Irwin Mitchell Skills Sessions
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Presentation from Irwin Mitchell about its application process for trainee solicitors. It covers applications, interviews and assessment centres. November 2018
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Irwin Mitchell Skills Sessions
- 1. Page 1 Irwin Mitchell Skills Sessions Recruitment Insights by Craig Thompson, Head of Early Careers
- 2. Page 2 Irwin Mitchell Solicitors Personal Legal Services • Court of Protection • Costs • Family Law • Medical Negligence • Motor • Personal Injury • Public law • Residential Property • Tax, Trust & Estates • Will, Trust & Estates Disputes • Banking and Finance • Commercial • Corporate • Employment • Litigation • Pensions • Real Estate • Regulatory Investigations Group • Restructuring & Insolvency • Contact Centre • Facilities • Finance & Accounts • General Counsel • Human Resources & L&D • IT & IS • Knowledge Services • Operations • Risk & Compliance • Sales & Marketing Business Legal Services Group Services
- 4. Page 4 • What we look for • Trainee solicitor recruitment process • Hints and Tips • Video Interviews • Assessment Centres – Group Exercise – Interview – Written Exercise – Instruction Taking • Why apply • How to apply • Questions Overview
- 5. Page 5 • Commercial awareness • Tenacity • High attention to detail • Initiative and Analysis • Emotional Intelligence • Strong communication skills • Planning and Organising • Motivational Fit What we look for
- 6. Page 6 Trainee solicitor recruitment process Assessment centre • Group exercise • Interview • Instruction taking exercise • Written exercise Video Interview • Will be sent to candidates from January 2019 • Only a short window to complete interview but can complete when convenient for you though the link Application Form • Opened 1st November 2018 for LWP and TC
- 7. Page 7 Researching • Research the firms • Identify and attend events • Make contacts / network • Read broadly • Join relevant societies Hints and Tips – Research and Apply Applying • Include all experiences • Talk to lawyers and trainees • Read case law • Commercial awareness • Utilise your careers service • It’s the quality of applications, not the quantity • Answer the question asked, not the question you want it to be Be who you are, not what you think we want you to be
- 9. Page 9 What is video interviewing? • Live interview • Recorded – multiple opportunities • Recorded – one chance success • The good, the bad and the badly presented • Answering the questions • Reducing damage control
- 10. Page 10 • 2 examples of video interviews https://youtu.be/WRcG5LCTerc The good, the bad… and the badly presented www.twitter.com/IMgraduates
- 12. Page 12 • Choosing your examples • Structure – STAR concept • Answer the question - don’t refer to notes • Avoid waffle • Non-competency type questions • Prepare and practise Answering the questions www.twitter.com/IMgraduates
- 13. Page 13 If you get flustered, or make a mistake, there are ways you can redeem yourself: • Stay composed • Ensure you keep on track for the remaining questions and impress even more • Recognise that mistakes happen and you can overcome them • Send an e-mail to the recruiter? • Learn from the experience Reducing damage control www.twitter.com/IMgraduates
- 15. Page 15 • First and lasting impressions • Assessment centre exercises • Working with others • Know your firm – what is going on? Approaching an assessment centre
- 16. Page 16 • Interview • Instruction-taking exercise • Written exercise • Group exercise Assessment Centre
- 17. Page 17 • Face-to-face • Firm handshake • Eye contact • Two-way • Motivational fit • Preparation • Your chance to ask questions Interview – what’s different?
- 18. Page 18 • Lots of information • Communication skills • Analytical skills • Knowledge and educated judgements • Preparation Instruction-taking exercise
- 19. Page 19 • Spelling and grammar • Communication • Analytical Written
- 20. Page 20 • Analytical regarding the content • Capability/Conduct • Confidence Group Exercise
- 21. Page 21 • Stick to the brief • Time keeping • Analytical and conduct • Contribute enough to be assessed! • Remember compromise • Justification Group exercise scenario
- 22. Page 22 Final tips for assessment success www.twitter.com/IMgraduates • Be prepared and do your research • Always check what is required of you and read the instructions fully • Stay calm and measured • Remember – assessors are human!
