training contract assessment centre case study

Training contract assessment centres – an essential guide, looking for one to one interview coaching.

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Welcome to our Essential Guide to Training Contract Assessment Centres, designed to help you succeed at law firm assessment centres.

If you are looking for sample assessment centre questions and practice tests & exercise go here: Practice Assessment Centre Tests & Exercises

Why Law Firms Use Assessment Centres To Select Trainees

With so much written about interviews, it’s easy to assume they are the most important part of a firm’s recruitment process – the ‘make or break’ of securing your training contract. So why, then, do law firms use assessment centres? Are they a mere back-up? Another way of shaving down the application numbers, perhaps?

Assessment centres are composed of a series of pre-arranged tests and skill exercises often culminating in the interview itself. However, rather than viewing these individual exercises as the ‘poor relations’ of the final interview, high performance at every stage of the process is crucial to success. In fact, assessment centres offer a number of very real advantages to employer and potential employee alike that the interview alone can’t provide.

Their purpose can largely be seen as two-fold:

1) Providing further skills assessment

Interviews, when done well, are great. They offer a genuine opportunity to find out about a candidate’s suitability to a role and a company. But they are not without their drawbacks. It can be argued, for example, they favour a particular style of candidate – one who is good at building immediate rapport, good at responding to (often) fairly predictable questions and who doesn’t let initial nerves get the better of them.

Whilst these are useful qualities to present, it does provide a fairly narrow skills focus, and doesn’t account for many of the other skills that are actually needed in the job. The ability to work well in a team, perhaps. Or the high level of competence needed to interpret complex data and written information.

Aside from this, because of the nature of interviewing, they can also be very subjective experiences. So much depends upon the particular relationship between the interviewer and the interviewee. Results and outcomes can be turned on their head purely by putting a different personality in the interviewer’s seat.

The beauty of assessment centres is that they introduce a more objective element to the recruitment process. They place the candidate in situations where their abilities can be judged in a much fairer way, drastically reducing the chance of individual bias. And they do this whilst examining a much wider and realistic spread of skills, aptitudes and competencies.

This is undoubtedly the reason why more and more law firms have introduced specific assessment tests and exercises such as the increasingly popular Watson Glaser Test .

2) Providing a deeper insight into the firm

There is only so much you can assess a law firm on by walking into an interview room and shaking hands with one or two current employees. An assessment centre, however, offers so much more of an opportunity to really find out about a firm, its culture and its values, so that you are able to form a considered opinion on whether or not it is a good place – the right place – for you to start your career.

Most assessment centres will start with a company presentation, allowing you a deeper insight into their commercial activities whilst addressing subjects such as what it is really like to work for them. They will also provide you with the opportunity to liaise with other trainees (and possibly more senior employees), maybe over lunch or through a specific Q&A session.

Choosing a law firm is a very personal decision. And firms want to give you this opportunity to find out about them, as they want you to make the right choices. It is not within their interests to offer a training contract to someone who, ultimately, isn’t going to be happy working in their firm.

So while the thought of attending an assessment centre may sound daunting, consider the advantages that it brings you. Not only is it a showcase for your wider skills but it allows you to gather the information you need about the firm. It is essential, however, that you prepare thoroughly for every element of the day as interview performance alone will not be enough to secure your future within the company.

Performing Well At Assessment Centres

An invitation to a training contract or vacation scheme assessment centre is, no doubt, a very positive step forward. Your initial application has been read, has made the right impression, and the firm is keen to find out more about you. However, your training contract isn’t ‘in the bag’ just yet.

Having established just how important the assessment centre is (and remember, we’re talking about the WHOLE assessment centre – not just the interview) it’s worth focusing on some of the Do’s and Don’ts that are going to help you perform well on the day.

DO gather as much information as possible about the day and what it involves.

Sounds obvious, but knowledge really is power. If the firm hasn’t provided you detailed information on the schedule for the day or, if there is something you want to find out more about, then there is nothing wrong with phoning them up and asking. The very worst that can do is make you look keen and enthusiastic and it will help you focus your preparation on what really matters.

DO spend time preparing for each and every test and exercise.

It’s not all about the interview. You need to make sure you are performing to the best of your abilities in each and every test and exercise. Like with most things, it’s a case of ‘practice makes perfect’ so spend time familiarising yourself with and, if possible, practising examples of the tests and exercises you are going to face (see our Guide to Assessment Centre Practice Tests & Exercises ). Not only will this help you complete your tasks better on the day but it will increase your confidence going into the assessment centre.

For the more subjective assessments such as the group exercise and the interview, it is crucial that you re-familiarise yourself with the values and competencies that the firm are looking for, and be sure to bring these out throughout the day.

DO show courtesy to everyone you meet

Big Brother is watching you. It’s not just the interviewers and assessors who will be making notes on your interactions. Remember that everyone you meet – from the receptionist who greets you when you walk through the door to the trainee that sits next to you during your lunch break – may well be asked their opinion on how you came across.

Courtesy should stretch to your fellow candidates as well. They may well be your competitors for the job but being affable towards them will not only help you make a more positive impact, but it will help you genuinely enjoy the day more.

