Tag: training contract

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Building an In-House Legal Career, with Sarah Amini

In the latest episode of the Legal 500 Future Lawyers podcast, we sat down with Sarah Amini, trainee solicitor at Toyota.

Sarah’s interest in law began through family responsibilities, such as explaining complex documents to her parents. Sarah quickly learnt to combine problem-solving with communication skills.

She completed a law degree, interned at (then) A&O, and later pursued the SQE. Sarah found the SQE process challenging but manageable. Structure, peer support, and practical resources like PrepTackle and Devil’s Advocate were key to her success.

Sarah highlighted that vacation schemes are not always a ‘golden ticket’ to a training contract. Being rejected from certain vac schemes led to a redirection of sorts, and helped Sarah discover her passion for in-house advertising and marketing law.

One thing Sarah loves about training in-house at Toyota is that it offers close collaboration with business teams, especially marketing, and a unique opportunity to see projects through from start to finish.

She stresses that in-house trainees gain deeper business exposure and project continuity, which contrasts with private practice’s seat and client-switching model.

Sarah believes that success in law relies more on perseverance, authenticity, and strong support systems than academic background or university reputation.

Her story underscores the importance of self-awareness, adaptability, and real-world experience in choosing a legal career path.

Listen to the full podcast on Spotify or Apple Podcasts.

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Navigating Legal Job Interviews: A Practical Guide, by Bilgeyiskhanim Mirizada

Whether you are interviewing for a non-governmental organisation (NGO), an international organisation, a government institution, or a law firm, effective interview preparation requires far more than rehearsing answers to common questions.

Each of these settings operates within a distinct institutional framework, with different mandates, working cultures, and assessment approaches that shape how candidates are evaluated.

While every institution has its own recruitment process, the fundamental principles of interview preparation remain largely consistent.

Bilgeyiskhanim Mirizada (Harvard) is an international lawyer who has worked at leading international law firms in London and at prominent international institutions, including the Council of Europe and the European Court of Human Rights.

Drawing on her experience, she shares practical guidance to help law students and early-career legal professionals navigate legal recruitment processes, approach interviews strategically, and present themselves with confidence.

1. Research the Prospective Employer

Effective interview preparation begins with a thorough understanding of the prospective employer.

This requires more than a general awareness of its work and involves developing a clear understanding of its mandate, mission, values, priorities, and the environment in which it operates.

A useful starting point is to identify the core nature of the body you are applying to, including its legal basis and primary functions.

This may involve reviewing founding documents such as statutes, treaties, constitutions, or practice statements, which set out its role and areas of responsibility.

It is also important to consider the broader sector in which it operates, including key stakeholders, collaborators, and recent developments shaping the field.

Where applicable, this broader context helps situate the employer’s work within wider legal, political, or institutional frameworks.

You should also examine recent outputs to understand how its responsibilities are carried out in practice.

Reports, judgments, policy papers, casework, and official publications can provide valuable insight into current priorities and the types of issues it is actively engaged with.

Demonstrating that you have taken the time to understand these elements shows genuine interest and allows you to provide more informed and tailored responses during the interview.

2. Understand Your Professional Profile

A successful interview depends on how clearly and coherently you can present your professional and academic background in relation to the requirements of the role.

Candidates should approach this stage with a comprehensive understanding of their experience and be able to articulate it with clarity, confidence, and precision.

This requires more than a descriptive account of past roles. You should be prepared to engage critically with your background and demonstrate how your experiences have shaped your skills, judgment, and career direction.

In particular, candidates should be ready to address the following areas:

Professional experience: Be prepared to discuss all positions, responsibilities, and achievements included in your CV or application. Rather than simply describing duties, focus on the substance of your contribution – what you delivered, how you approached the work, and the outcomes or impact where applicable. This demonstrates not only experience, but effectiveness.

Professional path: Interviewers may ask about changes in your academic or professional direction, shifts between practice areas, or gaps in employment or study. These should be addressed openly and constructively, with emphasis on how each stage contributed to your development, clarified your interests, or strengthened your direction as a legal professional.

Suitability for the role: A strong candidate is able to make explicit connections between their background and the requirements of the position. This involves identifying relevant experience and explaining how it prepares you to meet the expectations of the role from the outset.

