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<blockquote data-quote="Jessica Booker" data-source="post: 31261" data-attributes="member: 2672"><p>It will vary from firm to firm and from candidate to candidate.</p><p></p><p>In the majority of instances, it is like a clean slate. You have been deemed successful from the vacation scheme recruitment process and now it is time to impress for your training contract, whether during the vacation scheme itself or through any subsequent assessments.</p><p></p><p>However, in instances where the difference in candidates is tight (e.g. you have two similar candidates but only one vacancy), or if there is a slight question or concern about a candidate, then it is not unknown for a firm to go back and look at the details obtained from the vacation scheme recruitment process. For instance, I have done this in the following situations:</p><ul> <li data-xf-list-type="ul">Candidate had an unexpectedly weak performance in an analytical/case study type assessment, but everything else was strong. Went back and looked at the feedback from the vacation scheme assessment to see if there was stronger evidence of their ability there or if there were similar concerns.</li> <li data-xf-list-type="ul">Candidate had some minor instances of their written/drafting skills not being up to scratch - but rest of their written work was strong. Went back to look at online assessment scores (verbal reasoning/WG) and also the grade of their written assessment for the vacation scheme</li> <li data-xf-list-type="ul">Candidate had not come across well to their interviewers in their TC interview but had strong feedback from their supervisors. Similar concerns were raised in the vacation scheme interviews about how "personable" the individual was</li> <li data-xf-list-type="ul">(Although not law, same principle applies) - had two interns but only one graduate vacancy. Both candidates were very strong. Had a meeting with everyone who had assessed both candidates, including those who had interviewed them for the internship to work out who to offer. All assessors had access to all the information, including their internship assessment notes.</li> </ul><p>In short, if you do exceptionally well or not well enough, the decision will be straight forward and the recruiter won't need to go back to your previous interview notes. But in some cases in the middle and where decisions are marginal, they might.</p></blockquote><p></p>
[QUOTE="Jessica Booker, post: 31261, member: 2672"] It will vary from firm to firm and from candidate to candidate. In the majority of instances, it is like a clean slate. You have been deemed successful from the vacation scheme recruitment process and now it is time to impress for your training contract, whether during the vacation scheme itself or through any subsequent assessments. However, in instances where the difference in candidates is tight (e.g. you have two similar candidates but only one vacancy), or if there is a slight question or concern about a candidate, then it is not unknown for a firm to go back and look at the details obtained from the vacation scheme recruitment process. For instance, I have done this in the following situations: [LIST] [*]Candidate had an unexpectedly weak performance in an analytical/case study type assessment, but everything else was strong. Went back and looked at the feedback from the vacation scheme assessment to see if there was stronger evidence of their ability there or if there were similar concerns. [*]Candidate had some minor instances of their written/drafting skills not being up to scratch - but rest of their written work was strong. Went back to look at online assessment scores (verbal reasoning/WG) and also the grade of their written assessment for the vacation scheme [*]Candidate had not come across well to their interviewers in their TC interview but had strong feedback from their supervisors. Similar concerns were raised in the vacation scheme interviews about how "personable" the individual was [*](Although not law, same principle applies) - had two interns but only one graduate vacancy. Both candidates were very strong. Had a meeting with everyone who had assessed both candidates, including those who had interviewed them for the internship to work out who to offer. All assessors had access to all the information, including their internship assessment notes. [/LIST] In short, if you do exceptionally well or not well enough, the decision will be straight forward and the recruiter won't need to go back to your previous interview notes. But in some cases in the middle and where decisions are marginal, they might. [/QUOTE]
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