DO be prepared to ask questions

Most assessment centres will provide you with at least one opportunity, aside from the actual interview, to ask questions to current members of staff. This may be following a company presentation or it may be during lunch or break-out session. It is advisable to prepare a few intelligent questions that you can ask at such points, in order to show enthusiasm and also to be memorable.

Make sure you’ve done thorough research on the firm beforehand so that your questions are appropriate. You may want to ask about aspects of their training programme, for example, or a question relating to their legal specialisms. Always be sure to ask questions that you wouldn’t be able to find out the answer to yourself by doing your own research.

DO be yourself and try to have fun

Easier said than done, perhaps, but view the day as a wonderful opportunity. And the best way to make the most of this opportunity really is to relax, to be yourself and try to enjoy the experience. Take in everything around you and be excited by the opportunity to discover more about the firm. Don’t try and be the person that you think they are looking for – just be you. You were invited to the assessment centre because they liked your application and believe you may have something to offer them so be true to yourself throughout the day.

DON’Ts

As important as what you should ensure you do at assessment centres are the things you don’t want to be doing.

DON’T be over-dominant

It is a complete fallacy that the person who talks the most always gets recruited. The assessors will be looking to see evidence of much more subtle skills throughout the day. That doesn’t mean, of course, that the better alternative is to say nothing at all. It really is all about balance here. Do enough to get yourself noticed, but not at the expense of other candidates. There will be nothing more off-putting to the assessors than a candidate who fails to let his or her peers speak or who bulldozes other opinions. It is far better to embrace team values than to show arrogance and lack of social-awareness.

DON’T stand out for the wrong reason

Granted, you want to stand out. It can be pretty hard going for the assessors to remember exactly who was who at the end of a long day, particularly if performance was mediocre at best. You need them to be able to remember who you were. But make it be because of an intelligent comment, a good performance or a genuinely likeable personality. Don’t be the person who is remembered because you turned up late, because you were dressed inappropriately, or because you disregarded other people’s contributions.

DON’T panic if an exercise goes pear-shaped

Of course, the ideal is to perform well in every aspect of the assessment centre. But things don’t always go to plan and that doesn’t mean that it’s game-over. You’ve got this far and giving up is not an option. Strive to do better in your next exercise – use it as a motivator and keep going. Stay calm and career on!

DON’T over-analyse your performance throughout the day

Following on from this, so often we are our harshest critics – we remember the things we did badly and not the things we did well. This gives us a distorted picture of how the event is going and this is not a helpful mind-set to adopt throughout the day. Avoid creating a negative focus and over thinking what you have done wrong. Leave the analysis until after the event. Over the days following the assessment centre write a list of things that went well, things that didn’t and what you would do differently next time. Use it to perfect your future performances.

Read our Guides to Individual Tests & Exercises & How to Practice Them

• Watson Glaser Critical Thinking Tests
• How to Practice Assessment Centre Tests & Exercises
• In-Tray (or E-Tray) Exercises
• Group Exercises
• Verbal Reasoning Tests
• Numerical Reasoning Tests
• Presentations

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Application Process

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CHALLENGERS.

Applying is a process. But, we make it fair. Show us who you are and unleash your challenger personality. If you could be a successful Dentons lawyer, we want to know all about it.

Your Application

Whilst we generally seek strong A-Level (or equivalent) performance, we evaluate every application in its unique context and holistically. If you believe you can present a compelling application, we wholeheartedly encourage you to apply.

We also invite you to share any mitigating circumstances that may be relevant to your application. Your individual story matters to us.

In our commitment to comprehensively evaluate every candidate, we’ve implemented the Rare Recruitment Contextual Recruitment System. Rare provides us with additional context to understand each candidate’s application thoroughly.

Applications are open to everyone. If you have any questions or need us to make adjustments, please get in touch with our team: [email protected]

Application Tips

A typical trainee at Dentons doesn’t exist. We don’t want it to. Our application process allows you to show us who you really are, beyond grades, qualifications, and experience. We’ll be looking for global outlook, commercial awareness, enthusiasm, collaboration, drive, innovation, and problem solving throughout the process.

The application process is the same for both Training Contracts and Vacation Schemes:

Application Form > Online Assessment > Video Interview > Assessment Centre

When you begin your path to Dentons, it all starts with an online form. But this is more than just a form – it’s your chance to share your education, work history, and the activities that define you.

Here’s why it’s important.

We’re not just looking for the basics; we’re excited to learn about what makes you unique. Your experiences and your journey are what set you apart.

Alongside the standard questions, we’ll ask some open-ended ones. We want to understand what drives you and the qualities that make you stand out. Your story is important to us.

We appreciate technology’s role in today’s world, but we also value your authenticity. While we embrace technology and AI at Dentons, we encourage you to be yourself. These tools are here to help, not replace who you are.

Every applicant is unique, and that’s something we truly value. Let your true self shine in your application. That’s what makes you stand out in our eyes.

