The talent show

From shortlisting application forms to first round interviews, the pool has been reduced from over 800 to 40 and now to only 15. The process hasn't been easy and it certainly hasn't been quick.

As we move into the final stages and on to making offers, the pressure on interviewers grows as it does on the candidates themselves. There is a responsibility to the firm and its partners as well as to the colleagues these potential employees will work alongside. There is a desire to keep all interviewing impartial, free from bias - conscious or otherwise - and passion. To this end, the 'blind' selection process can take you so far, but sooner or later you have to meet the candidate.

To give all applicants an equal opportunity to shine, carefully thought through challenges and questions to test each competency required of the modern day trainee have been devised. These are intended to allow us to make a fair assessment of skill and performance.

Excellent academics are the basic starting point, but to get beyond the shortlisting stage candidates are also required to evidence their abilities to work under time pressure, to speak with (senior solicitors pretending to be) clients, oral and written presentation skills, interaction with peers and research capabilities.

All well and good, but what is much more difficult to assess is character, personality and, I make this reference reluctantly, the X factor.

By this stage, there may be nothing between the candidates on paper, but a decision still needs to be made. Fortunately, with a broad cross-section of the firm and varying levels of seniority, diversity and experience across the interview and assessment panel, everyone has a fair chance.

But it is the final decision making moderation meeting which stands out as one of the most difficult of my career. Why?

Without doubt, anyone who has reached the final stages of this gruelling process should be rightly proud. But, this time around, only five will make it through the firm's revolving doors in September 2016 to collect their shiny new badge emblazoned with the title of trainee solicitor.

It doesn't stop with the prospective trainee position though. Much like the Price is Right's Showcase Showdown, there is also funding for the GDL and LPC up for grabs and the chance of an interim paralegal position, maybe. The days of any lawyer winning a blank cheque book and pen, however, are unlikely to return anytime soon.

What is it about the title of solicitor that means so many people put themselves through the years of study and gruelling recruitment process? I can no longer be sure, but it seems that there is an unlimited pool of enthusiasm and talent which means the role of the recruiter is not likely to become any easier in the years to come.

Kevin Poulter, Editor at Large

@SJ_Weekly

#SJPOULTER

editorial@solicitorsjournal.co.uk

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