The Lawyer Asia Pacific 150 is the only research report to provide a ranking of the top 100 independent local firms and top 50 global firms in the region. The report offers critical review of some of the fastest growing firms and their strategies, a country-by-country guide to leading legal advisers and legal services market trends, plus exclusive insight into the current business development opportunities in the Asia Pacific. Read more
This year, The Lawyer’s annual ranking of the largest UK law firms by turnover is available as an interactive, digital benchmarking tool. For the first time this will allow you to manipulate each data set against the metrics of your choice.
The policy has been pushed forward by Hogan Lovells graduate recruitment partner Ben Higson, who was voted onto the firm’s management board last month (17 April 2014). He said it was one of many assessment procedures being considered by the firm, which currently has 129 trainees.
The firm has turned to several external consultants for advice on its trainee recruitment policy. One of those businesses is graduate recruitment expert Rare, the same company that prompted Clifford Chance’s re-evaluation of its graduate recruitment processes.
A CV-blind policy would mean that once a candidate was selected for partner interview by the firm’s graduate recruitment team, the interviewer would not see information about where the interviewee was educated. The aim is to allow candidates to present their own narrative and forces them to sell themselves, rather than rely on background experiences to bond with interviewers.
Higson said: “We keep our assessment procedures under constant review and regularly discuss our approach with experts in this area. We are very interested in the contextualised approach and are actively exploring a number of different ways for effecting this.
”Furthermore, all of our people involved in recruitment are trained in selection and assessment methods and all of our interviewers receive unconscious bias training.”