At Dentons, we respect technology, but we respect you even more. Your application isn’t just a form; it’s a reflection of your individuality. Take this opportunity to show us who you are, and together, we’ll begin an exciting journey into the future. Your story matters to us.

If you meet our initial criteria in the application form, your next step is the Legal High Potential Assessment.

To ensure we gain a comprehensive view of all our applicants, our Legal High Potential Assessment incorporates scenario-based, numerical, and verbal questions.

To take us from largest to leading, we’re seeking trainees who can think big and reimagine the future of law. Our assessment is designed to identify individuals who are eager to embrace the evolving legal landscape, applying their intelligence and creativity to various work-related scenarios. No prior knowledge or experience is required to tackle these questions.

Although the assessment is untimed, candidates typically spend around 45 minutes completing it.

• Practice! We provide a practice test, which is a condensed version of the main assessment. It allows you to become familiar with the format and provides an opportunity to request any necessary adjustments
• Keep an eye on the deadline. Normally, you’ll have a few days to complete the test. Make a note in your diary and allocate this time accordingly
• Find a quiet space with a stable internet connection where you won’t be disturbed during the assessment
• Have a calculator, pen, and paper at the ready before you begin

Aim to complete the assessment in one sitting to maintain concentration and flow.

This is your chance to let your personality and experiences shine through. Here are some tips to help you

• Use the preparation time wisely. Think about the best examples that showcase your skills and experiences, rather than rushing in with the first thing that comes to mind
• Be specific about your answers. Instead of using “we,” use “I” to emphasise your personal contributions and actions
• Impress us with a variety of examples. Successful candidates draw from a range of experiences, showcasing their ability to handle complexity
• Research Dentons and our opportunities before the interview. If you’ve attended our open days or interacted with us in any way, mention it! We love to see your enthusiasm

We’re here to support your success. Check out our video interview resources for further guidance and preparation:

Interview Preparation and Advice

Interview Practice Questions

This is the final stage of the Training Contract application process! Our assessment centres consist of two key exercises: the Written Exercise & Role Play, and the Case Study & Final Interview.

• Take your time to read all instructions thoroughly. Don’t rush into tasks without a clear understanding. If you have questions, don’t hesitate to ask for clarification
• Plan how you’ll use your time wisely. If you have an hour for a task, allocate time for different parts, including proofreading at the end
• If you encounter a challenging question or situation, don’t panic. It’s okay to ask for clarification or take a moment to gather your thoughts
• Consider who you’re addressing in your responses. Tailor your answers to showcase your skills and suitability for Dentons

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Unlock Your Legal Career with Dentons’ Training Contracts

Discover the application process, deadlines, and benefits of a training contract with Dentons, one of the world's largest law firms.

Are you a final year law student or recent law graduate looking to secure an exciting opportunity to launch your career in the legal industry? Look no further than Dentons, one of the world’s largest law firms with over 10,000 lawyers in over 200 locations and across more than 80 countries.

Join Dentons as a Challenger

Take a step towards your dream career

Securing a training contract with a top law firm is a key goal for many aspiring lawyers. A training contract provides practical experience and professional development opportunities that can be invaluable for building a successful career in law. Dentons is currently offering training contract opportunities across their Edinburgh and Glasgow offices. In this article, we’ll take a closer look at what a training contract at Dentons involves and how you can apply for this unique opportunity.

The two-year, four-seat Training Contract at Dentons is designed to equip trainees with the skills required to be the lawyer of the future, now. Alongside market-leading support and development, trainees have the chance to put knowledge into action and start building their legal career from day one.

During the training contract, you’ll have the opportunity to work across a range of departments and teams, including Corporate, Litigation, Banking, and Real Estate. You’ll receive structured training and support throughout your contract, which will include a mix of formal training sessions and on-the-job experience. 

Benefits of a Training Contract with Dentons

Structured training and support.

• Dentons’ training contract is structured into four six-month seats, offering exposure to at least three different practice areas.
• Trainees receive regular feedback and support from supervisors and are encouraged to shape their own development.
• This structure with dedicated trainee talent development, coaching sessions, and mentoring helps trainees make an informed career decision

Opportunities for Hands-On Experience

• The training contract provides trainees with practical experience working alongside experienced lawyers on real cases for real clients.
• Trainees are given real responsibility from day one.

Investment in Trainee Development

• Dentons is committed to investing in trainee development, offering a range of learning opportunities, formal training sessions, seminars, and workshops, as well as access to online resources.
• Trainees have the opportunity to attend client meetings, court hearings, and negotiations, providing valuable exposure to the legal industry.
• Each seat has a dedicated supervisor to provide guidance and help define career path.
• Support from trainee peers led by trainee representatives.
• Active involvement in diversity and inclusion networks, social committee, and pro bono teams.
• Trainee Development team available to discuss seat moves, secondments, and social events.

Competitive Salary and Benefits Package

• Dentons offers a range of benefits to support trainees, including a competitive salary, private medical insurance, and a pension plan.
• Flexible working arrangements can be tailored to the individual’s needs.
• GDL, LPC, and Diploma fees and maintenance grants.
• Sports club membership.
• Health Insurance.
• 24 annual leave days.
• Pension scheme.
• Cycle to work scheme.
• Access to well-being resources.
• Restaurant discounts.

