Join Taylor Wessing on a Trailblazing open day to find out why they’re a law firm for the game-changers; the smart thinkers and the ground-breakers. It will be a packed day, during which you’ll be given the chance to learn more about the Firm, attend skills sessions to help you with your vacation scheme applications and take part in a business game.
For dates and details of when to apply, click here: http://bit.ly/2j7nyGr
DiversCity is a unique recruitment event and mentoring programme aimed at raising awareness of pursuing a legal career in the City amongst lesbian, gay, bisexual and transgender (LGBT) students at degree and postgraduate level. This year’s event will be held on 4 December. Applications close on Monday 13 November.
The DiversCity in Law event is an annual day long event open to undergraduates who have a genuine interest in gaining a legal career in the city.
The day consists of talks from relevant professionals, panel discussions made up of legal professionals, interactive workshops, and numerous networking opportunities.
By the end of the day, hopefully attendees will:
• have heard from a range of different people about their experiences working at city law firms – the good and bad;
• be corrected on any misconceptions they may have about being LGBT in the city;
• have been able to speak first hand to LGBT lawyers;
• encourage more LGBT lawyers to pursue a career in a city law firm;
• expand their personal networks with like minded people; and
• ensure the law profession continues to strengthen as an LGBT friendly environment.
This event, set up in 2011 has grown from strength to strength. 14 city law firms are now involved in DiversCity in Law, including Ashurst, Baker McKenzie , Berwin Leighton Paisner, Clifford Chance, Hogan Lovells, Milbank, RPC, Reed Smith, Slaughter and May, Taylor Wessing and White & Case, representing all different aspects of City law, but all are committed to promoting an inclusive environment for LGBT people.
If you are interested in attending the event or would like to know more about the initiative, please visit diverscityinlaw.net or follow on social media at facebook or twitter.
The legal industry is undergoing an unprecedented period of change. How will the profession look when you qualify, and more importantly, which practice areas will be in demand? Kate Durcan asks leading recruiters for their predictions.
In the words of Obi-Wan Kenobi, “In my experience, there is no such thing as luck”. And so it is with legal careers: only hard work and sheer determination will secure an elusive training contract. It may also help to give thought to the future of the profession: will demand for lawyers grow or fall in an increasingly technological world? Which practice areas will be heavily recruiting over the next five-plus years? Will artificial intelligence and the mass production of R2-D2s, programmed with the entire collection of Halsbury’s Laws and the ability to bundle at speed, spell the end for trainee solicitors altogether, heaven forbid?
If nothing else, being clued-up on the developments in the profession will impress at interview; at best, it could put you ahead of the game. Of course, short of a crystal ball, it is very difficult to predict with certainty which legal disciplines will be in demand because the legal profession is so intertwined with the economy.
‘Legal services are driven by the economy and whether the economy is buoyant or not,’ explains Mike Smith, associate director at global legal recruitment agency Michael Page Legal. ‘There is always an appetite for corporate and commercial, real estate, construction and banking lawyers, for example, but in a downturn, the demand tends to be for employment lawyers, insolvency specialists and litigators.”
Put simply, when the economy is booming, companies actively invest by buying each other, creating lots of corporate transactions. In turn, transactions generate work in other commercial practice areas, such as real estate, finance, employment, intellectual property and pensions – all the ancillary legal issues when buying a business.
By contrast, during a downturn, companies seek to recover costs by suing each other, reducing expensive workforces via redundancies or even restructuring or breaking up the business altogether.
The B-word
Another issue making the jobs market difficult to predict is Brexit. Alison Pendleton, business director at leading recruiter Hays Legal, reveals: ‘After last year’s referendum, we lost 30% of our jobs overnight, although it has picked up again now.’
On the one hand, if companies, especially the major investment banks, decide to move their operations to Europe, it could have a devastating effect on corporate, M&A and banking work, for example. On the other, if the UK is unable to continue to attract foreign talent, there could be problems filling legal vacancies creating a rise in opportunities.
