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Because it’s a professional profile you put in the public domain that’s often in an easier format to read the a firm’s application. Needless to say many don’t view your LinkedIn profile, plus some candidates don’t have a profile, some candidates are difficult to find (if you have a very popular...
They are just looking at your profile, they are not looking at how you engage on LinkedIn (and so can’t determine whether your networking is positive or not).
that’s slightly different - you are having an interview. Having LinkedIn or not having it didn’t influence whether you got the interview though, and having LinkedIn did not influence your interview outcome.
Having LinkedIn did not change the perception of you and therefor having it (or not...
Absolutely not - a commendation is a very replaceable score in the GDL.
I am not sure where you have got the idea that so many people get distinctions in the GDL - obviously it’s subjective as to what you think many is, but going by records I have seen it is around 20% of people who take the...
That was a long time ago now and when there were three summer schemes, but yes, we moved people around when we could. It wasn’t always possible though - but in those cases candidates were put forward to direct TC hiring processes instead.
Definitely not a good idea to not disclose it - conflict checks alone mean you’ll need to disclose this to both your current employer and the law firm you do a vacation scheme with.
I have seen people do vacation schemes but they have either
1) got approval from their current employer
Or...
This will depend on a whole set of variable factors no one knows but the graduate recruitment team.
Ask them whether it is possible to move - there is absolutely no harm in doing so.
Not if you ask whether it’s possible to rather than framing that you need it moved.
Clashing schemes is a very regular occurrence and the firm will have a way they deal with such requests. The worst outcome is they say no and you have to work out whether to decline their offer or the other...
You don't need to have people who will vouch for you - they can just be your academic department's office and the HR contact/general office for your previous employers
I would check with the individual recruitment team as to whether they consider the time taken to complete the assessment on when the assessment is scored. This is likely to vary amongst firms and so best to check with them. If the time is taken into account when scoring the assessment, then...
Really depends what works for you and the nature of the assessment.
You might be asked through the instructions given to you to not use other software and then copy and paste your answer in. In that situation, you’d need to type in the platform as you go. But you could potentially use written...
Sometimes supervised either formally through someone observing on Teams or some of the assessment centre platforms record you while you take the assessment.
Sometimes you will just get the assessment at a fixed time and be asked to return it within a deadline though with no supervision.
You won’t be expected to write a number of words. Sometimes you will be given a guideline on what to aim for in terms of how much to write (eg a paragraph, a page of a4) but this can vary a lot from exercise to exercise. Worry more about the quality than quantity of what you write.
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