Into The Law Magazine Issue 5 by Into The Law Magazine

MARCH 2014

The Identikit Lawyer

Building The Foundations For a Solid Training Contract Application

+ Loads of Priceless Grad Recruiter & Trainee Solicitor Advice....

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Editor’s Welcome W

elcome to issue 5 of Into The Law, a digital magazine for those pursuing a career in law.

This issue comes out as spring is arriving, a time of regeneration and hope. So what better way to mark it than with a magazine packed with loads of invaluable advice from those who know how to succeed. We have refreshingly honest advice from graduate recruiters from firms big and small, north and south. We also have a brilliant interview with a trainee solicitor who has been there, seen it, got the tshirt - but not the easy way like many of the trainee profiles we read. This alone is worth diving into the mag for right now. We also bring you some must read advice about dealing with the serious matter of stress, as well as more less serious law student problems from our resident twitter superstar agony aunt!

Into the Law Magazine Editor - Matt Oliver

This Issue’s Contributors Pippa Allsop Paula McMullan Sue Lenkowski Catherine Melis LawCare Janine Turner Sam Lee Mr Law Student Problems

We are already working on issue 6 and would love to know what you want us to cover. Please send your suggestions to: info@legalcareersgroup.co.uk And if you want to write for the magazine and bolster you CV just email in your ideas. As always, we're here to support you on your journey Into The Law!

Matt Oliver Into The Law Magazine

Get in touch: info@legalcareersgroup.co.uk Cover image: Ron Bailey

Contents

Building The Foundations For A Solid Training Contract Application >>> Insider Interview: Graduate Recruitment Specialist, Paula McMullan >>> The Identikit Lawyer - What Law Firms Want To See In Their Future Trainees >>> Following Successful Footsteps: An Interview With Trainee Solicitor Catherine Melis >>> Learn To Handle Law Career Stress >>> Q&A: Graduate Recruiter Question Time >>> More Law Student Problems from @LawVicissitudes >>> Book: Career Planning for Solicitors >>>

Into The Law Magazine

MARCH 2014

Building The Foundations For A Solid Training Contract Application by Pippa Allsop

Into The Law Magazine

MARCH 2014

Building The Foundations For A Solid Training Contract Application

There is plenty of advice given on how to make a successful training contract application. However, if you don't put the right foundations in place first, you may find your applications are unsuccessful even if you follow all of the application advice. Therefore, I want to give you some advice on how to build the foundations, based on my own experience of the training contract recruitment process. Think It Through Think about what type of firm you want to work for; a small firm, a high-street firm, a regional firm or a large city firm. Not only will each firm require a different approach when you are filling out your application, but it will also be a different job when you get there; from the general ethos of the firm, to the hours you work and your salary. Also, remember that you may well be asked at interview why you have chosen that particular firm and how you know it is the type of firm that you want to work for. Find the Right Fit Although it is important to get a training contract, it should not be at any cost. You need to be sure that you are going to be happy in the firm that you are going to work in. If you don’t enjoy your job and you don’t feel like you fit in with the firm you have chosen, it will affect your ability to progress and get the most out of your training contract. DO WORK EXPERIENCE! I am sure that this point may appear to be a no-brainer, but Law is such a competitive profession, I cannot stress enough how crucial work experience is. It shows that you are willing to graft, and are interested and committed, not only in relation to the legal profession but also reflecting your general work ethic. Not only does work experience look brilliant on your CV – it will also help you to get a better understanding of what you want to do in practice and where you will be happy. My work experience at Michelmores was the reason I wanted to apply for a vacation scheme and now I work here!

Into The Law Magazine

MARCH 2014

Building The Foundations For A Solid Training Contract Application

Don’t be afraid to be persistent when you are trying to get work experience, but do try to find the right balance between persistent and pushy. Seek Varied Experiences Do any legal work experience that you can and try not to focus too much on only getting it in areas you are currently interested in. If you can’t get legal work experience, then try to get something elsewhere. It is surprising how you can draw on experiences which you may think are totally irrelevant to the legal profession, in both applications and interviews. For example, I worked on a farm as a labourer between the age of 14 and 18. In my application for a training contract I used this experience to demonstrate my ability to work within a difficult team under tough circumstances, to show commitment in achieving a goal and how I overcame initial difficulties and prejudices in persuading my boss that I should be given more responsibility and work. It is really useful to use slightly novel experiences in applications as it will make yours stand out from the hundreds that firms receive. When I started at Michelmores in September 2012, our head of HR told me that she remembered my application and stories about potato farming and having to pull dead animals out of machinery! As I deferred my training contract a year – that means it stuck with her for 3 and a half years after reading it. Similarly, one of my supervisor’s first comments on meeting me in September was “oh yes you’re the potato girl”. Take what you will from that! Research, Research, Research Research your firms well before you make applications:

➡ ➡ ➡ ➡ ➡

Look at their websites and brochures. What are their future goals? How do they market themselves? Look at what current trainees say about them. Get a feel for whether they are a firm that have an ethos that you identify with/ want to work for.

