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Clifford Chance Global Virtual Internships – Chance to Experience Clifford Chance from Anywhere

A major concern for students, recent graduates and career changers in our current mid-pandemic situation is, ‘how do I get legal work experience during Covid-19?’ On-campus and traditional in-office experiences are either impossible, or at least limited at the moment due to the necessary health and safety conditions. This has, in terms of commercial awareness and legal experience, limited access and opportunity vital to a successful training contract application.

Within this context, Clifford Chance’s new Global Virtual Internships have arrived at the right time. It fits the need of law students globally who are worried about their prospects, focused on boosting their resumes. The internships offer students, and any would be legal CV boosters, an insightful experience. The programs offer a chance for students anywhere in the world on any budget to experience an internship with Clifford Chance.

‘Upskill yourself by completing trainee-level tasks’

The internships include over 20 hours of practise inspired modular content, and ‘represent the future of virtual work experience.’ They are entirely free of charge to students anywhere in the world and form a major part of the firm’s educational aspect of its UN Sustainability Goal commitments and its pro-bono and event programs.

Clifford Chance details that, ‘as a signatory to the UN Sustainable Development Goals, we believe that education is vital for building a better world for all. As such, access to education is one of the three pillars of our Global Community & Pro Bono Strategy. Our Global Virtual Internships are open-access which means anyone can participate and have access to these programmes from anywhere.’

‘Gain an insight into challenges facing our clients around the world’

The internship scheme offers three separate streams: Cyber Security, Climate Change, and Business and Human Rights. Each internship takes around 5 to 6 hours to complete and involves completing tasks set and comparing your work with models prepared by Clifford Chance lawyers. For example, in the Cyber Security internship students will develop practical guidance for a client on how to respond in the event of an ICO Dawn Raid. Students will follow detailed instructions from Clifford Chance partners, associates and trainees allowing them to make their way through completing the set tasks. The tasks involve drafting, research and client advising skills, all highly valuable experience.

The structure and content of the internships were developed by Clifford Chance in conjunction with the University of York Law School. The university is well regarded for its expertise in problem based learning (PBL), the central education strategy of the internship program. Stephen Levett, Director of Professional Practice at York Law School, comments that ‘working with Clifford Chance on this project has been a real eye-opener. Their total commitment to innovation and finding new ways of doing things is inspiring and really connects with the way we approach our teaching at York Law School’.

This teaching strategy is emphasised by Clifford Chance through the internships, commenting that ‘the university contributed towards idea generation for the internship tasks, reviewed the content once our lawyers had designed it, and provided some useful guidance about PBL – which should help you if you decide to work on the tasks in a group’.

‘Learn first-hand from our trainees and lawyers around our global network’.

Each internship covers prominent areas of interest to students and increasingly important topics raised by the firm’s largest and most significant global clients.

The Cyber Security Internship features assignments and teaching on topics from data protection crisis management, ICO Dawn Raid reaction, and preparing clients for data related damages claims.

The Business and Human Rights Global Internship covers human trafficking and slavery in supply chains, advising clients on EU reporting requirements of non-financial information about employees under European Directive 95/2014, the human rights risks within an M&A transaction, and court rulings involving the European Convention for the Protection of Human Rights and Fundamental Freedoms.

The Climate Change Internship covers the impact of US Climate change legislation by researching potential new laws and assessing their impact on clients. It also features a ‘Management Induction’ on climate-related disclosure duties where the student will present to a client on its duties around climate-related information reporting.

‘Practise advising clients on how to protect themselves and deal with these risks responsibly’

Clifford Chance, as a leading global law firm with Magic Circle value and status, is typically leading the way in terms virtual internship opportunities. This rare opportunity is exactly the kind of CV boosting legal experience that is helpful for training contract applications, as it can be done at the student’s own pace and from any location, all for free.

“This is by far the most intellectually-challenging module I have done on InsideSherpa. It’s intellectually stimulating yet rewarding at the same time. It’s in-depth, technical, and I really felt like I was working on real-life tasks.” – a student participant.

The ability to place yourself in front of Clifford Chance recruiters by sharing your internship results with the firm is also one not to be scoffed at, as it can be valuable in a competitive applicant field. This virtual internship opportunity is one not to miss.

Detailed information about the program and registration can be found here: https://careers.cliffordchance.com/london/global-virtual-internships.html

And, check out the firm’s Events Hub at:   https://careers.cliffordchance.com/london/what-we-offer/events-hub.html for even more opportunities and events.

