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.
Macfarlanes has extended its CV-blind policy to its training contracts, making it the third firm to select its trainees using this method.
The City firm decided to incorporate a CV-blind element into its recruiting for this year’s vacation scheme candidates, saying that it would “almost certainly” extend the scheme to its trainee recruitment (4 April 2014). It joins Mayer Brown and Clifford Chance in its diversity efforts, with the magic circle firm the first to implement the idea (11 November 2013).
CV-blind interviewing occurs at the partner interview stage of a training contract or vacation scheme application, with the graduate recruitment team selecting the candidates via application forms and CVs. However, firms hope to eliminate any bias and give candidates a chance to sell themselves to partners, without relying on or feeling constrained by their background.
Macfarlanes graduate recruitment partner Seán Lavin said in April: “CVs are still an important part of the recruitment process. However, we did not feel that there was any need for partners to have access to a candidate’s CV when they are assessing the merits of a candidate in an interview setting. Interviewing candidates CV-blind reduces the possibility of bias for or against candidates from particular backgrounds.”