Self-reflection and awareness: Employers value candidates who demonstrate an accurate understanding of their strengths and areas for development. Being able to reflect on your experience with honesty and maturity signals professionalism and the capacity for continuous growth.

3. During the Interview

A successful interview depends not only on the substance of your answers, but also on how effectively they are delivered.

Clear speech, controlled pace, and strong articulation are essential. Responses should be structured in a logical manner, ensuring that ideas are coherent, focused, and easy to follow.

One effective way to structure competency-based responses is by using the STAR method (Situation, Task, Action, Result).

Before the interview, prepare several examples that demonstrate the skills and competencies required for the role, and be ready to adapt them to different questions.

Using this framework helps ensure that responses are clear, structured, and supported by concrete evidence of your experience.

When answering questions, it is important to think before speaking. A brief pause of a few seconds is appropriate and often leads to a more structured and considered response.

However, hesitation should be managed so that answers remain confident and fluid.

Attention should also be given to tone and pitch, as these contribute significantly to clarity and overall impression.

For candidates who experience nervousness, simple techniques such as box breathing can be helpful before the interview. This involves controlled breathing to calm the body and regulate anxiety, allowing for greater focus and composure during the discussion.

4. Small Details Make a Difference

First impressions are formed before the interview itself begins, and small details can significantly influence how professionalism, preparation, and genuine interest are perceived.

Arriving early allows time to settle, organise thoughts, and mentally prepare before the conversation begins.

Bringing a notebook is also recommended, as it demonstrates engagement and a willingness to note key points discussed during the interview.

For virtual interviews, candidates should test their technology in advance and log in five to ten minutes early to ensure a smooth and uninterrupted start.

Dress plays an important role in setting a professional tone. Candidates should ensure they are dressed appropriately for the context of the interview, as this reflects respect for the process and attention to detail.

Non-verbal communication also contributes to overall presence.

Candidates should enter the room with composure, take a brief moment to observe the environment, maintain good posture, and ensure consistent eye contact throughout the interaction.

These behaviours convey confidence, attentiveness, and professionalism.

Professional etiquette extends beyond the interview itself. A brief follow-up email thanking the interviewers is considered good practice.

It reflects appreciation for the opportunity, reinforces continued interest in the role, and demonstrates professionalism and attention to detail.

5. Ask Insightful Questions

The closing stage of an interview often includes an invitation for candidates to ask questions.

This moment is not procedural; it is an extension of the dialogue and offers an opportunity to demonstrate depth of preparation and genuine engagement with the role.

Questions asked at this stage can meaningfully shape the impression left on the interviewer.

A lack of questions, or overly generic responses, may suggest limited
reflection on the position.

In contrast, well-formulated questions indicate curiosity, awareness, and a serious interest in the institution’s work.

Examples of appropriate areas of enquiry include:

  • The expectations placed on individuals entering the role and how success is typically defined
  • The working environment and what collaboration looks like within teams
  • Opportunities for skill development and progression over time.

This stage of the interview also serves a reflective purpose for the candidate.

It provides an opportunity to assess whether the role aligns with their own aspirations, working style, and long-term professional direction.

Final Thoughts

Regardless of the role, effective interview performance is grounded in preparation, clarity, and self-awareness.

Taking time to prepare in advance allows you to approach the interview with structure and confidence, rather than pressure or uncertainty.

Focus on your strengths, present your experience clearly, and remain composed throughout the process.

A well-prepared and considered approach will always leave a strong and professional impression.

 

By Bilgeyiskhanim Mirizada

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Authenticity, resilience, and why the legal industry needs to change with Henry Nelson-Case

“Be the kind of lawyer your clients want to go to the pub with”

In the latest episode of Brief Encounters, we speak with lawyer, content creator and public speaker Henry Nelson-Case.

Henry is open and honest about the challenges facing aspiring solicitors on their journey into law. His undergraduate law degree exposed him to the competitive nature of the legal industry early on.

Henry is a big believer in doing your research and applying to not only the biggest, shiniest law firms, but a firm that’s right for you.

We discuss the difficult feeling of being rejected from vacation schemes and training contract applications, and how to use it to become more resilient.

