So, you’ve reached the first major milestone in your journey to finding a new legal role: being invited successfully for an interview.

Whilst there is already much to celebrate, arguably the hard work starts now and many legal recruiters will tell you it all boils down to one thing – preparation (and plenty of it).

There is already much written on the specifics of what kind of preparation you should consider. From researching a firm’s digital footprint (including PR, reviews, news articles and social media channels) to connecting with your interviewers on LinkedIn.

But there is also one element of an interview that is essential in not only demonstrating your interest and enthusiasm for the role and firm, but also in ensuring you are sense-checking job suitability against your own objectives while you’re in the room.

All interviews, whether they are conducted over the phone, over video/virtually, or face to face, will present the opportunity for you as the candidate to ask questions.

Pass up this opportunity at your peril.

We know from our own independent research that the top reasons legal professionals choose to move roles are:

1. Progression
2. Salary Increase
3. Redundancy
4. Relocation
5. Work/life balance

It certainly makes sense therefore to pose your interviewer relevant questions that align with the above and use the interview as an opportunity to conduct your own due diligence of sorts.

Here are 10 smart questions to consider:

1. What are the opportunities for progression with the firm?

The question itself is multi-faceted in that by asking it, you are already demonstrating you are ambitious and career-minded and are already in it for the long run. It is also an essential question to pose if you have decided to leave your current role due to a lack of progression opportunities.

As your role’s career path and available opportunities are critical for your professional growth, it is in your best interest to find out where your future lies with the firm in question. One way to circumnavigate this topic if you’re concerned about being too direct is to ask instead ‘Where have successful employees in this role moved on to?’ or ‘How are promotions handled?’

You can also ask if there is specific career-path documentation although don’t be put off if this doesn’t exist in smaller firms. Whilst some roles may not necessarily have an apparent move ‘up’, you may still want to check that there are opportunities to train and upskill more generally.

2. How will my performance be evaluated?

Whilst we know that salary and remuneration are often a catalyst for moving roles, it is generally a no-no to ask about specifics in your interview – at least initially. That is of course, unless your interviewer brings the topic up themselves.

However, one area of questioning to consider instead which is likely to touch on the subject is around performance.

The question in itself demonstrates that you are eager to make a positive contribution to the firm and are once again thinking about your long-term career in understanding how job performance is evaluated.

You may want to probe a little further around expectations in the first 90 days, or the formal review process but should seek to understand any specific metrics or KPIs that you will be measured against.

Whilst this line of questioning doesn’t necessarily touch upon base salary on offer with the role, it is likely any sort of performance-related incentives or bonus will be communicated at this juncture.

3. What are the firm’s plans for growth and development in the next 5 years?

Asking questions about the firm’s growth trajectory will certainly impress during an interview. It shows that you are curious about the wider company and its success, rather than a sole focus on your role and the specifics that come with that.

However, the response you get from your interviewer will also give you further insight into progression plans (and where you may fit in with these in the future) as well a general idea of job security – a must if you have concerns in this area or perhaps find yourself on the job market due to a recent redundancy.

You shouldn’t however ask questions on this topic that you could typically find online – on the law firm’s own website for example. This may include things like their mission statement, their vision or press releases. This will only demonstrate that you haven’t done your homework.

Instead do an ‘environmental scan’ (a term used by Dr. Lenaghan at the Hofstra University School of Business) to understand what is happening in your specific practice area, region, or the legal sector more generally. The questions you ask then could focus on the broader implications of these on your role and the firm you are interviewing with.

4. How has the firm changed since you joined?

Questions that focus on the individual(s) who are interviewing you are a great way to build rapport and that initial relationship – imperative if they will be your direct line manager or supervisor if you are successful in getting the job.

However, this line of questioning is more so about ascertaining what the culture is like at the firm in question.

It allows you to sense-check that your own values align with the firm in question and consider your general compatibility and ‘fit’ on a deeper level than just being competent and able to do the job.

Making the transition from interviewee to interviewer isn’t always easy, but it will certainly help to uncover how those individuals view the office environment and helps to build a certain camaraderie from such a personal response.

5. What are the opportunities for collaboration within this particular role?

Asking questions that focus on your relationship with existing members of the firm is great in showing your interviewer that you are a team player that can think outside of the singular job description in front of them.

Questions that probe more generally around the specifics of the position are also worthwhile in understanding more about team dynamics, the structure of the law firm in question, and scope for growth and personal development.

If the role in question is hybrid or remote, this question also demonstrates that you are looking to cement working relationships regardless of where or how you physically work for the firm. This is important as the general sentiment around hybrid working and an apparent ‘gap’ between business leaders and employee preferences continues to widen, according to an article from the World Economic Forum released last year

The article focuses on research conducted by Ipsos in which over half a million survey responses from 95 countries were analysed revealing attitudes to hybrid working. Interestingly, over 25% said that working remotely improved communication and collaboration (and actually led to decisions being made swifter as a result).

Regardless of your anticipated working pattern, however, this question will also give you an insight into your direct team, individuals you will be working alongside, and other projects or steering groups you could be a part of.

6. What does a typical day look like in this role?

If you are looking to ascertain or enquire about work-life balance at the law firm in question, then you need to tread carefully. You don’t want to jump straight in by asking questions around working patterns, flexitime, expectations around working outside of contracted hours or holiday allowance (although all of these may certainly be on your mind when considering a new role).

Whilst there will be the opportunity to gain answers to some of these as part of the general hiring process (indeed your Recruitment Consultant can act as a liaison here) in the interview itself, you can certainly assess the work-life balance without projecting a negative impression – even if that means reading between the lines in places.

You might ask about a minimum billable hour requirement or ask the interviewer about their own work schedule over a typical week/month/quarter as well as ascertain if there are seasonal peaks (relevant to certain practice areas over others).

There is also a lot to be gained by assessing more generally the interview process itself; was it easy to get the interview arranged or has it been chaotic? Do the other team members in the office (or on-screen) seem relaxed and happy, or distracted and frenetic?

If you are looking for a new opportunity that offers a more suitable work-life balance, then questions that probe around this topic are essential, yet should be handled with care in order to still leave with a good impression and not focused solely on the ‘what is in it for me’ sentiment. A fine balance to strike.

7. How much contact with clients can I expect to have on a daily basis if I’m successful?

As a bit of a spin-off from the previous question, this one helps to further build a clearer picture of what to expect on a more practical level in a typical day on the job. As your skillset will be better suited to some aspects of the profession than others, this question provides the opportunity to gauge how much of the role actually aligns with your key strengths and whether it will ultimately be a good fit for you skill-wise.

If for example, you find that the role involves a lot more of the behind-the-scenes aspects of client management, such as document writing and paperwork than actual face-to-face interactions with clients, it may be best to reconsider the options you’ve got on the table with your recruitment consultant to find out where your preferred work style can be better accommodated.