 

 

 

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Standing out in a competitive sector

 

The legal industry has always been highly competitive and even more so for those at the start of their careers looking to make their mark and progress through the ranks. Savvy younger solicitors have always tried to get ahead by networking, applying early for training contracts and taking a targeted approach to securing a job at the firm of their dreams. However, with the rule book truly shaken up as 2020 has turned most sectors on their heads, including the legal industry, there is an opportunity for ambitious young professionals to find new ways of standing out from the crowd. The pandemic has bought huge changes in terms of the way we work, expectations and priorities for firms and clients and which sectors will survive and thrive in the coming years. For those at the start of their careers, getting recognition will be about understanding and harnessing what this means for law firms and the skills they’ll need. Jody Tranter, head of BARBRI Altior explains.

Soften up – skills for success

According to new research carried out post-pandemic by legal software company Wolters Kluwers in its 2020 Future Ready Lawyer survey, ‘meeting changing client/leadership expectations’ was the second biggest trend international lawyers predicted would impact their firms over the next three years. While legal training is, of course, mandatory and a key part of the early career of a young solicitor with the Professional Skills Course (PSC), training in softer skills, vital for building and managing strong client relationships isn’t always considered as important as technical knowledge. However, being able to gain the trust and respect of clients and colleagues is key to being successful and advancing your career.  Your Continuous Professional Development (CPD) should include developing these softer skills further. Particularly in a post-pandemic world where being able to navigate through unchartered waters and engender the confidence of others is essential to your success.

Where to start – quality training

Many individuals at all stages of their career will choose to focus on CPD to support career progression, as well as the regulatory competence statement. There are a variety of legal training providers on the market, however, choosing one that has specific legal sector experience and understands the nuances of the industry is the best place to start. BARBRI Altior has over 40 years’ experience, specifically in legal sector training and works with solicitors from their early days in the profession, right through their legal careers.  Personal development courses which help nurture skills including; business development and networking, time and stress management, negotiation skills and dealing with difficult people will prove vital over the coming months. Investing in the development of your personal and professional skills, given their increasing importance in the ‘new world’ post-COVID-19 is certainly one area where you can give yourself an added edge.

Take it higher – expanding your horizons

In addition to this, consider what areas of your professional practice you could enhance to make you stand out too. The Higher Rights of Audience (HRA) course is a popular choice at BARBRI Altior with solicitors looking to do just that. It enables them to practice in the Higher Courts in England and Wales and can now be undertaken via an online exam, making it extremely accessible as many continue to operate remotely. Course attendees can seek to qualify for either the civil or criminal courts, or both. Using BARBRI Altior’s legal industry know-how the course programme has been designed to be directly applicable in the workplace and benefits attendee’s overall communication and case management skills as well as enhanced advocacy. Being qualified to offer additional services will create a point of difference between you and your peers and potentially open up new opportunities to you, with increased earning potential and enhanced professional status.

Next generation know-how – tech smarts

As well as investing in your own skillset, think about what you can do to help your firm thrive. Leadership figures will notice those who embrace the ‘new normal’ and help the firm navigate the crucial next couple of years. Technology know-how is one of the key areas where many younger legal professionals inherently have the skills their firm needs to both survive and thrive post-pandemic. After all, investment in LawTech has almost tripled over the past two years. Yet, while not denying its huge potential and growing importance in the legal sector, many partners and senior lawyers have failed to harness it, partly due to lack of time, but also due to lack of understanding and fears around data, home working and other things that need careful consideration. However, due to the need to embrace technology overnight when COVID-19 first hit to support home working and client-facing and operational necessities, law firms had no choice but to react and adapt. From a positive perspective, this has rapidly accelerated firms use of technology to the benefit of clients, staff and operations. For this reason, young legal professionals who understand technology and its potential have become more attractive to law firms than ever.

In addition to simply being a ‘digital native’ by generation, stand out from your peers by enhancing your understanding of the latest homeworking technologies, legal social media strategies and the emerging LawTech industry. Get involved in internal technology committees and other initiatives at your firm for a chance to demonstrate your expertise in these areas, while at the same time reminding colleagues of the value you add to the firm.