‘Whatever happens with Brexit, it will impact on the legal market,’ confirms Alison. ‘Presuming everything stays roughly the same for the immediate future, the market should remain steady over the next six months or so. But the major banks may go, in which case the law firms will follow.’
She expands: ‘When the banks do badly, everything freezes in the City; the big deals don’t get done and this spins off into other areas of practice. If things go badly, we’ll go back to how it was a year ago, with very few corporate roles in London.’
According to recruiters, the current practice areas with most vacancies are: financial services, particularly regulatory funds work; technology and media; and data protection, where the demand for lawyers currently outweighs supply due to the EU’s General Data Protection Regulations (GDPR) coming into force next year, creating a raft of work. Real estate is ‘making a bit of a comeback’, says Alison, who also notes a rise in banking and litigation vacancies, and ‘corporate is now busy, having dipped a while ago,’ she says. ‘It is already busy outside of London and coming back in London now too’.
Practice areas currently commanding the largest salaries are banking, commercial, construction and real estate, while corporate lawyers ‘with good academics and experience will always get a job with a good salary’, says Mike.
What the tech?
In terms of practice areas of the future, growth markets will most certainly be linked to the fields of technology, media and life sciences, as the world’s ‘fourth industrial revolution’ (‘Industry 4.0’) takes hold. New products are already hitting the market which create complex legal issues, such as robotics, biotechnology, 3-D printing, self-driving cars and the Internet of Things (think Amazon’s Alexa).
Technology will increasingly impact on more traditional fields of law too, such as insurance law, where cybersecurity is a growing niche specialism; and finance – fintech is already revolutionising transactions and new products, including bitcoin and blockchain – see box: The Lex guide to TTT (tricky tech terms).
Jonathan Chertkow is the graduate recruitment partner at Hogan Lovells and a financial services regulatory lawyer who advises numerous fintech companies and banks, for example. He says that the speed of development in his field can be challenging from both a technical and legal perspective: ‘You have to work out what [the product] is and how it works, and become an expert in it. The pace at which everything is changing is growing all the time.’
Technology is also impacting upon how law firms are run and managed. Virtual law firms, such as Axiom, Lawyers on Demand and Keystone Law, are on the rise, enabling experienced lawyers to work remotely as freelancers, while even the most traditional law firms are embracing agile working, even for trainees.
Onshore low-cost centres owned by law firms, which simply means, cheaper satellite offices outside of London but still within the UK, are also on trend, as clients demand more cost efficiency; and the approval of alternative business structures (ABS) within the solicitors’ profession signals a rise in competitors to traditional law firms, such as accountancy and business consultancy companies, for example.
New Practice Areas – The Legal 500 UK, 2017 Edition
The following practice areas have been introduced by industry bible, The Legal 500, for the first time this year due to growth in client demand for advice. The directory lists leading firms and individuals in these fields – go to: www.legal500.com
Tomorrow’s people
While it helps to be aware of the areas of legal practice that will be in demand in the future, specialising too early in your career is not advisable. Keeping doors open for as long as possible makes you more flexible to change, and change is rapid.
Jonathan advises: ‘Come in and do a vacation scheme, talk to firms, see how they are set up – but don’t for one minute think that how the firm is set up when you arrive is how it will always be. The law is changing, technology is changing, client needs are changing and you need to be up for that challenge. It can be difficult, but it can also make the job fun.’
If you are genuinely interested in technology, give thought to the technology sector as a whole and the firms that lead in this field, rather than focusing on technology law itself.
‘As an undergraduate, think about what interests you,’ continues Jonathan. ‘If you’re interested in technology, for example, you don’t necessarily need to specialise in technology law; you can get involved in M&A involving tech companies or the regulatory issues they face. So look at firms in that field and more importantly, look at the different types of practice at those firms working with tech companies, because they can be very different.’
When it comes to recruitment planning for the future, law firms are unlikely to factor in predictions of growth areas, preferring to provide trainees with a broad base of training in the key areas of corporate, dispute resolution, banking and finance and property, for example, in keeping with Solicitors Regulation Authority rules.