8. Can you describe a typical client the firm represents?

This question serves a dual purpose here, for your sense-check of each party’s suitability. While you will likely be aware of the firm’s values and culture by this point from your own preliminary research about the business, learning what kind of clients the firm usually represents can give you an inside look at exactly how well this lines up with what is professed. It can also prove useful in determining whether you are likely to handle cases that resonate with any ethical considerations you might have, particularly if you’re being interviewed by a larger firm, as you would likely be working with a more diverse clientele. However, if you’re being interviewed by a smaller firm, it can be quite beneficial to gain pointers on which strategies and approaches can be best used to build rapport with clients, considering the type of client you will be working with will be more frequent.

9. How is workload distributed?

Getting a general idea of the distribution of tasks among team members allows you to gauge the level of collaboration, potential stressors, and potential work-life balance within the firm. This question helps to assess if there is a fair allocation of responsibilities, whether there are support systems in place, and how teams collaborate to meet deadlines. Moreover, it signals to the interviewer that the candidate is mindful of the practical aspects of the work environment and is interested in ensuring they can maintain a sustainable level of productivity.

10. What are the next steps in this process?

Understanding the general timeline and steps that follow the interview is important and shows the interviewer that you are still engaged and wanting to progress (if of course, you decide that you do at this juncture).

Rather than focus however on the ‘yes/no’ decision, or when to expect an invitation for the second/third interview, asking about the onboarding process or what the first few months will look like demonstrates further that you can envisage yourself in the position, and are enthusiastic about starting on that journey.

If nothing else, this line of questioning and the responses you get may indicate the interviewers’ own thoughts on you as a potential candidate through their body language and general fervour when they run through what those next steps look like.

In Conclusion

Asking strategic questions in your interview is always recommended and will undoubtedly impact the chance of you moving on to the next stage in the process.

In the same way that you will spend time researching the firm in question, as well as perfecting answers to the most commonly asked questions, preparing for the questions you wish to ask is always worthwhile.

At the very least, it demonstrates that you are engaged in the process and focused on a long-term career with the firm. Yet it is also the chance to cross-check against your own objectives and goals when looking for your next employer.

If you are leaving your current role due to a lack of progression – ask about those opportunities at this firm. If the catalyst to move is around culture fit, probe a little around that.

As a general rule, you shouldn’t focus too much on the specifics of the role regarding salary and benefits but do use this part of the interview to ask about the elements of the role you’re not sure about, any concerns, or to clarify a point that had been discussed earlier in the interview.

At Clayton Legal, our regional recruitment specialists help to prepare candidates for interview as standard as part of the service we offer. We already have valued working relationships with the many law firms we work with and, as such, can help to get a head start on some of the topics raised here around culture, structure, and remuneration.

If you are considering a move at the moment, our team can help to understand current opportunities in your region and practice area specialism, as well as general market conditions and the competitive landscape.

Get in touch today for a confidential, impartial chat and we’ll help you take that all-important first step in the next stage of your career.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

The practice of virtual interviewing has become far more commonplace across the legal industry, especially since the pandemic when it was largely the only option on the table. Forbes highlighted recently that rather than a systematic return to face-to-face, virtual interviews are now providing hirers with a sometimes additional step in their hiring process, helping to screen candidates using tech that is now familiar to all parties.

Despite lacking the obvious physical elements, most legal candidates will agree that any interview, virtual or physical, can be the most daunting aspect of the application process and as such, need thorough preparation. While there are notable upsides to the former that can help ease the nerves, there are also challenges to contend with, such as the added difficulty of figuring out how to make a great first impression without some of the reliable methods a face-to-face interview offers (such as a firm handshake and positive body language), and from an interviewee perspective – assessing whether the firm you’ve applied to is a good cultural fit.  

That said, nailing a virtual interview needn’t be as daunting as it may appear.

1. Do Your Homework

Whether an interview is virtual or physical, its fundamental goal is the same – it is an opportunity for candidates and employers to meet, ask questions of each other and demonstrate why you as a candidate will be an ideal hire for the firm in question, while you test their compatibility with your skillset & ability to help you develop your legal career. 

As such, there will always be constants present in the interview process and consequently, your preparation for them. Virtual or not, you can absolutely expect to be asked a number of questions about your professional profile, such as your background, career ambitions, reasons for moving into a new role and suitability for the role and firm.  

You can and should start by researching the hiring firm, getting to know how it operates and what values and principles guide the business. The best places to get a good idea of these are the firm’s website and social media channels, as well as the kind of content the business posts online. 

Remember that the firm will want to be absolutely sure the candidate they’re interviewing is meeting the bare minimum standards at the very least by doing their homework, and will be paying attention to how you tie your answers to questions about your suitability to their own core values, ambitions and culture, as well as your general knowledge of your practice area.  

As this largely all boils down to having the basics covered, the hiring manager will be even more interested in what you can do to set yourself apart from the competition and so will be looking for how you can use the opportunity to add to what you’ve said in the interview. This means now is the time to ensure you have up-to-date knowledge of your practice area and the industry in general, and go beyond what is commonly found on the internet, bearing in mind other legal candidates will be thinking along the same lines. 

This will often come in the form of the hiring manager asking you if you have any questions for them and this is where preparing questions of your own for the interviewer becomes crucial to making as strong an overall impression as possible. A useful tip for candidates is to spend a bit of into the background of the person you will be interviewed by on LinkedIn.  

Although you can’t predict every single question, you can certainly make your answers to ones that you do prepare for foolproof, especially when it comes to competency-based questions. These are questions asked in order to see if the candidate can demonstrate their knowledge and skill in a specific area. Say that is client management for example. You would be asked to describe a situation or scenario where you demonstrated excellent client management skills, and be expected to back it up with the measurable result you achieved. Other competency-based questions to expect include:  

• How do you deal with an X, Y or Z situation? 
• How would you handle a difficult client? Can you share an example? 
• Give an example of a time you handled conflict in the workplace? 

2. Have Your Notes Handy (But Don’t Rely on Them)

It will be standard for the interviewer to ask for the best examples of your work, and so a digital document with bullet points highlighting what you wish to share, along with supporting notes should suffice and should be brought with you to the interview to refer to.

It is common for candidates to make the mistake of writing several pages of notes and then during the interview become overwhelmed by them when fishing around for the answer to a question. This misses the point of bringing notes to a virtual interview – they aren’t meant to be a crutch or a ‘cheat sheet’ to rely on, but rather a supplementary document to use only minimally.

Use them to refresh your memory of points you’ve already looked over and need a reminder on.

3. Practice Makes Perfect  

General preparation for any interview should involve some element of practising your responses to anticipated questions, verbally and non-verbally.

Although what you say in an interview certainly matters, how you say it is also important– as your tone of voice and inflection should convey an air of confidence & enthusiasm for the role. Despite how much focus is often given to the words spoken in a virtual interview and how little body language is thought to be perceived, the majority of information about a person’s attitude, confidence level and interest in the topic will still come from your nonverbal communication. Just like in a face-to-face interview, this is what hiring managers will be paying close attention to when gauging if you are the right cultural fit for the firm. 