The Dentons Modernised Training Contract includes focus on developing life-long skills and knowledge for trainees across areas including: 

• Legal innovation and digital transformation: bespoke programme for trainees to enhance their knowledge and undertake a new innovation project at every seat rotation.
• Resilience: group workshops and one-to-one sessions designed to support trainees through the constantly changing environment of a legal career.
• Legal project management: development of skills to manage projects profitably and understand clients and their businesses.

What Sets Dentons Apart

Dentons values diversity and inclusion and is committed to cultivating a workplace where all employees feel respected and valued. They recognize that a diverse workforce is crucial for a successful business and strive to create an inclusive culture. Additionally, Dentons actively encourages employees to give back to their local communities through pro bono and volunteering initiatives.

Trainees can also look forward to participating in various social activities through the Dentons’ Social Committee that organises various events or clubs in sports, arts and theatre. What’s more, the firm also allocates their trainees budgets if they want to start a new activity, social or networking event.

“I have thoroughly enjoyed my training contract at Dentons. I find the firm culture to be very friendly and open: there isn’t a traditional hierarchy between Partners, Associates, and Trainees. Everyone is approachable and willing to help.” -Hannah Johnston, Central Belt Trainee

The Opportunity to Train in Edinburgh and Glasgow

Dentons Central Belt Training Contract opportunities are across both offices located in the heart of two of Scotland’s most vibrant cities – Edinburgh and Glasgow. Both offices offer a range of legal services, including banking and finance, corporate, real estate, dispute resolution and litigation, and employment law. Additionally, Trainees on Dentons Central Belt TC have the opportunity to sit in practice areas across both offices giving them exposure to a wide range of local, national, and international clients and projects. These offices also provide a unique environment for trainees to develop their skills while being immersed in the local culture and legal community. 

Edinburgh is the capital city of Scotland and is known for its historic architecture, beautiful parks, and vibrant cultural scene. It’s also home to the Scottish Parliament and the Royal Mile, a historic street lined with shops, pubs, and restaurants. The Edinburgh office is located in the city centre, just a short walk from Waverley Train Station.

Glasgow is Scotland’s largest city and is known for its friendly people, lively nightlife, and world-class museums and galleries. It’s also a hub for business and industry, with a thriving financial sector and a growing tech scene. The Glasgow office is located in the city centre, just a short walk from Queen Street Train Station.

“Having moved from Glasgow to Edinburgh recently, I really enjoy that the two offices feel like an “all Scotland” team. I often work from either office and feel welcome in both locations, which has also allowed me to connect with people I wouldn’t otherwise meet. I especially enjoy being able to catch up with colleagues in our new Glasgow social space – “the Nook!”” googletag.cmd.push(function() { googletag.display('div-gpt-ad-1666191809210-6'); }); Hannah Johnston, Central Belt Trainee

Application Dates and Deadlines

Applications for the 2025 Central Belt training contract are now open and will close on 15 June 2023 .  

Dentons welcomes applications from final year law students and recent law graduates. Please note that this applies to those who have completed a qualifying law degree in Scotland . They also accept applications from those who have completed the Diploma in Professional Legal Practice. Dentons offer financial support to future trainees who are yet to commence the Diploma regarding course and exam fees, as well as a maintenance grant.

Step 1 – Application Form

The application process consists of an online application form, which includes questions about your academic background, work experience, and extracurricular activities. The form also includes supporting, long answer questions which will ask about your motivations, ambitions, and drive. Read our guide to stand out in this first step of the application process.

Step 2 – Legal High Potential Assessment

If your application is successful, you’ll be invited to complete an online Legal High Potential Assessment which consists of scenario-based, numerical and verbal questions, and a short video interview. Learn here about how to ace this and the next parts of process.

Step 3 – Video Interview

The next step will require you to undertake a video interview looking at your past experiences and the skills you have developed, along with your key drivers and strengths. 

Check out our top tips on how to prepare for a training contract video interview .

Step 4 – Assessment Centre

The final stage of the application process involves an assessment centre consisting of two exercises – a Written Exercise & Role Play and a Case Study & Final Interview.

The assessment process is designed to assess your skills and suitability for the role, as well as to give you the opportunity to learn more about Dentons and the legal industry. Follow our tips to ace your interview and secure your place at Dentons.

Don’t Miss Your Chance To Jumpstart Your Career

Join Dentons’ vacation scheme and launch your legal career!

Securing a training contract with Dentons is an excellent opportunity for final year law students, recent law graduates. A Dentons Central Belt training contract offers a unique opportunity for applicants looking to pursue a career in law with a unique Scottish experience through combining exposure across Dentons’ Edinburgh and Glasgow offices. With structured training and support, hands-on experience with real clients, and a competitive salary and benefits package, a Central Belt training contract with Dentons can set you up for a successful and rewarding career in commercial law. Don’t miss out on this exciting opportunity – apply today!  