Henry is a huge advocate of asking for feedback, even if you’re rejected at an early stage of the application process. If you catch the recruiter on a good day, you could get lucky and bag some useful tips for future applications.

One thing that surprised Henry is how commercial and ‘businessy’ law is in practice. He, like many new lawyers, found it tricky to shift his mindset from the academic learning of university to thinking about everything from a commercial standpoint.

We also talk about the importance of being yourself at work. Early on in his training contract, Henry was told that he seemed quiet, and therefore not hungry or ambitious enough. Henry soon realised that he was shooting himself in the foot by not being his true self at work.

Anxiety in the legal workplace is something that isn’t discussed enough, and this is something Henry experienced firsthand. He talked about his experience on social media and was flooded by responses from people who felt the same way.

This got Henry thinking that if people were more open about these feelings, and if law firms were more accommodating, then maybe fewer people would have breakdowns and leave the profession.

After a prolonged period juggling his job as a lawyer and his content creation work, Henry was approaching burnout; he realised he had been neglecting his health and other aspects of his personal life. This is when he made the decision to stop practising law full-time and focus more on his other content and his social media presence.

Law is a demanding profession, so Henry’s advice is to ensure that you’re making time for your other interests and passions. Balance is key to longevity in a demanding career.

Listen to the full episode on Spotify or Apple Podcasts.

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Which factors should I consider when choosing a law firm?

Despite having the common goal of qualifying as a solicitor, everyone will have slightly different priorities when choosing where to do their training contract.  

Whether your aim is to get as much client contact as possible, work on headline-making deals or earn a sky-high salary, it’s important to find out exactly what each firm has to offer before you apply.  

In this blog we set out some of the most important considerations when choosing a law firm: 

 

Practice area 

One of the first and most important things to consider is whether the firm actually has a department or team practising the area of law you’re most interested in.  

A firm can win countless awards and be making headlines daily, but if it doesn’t have a property department and you want to be a property lawyer, it’s probably not for you.  

Equally, if you’re interested in a niche area of finance or corporate law, you will need to check first that the firm practises that particular type of law. 

Some law students and prospective trainees will know from the outset that they want to be a corporate or finance lawyer and may set their sights on the City, international or US firms. These firms often have plenty of advertising and marketing materials available and are relatively easy to find. 

Other prospective trainees will know that they want to be a family or employment lawyer, or even an art or sports lawyer. A bit more research might be needed to find firms which specialise in these areas.  

Whichever area of law you think you’ll want to qualify into, it’s best to go into your training contract with an open mind.  

Law in practice can be very different to what you study at law school. It’s definitely worth waiting to see which area of law you actually enjoy working in day to day before you make your final decision. 

Consult The Legal 500 to see which firms practice in your preferred areas of law. 

 

Inclusiveness 

It’s no good if a law firm is a specialist in its field if it isn’t inclusive. You will want to be confident that you can bring your whole self to work, regardless of socioeconomic background, ethnicity, sexuality or just your personality.  

Despite the legal industry having a bit of a fusty reputation, most law firms have made inroads and now have much more diverse and inclusive workforces than in previous decades. 

Many firms also have plenty of diversity initiatives in place – whether it’s a LGBTQ+ networking group or a parent lawyer society.  

If you’re wondering how you’ll fit in at a firm, consult our inclusiveness winners table to see which firms came up trumps in this arena. 

 

Approachability 

The key to a successful training contract is often the supervision. And that supervision needs to come from someone who is approachable.  

Supervisors can be senior associates, partners or any solicitor who is qualified and more senior than you, but a good supervisor should be getting you involved in their work, answering questions and giving you regular feedback so that you can improve.  

Look out for firms that have an ‘open-door policy’, which means that you can freely knock on a senior lawyer’s door to ask a question, no matter how silly it may seem! 

 

Client contact 

Dealing with clients is a huge part of being a solicitor. During your training, you will learn how to manage and communicate with clients. This might be through observing your supervisor or by meeting with clients directly. 

Bear in mind that at larger firms, it’s unlikely you’ll be having high levels of contact with clients in your junior years. This is because big firms tend to have big clients, and the deals they’re involved in can be complex. Client contact at these firms will be largely reserved for partners and senior lawyers. 