Are you eyes darting about as you look at your notes off screen, or worse – your phone? Do you move about a lot on screen or appear agitated? Body language still matters even if you’re not there in person, so be mindful of how you conduct yourself. 

Try practising with a friend or colleague, and keep an eye on things like your posture (which should be upright and not slumped forward or lax), eye contact (maintained when you or the interviewer is speaking), hands (gesturing when speaking but not overdoing it or fidgeting) and facial expressions (smiling regularly). Practice active listening when listening to your friend/colleague’s responses, nodding your head to give affirmation of your attention and understanding to them, and asking questions for clarification when necessary. 

 The practice you put in will be the foundation of your confidence when you hop on camera or send that recording to the hiring manager, and will be your biggest help in keeping the nerves at bay both during and after the video interview. 

4. Get Comfortable – And Competent – On Camera 

Whilst you may be asked to have a virtual interview on screen as part of the general hiring process, many firms now ask for a piece-to-camera as part of the initial screening process too. This may be to simply introduce yourself and highlight your skills and suitability for the role, or more often than not, to answer pre-set questions by the firm itself.

The obvious advantage here is the opportunity to record and retake as necessary to ensure you present yourself in the best possible light. 

Two common cameras used for this purpose are webcams and smartphones but regardless of whichever you prefer, there are a few things to note about both:  

When it comes to video technology in general, smartphones do a far better job, but will need to be used in conjunction with other accessories (such as a stand to avoid any shaking when recording, and a lav microphone to better capture your voice and avoid choppy audio) – in order to improve the overall quality of the video. With the use of video technology now widespread, they are a relatively inexpensive investment.  

Another thing to note – and this applies whether you’re using a smartphone or webcam – is your background and lighting. Make sure you’re recording in a well-lit room with a plain, clutter-free and fairly quiet background that doesn’t have a window behind you in the frame. If you’re struggling to find a room that ticks the above boxes, you can use virtual or custom backgrounds instead.  

Similar principles to the above apply when opting for a webcam, as these can often be plugged onto a monitor screen or already be part of your computer, should the video quality be good enough. Audio quality should be tested ahead of time, whether you’re using wired earphones, wireless ones or a lav microphone. Try to avoid using headphones or gaming headsets if possible, as they don’t give the most flattering impression and can be restrictive when you’re moving.  

If it hasn’t been emphasised enough, practice is crucial, prerecorded video or not, as your first video recording is unlikely to be your best version and a rushed or poorly prepared video is easily noticeable. Apply the same tips mentioned above when recording, maintaining eye contact, and adjust your gaze when either you or someone else is speaking to get a good view of the body language they’re sharing. If they seem bored or look like they’re waiting for you to finish, chances are they are, so it’s best to avoid waffling when giving lengthy answers. 

5. Don’t Neglect Your Appearance 

Treat your appearance as you would in a physical interview and dress to impress, while keeping it polished, tidy and professional. While you can be a bit more relaxed with bottom wear – considering your top half is very likely what will be seen by the interviewer the whole time – avoid wearing anything informal or inappropriate – in case you’ll need to get up to adjust a cable quickly – as you may not be aware at that moment that it will be visible to the interviewer.  

6. Sort Out the Technical Details – And Master Your Platform 

Lastly, the software you’re using is also something you should be confident in using on the day of the interview, so be sure to verify what that will be with the hiring manager, and familiarize yourself with the platform ahead of time by practising the features you will be using, such as receiving calls, turning on your camera, setting up the virtual background (if you’ll be using one), sharing documents through the chat feature and screen sharing.

Be sure to double-check that your internet connection quality is working perfectly in advance, and notify the interviewer well ahead of time if you anticipate any issues. A thorough quality check can go a long way in calming the nerves before the video interview and minimise tardiness due to any technical difficulties.  

That said, the best way of ensuring you show up on time and avoid letting the nerves take over, is to simply arrive early, like you would at a face-to-face interview, about 10 minutes before the set time. That way, any issues you do run into technical-wise, you will encounter while waiting, with enough time to resolve it, rather than at the very minute you’re expected to already be ready to start the interview. 

In Conclusion

The shift towards virtual interviewing in the industry has brought with it a new and unique set of challenges for candidates to navigate and regardless of the format, interviews remain a crucial and often nerve-wracking part of the job application process. But a confident, well-thought-out and well-practised approach can make them work to your advantage.

If you are using the services of a specialist recruiter as part of your job search, the likelihood is that you will also get the chance to ‘meet’ them on camera too as part of your introduction and registration. Use this as practice for your interview with the firm in question – and don’t be afraid of asking your recruitment consultant for help, advice, and constructive criticism – or even a mock-interview on screen so you can ensure you are fully ready and prepared. 

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and has built up an enviable reputation for trust and reliability during that time. We have made over 5,000 placements from Partners to Legal Executives, Solicitors to Paralegals and Legal I.T. personnel to Practice Managers.

If you are looking for your next career move, are unsure of opportunities in the market, or need a hand brushing up on your interview skills – we can help. Call us on 01772 259 121 or email us here.

Interviews can be nerve-wracking at the best of times. If you’re applying for an amazing new job opportunity in the legal sector, the pressure to present yourself as a reputable, trustworthy, skilled and reliable individual can quickly get on top of you, no matter how confident you usually feel.

While most interviewers expect to see a few signs of nerves in candidates, making certain mistakes during this crucial conversation could mean you miss out on a fantastic role.

Whether you’re meeting with an employer through a video conference or participating in a face-to-face interview, it is key to be prepared.

So here are some of the most common interview mistakes you should always avoid.

1.  Not Being Prepared

Perhaps the biggest cardinal sin any legal candidate can commit is failing to prepare fully for the interview. It should always be your number one priority, before going into any interview, to research the firm thoroughly. Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you.

Study the firm’s website to get a feel for its culture, vision, and values, and try to incorporate these factors into your answers too. Check the firm’s social media channels, and ask your legal recruitment agency for advice. The support and guidance that they offer during these times can be invaluable.

2.  Dressing Inappropriately

Times have changed, although not that much that dressing appropriately for an interview no longer matters. Most interviewers won’t give you a specific dress code to follow before you turn up for the conversation, so it’s up to you to use your common sense. If you’re unsure whether the firm is generally a bit more “laid back” about dress codes, dress professionally.

You don’t necessarily need to wear a suit for every interview, but you should focus on letting the level of professionalism you want to bring to the interview show through your dress code. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Dressing properly will show your interviewer that you’re taking the interview seriously.

3.  Talking About the Wrong Things

For a hiring manager in the legal industry, an interview is a chance to get to know candidates better, evaluate their competency for the role, and determine whether they will fit the firm’s existing culture well. The things you discuss in your interview should highlight why you’re a good fit for the position and business.