- 23. Page 23 How to Apply / Recruitment Process
Editor's Notes
- Early Careers OR Main Presenter to cover Hello and welcome. I’m Craig Thompson, Head of Early Careers at IM and this is Harriet and Chloe, two of our current trainees. Today we’ll be talking about the assessment process at IM and some hints and tips for your survival of them. Who has been through them before? Who feels a bit worried, nervous about video interviews and/or assessment centers? Trainees – how many did you attend overall? Before we start a bit about us to understand why we use such assessments.
- Today, Irwin Mitchell is the 11th largest law firm in the UK. We currently employ over 2,800 members of staff, including over 1,000 legally trained personnel, and have helped over one million clients in our 100 year history. Our Personal Legal Services division is possibly what we are best known for. But we also have a the Business Legal Services division which is the fastest-growing area of the firm. As we are a large firm we get a large amount of applications (we had approx 1400 for 2020 training contracts last year) and we need to reduce that to about 45 training contract offers across the UK. By having various stages to our assessment process allows us to see a range of skills that we require and reduce the numbers.
- Our headquarters is based out of Sheffield but as you can see, we have offices that spread far and wide nationally. You apply to an office and assessments are held in that office. Locally we recruit into: Southampton for BLS and PLS Gatwick for BLS only Chichester for PLS only Cambridge for PLS only Bristol for PLS only London for BLS and PLS So, how do you get one of these training contracts? The rest of this session will talk you through various applications and how to approach them.
- We will be covering … (read slide)
- So, who has seen similar words before from other firms and industries? All firms have their own competencies / behaviours. These are the Irwin Mitchell ones. These attributes are very similar across most law firms but they aren’t just a list we show and then do nothing with. They are used in our feedback sheets and run through the assessments we use so bear them in mind when completing your application and try to understand what the question is actually looking for. A question about solving a problem will link into showing your initiative, possibly being tenacious and attention to detail in your answer. These are IM behaviours/competencies but other firms may have very similar areas as well. These are assessed in different ways. ATD – will be on the application form but also in the written exercise, group exercise. Interpersonal will definitely be through a group exercise but also may be on the form when you detail what activities you take part in apart from study – who else have you had experience of interacting with? As well as having examples for this you’ll need to show these skills throughout your application, video interview and assessment day. Try to join groups you like/enjoy to broaden your examples and get something more out of University.
- Applications opened in November and the deadline is 13 Jan 2019 for LWP and 30 June for TC. So our process consists of 3 parts: Application Video Assessment Centre Once your application has been successful there is a video screening/interview usually around late January. This is not a traditional interview and can cover up to 4 questions for you to answer and record. I’ll come onto more detail about that in a mo. A link is sent for you to complete. Finally there is an assessment centre which covers a group exercise, interview with a partner, and an instruction taking and written exercise. So, what are we looking for…
- Researching Research which firms excel in your chosen area – utilise Legal 500, Chambers, Lex 100, AllAboutLaw, Lawcareers.net, TargetJobs Identify and attend events – Ideally look to reach out to your favoured firms as per your research. Do consider attending events outside of industry if skills based sessions. Make contacts within these firms. Request adding them on LinkedIn for instance / engage in conversation Read as much as possible to gain a broader perspective – The Lawyer, LegalCheek – rollonfriday Join relevant societies – most employers will not be satisfied with an excellent academic record on its own. Show that there is even more to you than your academics, societies, volunteering, clubs, sports, extra-curricular – it can all be relevant. Applying All types of experience can be useful – don’t limit yourself only to legal firms. You can pick up many of the skills we look for outside of law, whether it be from retail to call centres. There will be skills you pick up around diplomacy, conflict resolution, managing workloads, working to tight timeframes that are very transferable skills that can be picked up from the majority of jobs. Talk to lawyers and trainees – gain primary perspectives of the industry, learn what is expected. Gain an understanding of what is required of a trainee in terms of roles and responsibilities Read case law – get familiar with the language and terminology used Commercial awareness – keep up-to-date with what is happening in the world around you. This can be through financial times, broadsheets for instance. Utilise your careers service to gain further insights and to sign up to talks/events – they will be aware of what is happening in the vast majority of firms, ask them for a session to talk through their knowledge It’s the quality of applications, not the quantity – Do your research, work out which firms you are most interested in, rather than applying to 20, try to focus on perhaps 5 and spend more time on those. Answer the question asked – It happens regularly, candidates will try to shoehorn in what they feel is an excellent example, but if it’s not wholly relevant to what was asked, you won’t receive the credit you think it deserves. Read the question carefully and work out what the employer is asking for. Be who you are, not what you think we want you to be – authenticity is key. We see read thousands and see hundreds of candidates each year. By being yourself, you will know whether you are a right fit for the firm and whether the firm is a right fit for you. It works both ways.