In terms of trainee numbers, these tend to remain roughly static too, with firms appreciating that economic impact is cyclical: while there may be less need for young lawyers one year, there will be a greater need in subsequent years.
However, where economic impact does tend to bite is retention rates, which enable firms to be more knee-jerk reactive to business needs. This year, retention rates have been down at a number of leading firms, amid uncertainty in the market.
Futuristic trainee
But what of artificial intelligence – could trainee solicitors be replaced altogether by affable androids, happy to work evenings and weekends while never hungover or late back from the gym? Highly unlikely, say recruiters. ‘There is an awful lot of pressure these days to deliver a cost effective legal service and to fall in line with technology,’ admits Mike at Michael Page Legal. ‘But artificial intelligence, for example, will not strip out the demand for actual lawyers to deliver services.’
Hogan Lovells’ Jonathan agrees: ‘The role of the trainee has evolved and there will be even more change. Technology may take away the more mundane tasks but there will always be a real need for trainees to do the work that technology cannot do, and be the future of the firm. It becomes difficult if you say that tech can replace the bottom layer [of staff], because how then do you get the senior lawyers of tomorrow?’
If you’re an undergraduate now, by the time you commence your training contract the legal landscape may have settled, post Brexit. Technology will probably have transformed the way legal services are delivered and products that were once science fiction will demand expert legal analysis and advice. But at least trainee solicitors will always be required, luckily. Perhaps Obi-Wan was wrong after all.
The Lex guide to TTT (tricky tech terms)
AR – augmented reality (as opposed to virtual reality). Technology that provides a real-time view of surroundings enhanced by computer-generated graphics, ie, Pokémon Go.
Big data – large sets of data that reveal trends and associations relating to human behaviour and interactions.
Bitcoin – digital currency.
Blockchain – a digital ledger in which transactions made in bitcoin or another cryptocurrency are recorded chronologically and publicly.
Cybersecurity – of growing concern to companies, there is increased pressure to protect computers, data and networks from threats such as cybercrime and espionage.
Fintech – a branch of financial services that utilises and promotes technology for financial transactions.
IoT – Internet of Things. The connection of everyday objects to devices to enable the transfer of data. Eg, smart phone operation of household items such as lights and heating.
Machine learning – a form of artificial intelligence where computers have the ability to process so much data they can ‘think’ for themselves.
Unicorn – a start-up company valued in excess of £1bn.
Harri Davies is a former trainee solicitor. Here he shares his essential checklist on ensuring success at law fairs.
Preparation
The purpose of the law fair for you: retrieve information that isn’t available online.
The purpose of the law fair for the firm: sell themselves and to find the right talent to fit their firm.
**Always bear points one and two in mind.
Think about you: what do you care about? What are your ‘career drivers’ i.e. priorities in achieving a fulfilling working life e.g. career progression opportunities (including any female progression initiatives), becoming an expert in a particular area (what does the firm excel at?), salary/status (there is no shame in admitting this!), flexible working or the firm’s commitment to corporate social responsibility.
What are your strengths? What are your personal development goals and do they align with the competencies that the firm is seeking? Which firm’s definition of ‘personal development’ most closely aligns with your own?
Have a list of 3-5 firms you want to speak to based on what is important to you and what may be the right fit (and once you’ve found out which stand offers the best stash – allow yourself the luxury of plundering their stand before it has all gone!).
Get a basic grasp of the firms on your list (at the very minimum): office location, practice areas, future direction e.g. do they want to expand internationally, a recent news story about them, their strategy (e.g. focus on particular industries), details of the training contract e.g. number of seats, secondment opportunities etc. and, importantly, what the firm claims makes it different – the stuff that is important to you (avoid asking for basic information that is available online!)
If you have time, look at application forms for your chosen firms and if you have any queries do not hesitate to ask graduate recruitment representatives at the law fair – a unique chance to gain an understanding of what the firm is looking for (but don’t ask for the answer!).