If you’re interested in applying for the 2025 training contract, we encourage you to visit the Dentons’ website to learn more about the application process and to submit your application before the deadline of 15 June 2023. Keep in mind that applications are reviewed on a rolling basis, so we recommend submitting your application when you feel ready and comfortable to do so, rather than waiting for the deadline date. This will ensure that your application is given the fullest consideration. We wish you the best of luck with your application!

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How to succeed in law firm group exercises.

Who is Next City Lawyer?

We are a team of qualified lawyers from US, Magic Circle and Silver Circle law firms law firms.  We publish articles like this one every fortnight to give you the inside scoop on how to secure your training contract.

With years of experience analysing and reviewing documents for some of the world's most sophisticated clients, we've channeled the same level of care and attention into curating our database of successful applications to world's best commercial law firms.

Introduction

Law firm group exercises – an assessment centre event for vacation schemes or training contracts that most candidates dread. Although many law firms may try and paint out this exercise as “a bit of fun”, you should not be fooled. It’s a fundamental part of winning a vacation scheme or training contract offer.  This assessment method can lead to you being rejected for seemingly no concrete reason.

The trick to succeeding in group exercises is that there are a set of unspoken rules that you need to follow. You can think of it like a formula. We do not pretend that following this formula will guarantee you success – you will still need to perform well. But these rules will help to maximise your chances of success. 

What to expect

This blog article will cover:

• what a group exercise may look like;
• what you are being assessed on during the exercise;
• our top tips and tricks to succeed; and
• how to deal with difficult candidates during the exercise.

What is a Group Exercise at a Law Firm Assessment Centre?

Types of exercises.

Group exercises can take many forms but they typically fall into three categories:

• A leaderless group exercise focused on discussion and some negotiation.
• A role-play exercise, which is likely to involve a significant degree of negotiation.
• A physical, practical exercise, such as working as a team to build the most stable tower out of assorted materials. 

This blog article will focus on the first kind of exercise as that is arguably the most common group exercise you will face.

A leaderless group exercise

A leaderless, discussion-focused group exercise typically involves a group of candidates being set a specific task. For example, the group may be told that they are members of an organisation with a particular budget. The members of the group must negotiate how to spend their budget and present their final agreement (complete with explanations) to the assessors.

The twist is that each person might be given a personal objective or particular role. You may be given specific seats with personal briefing packs that set out your specific objectives. For instance, the packs may tell each candidate that they are responsible for a particular department in the organisation. For example,, the candidate who was put in charge of the “marketing” department will want to advocate for more of the budget spent on their department.

The specific scenario will vary from law firm to law firm but the general structure of these assessments is:

• 30 – 60 minutes of group discussion time; followed by
• a group presentation; or
• the conclusion of the assessment.

If you would like a glimpse of what a group exercise’s materials may look like, Baker McKenzie’s example group exercise gives a good idea of what to expect.

You should note that your group discussion will be overseen by one or more assessors from the law firm. These may be members of HR, trainees or qualified lawyers.  If you do have a presentation at the end, this is more of a formality – the bulk of your assessment is the group discussion.

Assessment Criteria for Group Exercises for Vacation Schemes or Training Contracts

Assessment criteria.

Group exercises at law firms are designed to test your competencies in action. There is nowhere to hide in these assessments. Although you may have prepared your competency-based answers to do with teamwork, organisation and so on, this assessment is designed to test whether you actually have such skills in practice.

The following key competencies are typically assessed during these kinds of exercises:

• Teamwork and collaboration
• Problem-solving and critical thinking skills
• Communication skills
• Organisation and time management skills
• Attention to detail
• Leadership skills
• Ability to work under pressure

In addition to these competencies, you will be assessed on the quality of your contributions. You should bear in mind that whilst you do need to adapt to the assessment rubric, you must ensure that you make valuable contributions and help to tackle the problem at hand. The assessors will notice if you are all talk!

How to Succeed in this Assessment Centre Group Exercises

Practice beforehand.

Why do law firms want to hire candidates with extra-curricular interests?  It’s because these experiences help you to develop the skills that they seek in the trainees.

For example, if you join the committee of a university society, you will have the opportunity to practice communicating your ideas with clarity to your peers, debating the best way forward and actively listening to other people’s points of view.  You will also be used to dealing with difficult people and using your problem-solving skills in a social context. By practising these core interpersonal skills in advance, you are more likely to succeed at group exercises in law firm assessment centres.  You will have more experience at these types of skills than other candidates and have a better ability to work in a law firm.

Offer to Act as the Timekeeper

Our first tip is to wear a watch and try to be the timekeeper if possible. Demonstrating leadership during these kinds of exercises is challenging. On the one hand, you do not want to dominate the group but on the other hand, you need to show that you can take on responsibility and guide the group. By being the timekeeper you strike this balance. At the beginning of the assessment, you can politely ask the group whether they would like you to keep track of the time and give time checks. This is a useful thing for the group to have as the last thing they want is to run out of time. Other members of the group will also be unlikely to refuse your ask – it would be ridiculous and count against them if they openly said no!

