Mastering Law Firm Assessment Centers: Essential Insights and Tips

Video interviews, aptitude tests, group tasks, and more

After countless applications and constant email refreshing, the moment arrives – an invitation for a video interview or to an assessment center. Excitement quickly turns to anxiety as you wonder about what to expect and how best to prepare. If this resonates with you, continue reading to have your questions answered on various post-application evaluations.

Aptitude Exams

Many companies issue an aptitude test after an application is submitted to perform an initial screening. You can usually find what to expect from these tests on the company’s website. Certain tests, like the Watson Glaser, allow for practice beforehand, while others do not. Typically, these tests assess a candidate’s abilities in critical thinking, analysis, literacy, and numeracy. Even if you can’t practice the specific test, it’s wise to focus on these areas as a general preparation strategy.

Additionally, situational judgement tests are common, where candidates face hypothetical scenarios they might encounter as a trainee solicitor and must explain their approach to solving them. For example, how would you handle a situation where a supervising partner assigns urgent work at the last minute? What if a client demands updates on a case you are not familiar with? Or if you need to prioritize a more urgent matter over a looming deadline?

Video Interviews

Video interviews may serve as a preliminary filter before reaching the assessment center stage. Instead of interacting with a live interviewer, applicants record their responses to questions. Some platforms may allow multiple recording attempts, while others may not. It’s helpful to review the company’s website to get an idea of potential interview questions. If such information isn’t available, a good preparation strategy is to be thoroughly familiar with your CV and have bullet points ready for likely questions such as why you want to work at the specific firm and how you’ve demonstrated key skills like time management and teamwork in past experiences.

Assessment Centers

Assessment centers vary, but typically include both a competency-based component and a skills-based component. These might be evaluated through interviews with partners or recruitment personnel, group exercises like negotiation simulations, and individual case studies, either oral or written.

The competency part aims to determine if your skills and personality align with a career in law, and more specifically, with the firm you are applying to. Be ready to clearly articulate your suitability for both. It’s beneficial to understand the skills the firm looks for in a trainee solicitor, often listed on their graduate recruitment pages. Prepare to discuss specific instances where you’ve demonstrated these skills, either during your studies or in your professional life.

The skills segment typically examines legal abilities such as writing, analysis, and commercial awareness, executed either individually or in a group. It’s crucial to be well-versed with the firm’s operations and the latest trends affecting its practice areas. Managing your time effectively during written tasks, structuring your output clearly with headings, and making notes during oral or group tasks are all essential strategies. Asking clarifying questions if you’re unsure about a scenario detail is also advised.

Lastly, knowing who will interview you can only be advantageous; a quick email to the graduate recruitment team can facilitate this. Use the assessment center and interviews as opportunities to ask about the work culture at the firm or inquire further about specific practice areas, demonstrating genuine interest.