At mid-sized and smaller firms you are much more likely to be put in front of a client early on. This could include drafting emails, calling a client or even attending client meetings, with (or sometimes even without) your supervisor. 

Compare how trainees rated their firms for client contact here. 

 

Salary 

There’s no getting away from the fact that how much you get paid might influence where you want to work.  

Some US and City law firms pay eye-wateringly high salaries which are sure to grab your attention as you browse their websites and brochures. It goes without saying that you’ll be required to work very hard in return for these competitive packages. Still, it’s nice to know that your hard graft is valued.  

Always consider the NQ salary when making your decision. NQ salaries are often significantly higher than trainee salaries and if you’re hoping to stay on at the firm post qualification, this is the amount you can expect to be paid longer term. 

Smaller firms will not pay as much as their City counterparts. The trade-off however is probably (though not always!) a much better work/life balance and earlier responsibility. 

Salary is a very important thing to consider when choosing where to apply. No amount of money will make up for you feeling unhappy when you’re working day and night, but feeling like your hard work is not adequately compensated can feel equally frustrating. 

Consult our salary winners table to find out how much you can expect to get paid at each firm. 

 

Work/Life balance 

Yes it’s fulfilling, but law can be an intense career path. Tales of missing out on birthdays, dinners and even holidays because of work deadlines are not uncommon and, although perhaps more frequent at larger firms, lawyers at all types of firms will likely encounter late nights at one point or another. 

Some law firms have a better track record of promoting a healthy work/life balance than others. Year on year we are told by trainees at certain firms that their colleagues respect that they have a life outside of work. If this is high on your agenda, have a look at our work/life balance table. 

Work/life balance is something that is likely to greatly impact your training experience and is not something to take lightly. 

 

Social life 

OK, so social life may not be your top priority when choosing a law firm. But in reality it’s good to know that your colleagues are going to be a sociable bunch who enjoy a drink at the pub or a game of football on a Thursday evening.  

The Future Lawyers Training Contract comparison table is an easy way to narrow down the firms which fit your criteria. 

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Get Your Career Off to a Flying Start with Cripps – Apply by 29 February 2024

As a law graduate, the first step in your career is a vital one. It’s important to get broad experience, acquire a good understanding of the law and appreciate the commercial side of the business. Only then can you decide which area to specialise in.As a trainee at Cripps you’ll experience different practice areas covering all aspects of commercial property, corporate and commercial law as well as private client matters. You’ll carry out challenging and interesting work for a wide range of clients from blue chip household names and entrepreneurial businesses to high net worth private clients. You’ll also be supported throughout your contract, and encouraged to express your opinions and be yourself.The recruitment window is now open and will close on 29 February 2024. Apply using the link below.https://lnkd.in/gsGE-mpF

 

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Time Recording: Everything You Need to Know

Timesheets. A necessary evil for the seasoned lawyer and a daunting prospect for a future trainee. You may not have realised it yet but once you’re a solicitor in private practice, you will most probably have to account for all of your time, in six-minute units.

That’s right. That 18-minute phone call to the Land Registry – three units, 24 minutes drafting an email to your client – four units, an hour’s research on the Companies House website – 10 units. For anything in between, you’ll probably be asked to round it up.

In some firms, you might even have targets as a trainee. For example, you might have to record seven hours (70 units) of time in total per day, five hours (50 units) of which will have to be billable to a client.

Whilst the logic behind time-recording is simple – so that accurate bills can be produced for clients – there’s no doubt that it can be a confusing concept to get your head around when you’re starting out in a law firm.

There’ll likely be one code for the client, another for the particular matter you’re working on and a whole host of other codes you could use for the specific task you have been doing, from drafting to travelling to court to attending a client meeting. There may also be non-billable codes for work such as research or internal marketing activities.

To complicate matters, it’ll take you longer than usual to do everything as a fresh-faced trainee. It might take you two hours to draft that long email reply, but can you realistically charge that much to the client when the email only ends up being a couple of paragraphs long?

You’ll have to use your common sense here and decide what you think is a reasonable amount of time to record. Always discuss this with your supervisor in advance to avoid any confusion on billing day.

As a student, you can make the transition easier by being organised with your time now. This could mean planning that extended essay in advance or making a revision timetable for your summer exams. All of these things will help you start being more aware of how you manage your time.