Into The Law Magazine

MARCH 2014

Building The Foundations For A Solid Training Contract Application

You also need to think about what area of law you might want to work in – although having said that, I don’t think that any firm will be impressed if you declare a passion for working in only one area of law. You don’t want to risk limiting yourself in that respect – especially as your feelings may well change not only throughout your degree and LPC, but also when you actually get experience of an area in practice. I have learnt that in practice a general knowledge of all areas of law is a real benefit. So, even if you don’t have the experience to make a solid decision yet, be prepared to show a preference for an areas or areas; property, family, criminal or corporate etc. and find firms to apply to that cover that area of work. This also links to what I said previously about researching your firm and being happy working there in the long term. Build Your Own Brand As a general piece of advice, it is useful to be aware of the need to build your own personal brand as a professional. Social media such as Twitter and particularly LinkedIn are excellent ways of doing this and they are becoming increasingly relevant in business marketing. Make your online profile(s) look impressive. Also, have a look at firms’ online presence via Facebook, Twitter, blogs etc. – this approach will give you a useful insight when you are researching them initially.

About Pippa Allsop Pippa is a second year trainee at Michelmores LLP. She read law at Southampton University and completed the LPC at the College of Law in Bristol. So far she has worked in the Planning and Commercial departments at Michelmores, and is currently the trainee for the Family and Contentious Probate teams. Find Pippa on LinkedIn >>> on Twitter >>> and on Google+ >>>

Into The Law Magazine

MARCH 2014

Good at problem solving? Then you may be the lawyer for us…

360° legal thinking

Join us as a trainee and you’ll be embarking on a career with exceptional potential that will make you more than just a lawyer. Our training programme is about preparing you to be the very best in your chosen field. The deadline for trainee applications is 1st of July 2014.

www.michelmores.com

Insider Interview: Graduate Recruitment Specialist, Paula McMullan

Paula McMullan is the Graduate Recruitment Manager at the international law firm, Gide Loyrette Nouel.

Into The Law editor Matt Oliver caught up with Paula recently and asked her some of the questions sent in by you, the readers

Matt: What would you recommend candidates do over the coming months to ensure their training contract applications are as strong as they can be? Paula: We reject the largest number of applications because the candidate hasnâ&#x20AC;&#x2122;t shown that they really want to join our firm. We are recruiting for lawyers to be with the firm way past qualification date so we want to know that whoever we make an offer to is really committed to a career with us. Before you start completing an application, you must be very clear on why you want to join that firm. Recruiters can smell a blanket application at 30 paces.

Into The Law Magazine

MARCH 2014

Insider Interview: Paula McMullan

You need to get under the skin of the firm - the best way is by visiting, either formally at an open day or information evening, or informally by ringing up and finding out if you can talk to a trainee or drop in to the office for a chat with graduate recruitment. You may get nowhere, but some firms are flexible enough to encourage this kind of approach. Nothing ventured, nothing gained. Connect with firms on Twitter, LinkedIn and Facebook - social media will give you a real insight into how firms view themselves and consequently what you can expect as a trainee. Matt: What sort of extra-curricular activities really stand out on an application? Paula: Some firms are interested in your positions of responsibility, your team-building experience, your get-up-and-go, but some are sceptical about their relevance and prefer candidates to give examples of how they have demonstrated their skills. For example, I am more interested in knowing how someone dealt with the last minute cancellation of a venue for a (fund-raising/sport/other) event than the fact that they were the president of the debating society. Also, I am looking for candidates with varied interests and experiences and will not give maximum points to anyone who only lists activities that they think will be important (e.g. mooting, pro bono). Include these of course, but balance them out with what you like to do in your spare time and have a mixture of solo and team activities. It is also a good sign when a candidate lists activities which were for their personal development and those where they were “giving back” or creating something new. Matt: Would you be able to have a go at defining what "commercial awareness" means to Gide? Paula: Before I do that, I would like you to consider why “commercial awareness” is such a hot topic. I find that debate about what it is overshadows why firms are asking for candidates to have it. The legal market is in the midst of unprecedented changes to the way that legal services are being bought. One of the biggest challenges for lawyers is in adapting to the way that clients view their legal counsel. Commercial awareness is vital in the battle to win new business and to keep existing clients. It’s about understanding the client’s world so that the firm can give legal advice tailored to the client’s commercial reality.