Dress: wear what makes you feel comfortable but you are best advised to dress to impress i.e. business casual.
At the law fair
Keep it simple – have a conversation, listen intently and try to take away 3 useful things (perhaps 2 from a trainee and 1 from graduate recruitment – ultimately, it is the former’s job you will be doing).
Get out of your comfort zone: be decisive and let your friends go where they want to go – don’t be a sheep – stick to your preparation.
Tailor your questions to your audience whether it is someone from graduate recruitment, an associate or trainee and what knowledge/insight they can offer you.
People love talking about themselves: speak to them about their experiences.
Get behind the website – get stuck in and find out what the firm is really about.
Demonstrate your preparation by asking thoughtful questions (not the ones you think you should be asking!) – avoid regurgitating information they already know without an insightful question at the end.
Culture: very hard to discern from a conversation with a couple of people – the true test is time spent within the business e.g. on a vacation scheme – but worth asking about e.g. some firms encourage collaboration through methods like open plan offices – ask: “what do you do to ensure that you maintain X culture?”
If you’re feeling confident, tactfully ask what the representative believes sets his firm apart from their competitors. This should not be an opener but is a perfectly appropriate question when the reality is that firms offer different experiences and opportunities and are fighting for the best talent.
Leave your CVs / business cards at home – they will not help you.
Law fairs are not networking events: be considerate of your fellow attendees and don’t hog!
No need to panic if your name is not taken down – firms sometimes do this as a black mark exercise (and definitely don’t panic if they do as many firms do it for good reasons).
Never forget the basics: be polite, friendly and enthusiastic – these are very easy to forget in the heat of battle for firm attention!
Relax and try to enjoy it – they’re there to impress you!
Next steps
Note down your impressions, the people you spoke to and the 3 useful points you took away from each firm as soon as you leave the fair when everything is still fresh!
If you’ve had a very good conversation and you had further questions that time didn’t allow, consider contacting that person if they have invited you to do so.
If you didn’t have time to look at application forms before the fair, access them without delay as reading the questions early will give you time to think about and develop well-thought out answers.
Consider whether your experience at the law fair is worth including in your application e.g. whether someone at the fair ignited your interest in a particular area, confirmed the initial positive impression that you had of the firm or gave you an insight into the culture at their firm.
Think you’ve got what it takes to be a trainee at TLT? Attend #TLTunpacked at one of the firm’s offices nationwide to experience what it really takes.
Ambitions? Achievements.
At TLT, trainees make deals, not tea. That’s why our training contracts are an opportunity to turn ambitions into achievements; work on live cases for real clients, get input from a partner and develop a broad range of legal and business skills. #TLTunpacked is no different. Are you up for the challenge?
At our #TLTunpacked evenings, you’ll experience the core behaviours you’ll need to excel here, meet members of the business, and explore the work we do and who we do it for.
Think you’ve got what it takes?
#TLTunpacked is taking place on the dates below:
For more information, head over to www.careers.tltsolicitors.com
Russell-Cooke is now recruiting for the 2018 vacation scheme
The dates for the vacation scheme are: 9-13 April 2018 and 16-20 April 2018
Applications open 9 November via Apply4law. The deadline for applications is 9 March 2018.
We welcome applications from those in their final year non-law, penultimate or final year of law who are predicted a 2:1 and have an AAB at A-level.
For more information visit the Russell-Cooke website.
Would you like to find out more about a training contract at a top US firm…….over dinner? White & Case is offering trainee hopefuls the opportunity to meet current trainees, associates, partners and members of the graduate resourcing team whilst enjoying a delicious meal.
To be eligible, you must be:
• a first, penultimate or final-year student;
• interested in a career in law; and
• studying at York, Cambridge, St Andrews. Nottingham, Bristol, Oxford, Warwick, Exeter, Manchester or Durham University.
Over the course of the evening, you will be able to ask questions and network with White & Case employees. In turn, you will gain an understanding of the work the firm undertakes.
