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Aspiring Lawyers - Applications & General Advice
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LPC or SQE?
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<blockquote data-quote="Jessica Booker" data-source="post: 61773" data-attributes="member: 2672"><p>I don’t think firms will try to pick up people with substantial work experience for general “TC” roles.</p><p></p><p>They may however start to pick up people for niche departments with that specific experience, especially if it becomes more internationally focused (I’m thinking about international arbitration and area like competition). Also allows departments like international desks based in London (thinking of India desks or Nordic desks) to hire the people they specifically want and bring in people with the language and cultural skills (which generally doesn’t happen in general recruitment hiring).</p><p></p><p>Power shifts away from Grad Rec and Training Principals, where due to the SRA regulations there has always been an element of control. Nothing stopping individual partners hiring their own trainees how if they wanted to.</p><p></p><p>But for getting bodies into general corporate/finance/litigation seats, I still see the general model winning out for a while. It is ultimately no different to other graduate rotational programmes really.</p><p></p><p>What will be interesting to see is if there is a war for talent pre qualification. There is nothing stopping a firm coming along and trying to tap up trainees who are 12-18 months into their programme, and offering them either early qualification (if they are eligible) or a guarantee of a NQ role after six months experience.</p></blockquote><p></p>
[QUOTE="Jessica Booker, post: 61773, member: 2672"] I don’t think firms will try to pick up people with substantial work experience for general “TC” roles. They may however start to pick up people for niche departments with that specific experience, especially if it becomes more internationally focused (I’m thinking about international arbitration and area like competition). Also allows departments like international desks based in London (thinking of India desks or Nordic desks) to hire the people they specifically want and bring in people with the language and cultural skills (which generally doesn’t happen in general recruitment hiring). Power shifts away from Grad Rec and Training Principals, where due to the SRA regulations there has always been an element of control. Nothing stopping individual partners hiring their own trainees how if they wanted to. But for getting bodies into general corporate/finance/litigation seats, I still see the general model winning out for a while. It is ultimately no different to other graduate rotational programmes really. What will be interesting to see is if there is a war for talent pre qualification. There is nothing stopping a firm coming along and trying to tap up trainees who are 12-18 months into their programme, and offering them either early qualification (if they are eligible) or a guarantee of a NQ role after six months experience. [/QUOTE]
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