With this in mind, make sure you don’t start talking about the wrong things. Don’t immediately jump into a discussion about salary (you can ask about this later), and try not to get too caught up in small talk at the beginning of the interview, either.

Most importantly, never criticise former employers or colleagues. Talking negatively about a previous place of employment will make you look petty.

If you’re asked questions like “Tell me about a time that you didn’t work well with your manager”, don’t try to pin the issue entirely on them. Focus on the communication issues or other problems which contributed to the situation.

4.  Not Being Punctual

A well-known quote says, ‘the way you do anything is the way you do everything.’

Therefore, an interview is the first opportunity to demonstrate how you ‘do’ things and what kind of employee you will be to your potential employer. Arriving late is never a good sign, as it shows you’re not well-organised, punctual, or good at time management – even if you have a valid excuse.

Ensure you’re going to arrive on time or early for your interview by planning your route and setting off early if you’re concerned you will be affected by traffic. If you’re taking part in a pre-screening interview over video or your interview is a video conference, make sure you check all of your software and hardware is working in advance.

When the interview begins, don’t rush off to grab your CV and other resources before you can start talking. Show you’re well-prepared by having everything you need in front of you. If you can’t avoid being late, call your hiring manager to let them know what’s happening as soon as you’re aware you’re not going to arrive on time.

5.  Poor Body Language

Around 55% of communication is non-verbal. It’s not just what you say that your hiring manager will be paying attention to in an interview, but how you present yourself too. Slouching in your seat, constantly checking the time, or fidgeting all show your potential employer you’re distracted or uninterested in the role.

Before an interview, take a few deep breaths to focus. Concentrate on regularly making eye contact with the people you’re talking to, sitting straight, and maintaining confidence. Keep your hands in front of you on the table or in your lap, and never check your phone during a meeting.

If you’re worried about what your body language might be saying about you, it could be helpful to practice some “interview scenarios” with friends before you go for the actual meeting.

6.  Not Listening Properly

Employers want their legal employees to be passionate, engaged, and attentive. With this in mind, you should always show your hiring manager that you’re listening carefully to every word they say. If you feel your attention slipping during a particularly long interview, make an extra effort to stay engaged. Lean forward slightly, make eye contact, and focus.

If you’re not sure whether you’ve understood a question correctly, ask your hiring manager about it. It’s okay to double-check that you know what they’re looking for when they query something. Just try not to ask your hiring manager to repeat themselves constantly.

A good way to show you’re actively listening is to rework the question into your answer. For instance, if someone asks you to “tell them about a situation where you acted as a leader”, you could say, “I think I showed my leadership qualities best during…”

7.  Failing to Ask Questions

Preparing for an interview doesn’t, of course, bring an end to learning about the firm in question. There is also another element of an interview that is essential in not only demonstrating your enthusiasm and interest for the role and firm, but actually ensuring you are sense-checking job suitability against your own objectives while you’re in the room.

All interviews, whether they are conducted over the phone, over video/virtually, or face to face, will present the opportunity for you as the candidate to ask questions.

Pass up this opportunity at your peril.

In Conclusion:

Interviews can be an anxiety-provoking experience, even for the most confident people. Not only must you show your best side to your potential employer, but you also have to find a way to stand out from the competition, and the pressure of presenting yourself correctly can quickly get on top of you.

But by avoiding these common pitfalls and getting your preparation right, you can significantly increase your chances of making a positive impression on the hiring manager and landing that legal role.

At Clayton Legal, we are committed to helping candidates every step of the way in finding their dream legal role, and part of that means giving them whatever support they need in preparing for upcoming interviews. Having built up valuable working relationships with many of the law firms we work with, we’d like to think we know a thing or two about some of the most discussed topics around culture, structure and remuneration.

If you are considering making the next step in your legal career, our team are here to point you in the right direction and give you the rundown of what opportunities are in your region and practice area.

Get in touch today for a confidential, impartial chat and we’ll help you take that all-important first step in the next stage of your career.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

For legal professionals considering a career move, navigating the job market, now more than ever, can be daunting, especially in practice areas where creating stand out is key. Making sure your application is the one that gets noticed, makes that vital positive first impression and works hard to get you that interview, and into that dream role is key. Read our top 10 tips:

1. Do the groundwork thoroughly

You’ve scoured the market, you’ve seen a new opportunity that has piqued your interest, and you know you’re a great fit – but taking a step back and researching that new opportunity beyond the advert is important. Research the firm thoroughly, even if you’re already aware of their brand and reputation in the market. Look at their digital footprint, their social media channels, their brand, and voice across the sector. What are their values, their mission and vision? What are their growth plans and future aspirations? If, at the end of the process you’re sure you’re on the right path, this undertaking will pay dividends at interview stage in demonstrating your knowledge about them as a potential employer.

2. Give your CV some TLC

Neglect your CV at your peril. This humble document is still a pivotal tool to sell your skills, competences and experience and is often the first opportunity you have to impress. Pay close attention to spelling and grammar and don’t forget the basics – clear formatting, chronological work history, personal contact details – but above all make the time to make it relevant to the role you’re applying for. For those who have previous experience outside of legal, perhaps just include the basics here – Company, job title and employment dates. You can then use the remaining space you have to focus on the experience and skills from your most recent roles – applicable, of course, to the role you’re applying for. The same applies if you have many years of experience – you won’t have the space to describe in detail each role and your responsibilities and achievements; particularly as we’d recommended a CV should be on average 2/3 pages long – and at most, 4 depending on your level of experience. Leveraging those skills and experience to make it clear you’re a match is vital – make it compelling, engaging but above all, specific.

3. Learn to love a cover letter

Whilst some believe the ‘cover letter’ as a tool in your application armory has had its day, many in the legal sector concede that they do still have a part to play in allowing lawyers to further demonstrate suitability for roles and illustrate relevant skills and experience. Again – making it specific to the role and that Firm is key. Demonstrate you’ve done your research about that Firm and highlight why you’re the person they need to hire. Be clear, concise and don’t ramble. We’d recommend keeping it to the one page if you can.

4. Hone that elevator pitch

Refining and perfecting your elevator pitch is time well spent as a jobseeker – and will add value when you’re in an interview scenario further down the line. Being able to articulate your intent, unique attributes, experience, and skill set in 30-60 seconds is an art, but once you have this crafted, it can be used to help define your personal statement and across online application forms.

5. Set aside time

Taking time to search the market for new opportunities takes time, and with those prospective roles in sight, formal job applications often take much longer than you might think – especially if you take on board the advice to personalise your application and supporting documents. Setting time aside in your schedule to dedicate to your job application activity is crucial; factoring in time to proofread, spell check and customise.