White & Case offers every trainee a guaranteed six-month overseas seat in locations such as Abu Dhabi, Dubai, Frankfurt, Hong Kong, New York, Paris, Prague, Singapore, Stockholm and Tokyo.
If you would like to attend, please register your interest by submitting a short application via the firm’s website: www.whitecasetrainee.com. The application form will require a copy of your CV and a paragraph of no more than 200 words explaining why you would like to attend.
For details of dates and deadlines see the table below:
| DATE | UNIVERSITY | TIME | EVENT NAME | LOCATION |
DEADLINE |
| 26/10/2017 | York University | 18:30 – 21:30 | Careers Dinner | The Grand Hotel | 19/10/2017 |
| 30/10/2017 | Cambridge University | 18:30 – 21:30 | Careers Dinner | Varsity | 23/10/2017 |
| 01/11/2017 | St Andrews University | 18:30 – 21:30 | Careers Dinner | Forgan’s Restaurant | 25/10/2017 |
| 02/11/2017 | Nottingham University | 18:30 – 21:30 | Careers Dinner | Hart’s Restaurant & Hotel | 26/10/2017 |
| 09/11/2017 | Bristol University | 18:30 – 21:30 | Careers Dinner | Glassboat Brasserie | 2/11/2017 |
| 13/11/2017 | Oxford University | 18:30 – 21:30 | Careers Dinner | Quod |
6/11/2017 |
| 15/11/2017 | Warwick University | 18:30 – 21:30 | Careers Dinner | Restaurant 23 | 8/11/2017 |
| 22/11/2017 | Exeter University | 18:00 – 21:00 | Careers Dinner | Harry’s | 15/11/2017 |
| 27/11/2017 | Manchester University | 19:15 – 22:00 | Careers Dinner | Artisan Kitchen & Bar | 20/11/2017 |
| 30/11/2017 | Durham University | 18:30 – 21:30 | Careers Dinner | Cellar Door | 23/11/2017 |
With competition for training contracts as fierce as ever, it’s never too early for students to start engaging with law firms. Whilst first-year open days and insight evenings are two-a-penny, Clyde & Co is offering aspiring solicitors in the infancy of their academic careers a work experience opportunity with a difference…..
The Clyde & Co Bright Futures programme is a week-long scheme which offers first-year law students and penultimate-year non-law students the rare opportunity to gain an insight into life at an international law firm.
Attendees of the Bright Futures programme spend one week in one of Clyde & Co’s world-renowned departments and shadow a lawyer who is an expert in their field. Over the course of the week, students have the opportunity to observe sophisticated legal transactions, develop an understanding of the firm’s core industry sectors and learn how the firm assists their clients in achieving their commercial objectives. Candidates are also allocated a trainee ‘buddy’, who will be on hand throughout the week to answer any questions.
‘Students need to be conducting their research into the legal industry earlier and earlier. We wanted to offer a longer programme where first and penultimate year students (depending on their degree subject) could come in, actually sit at a desk and see first-hand the work that trainees do at the firm’, says Rebecca Babb, Senior Graduate Executive at Clyde & Co.
It’s not all about work, though. An array of social events take place over the course of the week, giving trainee hopefuls the opportunity to network with colleagues across Clyde & Co and giving an insight into the firm’s culture. ‘We very much see the Bright Futures programme as a way of generating brand awareness and securing students’ commitment to the firm early on’, says Rebecca.
At the end of the week, participants of the Bright Futures programme might be saying goodbye to their desk but they certainly won’t be saying goodbye to the firm. Far from being simply a week’s work experience, students will have the opportunity to continue engaging with the firm right up until they start their second or final year at university. Those who impress will be encouraged to apply for the following year’s vacation scheme and get the opportunity to be fast tracked through to the vacation scheme assessment centre.
This year’s Bright Futures programme will take place between 4 – 8 December. Applications are open now and close on 12 November 2017. To apply, click here.
Magnus Taylor: final year History student at the University of Warwick (in his penultimate year at the time of the scheme)
How did you hear about the Bright Futures programme?