For more information, visit: www.altior.co.uk

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July 31st Training Contract Deadline Day

We are rapidly approaching another major milestone in the training contract calendar. July 31st, is a big day for training contract deadlines. While it is not advised to rush out and quickly write up an application in a panic, it is important to know what’s coming up. Here’s a list of firms to check over if you’re planning to apply on July 31st.

Addleshaw Goddard – July 31st

Cleary Gottlieb Steen & Hamilton – July 31st

Cripps Pemberton Greenish – July 31st

Farrer & Co – July 31st

HFW – July 31st

Hodge Jones & Allen Solicitors Limited – July 31st

Hogan Lovells – July 31st – undergraduate law students only

Macfarlanes LLP – July 31st

Mayer Brown International July 31st

Memery Crystal – July 31st

Millbank LLP – July 31st

Payne Hicks Beach – July 31st

Pennington Manches Cooper – July 31st

Stephenson Harwood – July 31st

TLT LLP – July 31st

Travers Smith – July 31st

Vinson & Elkins LLP – July 31st

For a full list check our training contract application deadline page, and confirm with each firm.

Good luck!

 

 

 

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Let your law degree take you into the boardroom

Let your law degree take you into the boardroom

Use your legal knowledge in a job which sits at the heart of an organisation with boardroom responsibility, is jam-packed with variety and a competitive salary to boot. Consider a career in governance as a company secretary. Hawys Boobier, freelance writer and editor,  finds out more about this unique and exciting role and how you can experience it.

Company secretaries fulfil a crucial role at the top of an organisation, advising directors on governance – the system that enables management and the board to deal more effectively with the challenges of running an organisation. It is a responsible, varied and influential role, and one which is only growing in importance. They are valued strategic advisers with in-depth knowledge of law, taxation, finance and management. They give independent, impartial advice and guidance to directors, shareholders and trustees as well as other key decision makers across the private, public and not-for-profit sectors. They support and advise the boards of organisations on their duties and responsibilities, as well as any changes and developments in the laws affecting the operations of the organisation and ensure that the organisation complies with regulatory standards. In an increasingly regulated world, it goes without saying that this is no mean feat.

To say that the role of a company secretary is broad would be an understatement. Typical responsibilities can range from organising the AGM to collating a company’s annual report from stakeholders across the business. While there is undoubtedly an administrative element to the role, particularly when you start, as the primary governance professional in an organisation, company secretaries do far more than simply record the minutes of meetings, issue notices and file statutory documents. “No two days are the same”, says Samira Chambas, Company Secretarial Assistant at Aviva Secretariat. “My day could involve a variety of tasks, including drafting and uploading papers for board meetings, attending and minuting meetings, preparing and submitting RNS stock market announcements, performing board effectiveness reviews, as well as notifying Companies House, the Financial Conduct Authority and other relevant regulatory bodies on company changes such as share capital increases/decreases, director appointments or resignations and dissolutions or liquidations. There is also quite a lot of research involved in the role of company secretary, such as reviewing the impact of government policy and publications and making sure that the board and the company as a whole adheres to the highest legal governance standards.”

The eyes, ears and conscience of an organisation

Company secretaries are the eyes and ears of an organisation, ensuring that crucial information flows securely to the correct people, that board meetings are effective and that proper records are kept. Working in such close proximity to the board of directors inevitably means being privy to some of the most important decisions made within an organisation. “When I worked in professional services, I had close contact with the board,” says Samira. “In a listed company, a lot goes through the deputy company secretary or the general counsel, but I do get to work closely with the board on some things. Being privy to important information by being the first point of contact when the company wants to set up an insider, confidentiality or project list, makes the role feel really important. You have to know what is going on and you have to be confidential”.

Company secretaries gain an insight into the many different areas within a business, making them all-seeing, all-knowing and consequently extremely valued. They become an integral cog, to such an extent that company secretaries are often referred to as ‘the conscience of an organisation’.

They also interact with a wide variety of different stakeholders, both internal and external.

“Working with different stakeholders and for different departments you see the length and breadth of everything that is going on in the organisation,” says Samira.

Unlike lawyers who will present to the board on a particular issue and then leave the meeting, a company secretary will sit through the entire meeting and consequently obtain a vast repository of knowledge about the entire organisation. The breadth of the role means that knowledge is acquired quickly and rising up the ranks can happen more swiftly than you might think. As the responsibility grows, so too can the salary, meaning that the move up the remuneration ladder can also be a rapid one.