- So… interviews. Who has been thorough an interview for a TC or placement already? Who has done video interviews? Trainees – have you done video interviews? Were you nervous? Both face to face interview and a video interview require the same preparation. For both you won’t know the questions up front, you’ll need to think on your feet, you’ll need to answer straight away and you’ll need to have prepared and thought about your answers, skills and experiences.
- Live interviews can often be undertaken by SKYPE, or video conference. Advantages of this is that it is a 2 way conversation. Disadvantages – connection can cut out, meaning you will have to repeat yourself. Have to be in a set location at a specific time Recorded – Multiple opportunities A link is emailed to you and you can complete the interview in your own time. You will be given the opportunity to re-record your answers. Advantages – if nerves kick in, or you mess up, you have the opportunity to try again. Disadvantages – the recruiter can see how many times you have re-recorded, less likely to be displaying your natural skills. Less realistic. Recorded – one chance of success A link is emailed to you and you can complete the interview in your own time. You will not be given the opportunity to re-record your answers. Advantages – more realistic to real life, and means you have one opportunity to really display your skills. Disadvantages – If you mess up, you have to think on your feet to rectify. We’ve got two examples to show you and hopefully you can ascertain which is which – good or bad. We’ll talk about preparing for the questions and finally reducing damage control if it goes wrong.
- two video interviews Example A – poor background, checks her phone, reads from notes, no eye contact, wine glass, beer. Example B – Dressed appropriately. Clear background. No distractions. Clear, concise answer.
- Choosing examples – try to make them different from your application form if possible. Think of a list of situations you have been in: At work At university With friends In activities At school Structure your example with a beginning, middle and an end and use the STAR approach Situation – there were 4 of us at work Task – we had to cover 2 absent staff members on a busy summer’s day in the cafe Action – we took on extra tasks, kept communicating, shared roles and updated customers all the time Result – customers appreciated us is being honest about waiting times. If done differently may have offered 10% discount for the wait to ensure return custom. Danger with interviews (phone or video) is you read from your notes and don’t sound spontaneous or answer the questions. Remember to also answer the question – not what you think has been asked. e.g. Give an example of when have you given a presentation? Don’t fall into the trap of listing when you have done this and what things you would think about when doing a presentation. Were looking for an example and what you did do. Mind maps can help avoid waffle. Non competency type questions are now being used such as – what motivates you? What do you enjoy doing? What would you do if you weren’t becoming a lawyer? All to see what makes you tick, what strengths you have, your values in life. Prepare and practise – make your lists of examples and then video yourself and play it back. Speak out loud. Trainees – how did you prepare for video interviews and the questions that might come up?
