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Message: <blockquote data-quote="SoonToBeTrainee" data-source="post: 234897" data-attributes="member: 32830">I think multiple points can simultaneously be true. I agree with many of yours, and I’m by no means suggesting an alternative approach. I unfortunately don’t have the answers. Realistically, there cannot be a blanket policy / solution for all firms anyway.Nevertheless, I think that a low-conversion VS-TC system is unnecessary and inequitable when the quality of VS candidates are high, and, in most cases, their suitability has already been rigorously assessed at AC. As I originally said, I have no issues with comparatively high conversion rates.On the feedback point - most people I’ve spoken with, rejected post-VS, have received rather generic, arbitrary feedback. Just like the application process, converting a VS is incredibly luck-based. I get it: if I had to choose between a Lamborghini and a Ferrari, I’d be choosing one merely for the sake of choosing, struggling to find flaws with the other.Under that view, it’s precisely why I think it’s unfair for a law firm to offer lots of VS places and to have a low conversion rate.The only slight benefit of the low conversion rate model is to VS candidates, who, as you rightfully noted, gain ‘some’ experience, but (for many of them) to the detriment of being rejected (for little valid reason). It’s a particularly harsh system when you consider some people spend 5 years applying and yet only secure one VS (and fail to convert).I just feel there ought to be more transparency and certainty in the VS/TC process somehow.Maybe I’m just being a little too sincere for what is ultimately a ruthless, cutthroat industry…</blockquote>

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