The career progression path is clear, although it is by no means narrow or rigid. The skills acquired are transferrable, so despite having the word ‘company’ in the job title you can apply them to a field outside the corporate world – working for a charity, sports organisation, educational establishment or in the health service, for example.

In order to do the job well, you will need values, understanding and practice (see chart below). Having a strong moral code is a must as you will be responsible for ensuring that your organisation operates legally, appropriately, ethically and fairly.

The role is full of variety, but also responsibility. Governance has grown in importance since the 2008 financial crash as businesses and other types of organisations have sought to avoid the pitfalls which led to the crisis. It evolves constantly as new challenges arise: Brexit, COVID-19… whatever the scenario, there is always a pressing need for high-quality company secretaries to help steady the ship.

The importance of the role means that professional qualifications are desirable. The Chartered Governance Institute has a number of qualifications, which are recognised worldwide for their depth and status. The Chartered Governance Qualifying Programme is the Institute’s flagship qualification and the most common route to GradCG status and Chartered membership of the Institute. If you have a law degree or a certain number of years in a legal role under your belt, you have fewer modules to take. See the diagram below for routes into the programme.

How do I know if it’s for me?

As with any role, the best way to find out if a company secretarial position is for you is to see it in action. Work experience is an invaluable way to get a real feel for the role and to meet people who can give you advice gained from first-hand experience.

Public limited companies, housing associations, charities, the NHS and universities: all of these institutions have secretariats that you can seek work experience in. Or you could volunteer for a committee, for example a sports association or a university committee.

But don’t worry if you don’t have a couple of weeks to spare. Every year, The Chartered Governance Institute supports DMJ Insight Days, which are held in conjunction with companies such as Aviva plc, Sky plc and Rolls Royce plc. Insight Days allow you to go into a company for the day and take a look behind the scenes at the various responsibilities of a company secretary. They are open to students, post graduates, or anyone considering an entry to company secretarial practice. The Chartered Governance Institute also offers one-day to one-week shadowing opportunities, AGM invitations which provide a rare insight into a key event in the company secretary’s calendar and student open evenings. If you want to explore the opportunities and benefits of a career in governance – click here.

If you want more information about the Chartered Governance Qualifying Programme, click here.

For more details about The Chartered Governance Institute and the profession, visit www.icsa.org.uk.

Case Study

Samira Chambas ACG

What is your job title?  Company Secretarial Assistant, Aviva plc.

What does your role consist of?

My role within the Board and Corporate Governance team at Aviva plc is very broad and new opportunities arise on a daily basis. It consists of ensuring compliance of the UK Corporate Governance Code, The Listing Rules and Market Abuse Regulations, preparing and submitting RNS announcements to the market, drafting governance and shareholder sections for the full year and half year annual reports and accounts, undertaking research into relevant public consultations and drafting recommendations for board implementation – the list is endless. It also consists of liaising with senior stakeholders, shareholders and investors and ensuring that the corporate legal entity management system is updated at all times.

How did you get into the governance profession?

I found out about the industry in my second year of university in Portsmouth and, after undertaking some work experience at the Financial Conduct Authority, I decided that this was the role for me and followed it through by undertaking the Qualifying Programme exams with the Institute while working full time in a trainee governance role.

What is the most exciting work project you’ve been involved in?

The industry as a whole is exciting. I like the variety of the role; no two days are the same as cliché as it may sound. There is always something new and challenging which allows you to broaden your knowledge and experience.

I also really like the research aspect of the role. I’m currently working on the Parker Review, which looks at getting more ethnic diversity into the boardroom. When I started out in industry, I didn’t see that many people who looked like me at the top both in the boardroom and in the governance profession, so the Parker review is something I am really excited about and I look forward to seeing how companies put that into action. I have recently launched a page on LinkedIn called ‘Black Governance Professionals Network’ which is open to anyone who supports our objective and commitment to ensuring that black governance professionals have a seat at the table, have quality of access and are being recognised, retained and promoted.

What skills do you need to succeed in your job?

The role requires and teaches you various skills, including but not limited to:

  • Attention to detail
  • Ability to work in a team and as an individual
  • Ability to prioritise and multitask effectively
  • People skills to be able to work with senior stakeholders and the Board
  • Time management especially in a listed company where there are legislative and regulatory deadlines such as  submissions to the market.

What are the biggest challenges in your job?