Of course, if multiple people offer to act as time-keeper, it’s fine to graciously allow another candidate to take on this role and focus on succeeding through other means.

If you are the timekeeper, you should look to adopt this structure and give the following checks:

• at 50% of the time used;
• with 15 minutes remaining;
• with 10 minutes remaining;
• with 5 minutes remaining; and
• with 1 minute remaining.

If you have a short amount of time some of the checks might overlap so adjust this as you see fit.

Example of timekeeping

You should be aware that being the timekeeper comes with responsibility. If you do not notify the group of how much time is remaining at appropriate intervals, the assessors will penalise you as you took on a responsibility that you did not fulfil. To ensure that you stay on top of your time note down the key times at which you need to give the time checks on the top of your notepad. Here is an example of what that structure, as noted down, might look like:

• 14:01 – Start
• 14:31 – 50%
• 14:46 – 15 mins
• 14:51 – 10 mins
• 14:56 – 5 mins
• 15:00 – 1 min
• 15:01 – End

You can then check your watch and immediately know if you need to give a time check. 

The rule of three

Our second tip is to be prepared to make three significant contributions throughout the exercise. Think of the assessment as split into thirds. For example, if your assessment is 60 minutes long, you want to make a significant contribution in the first 20 minutes, the middle 20 minutes, and the final 20 minutes. By significant contribution, we mean a moment where you are talking for an extended period, perhaps a minute to two minutes, where you are setting out your ideas. You might think that a minute or two minutes of talking time is not that much but talking for three to six whole minutes during the exercise means that the spotlight has solely been on you for at least 5-10% of the time. You can adjust this as necessary depending on the size of your group.

By making these significant contributions, you will ensure that the assessors see that you are contributing in a meaningful way but are not dominating the conversation. Naturally, you can communicate outside of these moments but keep them relatively brief unless someone from the group is addressing you directly.

You should remember that this advice serves as a rough guide to treading that fine line between being overbearing and irrelevant. Part of the key skill that you will need to develop yourself is reading the room to figure out when you need to interject and when you need to take a step back. 

Everyone has a name

Remember that everyone has a name. If you do not know everyone’s name or there are no name desk plates or name labels you can politely ask the group whether they would like to introduce themselves at the beginning of the assessment. As people say their names, you should sketch a quick diagram which sets out where everyone is sitting and what their names are. This is effectively a seating plan; it might look something like this . Make sure that you note down where you are sitting relative to everyone else – if you are going to use names, it’s better to use the right one!

You should then address people and thank people by their names. Whenever you are about to make a contribution where you will be talking for a decent amount of time or you are following on from someone from a presentation, you should thank the person who just spoke. 

For example, you might say, “That’s an excellent point [insert name here]! And just to add to your idea, […]”. Similarly, when you are ending your contribution, you should make sure to hand the conversation off to someone. This can be achieved, for example, by saying, “But I’d love to get your thoughts on this too, [insert name here]”. When ending your part of a presentation, you can say something simple like, “And [insert name here] will discuss [insert topic here]”. You should notice that the example phrases have a positive tone to them. You must try to keep your tone positive throughout the exercise, especially when you address someone. You want everyone to feel good about the exercise – the better the candidates feel, the better the assessors feel and the better marks they will give out. And it goes without saying but everyone wants to be spoken nicely to! 

As a bonus tip, you should try to hand off the conversation to someone who has not contributed much during the group discussions. This should be done with the aim of trying to involve them in the conversation. Not only is this a nice thing to do, but the assessors will also recognise what you are trying to do and you will gain extra marks! You should remember that the assessors want to see what you might look like as a trainee solicitor working with, say, a partner at the office. In effect, they want to see you demonstrate that you are personable, warm, friendly, and respectful!

No I in Team

Our final tip is that it is called a group exercise for a reason. Although each candidate may be given a personal objective (as discussed above), you will not pass this assessment if you secure that objective at the cost of upsetting the wider group. In most instances, it will be impossible for all the candidates to achieve their objectives outright. The assessors are hoping that you will negotiate and compromise with each other.

You should aim to achieve part of your objective but be courteous to others. You should aim to achieve not only part of your objective but also some of your peers’ objectives too. Your assessors will penalise you if you reserve your enthusiasm for only your own goals. When we have acted as assessors for group exercises at the law firms where we work, we have failed candidates who advance their own goals and then stop actively participating. They’re not team players.  Make sure that you do not get tunnel-visioned on your own objectives. A success for the group is a success for you.

Dealing with Difficult Candidates

Focus on your behaviour.

You can’t pick the other candidates at the group centre.  Some of them may be difficult.  Some will talk too much, whilst some will say almost nothing. Some individuals might be quite pushy, whilst others might be passive-aggressive.

No matter what kind of difficult candidate you are presented with, you should aim to rise above it. You are only in control of your behaviour. Ensure that you make valid contributions, use people's names act affably. The assessors are grading you as individuals, so focus on putting on a good show for them rather than getting wound up by a challenging candidate.