And when you do start your training contract, remember to record your time as you’re going along. Nobody wants to be stuck in the office on the Friday night before the billing deadline racking their brains to remember what they were doing at 3pm on a Tuesday three weeks ago.

Got any questions about time recording? Get in touch.

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How to Deal with Rejection

If you’ve sent off a bunch of applications over the last couple of months, give yourself a pat on the back. If you’re about to start applying (we’re looking at you, barristers), good luck!

As you wait to hear the outcome of any application, it’s common to feel scared that lots of rejections are coming your way.

This blog’s all about dealing with rejection and turning it into something positive, so read on.

To put it bluntly….

Law firms receive anything from a few hundred to a few thousand applications each year for training contracts and vacation schemes.  

Some firms will see you as a good match for them, whereas others won’t, which means that you’ll most likely have a few ‘nos’ coming your way. And that’s why you need to get comfortable with the idea of rejection.  

Here are some tips to help you cope with vacation scheme rejection and pick yourself back up again. 

It’s not personal 

As mentioned, all law firms (big and small) get inundated with applications. Whether you’re rejected at application or interview stage, the chances are it’s not because you did anything wrong.  

What’s more likely is that there was someone more suited to the role than you. This could be because they had some previous legal experience, or just because they performed particularly well at an assessment centre. 

Sometimes it’s just sheer luck, and had you applied in a different year you might have been successful.  

The moral of the story is that there are so many different reasons why you might have been rejected, lots of which you can’t control. So don’t take it personally.  

Ask for feedback 

This is hands down the best way to make your application form or interview technique better going forward. 

It’s rare for law firms to give feedback on application forms (because of the volume, as mentioned above), but most will give you feedback after an interview or assessment centre.  

Graduate recruitment teams will usually ask everyone involved in the process, from the partner who interviewed you, to the trainee who showed you around at lunchtime, for their comments and observations. 

Study the feedback; is there something you can work on? If you have feedback from multiple firms, try and find a common theme. Take time to reflect and work on any pain points. Then use everything you’ve learnt in your next interview. 

Bear in mind that current trainees at top law firms only got to where they are now through feedback they got after failed applications and interviews. Don’t forget that. 

Take a breather 

If the timescale allows, take a break. Instead of jumping straight back into applications whilst you’re still feeling angry, upset or dejected, take some time out. 

It’s OK to feel sorry for yourself but don’t let it go on for too long!  

Give yourself a day’s break. Put away your laptop and do something nice, like go for a coffee, a walk, or meet up with a friend.  

Start afresh the next day; you’ll find that you approach the task in hand with a much more positive mindset. 

Lean on friends and family 

Don’t keep your feelings to yourself. Speak to friends and family about how you’re feeling. It’s not silly to feel upset about rejection; after all, this is your future career! And a problem shared is a problem halved as they say.  

Go one step further and get your network involved in the process – ask them to look over your applications or ask them to do interview practice with you. It’ll make the experience less lonely, and you might get some useful feedback along the way.  

Alternatives

Are there any other practical steps you could take to bolster your application? 

If you’ve been applying for vacation schemes, training contracts or pupillages for a while but haven’t been successful yet, it might be worth looking at becoming a paralegal, or taking up another administrative role at a law firm. 

Working at a law firm in any capacity can be a great way to drum up your experience, not to mention your confidence. You’ll get valuable work experience whilst learning about how a law firm works.  

Another plus point is that you can get to know the culture of a firm. 

If getting another job isn’t an option for you, you could look into volunteering at your local legal centre or Citizens Advice Bureau. 

Work experience, paid or voluntary, looks good on your CV, and demonstrates your commitment to the legal industry. 

 

Do you have any tips you’d like to share for dealing with rejection? Get in touch. 

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Pro Bono

In the legal industry, pro bono is the act of giving free legal advice to clients who may not otherwise be able to afford it.  

In the US, it’s long been common practice for law firms to practice pro bono alongside their paid legal work. In recent years pro bono has started to enjoy more prominence in UK law firms too. 

When researching firms, it’s definitely worth looking at a firm’s pro bono offering. Some firms will require all trainees to get involved in pro bono and others will even allow lawyers to include a certain amount of pro bono work within their billable hours. A commitment to pro bono can say a lot about a law firm’s ethos. 