The ever-changing regulatory and legislative requirements require one to be and remain commercially aware at all times. Also, the current pandemic is challenging as governance professionals have to be innovative and find new ways in the governance sphere. Despite the many challenges the role brings, new opportunities are being created day in day our and it is a great time to pursue a career in governance.

What advice would you give to somebody studying law who is interested in a career in governance?

Have passion for governance and for being a change maker. A career as a governance professional should be a deliberate choice rather than a fall-back option. If you are after a diverse, challenging yet rewarding career then becoming a governance professional may well be the career for you. I would advise anyone studying law who is interested in a career in governance to read a lot about the industry, secure work experience if you can and attend Insight Days and student open evenings put on by The Chartered Governance Institute and DMJ to obtain invaluable insight into what the career has to offer.

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July Training Contract Deadline Round-Up

It’s that time of year again where training contract deadlines seem to come all at once. Despite the pandemic and the overall uncertainty within the economy, politics and society, the training contract schedule pushes on for the most part unabated. Here are the upcoming deadlines in the next two weeks as registered with the Lex 100.

Covington & Burling LLP – July 10th

Akin Gump Strauss Hauer & Feld – July 12th

Kirkland & Ellis – July 12th

Norton Rose Fulbright – July 12th – penultimate year law students only

Watson Farley & Williams – July 13th

Blaser Mills Law – July 14th

Morgan Lewis & Bockius UK LLP – July 15

White & Case – July 15th

Sidley Austin – July 17th

Have a look at each firm’s website as well as its Lex 100 profile for details about how to apply.

Also, July 31st is a major deadline day for applications for more details check the training contract deadline chart here:

Good luck!

 

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Upcoming Training Contract Deadlines – June 2020

The summer training contract application push is upon us. This year’s recruitment round is naturally affected by the Coronavirus pandemic, but there are plenty of law firms still recruiting for 2022 and some of them have their deadlines coming up soon.

Training Contract Deadlines Upcoming in June 2020

June 26th RPC (London Training Contracts only)

June 30th

Brabners LLP’s had previously been due on June 30, but its deadline has been extended to 31 October 2020 in light of the pandemic.

This list contains the most urgent deadlines, but is not exhaustive. There are many more firms with deadlines throughout the summer. We will be keeping an eye on the deadlines and will have further updates.

To see a full list of deadlines registered with the Lex 100 click here:

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Akin Gump – Digital Vacation Scheme

As the impact of the Covid-19 pandemic continues to have a dramatic impact on the legal industry, further changes to the summer vacation scheme season are announced.

Akin Gump, a major American global firm with a strong City presence, has announced its summer 2020 vacation scheme will now be entirely digital.

In a communication to its upcoming vacation scheme attendees the firm outlines the new program plan.

‘As your safety and health, as well as that of the London office, remain our top priority during the COVID-19 working restrictions, we have been busily working behind the scenes to ensure you will be able to have a meaningful, rewarding and, most importantly, safe experience with us this Summer.

Our programme will begin on Monday 22 June and remain as a full, two week period.  Due to the remote working situation extending across the Summer period, we will be holding our Vacation Scheme programme on an entirely virtual basis. We truly wish we could have an in person programme but can comfortably assure you that an array of opportunities will still be on offer for you to get to know more about the firm and our practices, build professional and legal skills and also to network with our trainees and lawyers.

 Full details of our virtual programme schedule will be shared with you shortly.’

Akin Gump is not the only firm taking this step. Skadden announced that its vacation schemes will be conducted remotely as have Clifford Chance, Pinsent Masons and others.

As is clear from the news across the industry that law firms are reducing working hours, limiting face to face meetings, working remotely and furloughing and in some cases laying off staff. These measures are to be expected and I expect to continue.

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BPP University Law School adopts AI to help train future lawyers

Artificial intelligence is set to play an important role in legal education, as BPP University Law School unveils a new AI-powered learning platform to help prepare tomorrow’s lawyers for success in their examinations.

 BPP has announced new learning technology to help students succeed in their centralised Solicitors Qualifying Examinations (SQE), Bar Standards Board (BSB) assessments and in their careers as practising lawyers.

The new technology, which has been in development over the last year and has cost the legal training giant over £1.5 million to develop, will underpin every stage of each student’s learning. The technology, which will initially be available to students studying for the BTC and PGDL from this September, will ensure that students benefit from the optimum balance of expert teaching and feedback, collaborative peer learning, and reflective self-study. Regular testing integrated across the programme will help ensure maximum retention, recall and multiple-choice question assessment practice.