(Gently) take the wheel

In some instances, the difficult candidate may cause your group exercise to derail completely. In this instance you have another objective – try to get the group back on track to tackle the task at hand. You will have to do this tactfully and gently but ensure that you do make such an attempt. You should try to remind the group of the wider objective and present ways in which they can move towards that objective and complete the set task. If someone is dominating the spotlight you can try to break up their monologue by directly asking another candidate what their thoughts are on the subject. All of this is likely to be noted by your assessors with upside for you.

Keep coolheaded

As a final note – keep calm. There may be a moment where someone else is particularly obnoxious or steamrolls over you. Do not rise to the provocation. You are being watched and so the assessors will be looking to see how you deal with this setback and persevere with the task. You should remain amiable and professional. Do your best to recover the situation without further escalating tensions! The difficult lawyer you may be dealing with in real-life might very well be your supervising partner - get used to dealing with challenging behaviour tactfully now because it will serve you well in the future!

This article has covered how to succeed in group exercises. Specifically, we have looked at what a group exercise entails, the typical assessment criteria, how to succeed in these assessments, and how to deal with difficult candidates.

Our summary

To summarise our advice:

• If possible, act as the timekeeper. Do not miss any of your time checks. Give at least three time checks: a halfway warning, a five-minute warning, and a one-minute warning.
• Make at least three significant contributions spread out evenly across the exercise. You may also make more minor contributions but this general rule will help you strike a good balance between listening and talking.
• You should use other candidates’ respective names. If you do not know them, you may politely ask everyone to introduce themselves. You can then sketch out a seating plan which you can use to keep track of everyone and jog your memory.
• The best candidates will hand off the conversation to others who have not spoken as much. This act ensures that everyone is involved in the exercise and demonstrates good social skills.
• You must not become fixated on achieving your own objectives. You are participating in a group exercise, so everyone’s objectives are important. You must try to negotiate, compromise, and support others where appropriate. You must not allow yourself to be walked over but do not be so firm as to shut down other members unfairly.
• Difficult candidates are inevitable. You must focus on your own behaviour and rise above their challenging actions. In instances where they cause your group to be derailed, you should act as the voice of reason and be prepared to tactfully get the group back on track to tackle the task at hand.
• You need to remember that whilst you are being assessed in the context of a group, your assessment is individual. So long as you have a good grasp on your actions and contributions, you will be rewarded even if the group as a whole is unpleasant or unsuccessful.

So, what next?

If you are ready to move from research to action, you should look at our application database BEFORE you put pen to paper on your applications. You wouldn't walk into an exam hall without carefully reviewing past papers.  It's exactly the same with applications to law firms. If you fail to prepare, you prepare to fail.

Most candidates read a few well-intentioned but obvious articles on how to apply to law firms.  Most candidates then spend a couple of hours writing an application before optimistically submitting it.  But most candidates don't even get an interview.  Every year, thousands of candidates are part of the 90% that are rejected at first round.

Join us as part of the successful 10% instead. Let us give you an unfair advantage: through our comprehensive analysis of successful applications to every major law firm, our qualified lawyers will break down the ingredients of a phenomenal application.  We will help you beat the odds, secure your interview and then avoid final-round failure at your assessment centre.

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Training contract assessment centre offer – what next?

Neide Lemos

Reading time: four minutes

Anything with the term "assessment" can be daunting.

The difference between standard assessments and assessment centre days is that assessment centres will secure your path to becoming a trainee solicitor – whether that be through a vacation scheme or a training contract .

If you’ve accepted an offer to attend your first assessment centre or if you’ve previously attended an assessment centre, read this blog post for some tips on how to prepare for the assessment centre.

Group activities

In the group activities, you may get a negotiation exercise, a role-play exercise or a team-building exercise. Make sure that your voice is heard, but don’t dominate or speak over others. Use these exercises to collaborate and involve everyone in your group.

If possible, introduce yourself to your team and refer to them by their names throughout the activities. Listen and respond to your peers and try to build on their points.

Take notes to ensure that you have the points available to refer to during and at the end of the group activity. That way you can showcase your interpersonal, leadership and teamwork skills. 

Presentations

Public speaking is nerve-wracking for most people. You will either be asked to prepare your presentation beforehand or at the assessment centre. The law firm will have a range of topics that you can present, so there’s a topic for everyone. Even if you’re not familiar with a topic area, demonstrate that you can grasp concepts quickly and still present them in a clear and engaging manner.

Don’t forget to maintain eye contact during your presentation. If you've been given the opportunity to prepare your presentation, the chances are that the content is available somewhere online. The difference between written and visual presentations is the physical engagement with your listeners. Use this as it can give life to the content you're presenting.  

Written assessments

Don’t panic, if you’re not a current law student or you haven’t studied law before the assessment centre day. You’re not expected to know the law before the assessment centre day. If you know areas of law relevant to the task that you’re set, be sure to include them.

For the written assessments, expect drafting exercises that are typical exercises that are undertaken in legal practice. This can include:

• drafting letters;
• emails; and even
• reviewing and amending contracts.

