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Success at the Law Fair Checklist

Success at the Law Fair Checklist

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.

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#TLTunpacked Events 2017

#TLTunpacked Events 2017

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:

  • Bristol 22nd November
  • Manchester 28th November
  • London 29th November

For more information, head over to www.careers.tltsolicitors.com

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Russell-Cooke Spring vacation schemes 2018 – applications now open!

Russell-Cooke Spring vacation schemes 2018 - applications now open!

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.

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White & Case Careers Dinners

White & Case Careers Dinners

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

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Clyde & Co Bright Futures Programme

Clyde & Co Bright Futures Programme

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.

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5 top tips for trainee solicitors

5 top tips for trainee solicitors

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.

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Squaring the Circle: A&O and CC confirm more details as associate pay is stoked higher

Squaring the Circle: A&O and CC confirm more details as associate pay is stoked higher

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.

[email protected]

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Be at the centre of influence

Be at the centre of influence

Did you know? Many careers that start in law end up working within the governance and company secretarial space as more people become aware of the duties and how your studies overlap.

As a recent graduate in law, you can easily pursue a career in company secretarial role, giving you access to the boardroom where you can use your knowledge to guide the chairman and board.

Use your law degree to be more strategic in your career

You can become a chartered secretary and get international recognition for your role. With a background in law, you are automatically exempt from two modules of the Chartered Secretaries Qualifying Scheme (CSQS). Many companies offer to put you through CSQS, where you can apply your knowledge with practical in-house experience.

Start studying CSQS

Upcoming events

Graduate Open Evening

Would you like learn more before committing? Come to our Graduate Open Evening on 1 November 2017 and hear from company secretaries about what drew them into the role, how they qualified, what a typical day looks like and why they love what they do.

Tom Morrison Essay Prize

The Tom Morrison Essay Prize encourages new thinking and recognises original approaches to governance. Entry to the competition is only open to recent graduates with a maximum of two years’ experience in a governance role or ICSA students and other students early in their career. Competition opens – January 2018.

Want more information?

Visit the Graduate Hub and choose from one of our popular insight days, shadowing schemes, or sit in on an AGM (these are limited and available on a first come basis).

Would you like learn more before committing? Come to our Graduate Open Evening on 1 November 2017 and hear from company secretaries about what drew them into the role, how they qualified, what a typical day looks like and why they love what they do.

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Mishcon de Reya Open Day

Mishcon de Reya Open Day

Mishcon de Reya is holding an open day on 16 November. Read on to find out the details.

We are holding an open day to give you the opportunity to find out much more about Mishcon. We will give you an insight into the type of work that we do, the clients we engage with, our working culture and future plans. It’s your chance to get to know us better and understand what makes us tick but we also want to leave you with an increased level of commercial awareness about how a law firm operates, the current legal landscape and the future of the legal market. We will invite successful applicants on a rolling basis so we recommend responding as soon as possible and only Shapers need apply!

Date: Thursday, 16th November

Time: Evening event

Location: Mishcon De Reya Office, Africa House, London WC2B 6AH

Please apply online by 27 October

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New apprenticeship programme at The University of Law

New apprenticeship programme at The University of Law

The University of Law (ULaw) has launched a new solicitor apprenticeship programme for 2017. A number of top UK firms have already signed up to the scheme, including Fieldfisher and Gowling WLG.

On 25 September, 28 apprentices embarked on the six-year programme. The cohort consists of A-Level graduates and those who have successfully completed paralegal programmes who recognise the countless benefits of doing an apprenticeship.

The fresh-faced apprentices will undertake a combination of work-based and online supervised study, together with practical and academic activities with the aim of preparing them for the new Solicitors Qualifying Exam Parts 1 and 2. 

Moreover, apprentices will complete specialist ULaw assessments, which will provide them with the opportunity to be awarded an LLB in Legal Practice and Skills (Hons). And it’s not all academic; ULaw will also work closely with employers to ensure competencies in the workplace are developed throughout the course.

Upon successful completion of the programme, apprentices will be entitled to apply to the SRA to be admitted as solicitors.

Jason O’Malley, Director of Apprenticeships at ULaw said: “We are excited to start our new apprenticeship programme for this year which we have developed in close partnership with a number of law firms and employers nationally. At ULaw we are committed to providing world-class education and training and widening access to the legal profession, so it is particularly good to see stories of continuing success, for example where former paralegal apprentices are being given the opportunity to qualify as solicitors via this new route. The employers we work with from both private practice and public sector recognise the determination and commitment required from apprentices but also the great benefits they can bring to the legal workplace. We look forward to continuing to work with them to provide a strong apprenticeship offering to suit their individual needs.”

Emma Cox, Head of HR at Fieldfisher, said: “Ensuring that we have diversity of talent is increasingly important. Our clients are from a wide range of sectors, many of which do not always recruit from traditional backgrounds or via established channels. If we are to best meet their objectives, we need to have teams advising them which are more representative of the communities in which they operate. The Government has been incredibly forward thinking in incentivising companies to take on apprentices and we would certainly urge others to embrace them as we have.”