Into The Law Magazine

MARCH 2014

Insider Interview: Paula McMullan

In my view, discussions about commercial awareness often get bogged down in the detail of understanding how the City works, what a balance sheet is and what’s going on in the news. These are reactive topics, important to know, but not as impressive as an understanding of the proactive issues - how law firms can be competitive in the face of challenges from outside the profession/from other jurisdictions, etc.; the role you can play in building client relationships and winning new business; what it means to have a commercial outlook even though you are a lawyer. Matt: Many people struggle with the "why law" type of question. What tips could you give them on what to focus on in order to convince you with their answer? Paula: Being a typical lawyer, I will first tell you what I don’t like reading: that you’ve wanted to be a lawyer since you were knee-high to a grasshopper (that says to me that you could be inflexible, or not curious about possibilities), that law will allow you want to do “international work” (what does that mean?), or that you want to travel (good luck with that in this era of emails and conference calls). What impresses me is where a candidate shows that they actually understand what a lawyer does and therefore what they are letting themselves in for. When I ask candidates what they think our clients pay us for, I rarely get the answer I’m looking for: they pay for pragmatic, commercial, legal advice, and that our value lies in being able to translate complex legal matters into workable business arrangements. If your “why law?” answer shows me that you are keen to work in a profession that does this, I will give you full marks. Matt: What sort of paralegal work would you recommend candidates get if they are unsuccessful in getting a training contract before they complete the LPC? Paula: There are two answers to this: the perfect world one - get a variety of different experience so that you gain a range of skills which will give you lots to talk about on your application; and the real world one - there are many more candidates chasing work than there are positions available so take what you can get. If you have a choice, I recommend choosing a firm that either doesn’t have trainees so that you are more likely to get meaty work to do, or a firm that selects trainees from the ranks of its paralegals so that, again, you are likely to be given work that will allow the firm to judge whether you are right for a training contract with them. Working in a law firm gives you invaluable experience of “how things are done around here” in the legal profession, but working in a bank or in-house will give you a great perspective on what clients want from their legal advisers (remember that from “commercial awareness”?).

Into The Law Magazine

MARCH 2014

Insider Interview: Paula McMullan

If your work experience is not directly linked to the law, draw parallels between the job you are doing and the transferable skills that it is helping you to develop. Matt: What would you say the most important competencies are for a potential future trainee? Paula: According to research carried out by King’s College London in 2013, the three most highly valued competencies as rated by 20 City firms are “global mindset”, “intellectual rigour” and “commercial awareness” (there it is again). It’s worth tracking down the paper online (a summary can be found at http://www.kcl.ac.uk/law/ newsevents/newsrecords/Kings-Law-Employability-Research-2013.pdf) that it published to read what the firms said and what each of these competencies actually means to them. I certainly agree and would add resilience, flexibility and a willingness to learn as being vital attributes of Gide trainees. Resilience because we need to know that our trainees will thrive if they are given tasks which might in other firms be given to 0-2 year PQE lawyers. Flexibility because we are a small firm, and work load and client demands change rapidly. Willingness to learn because we want trainees who have the confidence to take developmental feedback (rather than being defensive) and build on it to become stronger lawyers. Matt: What do you most like to see included in a good answer to a competency question? Paula: Speaking to other recruiters, I know I am not alone in being wary of “stock answers”, those which have been crafted and can be copied and pasted into different applications. I would much rather read a story that shows me how the person managed a particular situation rather than reading “I have good leadership skills because I was the president of the debating society”. This would have more impact if you wrote about how you introduced a new way of organising the events, or how you opened up the competition to include teams from other faculties/universities. Some firms don’t ask this kind of question because they prefer candidates to give their opinion on something topical. In this way, they hope to avoid the “stock answer” and see how the candidate’s mind works.