But it’s important to remember that pro bono work will almost always come second to your billable work for fee-paying clients. So, while there’s nothing wrong with mentioning your interest in the firm’s pro bono work on your application form or at an interview, it shouldn’t be your main motivation for applying. Law firms are businesses after all! 

Each year we ask trainee solicitors to share their opinions on their firms’ pro bono offering. Below are some of the top responses this year. Click on a firm name to find out more.

 

‘The only target hours relate to pro bono work and there are regular emails offering opportunities: the whole firm is geared towards taking on pro bono work when things are quiet / you have capacity, without it being a distraction from other work if you are busy on client matters’ – Weil

‘Pro bono is heavily encouraged by the firm and there are so many projects to get involved with, so you can be sure you’ll find something that you’re passionate about. Even if there isn’t anything (unlikely!), the firm encourages all lawyers (as well as trainees) to form their own partnerships with organisations’ – Akin 

‘The firm is absolutely outstanding in terms of the availability of pro bono and CSR opportunities. There is an entire Responsible Business team which assists you to take part in any opportunity you wish to volunteer for. Sarah Farrelly, the Pro Bono Associate, is absolutely brilliant and she does exclusively pro bono work. If you are passionate about being involved in pro bono work during your TC I would strongly encourage CRS to be at the forefront of your mind’ Charles Russell Speechlys  

The pro bono work is amazing and, because we have no chargeable hour targets, its not seen as extra work but is treated as important as client work, which I gather is not the case in other firms. As a junior, you also get a lot of responsibility in running with pro-bono work which is great experience – Travers Smith 

‘Very good, we get involved with the Suffolk Law Centre for pro bono, and always fundraising for such charities as Access to Justice, Norfolk & Waveney Mind, Walking with the Wounded, Benjamin Foundation, etc’ – Birketts 

‘Amazing – the pro bono team in the firm and the advertising and accessibility to these projects is huge (with a dedicated pro bono trainee to assist in these matters)’ – Clifford Chance 

‘Excellent. Trainees are automatically enrolled to do two sessions per year at the Battersea Legal Advice Clinic. Then there are additional opportunities to get involved with pro bono/CSR, and fee earners get trainees involved with any department specific pro bono work’ – K&L Gates 

‘10/10 – I have been involved in some really incredible and interesting pro bono initiatives, often working in small teams directly with partners or senior associates. Pro bono is often some of the most challenging and rewarding work. A big shout-out to the firm’s dedicated pro bono counsel who are incredible’ – Morrison & Foerster 

‘Incredible. This is a subject that BCLP really care about and there is plenty to get involved with if you want’ – Bryan Cave Leighton Paisner 

 

 

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Top Tips for Training Contract Interviews

Do your research

You will no doubt have done plenty of research on the firm before submitting your application. If you’re lucky enough to be invited for interview, you’ll need to go over that research and then some. During an interview, you will have plenty of time and opportunities to discuss (and show off) what you’ve learnt about the firm.

Make sure you understand what the firm’s areas of specialism are. Many law firms look the same on paper but when you delve a little deeper you will discover that each one has its particular niche, works with specific industries or has a particular type of client. Culture is another differentiator, and while it can be hard to gauge this from a firm’s website, guides such as The Legal 500 Future Lawyers can be a great way to find out what life is really like at the firm.

Read and re-read your application

You might have been asked to discuss a recent commercial news story or legal development in your application form. It’s very likely you’ll be asked about this in your interview, so be sure to reread your answer. You should also read around the topic so that you can discuss it in more detail.

You could be questioned on any answer or part of your application form or CV, so be sure you’re familiar with what you’ve written incase you’re asked to back up any of the statements you’ve made.

Be confident (but not arrogant)

You’ve made it this far so the firm clearly thinks you would be good enough to work there. The interview isn’t just to interrogate you, it’s also to find out what you are like as a person.

Confidence is key in the legal profession. Your interviews will be looking to see whether they would feel comfortable putting you in front of clients, and whether you are the type of person who can take initiative (within reason for a junior lawyer of course)! This means that you need to show them that you are confident in your abilities.