The first of the new tools being introduced is an innovative, machine learning-driven, study platform called BPP Adapt.

Complementing face-to-face teaching, BPP Adapt will give tomorrow’s lawyers access to a rich range of resources including recorded presentations, online texts and primary and secondary sources of law that will help embed and build up knowledge with regular testing and instant feedback. 

Developed in partnership with leading AI education developers CENTURY Tech and using the latest findings in educational research, neuroscience and artificial intelligence applied to learning, BPP Adapt will create a unique, personalised learning path for each student that will identify the specific materials that an individual student needs and allow them to move through those materials at their own pace.

Priya Lakhani OBE, Founder CEO of CENTURY Tech, said: “AI is transforming education across the world, from schools and universities to training providers. As a former barrister, I know how important it is for legal education to maximize the talents of each student while ensuring lecturers are equipped with the tools and data they need to succeed.

“AI has the potential to give every student education and training personalised to their needs. It also assists trainers and lecturers by providing them with helpful, in-depth data on their students’ performance, in turn improving their teaching.”

BPP Adapt will also support the Law School’s increasing focus on student wellbeing by providing tutors with insights on study patterns that may be impacting a student’s mental wellbeing. Tutors will be able to work with individual students to review their study plans and, where required, coach them through a more sustainable approach to their studies.

Andrew Chadwick, Dean of BPP University Law School, said: “The BPP Adapt platform will generate a personalised learning plan for every student to ensure that each individual is presented with the right resources, in the right way, at the right time. This, along with tutor guidance, will help every student to build, apply and consolidate their knowledge and be better prepared for the centralised assessments and for practice.” 

Having acquired new knowledge, students will then engage in the second of BPP’s new EdTech investments – a virtual practice environment, which has been purpose-built to deliver a series of online experiential learning tasks for each student to contextualise and embed their learning.

The virtual practice environment will replicate a typical law firm or barrister’s chambers intranet, emulate real-world practice and help keep students motivated and engaged as they identify with the typical tasks of a future trainee or pupil barrister.  It has been designed to familiarise students with the interface they will typically use in practice, simulate realistic document handling and case management, and crucially provide them with the opportunity to consolidate and apply their new knowledge.

Mr Chadwick added: “We believe that both our new learning platform and our virtual practice environment are unique in legal vocational education. This is not about shiny tech that just offers a dry ‘drill and test’ approach where content is learned, regurgitated in an assessment and then forgotten.  Our investments will underpin every stage of a student’s learning and help them achieve long-term, deep learning which will both prepare them better for assessment and for practice through applying new knowledge to realistic, simulated, case-based experiences. 

“We know that collaborative peer learning that is guided by an expert tutor is still the core of the highest quality teaching programmes around the world.  Our enhancements will provide students with the opportunity to collaboratively construct their new learning and exchange their grasp of it with both peers and tutors to really refine their understanding.

 “Technology will not isolate our students – it will bring them closer together, both with each other and with their tutors.  That personal relationship of tutor, student and peers, will continue to remain at the heart of our learning strategy.”

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Coronavirus Vac Scheme Update – Skadden

As the lockdown continues in the UK, the legal industry has started to make changes to the way it continues its recruitment process, whether this is through delaying vac schemes until it is safe to conduct them or changing their format altogether.

Skadden, Arps, Slate, Meagher & Flom (UK) LLP have announced that their its London office summer vacation schemes will proceed this year on schedule, remotely. It will host four virtual vacation schemes, each lasting for one week.

David Herlihy, our Graduate Recruitment Partner announces, ‘Our teams have worked creatively to ensure that the schemes will continue to provide a meaningful opportunity for candidates to learn more about our firm, people, culture and work. We are committed to keeping our talent pipeline strong.’

There have already been other changes in this season’s recruitment cycle with a few firms starting to change their strategy. Burges Salmon have announced that they are cancelling their general applications for the 2022 intake and will only be recruiting from their vacation scheme candidates for that round. Additionally, Russell-Cooke have ‘paused’ their graduate recruitment for the 2022 intake year entirely.

Other firms may follow suit, particularly those with generally small trainee intakes. But, the news from Skadden shows that innovation in terms of vacation scheme format makes continuing recruitment possible in what may be a new normal way.