I had a firm interest in Clyde & Co and found out through the graduate recruitment brochure.
Why did you decide to apply for the Bright Futures programme?
As a non-law student with prior experience in the legal sector but no specific corporate/commercial law experience, I believed it offered a valuable insight into the differences between corporate/commercial law and other legal fields.
How did you find the application process?
The application process consisted of an application form followed by a competency telephone interview. As a non-law applicant, I found the process very accommodating and inclusive, which was evidenced by the focus on personal ability rather than legal knowledge.
Which department did you sit in?
I sat in Professional and Financial Disputes for one week, which provided a valuable insight into a global law firm, facilitating the transition from an academic to a more commercially-focused mind-set.
Tell us about a task you worked on during the programme.
In one task, I had to apply tort law in practice by assessing whether there had been a breach in the duty of care to the claimant, and examining whether there was merit in the quantum of damages allegedly proposed in the letter of claim sent to the defendant.
Did you attend any social events whilst on the programme?
The programme involved numerous social events, such as the Future Joiners Party which brought together future trainees and current members of the firm. Perhaps my favourite event involved dinner at Tayyabs (an Indian restaurant in east London) where I was exposed to delicious cuisine.
What was your impression of the culture of the firm?
The firm’s ethos was incredibly benevolent, inclusive and fostered a collegiate atmosphere. I really enjoyed meeting the people working at the firm, and I always felt I could go to someone if I needed help.
Would you recommend the programme to others? Why?
Without the Clyde & Co Insight scheme I have no doubt it would have been considerably harder to gain commercial work experience. Since the scheme, I have completed further placements and have used the skills gained from the insight scheme to my advantage.
Have you attended any other law firm open days or vacation schemes? If so, how does the Bright Futures programme compare?
I have since completed a vacation scheme with a US firm in their Singapore office, and I have also completed a week’s work experience with a bank in Canary Wharf, London. The Bright Futures programme was definitely a stepping stone to a vacation scheme. It represents a considerably higher level of usefulness than an open day might be able to achieve.
Ben Foster: final year History and Classics student at Durham University (in his penultimate year at the time of the scheme)
How did you hear about the Bright Futures programme?
Clyde & Co has been on my radar since the start of first year. I became aware of the Bright Futures programme through researching the limited number of opportunities for penultimate year, non-law students.
Why did you decide to apply for the Bright Futures programme?
I applied to the Bright Futures programme because it offered exactly the opportunities and experiences that I required as a penultimate year non-law student: real, trainee-level work in a supportive firm; training sessions focused on demystifying the workings of an international law firm; and, most importantly, the ability to take a ‘practice run’ at the graduate recruitment process before the crush of final year.
How did you find the application process?
Because of the introductory nature of the programme, the application process was very straightforward and, importantly for me, did not include any online tests. The process was predominantly competency based, not requiring any previous legal experience, and definitely helped me prepare for vacation scheme applications later last year. The graduate recruitment team also offered feedback on our successful applications – a very welcome addition and one that was of great use in my later vacation scheme applications.
Which department did you sit in?
I was allocated to sit in one of my top three department choices: Shipping and Yacht Finance, a key area of the firm considering its maritime expertise. Exposure to other departments was also easy to come by, with trainees and associates from Corporate, Marine and International Trade, and the Trade Finance Group talking me through their work over lunch. Additionally, the graduate recruitment team made a concerted effort to include as great a variety of departments as possible at the regular training sessions, allowing me to meet members of all of the major sectors and practice areas within the firm.
Tell us about a task you worked on during the programme.
Tasks over the week really varied according to the business needs of the department and, arguably, gave a far more realistic perspective of the work of a trainee compared to other, overly structured vacation schemes. Importantly the team made a genuine effort to include me in the live work, allowing me to get involved in everything from a client call on the international sale of commodities, to running a section of the CP checklist for the sale of two oil tankers. None of the tasks were ‘dumbed down’ just because I was on the programme, which was really useful in developing my own understanding, but advice and explanations were also always on hand from the partner level down.