6. Embrace the tech

The pandemic has certainly brought about a lot of change when it comes to hiring legal professionals – virtual interviews and onboarding made possible through the rapid acceleration and adoption of tech solutions. As a job seeker, look to standout with alternative ways to raise your personal profile. Video platforms for example are a great way to add personality and weight to your application far beyond the traditional CV and cover letter duo. Requests for video supported applications are increasing, and often facilitated by recruitment agencies. Embrace these tools if they’re offered as another vehicle to demonstrate your suitability.

7. Time to get personal

Without a doubt, your (relevant) experience, skills, qualifications, and education are the hero elements of your legal job application– be that in your CV or a Firm’s own application form. But highlighting your interests out of work is still a great technique to demonstrate your personal qualities, and how you might fit with company culture.  Often an optional section of your application forms or CV, that doesn’t mean they’re a waste of time. Rather, used smartly, hobbies and interests can really strengthen your application and make you more ‘human’.  Try to stay away from stipulating interests that don’t really demonstrate a skill or quality that you’re hoping the hiring manager is looking for. ‘Going out with friends’ for example may be something you do outside of work, but it does little to further exhibit your strengths, skill set, personality, or transferrable qualities relating to the job at hand.

8. Audit your own digital footprint

Like it or not, hirers may conduct their own research into you as a potential employee far beyond the documentation that you have sent to champion that application. Therefore, it’s always wise to sense-check your social media channels to either set to private, or ensure your profile is one you wouldn’t mind your new employer seeing.

9. Boost your network

Connecting with the Hiring Manager at the Firm you’re applying to on LinkedIn may seem bullish, but it can be a savvy move and increase your chances of getting an interview. The connection request should be seen as another opportunity to introduce yourself and interest in the role and wider Firm. Being proactive means you could also open up conversations around the role in more detail that the job spec advertised, and a reciprocal ‘follow’ or connection will offer that individual another window into your experience and voice in the market. It is also worth saying that at this juncture, keep it professional. You don’t want to pile any pressure on regarding your application at this stage.

10. Enlist the help of an expert

Formally registering with a specialist recruitment agency will undoubtedly give you a head start with your job search – furnishing you with market insight as well as the inside track on the Law Firms that are hiring. And, when that dream role is in sight, you’ll be offered practical advice on the basics, refined by experts who live the hiring process and all of its anomalies day in, day out.

Next Steps

If you would like to speak to us confidentially about market conditions, opportunities in your practice area or geographical region, or if you are actively looking for a role and would like us to help give you that competitive edge, we would love to speak to you.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and has built up an enviable reputation for trust and reliability during that time. We have made over 5,000 placements from Partners to Legal Executives, Solicitors to Paralegals and Legal I.T. personnel to Practice Managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

We were delighted to take part in a Live Q&A event in association with The Law Society earlier this month where we offered our advice and expertise to legal professionals on how to make a compelling legal job application.

In the session we covered a wide range of subjects – from how to master CV basics, to revealing some recent market research where we spoke to Partners and Hiring Managers about what they’re looking for when reviewing applications.

If you weren’t able to join us, you’ll be pleased to know that the session was recorded – click below to view.

We also spoke in detail about current market conditions, and the so-called ‘war for talent’; much documented in recent weeks across many professional sectors. According to statistics from Broadbean, despite a 20 per cent rise in vacancies advertised in Q1 2021 compared to the last three months of 2020, applications to those roles rose by only 4% in the same period.

Law Firms are once again competing for the same, sometimes scarce, pool of legal professionals; some of whom are reluctant to move roles against the backdrop of a pandemic and perceived market uncertainty, and others who do have that confidence and find they have a number of options available to them.

Despite the backdrop of the pandemic, the market is awash with opportunities for those considering a move. If you are indeed in the market as a jobseeker, making your application compelling, engaging, and one that works hard to give you standout is still as important as ever – whether you choose to go direct to the Firm, via a job board, or utilising the services of an experienced legal recruiter.

Top 10 Tips for Supercharging Your Legal Job Application

For legal professionals considering a career move, navigating the job market can be daunting. We were recently asked to share our top 10 tips for creating a standout legal job application with The Law Society which we also wanted to share here:

Click here to have a read

If you would like any further guidance on current market conditions or would like to speak to us in more detail about the opportunities within your region or practice area, please don’t hesitate to get in touch.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

You may be a legal professional with knowledge, experience and the right soft skills to nail your next role, but it’s still easy to slip up in an interview.

Preparation and knowing how to act at your interview will allow you to showcase your talents, but if you don’t prepare sufficiently or think carefully about what you are saying on the day, you risk falling into the trap many legal professionals make, scuppering your chances of getting that ideal legal role.

Here are the five most common interview mistakes legal professionals make – and how to avoid them.

Not Being Prepared

Fail to prepare; prepare to fail. Failure to do your research and preparation can make you look lazy and uninterested in the role.

Reading up on the firm’s background, noting its place and competitors in the legal sector, its specialisms and recent positive news will put you in a great position to arrive confidently ready for anything. Your background research will give you a ‘feel’ for the firm and will demonstrate to the interviewer your understanding of both the firm, the market/verticals in which it operates and the role on offer.

Research can be as simple as checking out the firm’s website for information. Additionally, you could dig a bit deeper by checking out individual LinkedIn profiles, reviews, blogs and articles to give you a rounded view of the firm you hope to work for and help you prepare for the questions you may be asked.

Not Looking the Part

Legal roles, be they at trainee or Senior Partner level, require a certain level of professional dress.

I know it sounds obvious, but some candidates do fail to dress suitably for interview.

You should arrive for your interview as you would expect to arrive at work. Smart, professional, clean and tidy. First impressions do count in the legal world, and you won’t impress an interviewer if you roll up in creased, worn or just plain inappropriate clothing.

If in doubt about how formal you should go, lean on the side of caution – too formal is better than not formal enough and of course check in with your legal recruitment consultant who will be conversant with what is expected at the firm where you are being interviewed!

Looking the part will also give you an air of confidence: if you know you look professional, you will feel it.

Oh, and remember to switch your phone off too!

Talking too Much (or Clamming Up)

There’s a fine line between showing you’re interested and taking over the conversation. You don’t want the interviewer to think you’re going to be the employee who spends all day chatting to colleagues, but neither do you want to hold back and appear disengaged.

Waffling is a common side effect of nerves, so if you feel yourself beginning to ramble, take a moment to gather your thoughts and think about the question you’re being asked before giving your answer.

Conversely, being too concise in your answers can make you appear indifferent to the job or worse still lacking knowledge.

Practising answers to the type of questions you are likely to be asked will help enormously. You can practice with a friend or your recruitment specialist. The more you rehearse your answers, the more you will find you are confident in what to say. This will go a long way to help alleviate your nerves on the day and will allow you to deliver your answers calmly and with confidence.

Remember, interviewers are human too, and they know that nerves can be an issue. So, if your mind goes totally blank, it’s fine to take some time to gather your thoughts or ask if you can come back to that question to give you time to think about your answer.

Bad-mouthing Former Employers

This is an absolute no-no.