It’s normal to feel nervous in an interview, but if you speak confidently and back up your answers and ideas with reasoning or examples, you will do well. Just be sure not to let your confidence turn into arrogance – nobody wants to work with a cocky trainee!

Body language

A little goes a long way when it comes to body language. Sit up tall and don’t slouch. Start the interview with a strong handshake and make plenty of eye contact with each interviewer throughout.

Look at the firm’s recent cases/deals (and don’t just pick the most recent one)

Recruiters tell us that all too often interviewees mention only the most recently published deal or case firm’s on the website. There’s nothing wrong with this, especially if it’s a big deal that has made the news, or is particularly topical. However, ideally you should make sure you’ve read past the first page of firm news and have a couple more examples up your sleeve incase you’re asked to elaborate.

Ask questions

Always Prepare questions to ask at the end of the interview. Asking insightful questions makes you look interested and engaged in the firm and that you’ve actually thought in more depth about what it might be like to work there. It doesn’t look great if you don’t have anything to say!

Reflect

It’s normal to feel frustrated after an interview and dwell on all the things you didn’t get a chance to say. A good tip is to write down some of the questions you found difficult and think about ways to answer them if they come up in future interviews. A short follow-up email to your interviewers thanking them for your time is also a nice touch.

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Why I think every lawyer should learn a language

There are over 7,000 languages spoken across the globe. Why, in an industry with communication and collaboration at its core, would you only want to speak one, asks Katie O’Brien, law and Spanish student at the University of Strathclyde.

Throughout school I often felt pressured to find my niche, scrambling to hone in on one singular thing. I failed to see the beauty of my wide-ranging passions. When I turned 18, leaving school and most of the pandemic woes behind me, I was faced with a seemingly monumental decision, what now?

Only through my own research did I stumble upon studying Law and Spanish at University. Law was a combination of my love of English, history, and politics whilst Spanish allowed me to continue learning a language I cared so deeply about in school.

At the time it seemed like the best of both worlds. What I didn’t expect however was that these two worlds would slowly start to blend and overlap. Now as I approach the end of my second year of study, they have become so interconnected I fail to see how one could ever exist without the other.

The use of language is crucial to any legal system. We use it to create statute, to interact with clients, to advocate for people in courts. We are constantly interpretating it differently to minimize or expand our tolerance for certain behaviour. This is why judges will often apply different meanings to even the smallest words.

 

Equally, cases will turn on these alternate meanings to make significant decisions. Decisions which may have been wholly different if every word remained unchanged. Areas of family law, for example, highlight very clearly the role language plays in defining and reflecting changing social attitudes.

Today, language interpretation allows for a more expansive view of what is considered family or marriage, than what would have been even 10 years ago. Regardless of context, it is vital that as people change, the law changes too and language use is always the first step in doing so.

Despite this, whilst law continues to be an attractive career path for young people, languages are often seen as useless in comparison. But the two go hand in hand, and our view of language learning should reflect this.

Languages have broadened my capacity to understand people, their behaviour and attitude towards society. I believe that having a well-rounded view of humanity, our differences as well as what defines us as a collective, will aid me to become a far more understanding, flexible and perceptive lawyer. Compassion lies within the heart of law; above anything else, clients want to feel like you care about them.

Dan Jurafsky, the chair of the department of linguistics at Stanford University says, “discovering what’s universal about languages can help us understand the core of humanity”. Therefore, if we accept the premise that understanding and demonstrating empathy is at the heart of being a good lawyer, we must also accept the role languages play in creating and embedding such values within us.

If this doesn’t entice you to pick up a language, the increase in your professional value might. Speaking a second language will set you apart from other candidates when trying to secure a training contract, and your ability to communicate with the locals, translate and review foreign documents will certainly make you a frontrunner when it comes to overseas seats.

As more firms offer international secondments, and as the idea of globalisation continues to have a firm grasp on the industry in general, there is no better soft skill to have than another language.

The significance of language in the legal sphere and the advantages it brings is undeniable. Understanding more than one legal system, language and culture can open up a world of opportunity. The relationship between law and language is one of mutual exclusivity. Thus, it is crucial for future lawyers to know that choosing to do both is not only viable but extremely important. For me, law is a vehicle for change and language is the tool.