Did you attend any social events whilst on the programme?
The programme managed to include more social events in one week than most firms fit into a three-week vacation scheme. All were superb and allowed us all to get a real idea of the firm’s culture.
What was your impression of the culture of the firm?
Very relaxed with the clear understanding that everyone was bright and working hard on high-quality work. Clyde & Co is also perhaps the most supportive corporate environment that I have ever been in, for example, a partner took 45 minutes out of the end of their day to explain the deals that they were working on and answer any questions that I had about the firm.
Would you recommend the programme to others? Why?
I would recommend the Bright Futures programme to anyone who wants to start building their path into commercial law. The real work gave a really good overview of the trainee experience at Clyde & Co and the programme as a whole acted as an invaluable stepping stone to other opportunities within the legal sector.
Have you attended any other law firm open days or vacation schemes? If so, how does the Bright Futures programme compare?
The programme offered so much more than could ever be included in even the best law firm open day. Furthermore, because of its unassessed nature, it allowed for far more learning and professional development than my experience of a vacation scheme with a larger US firm.
Is there anything else you would like to add?
The Bright Futures programme was a superb opportunity, not just to learn more about Clyde & Co as a firm, but also to greatly develop my understanding of how and where I wanted to progress within the legal industry.
For more information on the Bright Futures Programme, please visit www.clydegraduates.com.
After years of studying and countless applications, you’ve finally secured a coveted training contract. Before you qualify as a solicitor, however, there’s a final two-year period of self-development ahead of you. During your training contract, you’ll spend time working within different areas of the law, meet new people and gather the legal knowledge and skills you’ll need upon qualification.
It’s not all plain sailing, though, and moving between departments and settling into a new team every few months can be tricky. The rotational training system is important, however, as it will also help you choose a preferred practice area post-qualification. Critically, it is crucial to your development as a lawyer; this continuous adjustment will help you build the resilience you’ll need when you qualify.
Our tips below will help you make your time as a trainee as valuable and enjoyable as possible:
1. Manage your workload
When many trainees begin their training contract, they are entering the professional legal sector for the first time. The demands placed on you will be very different to those you might have become used to during your years of study. Project managing your workload is a crucial skill that you will need to learn quickly.
Making an effort to be organised will save you time in the long-run. Keep a to-do list and make a note of deadlines before prioritising tasks based on their urgency. While doing so, it’s important to be flexible and bear in mind that, throughout the day, this order of priority is likely to change.
Set realistic timescales for when you can get work done; there’s no point committing to deadlines you’re not going to be able to meet. If you realise you’re going to miss a deadline, flag this up with your supervisor as soon as possible so that something can be done about it.
Work hard and take on as many tasks as you can manage, but recognise that when you’re snowed under, you can delegate. If there are jobs on your to-do list such as printing large documents or sending things in the post, don’t be afraid to ask a secretary or paralegal for help. There are support systems in place for a reason – to help you work effectively. Make sure you use them.
2. Be enthusiastic and ask questions
Even if you’re not thrilled about a particular seat, throw yourself into your work and complete even the most mundane tasks with enthusiasm. Be proactive and take initiative. Offer assistance if you see a task you could help with, especially if it can be done quickly and will help to make a colleague’s life easier. Even if you aren’t taken up on your offer, those around you will appreciate the extra effort and might be encouraged to give you more interesting responsibilities.
When given any instructions, it’s critical you understand exactly what is required of you. Senior staff are very busy and might forget to tell you all the information you need. If you don’t understand their instructions, ask questions until you do.
While it’s important to appear keen and show an interest in your work, try not to bombard your supervisor with questions. Find the balance between using your initiative and knowing when to ask for help. Be mindful of other people’s workloads and try to work out the answer for yourself. Alternatively, find a mentor you can turn to for advice and who can help aid your development. NQs are an invaluable source of information; they’ve likely to have more time than, say, partners and have, themselves, just been through the training contract experience.
