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In this interactive session, Maya Shah, Senior Early Careers Specialist at Ropes & Gray, will walk you through every stage of the firm's application process.
Willkie’s new graduate recruiter and two trainees will break down what the firm looks for at the interview stage, common pitfalls to avoid,
and how you can demonstrate confidence, clarity, and genuine motivation throughout an assessment centre.
No - that wouldn’t be an issue and I don’t think any firm would blacklist on this basis.
Like most things, people get worried about the smallest of detail and how that is perceived by a firm, down to the tiniest detail like a typo in an email. People think firms blacklist people at the drop of...
I would pick the one that resonates with you the most and use either own or a few examples from your previous experiences to really back up why you have that value in your life. There is likely going to need a stand out example of it the really help you explain the stand out from the rest piece...
Most likely it will be done manually as grades are not uniform and there are too many variables. The only time I have known it to be more "automatic" is when they ask the question "have you achieved X" and when you say no it causes a flag to the recruiter, but even then they tend to check there...
If an application does not meet the minimum requirements, then it is likely to that they will just be rejected on that basis. The most that could be recorded is “does not meet the required standard”. But from what you have said you have a 2.1 and the necessary UCAS points, so it’s unlikely to be...
There is a significant chance that you won’t get any feedback on your academics, and even if you do, it’s probably only going to be on a scoring scale (eg 1-5 or 1-10). There won’t be the detail in why they think your grades are on that scale though, so it will be difficult to know if this is...
There will be a whole load of additional data considerations if you record people, which makes it more complicated. However, even if a firm can do that, ultimately it could still be faked. It's just a lot easier to re-test people at interview/assessment centre.
1) no - unfortunately, I don't know - I would post in one of the main forums to see if someone who has recently taken the assessment can provide some detail
2) It is very common for organisations to do random re-testing for assessments like psychometric tests - basically anything where you...
They will have to contact you to let you know they will be contacting people and you'll have to sign something to say it is ok for them to do it, so you should know when they are speaking to people. However it is very common for references to be requested from people who are still in employment...
As someone who has reviewed applications, the "feedback" information can be brutally unhelpful as a "yes" or "no". Many firms don't go through the process of recording why someone has been unsuccessful, just that they have been. A SAR would not detail any automatic processes either and there...
It can depend by the firm but typically it will be around 4-6 months before starting a TC as they have to check you haven't done anything you shouldn't in the period between being offered and starting. With 2-3 years potentially between that time, it makes sense for it to be closer to the time...
They have pushed forward the start date to ensure the cohort is still eligible for the LPC training contract route - all GDL courses have to start before 31 December for them to still be eligible.
Unfortunately, I cannot help with anything else, but I would just persevere with BPP. I suspect...
Although not impossible, it is highly unlikely a firm will get a visa for a vacation scheme for you. The cost and process needed would be more than the vacation scheme itself.
It is probably worthwhile contacting the firm directly via email or their social media channels to double check though.
My view is that they will be much better suited to the 600-word answer in the CC app and this is where the majority of candidates put them. Given they explicitly state that in the question below, it seems far more logical for them to be included in this section.
You have told us about your...
Yes - that is right. STAR is not appropriate for cover letters. STAR should only be used for competency questions that are asking you to pull upon a specific example of a specific skill.
You'll need to be a bit more specific rather than just saying X experience translate to Y skills. Try to...
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