Regardless of how you feel about a former workplace or colleagues, your interview is not the appropriate place to indulge in a rant about how awful your ex-team was, or how you believe the Senior Partner was incapable of doing their job.

Nothing will put your interviewer off you quicker than listening to you complain about former colleagues. It gives a terrible impression of you and will make them wonder what you might say about them in future!

I always advise candidates that diplomacy is called for if you are asked about former work situations. If they weren’t great, try to focus on the positives by concentrating on how you dealt will potentially tricky occasions (without going into detail) so you are seen as loyal and proactive, rather than hostile.

Not Thinking About Your Own Questions

Preparing for the questions you will be asked is only one half of the interview. It’s a two-way conversation, and you are almost certain to be asked if you have any questions.

Whatever you do, never say you don’t have any or ‘I think you have covered everything’, even if your interviewer may have!

As part of your preparation, it’s ideal to come up with three or four questions to ask when it comes to your turn. Suggestions include:

“What does a typical day look like?” (shows you imagine yourself in the role)

“Is there scope in this role for me to add value to it?” (shows you are keen to develop and expand your abilities)

“Do you see the firm scaling up/taking on additional specialisms in the future” (indicates you are planning to stay, and are interested in helping the firm grow)

Questions you definitely should not ask include anything related to salary or annual leave. Those concerns can be discussed once you’ve been offered the role.

Remember, preparation is vital for interview success; prepare well, and you will have confidence in yourself on the day.

Your interview is an opportunity to showcase your talents, interest and character, and be memorable to the interviewer – for the right reasons!

Next Steps

If you’re reading this article because you are looking for the next move in your legal career, call one of the Clayton Legal team on 01772 259 121 and let’s have a conversation to explore your options. With our help, your transition can be smoother and quicker.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to know more about recruiting trends in the legal sector this year, download our latest guide here.

Interviews. They don’t get any easier with time, even if you are a seasoned legal professional, it can still be nerve-wracking attending an interview.

Obviously, you are there because you want that ideal legal role, and the key to success is always in your preparation.

So, along with the usual planning of what to wear, how to get to the interview, times, dates and name of the interviewer, there’s the essential practising of potential interview questions.

But how on earth do you know what the interviewer is going to ask?

There will be specific role-related questions; that’s a given. And as you have worked in this role before and/or have all the relevant qualifications, you’re ahead on that one.

There may be questions about the company you are hoping to work for, so with a bit of research online, you can garner information about them, their latest news, company newsletters, mission and goals etc.

You can also bring your soft skills in to play by aligning them to the role. If you’re going for a Senior Partnership or Manager role, these could include your ability to lead a team, to time manage efficiently, delegate, and give constructive feedback thanks to your emotional intelligence.

If you are early on in your career and looking for a Fee Earner position, your soft skills could include being a great team collaborator, empathetic to others, able to manage your own diary and with an excellent work ethic.

There will likely be questions on all of the above, but there is also a set of fundamental questions that legal hiring managers ask all candidates time and time again.

So, note them down now and make sure your answers are ready to ensure you nail that interview!

1. Tell me about yourself.

This is often the first question interviewers will ask. They don’t want to know your life history here, so don’t be tempted to go off on a tangent.

What this question is trying to do is act as an icebreaker and test how you respond to open-ended queries. This could prove useful to the employer in gauging how you will react to similar questions within your working role.

You can use this question to (briefly, please!) describe how you got to be where you are today – so tell them about your achievements so far in your career, career highlights you have most enjoyed and your goals for the future.

Use the ‘present-past-future’ formula to enable you to give a potted version of your career history.

So, for example, you are applying for a position as an HR Manager in a law firm. Your answer to the past, present, future may look something like this:

“My interest in HR started about 6 years ago when I was working at X firm. I partnered with the HR team helping to design some custom training programmes.

I’m currently working as X. I recently completed my Master’s degree in Y, which I’ve studied part time.

My ultimate goal is to become an HR Director within a law firm.”

It’s also appropriate here to mention your hobbies. For example, you may enjoy chess or hunting in antique shops at the weekend.

Additionally, an interest in a sport or physical exercise such as tennis or yoga shows you take your health and mental wellbeing seriously.

2. Why do you want this role?

Don’t be fooled into thinking this question is asking about your personal goals and ambitions in the legal world.

It’s more about testing what you know about the job role you’re applying for: have you done your homework, and are you really keen, or is this just one application in a scattergun approach to job seeking?

Employers know that the best employees will proactively seek to improve their performance by embracing lifelong learning and growing their skillsets. This question, therefore, also addresses your motivation to learn new things and develop your career.

As well as establishing your interest in the role and your motivation to develop, this question will also allow you to give credibility to your current skills and qualifications and confirm you can hit the ground running in your new position.

If you mention the benefits of working for the company as a whole, you’ll score additional points too!

3. Tell me about a time you faced a significant challenge or problem in your last role – how did you successfully overcome it?

This question is trying to ascertain how you react to problems and your ability to solve issues that arise. It is looking to see how you work under pressure, test your emotional intelligence and resilience to stay positive and focused if things don’t go to plan.

The answer to this will require you to have one or two examples to hand, so ensure you can illustrate your response with tangible examples of a time when you dealt with difficult situations successfully.

4. What is your greatest weakness?

This one is a classic interview question and catches a lot of people out.

Whatever you do, don’t respond with the implication that you are perfect – the interviewer won’t believe you anyway!

The question is devised to test your self-awareness by acknowledging your less-positive strengths and how you cope with them. So, the best answer to this one is to give an example of an area you know you need to work on, and what you are doing to overcome it.

For example, you could say that you are a perfectionist who needs your work to be perfect every time, and consequently, you find projects can overrun as you tinker with things. But you are dealing with this by setting yourself deadlines to ensure you hit targets.

5. What can you bring to this law firm?

The interviewer is assessing the law firm’s ROI here.

They want to be sure they take on an employee who will be a good fit for them in terms of team working, skills, ability and dedication.

They are investing a lot of time and money in interviewing, hiring, onboarding and providing training – so they want to get it right first time.

So be sure to show your enthusiasm in your answer as well as expressing your confidence that you can help them increase the business in terms of clients and monetary value and collaborate in striving to achieve company aspirations and goals.

Armed with your responses to these questions, you can sail through your interview confidently and land your perfect legal role.

Next Steps

If you’re reading this article because you are looking for the next move in your legal career, call one of the Clayton Legal team on 01772 259 121 and let’s have a conversation to explore your options. With our help, your transition can be smoother and quicker.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to know more about recruiting trends in the legal sector this year, download our latest guide here.

Whether you are a Child Care Paralegal or a Senior Conveyancing Solicitor, an interview is potentially the start of a new level in your career and a step nearer achieving your aspirations. So, it’s essential to get it right.

You’ve already made a positive impression with your CV, or perhaps a direct application or covering letter – so that first hurdle has been crossed.

