – that they understand the firm and how we are different to our competitors.
Unfortunately, not all candidates understand the importance of the cover letter and we still receive many generic cover letters. If you can replace ‘White & Case’ with the name of one our competitors in a cover letter and it still works, you haven’t tailored your application enough and are missing out on the chance to show us why you are interested in White & Case specifically.
Yes, all experience is relevant and we encourage candidates to talk about the jobs and placements they have done – we are interested in the journey you have been on to get to where you are now. The attributes we are looking for are not exclusive to law, so there are lots of ways that candidates can demonstrate their transferable skills.
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 is about having a real interest in the business world in which we as a law firm operate. This involves:
We run an assessment centre for direct training contract applicants only. Successful candidates reach this stage after the online application form, a video interview and telephone interview. During the assessment centre candidates undertake a written assessment, face-to-face interview with a member of the graduate resourcing and development team and an associate, plus an interactive group exercise.
There is 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.
For the vacation scheme, the assessment process begins with the online application, 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, and the interview with two partners taking place during the second week of the scheme.
Yes, you will be able to meet us at approximately 25 law fairs over October and November. We are also attending and hosting more than 60 events, both physical and virtual, during the autumn term – we’re trying to speak to as many students at as many universities as possible so that candidates can benefit from those initial interactions with our trainees and lawyers, as well as the graduate resourcing and development team.
One of the questions we are often asked is: “how do I make my application stand out?” This is fine to ask, but it is also explained clearly on our website and other recruitment resources. That kind of generic question will get a fairly generic answer from one of the firm’s representatives, but a student will gain more from a law fair if they have tailored questions to ask, such as about a certain practice area, one of our diversity networks or 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.
There is an element of self-selection that all candidates should do. Individuals first 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 are all different, but these differences are not always initially obvious. For example, the guaranteed overseas seat at White & Case is hugely appealing to many people, but it is 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 is a positive sign. We offer opportunities to do just that from a candidate’s first year at university, through every stage to graduate level.
Six months ago I, very nervously, joined a local running club and haven’t looked backed. I find running the perfect way to unwind, challenge myself and develop, while listening to some good tunes!