Follow a systematic approach when preparing for your presentation – remember the skills that you’ll be assessed on including how you deliver your presentation ( think tone and pitch... ) and the content of your written work ( structure, length …).

Consider your audience and the law firm's style preferences. Make sure you use the correct formalities to ensure you have time to fully respond to the written assessment that you're given. 

It’s likely that at some point during your assessment centre, you’ll be invited to attend an interview with an associate, partner, or both from the law firm. If you’re given the name of your interviewer before the assessment centre day, do your background research on the interviewer.

Find out about their route into law, their practice area and read any of their recent publications, i.e. blogs, news articles.

Don't be afraid to discuss any sources that you've read about the firm and the interviewer, if you are able to link it back to why they should pick you and why you're interested in their firm. 

Expect to be asked general competency and situational questions. In preparation for the interview, think about what makes you unique, know your application inside and out, and practise your responses to common questions – but don’t over-rehearse your answers.

Chances are that you won't have time to prepare for the interview whilst at the assessment centre, so it’s important to prepare for the interview before the day.

Final thoughts

It's important to remember that you deserve to be at the assessment centres and interviews as much as your peers. Don’t be afraid to be yourself and stand out. Equally, remember that you’re being assessed in a professional capacity.

I hope that you’ve found this blog post useful and all the best at your next assessment centre!

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Apr 02, 2023

Written By Sophie Wilson

The Training Contract Face-to-Face Interview: Key Questions and How to Answer Them

Training contract interviews are the sought after gem in the legal application world. So, when you get one, you want to do it right. But, how do you fully prepare for a training contract interview? Below are some key questions and how to answer them.

This is a bread and butter interview question. Of course, the firm wants to know why you want to enter into the legal sector if you are expecting to be working in it for the next 24 months at the very least.

One top tip: understand the sectors that your firm works in and then tailor your answer to those specific categories. So, if your firm is very present in the family law world, then explain why the family sector interests you. If it is a commercial based firm, then why does the corporate world draw your attention and what is it that makes you a good fit for that stressful and high paced environment? Inputting your key skills here is very helpful, as it draws together your interests and your strengths!

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Why this firm?

Read up on all of the firm’s web pages. This means everything from their recent cases to their corporate social governance policy. Find out who their key competitors are and what makes this firm rank above them in your eyes. What is it that makes this firm different? Is it the collaborative way of working, or the different style of training that you receive, or is it the friendly culture of the firm that will be supportive of you while you adjust to trainee life?

It is very helpful to try and talk to some employees of the firm before the interview. Ask them what they like about their jobs; what makes them get up in the morning and think- I want to go to work today! Finding out what motivates them is a valuable piece of information, as it will give a true insight into the firm that you cannot get from reading their webpages.

What are some considerations that our firm needs to think about if we want to expand in the next few years?

Think about commercial awareness here. Firstly, this is in the case of the sectors that the firm specialises in: is the firm a real estate heavy company and the cost of energy is going to be a huge problem for construction? Secondly, think about it at a firm level: is technology going to revolutionise the way that legal firms operate and so the firm needs to make sure that it is a forerunner in artificial intelligence?

Thirdly, try and anticipate new trends that might pose problems to firms. This is where your creativity and your knowledge of politics and the world at large can allow you to come up with an answer that you have not just lifted from the news.

Tell me a time when you have shown teamwork skills/communication skills/ leadership skills?

All of these skills based questions can utilise a STAR approach. What does this stand for?

S stands for situation: describe the background of the circumstances where you portrayed this skill, and what the situation was.

T stands for task. Describe the task that you were faced with- what were the particulars of it that meant the skill being described was essential.

A stands for action. What did you actually do to show this skill, and how did you apply the skill to the situation? Explain why you did it and the procedure of this.

R stands for result. What happened following your action, and what were the consequences of it?

If you really want to stand out, then you can then reflect on your actions. Explain what you would do better next time and what you learned from the experience.

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What achievement are you most proud of and why?

This is a very personal question, and at first a scary one. But, this could be in terms of your studies: Personally, I’ve talked about how I overcame my struggles with university essays and greatly improved my scores throughout second year.

Or, it could be in the realm of volunteering. Have you been doing a Family Law Advice Clinic and managed to overcome your fears of advising a client? Has this then equipped you well for practical legal work?

Or, did you set up a business during lockdown on Etsy and realise that you have a good taste for business? Did you make a lot of money and learn about how to advertise and attract new customers?

Or, did you run a marathon despite hating running the year before, and learned that grit and determination really do equal success, and you are ready to apply the same grit and determination to a legal career?

If you're struggling to think of something, ask your family and friends what you've done that they've admired. It doesn't have to be something massive, just something you can speak about with passion.

Do you have any questions for us?

YES! The answer is always yes. Have some of these up your sleeve to ask about. This may be: what challenges has the firm faced over the last year? Is there anything the firm wants to accomplish in the next few years? What is the most interesting case that you have worked on? Do you have any advice for trainees?

Whatever it is- ask a question, it shows interest in the firm and your future career!

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