Quality, not quantity

The number of LPC registrations has dropped for a second year running, while the number of training contracts on offer has risen. You may think that candidates can now afford to be more optimistic. However, speaking with law firm recruiters, it seems that many candidates still have a way to go before catching the golden training
contract snitch.

One firm remarked that applications for its summer scheme were up by 10 per cent and another said that they have gone beyond the number of applications received by this
time last year.

One aspect still of great concern to a number of firms during the recruitment process is poor written expression.
A recruiter in one City law firm said: “It makes me so sad to read these applications. Their academics are very good, but they use text speak and can’t structure sentences properly.”

Why do candidates lack in this area; is it the want of focus in education on basic grammar and spelling, the rise in applications from students whose first language is not English, or the overreliance on technology by Generation Y?

Why are candidates submitting applications without checking them thoroughly, recruiters are wondering. It is easy enough to run
a spellcheck.

What may be less easy for candidates to appreciate is their wavering ability to demonstrate clear reasoning with a logical thread leading to the answer.

There are, however, two
other themes highlighted by recruiters which are key to standing out from the crowd: being different and research.

A number of recruiters told stories about candidates remembered down the years. They had been true to themselves rather than second-guessing what the law firm was looking for. These candidates were an octopus hunter, an erhu (Chinese fiddle) player and a jazz busker, to name three.

A couple of recruiters even went as far as to say that many applications are dull because candidates conform to their image of a lawyer, which often does not tally with the profile
the firm is actually seeking.

Research is oft-repeated advice, yet some candidates still fall down by not taking enough time to find out about their target firm. Also, questions that require some research and thought are an ideal opportunity to demonstrate that you have a real interest in the subject matter.

It remains to be seen whether training contract applications
will follow the LPC registration downward trend. Graduates could be more reluctant to self-fund their legal education before they have lined up
a training contract.

Plus, there are other factors
to throw into the mix: the impact of tuition fees on the number of undergraduates in the market, the effect of a firm’s profile with candidates and the availability of training contracts for existing paralegals.

Recruiters recommend that candidates should plug away at their applications without being overly concerned by what is happening in the wider market. Concentrating on what firms
are looking for rather and you stand a much better chance of making it through the
initial screening. SJ

Paula McMullan is a consultant specialising in trainee solicitor recruitment and management

 

www.mcmullanpartnership.com