The interview, be it over the phone, over a video call virtually, or face to face, is a chance to bring all of those points to life – and it’s essential to put your best foot forward and create a positive first impression that increases your chance of the job offer.

Here are our top seven steps to success…

1. Plan Ahead

Give yourself plenty of time to do your research. Learn all you can about the law firm and the job you’re applying for.

Don’t just look at the facts and figures; see if they have an online newsletter and sign up for it and follow them on social media. You may spot an interesting snippet of information or news story that you can bring into the interview.

Find out what specialisms they have, and what their plans are for future scaling.

These easy hacks will show your knowledge and demonstrate you are keen to work for their law firm.

2. Work with Your Recruiter

It’s also a good idea to work closely with your specialist legal recruiter. They will be able to discuss the role in depth with you and point out any gaps in your skillset that need addressing.

They can also help you assess your value and the strengths you bring to the role, such as soft skills, as they will have in-depth knowledge of the law firm you’re hoping to join.

3. Create a Cheat Sheet

Interviews are stressful enough without adding to the anxiety.

This top tip is useful in keeping you calm and avoiding any last-minute panic. You can use the notes app on your phone to list all the essential things about the recruitment job you need to remember.

Include:

• address of the interview
• contact number
• interviewer’s name
• time of your interview

Add three or four main points you want to make during your interview, some brief notes on your answers to competency-based questions and anything else that you think you might need.

You will then have all the information to hand for last-minute revision – allowing you to walk into the interview with confidence.

4. Be on Time

Being on time for an interview is crucial to setting yourself up positively in the eyes of the hiring manager. It says you are a reliable professional and conveys respect.

Conversely, being late for an interview is a no-no. It leaves a lasting impression and will not go down well with the hiring manager, trust me.

To minimise problems on the day, make sure you know where you are going for the interview and how you’re going to get there. Ideally, do a practice run and time yourself.

Everyone knows that hold-ups on the roads or public transport can affect us all.

If the worse happens and you are delayed, phone and apologise as a courtesy. Keep calm and provide them with details of how long you will be (if you know) or ask to reschedule.

It won’t hurt to follow up with a polite email later in the day to reinforce your apology. Good manners cost nothing but can convey a good lasting impression.

5. Harness Your Anxiety

Even with the experience of presenting at conferences or making court appearances, interviews can make the most experienced solicitor or paralegal nervous.

An excellent confidence technique is to “make friends” with your anxiety, says mindfulness teacher Charlie Morley. Acknowledge its presence, but don’t let it overpower you.

Try channelling all that adrenaline by changing your thought patterns – so you view your nervous energy as excited energy. You’ll still feel charged but in a positive way!

You may also consider doing some basic breathing exercises before you go into the interview. I’ve found this NHS exercise helpful.

Finally, positive thought can work wonders. So, picture yourself having a positive outcome and landing your dream legal job. It will boost your confidence levels and give you that extra push to sail through the interview.

6. Know Your Value

Your value to the company goes beyond your knowledge and skills in your specialist area of legal practice.

That doesn’t mean to say that these are not a priority; of course, they are paramount to the job, but your soft skills are also relevant.

Ask yourself what you bring to the law firm that is your USP. Are you a great team player? Do your ethics match those of the law firm? Are you a good culture fit?

If you have relevant testimonials, referrals or letters of recommendation from satisfied clients, take them with you to show the interviewer.

7. Watch Your Body Language

Interviews are not just about talking the talk. You may know all there is to know about your specialist area of family law or litigation and have a first-class degree, but your body language can still let you down and scupper your chances of success.

Body language is more important than you might think – in fact, Mehrabian’s findings are that:

• 7% of meaning in words that are spoken
• 38% of meaning is paralinguistic (the way that the words are said).
• 55% of meaning is in facial expression.

So, pay attention to it!

Avoid fidgeting, crossing your arms, making wild, distracting hand gestures, or slumping in your seat.

Eye contact is the fastest way to build rapport, but at the same time remember not to stare your interviewer out!

Three to five seconds of eye contact works perfectly. If you have more than one interviewer, give the person asking the question 60% of your eye contact when answering and share the remaining 40% across other panel members.

Finally, smile. It’s a fact that smiling will make you feel more confident and you will appear friendly.

The interview is your opportunity to sell yourself and prove your potential value to the employer. So, adopt a pleasant manner and follow these tried and tested interview secrets to get your dream legal role!

Next Steps

If you’re reading this article because you are looking for the next move in your legal career, call one of the Clayton Legal team on 01772 259 121 and let’s have a conversation to explore your options. With our help, your transition can be smoother and quicker.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to know more about recruiting trends in the legal sector this year, download our guide here.

Having an interview isn’t something you do every day of your life, is it? There are times during your career when you will have bursts of interview activity as you look to secure a new role as your career progresses.

For many people, it could then be several years before they experience an interview again. It’s no wonder then that for someone heading into an interview for a potentially life-changing role – this could be your first shot at a ‘Partner’ position – fear and interview nerves are a reality.

Whether it’s your heart that starts pounding, your hands that get clammy, embarrassingly getting beads of sweat on your forehead, or your breathing gets just a little quicker than usual; each can be visible to your future employer or prospective fellow partners. Not exactly the impression you want to make, is it?

At Clayton Legal, we appreciate how stressful interview situations can be. We also know that confidence is a crucial ingredient to interview success. So, here are our top five strategies for giving your interview confidence a real boost.

1. Give Your Inner Voice A Holiday

Whether we like to admit it in public or not, the fact is that we all have a voice in our head that
at times is our biggest supporter and at others will start spinning stories and runs riot.

Why does it do this? Getting technical for a moment, the brain’s job is to keep us safe by minimising any risk of danger, especially in situations where the outcome is unknown. Cue the interview.

As an interview approaches, ‘our voice’ kicks into action:
“The competition seems stiff, I’ll never make it.”
“They’ve have probably got a strong internal candidate in mind already.”
“Whenever I really want a job, I always blow the interview.”

You see the brain goes into overdrive with all kinds of stories when it doesn’t know what the outcome is. Being aware of this is the starting point. Then there are 2 things you can do.

a. Take control of the stories. Maxwell Maltz, the famous Psychiatrist who wrote Pysco-Cybernetics, describes the brain as a “Success seeking machine”. Use it to create your own success story.

b. Now I know this may sound weird and…when you notice your voice is playing the not so good story game, press your tongue to the roof of your mouth and count to 10.
Notice how it switches the voice off. This simple action cuts the circuit that the brain was running. Don’t believe me though, test it for yourself.

2. Do Your Research

As with most things in life, preparation is key, and I know you may think that, compared to some of the work you prepare for a day in court or on contracts, what I am about to say is a no brainer.

And it still makes sense to know where the interview is taking place, where to park, through to what evidence and success stories to prepare that will demonstrate your competencies.

(The last thing you want is to have been delayed because you didn’t realise that the longest city centre diversion ever had been introduced since you were last in the area!)