3. Take on board feedback and own up to your mistakes
The primary goal of a training contract is to learn. It’s only natural that you’ll make mistakes, but as time passes and you gain more experience, you’ll gain confidence and develop new skills. If you’re worried about how you’re doing, don’t be afraid to ask for advice. You’re not expected to get everything right straight away, so try not to take negative feedback personally.
If you make a mistake, own up. The longer you leave a mistake, the more difficult it might become to resolve. Letting your supervisor know about it will mean that the error can be amended quickly to prevent having an unhappy client. Learn from your slip-ups and take any constructive feedback you receive on board when you approach your next piece of work.
4. Keep an open mind
Many people start their training contracts with a clear idea of the area of law they want to work in post-qualification. However, as they explore different practice areas, this can often change. While you may expect to enjoy your time spent in the commercial team the most, at the end of your training period you might find that your favourite seat was in the employment department.
It’s important to go into each seat with an open mind and to try not to have any preconceived ideas about the departments you’ll be working in. Make the most out of each and every seat and learn as much as possible. You never know, you could discover a passion for an area of law you would never have expected.
5. Get involved
Your training contract is really about making the most of every opportunity on offer. Be willing to learn new things, take on new challenges and ask about getting involved in as much as possible, both professionally and socially. Take control of your own learning and ask your supervisor if you can accompany them on a client meeting or draft a particular document.
Whether you take on pro bono work, join the firm’s netball team or a go on team night out, it’s important to demonstrate that you’re a team player by involving yourself in activities outside the office. Participating in these events will help you show off your personality, boost your confidence and help you to create an invaluable network of colleagues that will make your time at the firm more enjoyable.
Not every day during your two-year training period is going to be easy. Your traineeship is about getting to know your firm, learning more about different practice areas and developing yourself as a legal professional.
The training contract is designed to ensure that you qualify with a well-rounded knowledge and experience of the legal sector. The beauty of the rotational system is that if you’re struggling in a particular seat, in a couple of months you’ll be moving on to a different department. Be positive, keep going and have confidence that your period of training will get you to be where you need to be upon qualification.
A little more light has emerged on the going rate for junior lawyers at the Magic Circle, with Allen & Overy (A&O) and Clifford Chance (CC) this week confirming more details on their new pay scales.
A&O confirmed that it has increased its pay bands for junior lawyers, with newly-qualified (NQ) solicitors earning £81,000 in salary, a 3% rise on the previous rate of £78,500. As a result of the revamp, first-year trainees will earn £44,000, rising to £49,000 in year two. The City giant has disclosed no details on bonus awards.
Meanwhile, CC’s NQ associates will be in line to earn £87,300 in total compensation including ‘binary’ bonuses, also representing a 3% increase of last year’s package of £85,000. First-year trainees will earn £44,800, 3% more than last year’s £43,500, while second years take home £50,500, up on last year’s £49,000. Unusually, CC refuses to disclose the breakdown between salary and bonus.
The rises, which comes as more profitable US rivals have stoked the market for junior City lawyers with £100,000-plus deals for junior lawyers, put A&O’s salary just ahead of Slaughter and May at £78,000 and Linklaters at £78,500. With bonuses, NQ lawyers can earn up to £90,000 at Linklaters, while Slaughters’ bonus brings total earnings for juniors to around £85,000.
Freshfields Bruckhaus Deringer confirmed in August that it was freezing associate pay at £85,000. This rate was established last year when the firm overhauled its compensation structure to hike base salaries from £67,000 to £85,000, a 26% rise. The move came as Freshfields phased out bonuses for junior lawyers, rolling them into its salary.
However, comparing compensation for lawyers across the City has become more difficult in recent years as firms have shifted from associate lockstep, where solicitors are paid on strict seniority, and become less transparent on packages for junior lawyers.
The latest rises also reflect the conflicting forces that City firms are wrestling with as they face intense fee pressure from core bluechip clients and subdued growth, while predatory US firms continue to bid up market rates for the best deal lawyers. That has largely left the City’s legal elite trying to square the circle through being less clear on what they offer their raw recruits.