- Sometimes you will make a mistake on the interview. We have seen many where people lose train of thought, panic and hit the ‘STOP’ button. Some accidentally skip the questions without attempting to answer the questions. All of this is monitored and the recruiter can track what has happened. Stay composed. Accept the mistake, calm the nerves and carry on. Sometimes, people have started again and I admire this. They have then ensured they completed the rest of the interview at a high standard. This can really demonstrate that you can work under pressure and learn from your mistakes. Should you send an email to the recruiter? It is unlikely to change the outcome but sometimes it may be necessary. Try to avoid lengthy excuses. I had someone emailing me, saying how sorry they were for how bad it was and it was actually a good interview but made me question why they thought it was so bad. Remember – all these questions/emails bring attention to yourself – wouldn’t you want them to be positive? Sometimes you would have just really messed up – it happens. Learn from it, try to get feedback. Some video interviews you can re-access so look back and review. Trainees – did any interviews go wrong for yourself?
- So, now we’re going to look at the assessment center – has anyone done one before? Can be scary but try to approach it positively and be yourself.
- Ensure your first impression is a good one – through non-verbal communication, dress, eye contact, can ‘chat’, have some topics for conversation. Exercises can vary for each firm’s A/C. We’ll be looking to see how you work with others so think of examples to show What you have done and throughout the day we’ll be looking at how you do it in reality. Know the firm and the legal market as well. Think about things going on at IM – news articles, recent cases etc. Solicitor’s in the press? Employment solicitor been on Radio 4 recently… IM challenges only. But also think about what is affecting any law firm such as Brexit, changes to the law, technology etc. Trainees – what resources did you use to research about the firm? And approaching an assessment centre?
- The A/C at IM consists of the following:
- Face to face so smile. Firm handshake – shows confidence. Eye contact helps. Two way for both sides. Motivational fit – looking at your desire to succeed and be here. Preparation – examples and think about your motivations. Ask questions – but make sure genuine questions you want to know. And not something you could have taken form the website already.
- Take the info Relay the info Discuss the info Make educated judgements on things you’re not sure about based upon the things you do know. If not sure say so but explain what you would do to find out the answer. Or talk through what you think the answer could be. Preparation – very little. It is your thought process on the day.
- Spelling and grammar – always missed. Communication – it must make sense and show you can write for a certain audience. Analytical – what you have written fits the brief and is correct.
- The group exercise is assessing different things. Your analytical ability regarding the content of the exercise. Sometimes there isn’t always an answer to reach – it’s more about how you reach it with others, but there will be some assessment of how you deal with the information and assess what is useful information and what isn’t, and why. The second thing you’re being assessed on is your capability to work with others and therefore your conduct. This is about your confidence to speak up and also to be confident in your own decisions or confident enough to say you don’t know. This doesn’t mean the loudest voice or the person that speaks the most but the ability to speak up.
- So, overall when doing a group exercise, remember: Stick to the brief – keep referring back to what the task is asking you for. Time-keeping – wear a watch. Analytical and conduct – need both to be right. Does the result really matter? Possibly but probably more about how you got there. Consensus can be hard to reach. Contribute enough to be assessed – be proactive with ideas but not over bearing – don’t worry if a bad idea (as long as not awful!). Be brave and take control – most of the time you’ll never see these people again! Take Care to avoid conflict. Sometimes a bit of give & take is necessary to move forwards to a conclusion. Ideas need justification so the assessors can see your thought process. Some other areas assessors will be thinking about? Questions: How were decisions made? Who influenced the decisions and, how? How could better decisions have been made? Did people listen to each other? If not, why not? What roles did group members adopt? How was conflict managed? How satisfied was each person with the decision? How would you do the activity differently if you were asked to do it again? Be careful what you volunteer for and when Trainees – any other tips for group exercises?
- Trainees – add in your final tips Hopefully you feel a bit less worried/nervous now. And good luck. Also, if you would like to hear more about Irwin Mitchell then please apply for one of the following: Southampton open evening on Tuesday 4 December at 5pm – 7pm (email grad rec inbox) Gatwick open day – Tuesday 27th November at 2pm – 5pm (email Harriet Clark)
- Early Careers OR Main Presenter to cover Online application form – from our website. Video Interview
- Early Careers AND Main Presenter to cover