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Unfortunately the recruitment team cannot really take it into consideration. They have no understanding of how it may have impacted you, and can’t “calculate” that into your performance.
Recruiters will often take the same view as universities where if you go ahead with an assessment, you are...
I’d ask before the paperwork goes out anyway as it could mean the paperwork need to be changed anyway.
I’d expect it to be electronic signatures these days via something like DocuSign, although I could be wrong.
Possibly - it really depends whether they store than information beyond a certain time limit.
Rather than being prepared to talk about why you didn’t get the role last time (they will know this if they are aware) I would focus more on how you feel you have developed your skill set or...
There isn’t “a” right answer - there are multiple ways in which you can determine what a competitor is or how you would measure it, and so there could be lots of “right” answers.
Most non law applicants don’t secure something until at least their final year.
It is only a small number of firms that take on non law students in their penultimate year, so if anything you are still super early in this process
If they are in a legal environment or one with strong cross over into the industry (eg working in other regulated industries an accountancy firm or investment bank) it would also need to be declared for conflict of interest purposes.
If it’s a private arrangement with the company you owe money too, this is still okay too. You ar managing your debt through organising the arrangement.
Highly unlikely to be an issue. You can have a low credit score and qualify. It would only be if you had legal action against you or you went for something like bankruptcy that it would be an issue.
Most people working in law firms have defaulted on some kind of payment at some point.
No set answer on this as it will be firm dependent.
But ultimately Graduate Recruitment look at the evidence from assessments and general feedback - they don’t just make the decision off their own opinion. Their feedback may contribute to the decision but it won’t be the only feedback considered.
Unlikely, although it could happen if the question was particularly pertinent.
What I would stress is most candidates think their answers are much worse than what the interviewers think they were though.
No - it would only be CCJs or something of this nature you may need to disclose, and even then it would only be for SRA purposes rather than the firm’s onboarding.
No - they provide the same end point of qualification. If anything the apprenticeship will have given you a slightly longer period of work experience, but you come out with exactly the sam qualification point at a “traditional” TC.
£26,500 will be similar to many paralegal roles, which the first 6 months or so of a graduate apprenticeship will be comparative too. I'd really look at how the salary progresses throughout the programme as it should be similar to a trainee salary, particularly within 12 months of starting...
Transferring a VS offer directly to a TC offer isn’t common (although not unknown). Most firms will just transfer you to the direct TC hiring process - it maybe that you can be fast tracked through this if you completed similar assessments for the VS, but it’s likely you will need to be...
Most common: client work.
Graduate recruitment haven’t got the feedback from the fee earning assessors as they have been pulling several late nights to do fee earning work.
Incredibly common: illness/absence
All it takes is for someone to be off ill unexpectedly or people to take time off...
I would take the invite to their open day that they saw potential in you for a future application, so although this isn't the outcome you would have hoped for, it is the next best alternative! Well done on securing the open day - not everyone will have been offered that.
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