Increased competition forces firms to tighten selection procedures
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A number of firms have been overhauling their selection procedures in a bid to weed out weak candidates as competition for training contracts remains high.
Berwin Leighton Paisner (BLP), for instance, has added two new exercises to its recruitment process to test for “intellectual ability”.
BLP’s graduate recruitment manager Claire England said: “Previously our assessment centre didn’t test intellectual rigour to the level that we now require so we’ve added these extra tests to make sure we get the best candidates possible.”
Students who take part in the firm’s summer vacation scheme will have to take part in a simulated task involving running a virtual law firm.
Meanwhile, all other short-listed candidates will have to complete a 45-minute case study in order to secure a place at an assessment day.
Elsewhere, DLA Piper has introduced what it calls a visual accuracy test where students, who have successfully completed an assessment day, are given a contract to correct for spelling and grammatical errors.
DLA Piper’s graduate recruitment executive Claire Evans said: “We asked partners what was the thing they really wanted to improve on and they said attention to detail and that’s why we have focused on this.”
The firm is also looking at rolling out a business simulation exercise, which it piloted on its summer vacation scheme in Birmingham last year. It hopes to include the test at vacation schemes it runs across the rest of the country.
Elsewhere, LG is conducting a comprehensive review of its selection procedure, which currently comprises a panel interview and lunch.
LG’s new graduate recruitment partner Geoffrey Gouriet said: “At the moment we’re looking at possible alternatives to beef up our selection process in order to make it more scientific and a broader test of the skills we’re looking for.”
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Readers' comments (3)
IHateBPP | 10-Nov-2009 1:51 pm
Tests involving running a virtual law firm? That sounds a bit much as the average trainee has never even set foot in a law firm, or comparable business, let alone run one.
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DRR | 10-Nov-2009 9:21 pm
Practical tests such as these should already have been in place instead of irrelevant nonsense, such as, IQ-type numerical reasoning tests or impromptu presentations on global warming.
One factor some law firms overlook is preparation. Yes, it is probably useful to see how well somebody performs on the spot but the practical reality is that solicitors normally have time to meticulously prepare.
To really separate the wheat from the chaff; a test involving actors posing as clients, conducted either on the telephone or in person, would be a useful indicator of somebody's potential. Another good test would involve candidates pitching their firm to a potential client.
Providing various material to candidates in advance of assessment centres (without any tips on what style is required) would test somebody's ability to organise, ascertain what is relevant and also ensure a performance to the maximum of their ability, unhindered by last minute fluster.
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Anonymous | 16-Nov-2009 1:22 pm
I think assessment centres are completely false environments that don't really allow students to act like themselves as there' so much pressure to act confidently etc. So as unfair as it seems I'm very much in favour of a good old fashioned interview....
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