3. Bring Your Story To Life

At some point in your career, you will have been asked a common interview question such as, “Walk me through your CV”.

On the surface, it seems an easy question and most people will regurgitate their written CV verbally.
What a lost opportunity. Remember, while some practice areas such as private practice, property law and commercial litigation are suffering from a lack of candidates, there will still be competition because legal firms still want top quality talent.

To stand out from a competitive field of candidates, become good at bringing your story to life.

How?

Start by knowing your story. The roles you have had post qualifying, what made you choose your area of practice, the experiences you had and the types of clients you have worked with.

Take your CV and look at the highlights and bullet points and think in detail about what was happening at the time. Who were the clients, what was the situation, what were the projects or contracts you worked on. After all, some of these events will have taken place 4, 6 or 8+ years ago.

Be able to bring the events to life so that you fully demonstrate the results and impact they had.

4. Be Your Best Self

Being your best self means be at the top of your game on the day of the interview, which is when you are buzzing, excited, when things are just coming so easy for you. Some people describe it as “when you are in your flow”.

The question is, how do I know when I am being my best self, and what do I do to get myself there?

Let’s take the second part of the question first.

How do you get yourself to a place where you can be the best version of yourself in an interview context?

I. Create a list of all your skills, the experience that you bring with you, your strengths and talents. Have plenty of success stories as evidence to support why you are the best person for the role.

II. Be able to share all the above in your story as described in the strategy above.

III. Make sure you are not allowing any nerves to influence your confidence.

A quick exercise to tap into the feelings you have when you know you are being the best version of yourself.

Find a quiet place and sit with your eyes closed. Remember a recent time when you knew you were firing on all cylinders and smashing it. How does it feel as you remember this, and where do you notice this feeling is in your body? It could be in your stomach, chest or even in the hairs on the back of your neck! Imagine …that this place is your source of “confident energy”. When you need confidence, tap into this place in your body and feel the strength, confidence and power and the feeling will return.

Returning to part one of the original question. You will know you feel good and that you have a sense that the interview is going OK.

5. Connect with your Interviewers

Before you can impress or make an impact with a Managing or Senior Partner, or any line manager, you have to first build rapport. The fastest way to do this is through non-verbal body language; specifically your eye contact.

Many interviews will involve more than one person, which could be Head of Department, a Partner, plus an HR manager. The question becomes, who do you give the most eye contact to so that you build rapport with each interviewer?

As a general rule, you give 60% of your eye contact to the person asking the question and share the remaining 40% amongst the rest of the panel.

Building rapport is also about seeking to understand your prospective employer and demonstrating empathy. When you shift the focus of the interview onto your potential employer’s needs, you’re not only showing genuine interest; you will also inspire your audience to have confidence in you as a future member of their practice team.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to know more about recruiting trends in the legal sector this year download our latest guide here.

Your legal interview is just around the corner, and you have practised your responses to a list of the most common legal competency-based questions; but have you missed something critical to the process?

Your body language.

There has been extensive research into what impact our verbal and nonverbal communication can make and it’s fascinating. Have a look at Professor Albert Mehrabian’s work on the communication model. Here are a few key points he identified that are important in an interview situation.

• 55% of the message we communicate relates to our body language and facial expression
• 38% of the message we communicate relates to our voice tone and the way words are said.
• 7% of message ONLY relates to the words we communicate

It probably now makes sense why our nervousness can easily lead to a host of body language mistakes, from unconscious fidgeting to awkward facial expressions.

Unfortunately, since half of the interviewers decide whether a person is right for the job before they ever have a chance to answer a question; the way you present yourself is more important than ever.

The good news is the common mistakes interviewees make can be rectified fast provided you know what they are.

So here, in no particular order, are the most common mistakes we see:

1. Forgetting to Smile

Anxious, stone-faced candidates don’t do well in interviews; no matter how good your law degree is. Even if you have the best legal CV in the UK, it’s important to sell yourself as someone that has a pleasant manner and will fit into the culture of a legal firm.

No-one wants to work with someone who’s constantly nervous or grumpy.

Not only can smiling make you appear warm and friendly, but it could calm your interview-based nerves. A genuine smile will help to decrease stress in your system and ensure that you feel more confident than you would with a frown.

2. Poor Eye Contact

In the world of body language errors, one of the biggest mistakes you can make is to avoid eye contact with your interviewer. Hiring managers want to see the confidence in their prospective candidates, and keeping your vision cast down towards the floor makes you look nervous and lacking in confidence.

Though this can be a part of your personality, it’s something you need to consider and address.

Although you don’t want to ‘stare’ your interviewer out with too much intense eye contact, looking at them when answering their questions, or listening to their responses is of paramount importance in an interview.

It shows that you’re engaged in the conversation and providing your full attention. If you’re in a group interview, it’s best to make sure that you maintain eye contact mostly with the person asking the questions, while looking at the other people in the room from time to time.

3. Too Many Hand Gestures

When it comes to the hands, many candidates believe their handshake is the biggest threat to their chances of success; wrong.

Though it might surprise you there’s more you can do to damage your first impression than giving a handshake that’s too weak, or too strong.

From our own experience screening legal candidates over the last 20 years and talking to the legal hiring managers we work with, too many hand gestures while talking is distracting.

Although talking with your hands might be a common habit, it’s something you should cut down on when preparing for an interview. The more nervous you get, the more uncontrolled your movements can become, which never communicates what you have to offer in the best light.

4. Crossing your Arms

Though you might think this doesn’t happen any more in an interview situation, it still surprisingly does.

Remember in an interview situation people often see crossed arms as a sign that the person they’re talking to is disengaged, bored, or even worse – defensive.

While it’s highly unlikely you are feeling any of these emotions, sadly for you, this could be what you are communicating.

Sometimes, crossing your arms can make you feel more comfortable or protected in an interview situation, but it also blocks you off from your employer. Instead, think about how you can portray interest and engagement with your body language, by keeping yourself open, perhaps with your hands by your sides, and your body angled towards the interviewer.

5. Poor Posture

Finally, sitting slumped in your seat won’t portray you as a confident, professional person who your hiring manager would be happy to put in front of a new legal client.

No matter how tailored your suit may be, a bad posture can cause you to appear uninterested, or again even lack in confidence, possibly even rude.

Keep your spine straight against the back of your chair, and square your shoulders. This will help you to look more confident and show that you respect your interviewer and the potential job ahead of you. A strong posture stands out, making you look more like a leader. If you can’t sit straight, then focus on leaning slightly towards your interviewer, to show engagement.

So often candidates focus their interview preparation on preparing to answer questions that they
will be asked.

Remember, what you say accounts for just 7 % of how you communicate in your interview. How you communicate those words will be the difference that makes the difference.

Practice how you want to deliver your answers as well as what you plan to say.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help.
Call us on 01772 259 121 or email us here.

If you would like to know more about recruiting trends in the legal sector this year download our latest guide here.