Into The Law Magazine

MARCH 2014

Insider Interview: Paula McMullan

My mantra is “show, don’t tell”. A great example of this is someone who tells me that they have “great communication skills” and in the following sentence, makes a grammatical error or typo. Matt: After spelling and grammar mistakes, what are the 3 most common application mistakes you see that lead to candidates not being invited for interview? Paula: We are a niche finance practice so a sure-fire way to go straight in the bin is to say you want to do property work or medical negligence. This is more straight-forward if you are applying for a full service firm, but whatever kind of law you are interested in, say why. Again, it’s not enough to say that you want do finance because it’s international. You need to show a real interest in the area. The same is the case for firms who organise their business into sectors. Another really silly way to scupper your chances is either to go over a specified word count (it’s there for a reason), or to miss out a section (your attention to detail is lacking or you have nothing to say?) Finally, if there is a reason why your grades are not as good as you would have liked, explain this. Firms will usually have a section for including mitigating circumstances and will look at what you put. If you don’t, you run the risk of being rejected outright - there are so many applicants with the required grades and many firms just don’t have time to go through applications that don’t meet their requirements unless the candidate has given a reason why they achieved below the required academic benchmark. About Paula McMullan Paula McMullan trained with Norton Rose and practised as a project finance lawyer in London and overseas, before moving into the people side of the profession in learning & development and more recently graduate recruitment. At Gide, she recruits trainees and manages their careers up to qualification, as well as developing the firm's strategy with the partners to ensure that the firm builds its talent base for the future. For her recent book "Graduate Recruitment & Management: A Definitive Law Firm Guide", she gained insights from 19 law firms in the City and around the country. Find Paula on Linkedin >>> Find out more about training contracts at Gide here >>> Connect on Twitter here >>>

Into The Law Magazine

MARCH 2014

International law firm, aspiring lawyers, rewarding career Apply now for training contracts starting in 2014 & 2015 For more information, email us at tcapplications@gide.com

Gide London Trainee Recruitment @Gidetrainees

The Identikit Lawyer - What Law Firms Want To See In Their Future Trainees Sue Lenkowski

Into The Law Magazine

MARCH 2014

The Identikit Lawyer - What Law Firms Want To See In Their Future Trainees

A common question from candidates is "What are law firms looking for?". Here are some of the most common attributes sought.

Good academic qualifications Increasingly firms will be looking for a robust and consistent record of academic achievement. In reality this means looking back to GCSE and A-level grades as well as degree and post-graduate performance. It is not impossible to secure a training contract with a 2.2 or poor A-levels but the odds are stacked heavily against you. Yes, some firms will accept mitigating circumstances or have an access scheme, but embarking on a legal career with anything less than strong academic grades requires considerable reflection.

Commerciality/commercial awareness I used to run an assessment centre which featured a written exercise that required candidates to undertake a basic profit and loss calculation before making recommendations on future growth strategy. After 10 minutes into this assessment a young woman left the room in tears. She told me ‘I can’t do this, I just want to be a criminal lawyer’. I responded at the time, and would assert even more firmly now, that an understanding of finance and business matters is critical to practising all areas of law including criminal law in a climate of legal aid reductions. I hope this young woman reflected on that experience and worked hard to develop this skill.

Personal skills There is a consistent list of skills which firms are looking for. A typical list will include:

• • • • • • • • •

team work; resilience; logical thinking and analysis; interpersonal skills; negotiation skills; attention to detail; organisation and time management; ability to work under pressure; and common sense.

Into The Law Magazine

MARCH 2014

The Identikit Lawyer - What Law Firms Want To See In Their Future Trainees

The most important lesson a candidate can learn is that it is not enough to simply list that you have these skills but rather you need to provide recruiters with clear evidence of where you have demonstrated them. The rationale behind competency-based questions on application forms and in interviews is to test this out. In the absence of specific questions, you should always include in your covering letter the skills which you have and provide the evidence.

Desire to work for a firm Despite understanding that very few candidates will only apply for one firm (I would suggest this is would be a very risky approach), firms want you to demonstrate that you really want to work for them. Many candidates think repeating the brochure and/or information on the website will do this. Having spent late July weekends for many years ploughing through 1600-plus applications, I can honestly say it will not! I wrote the brochure that you are quoting from and therefore at best your answer will be boring and at worst unimpressive. Candidates need to demonstrate that they have thoroughly researched a firm and then need to relate what they know to their own experiences and motivation for making an application.

Fit with culture and values A much more subjective and potentially controversial criterion is ‘Fit with the culture and values of a firm’. The apparent cliché marketing message of many firms is that ‘we are different’. Having worked with a variety of firms this is absolutely true in terms of culture. There have been many occasions in my career where I have found myself working in a firm and wondering if I was still working in the same sector. But how do you find out if you have a cultural fit? A work placement is a fantastic opportunity to assess the reality of a firm’s culture beyond the marketing hype. But in addition, prior to making applications, I often suggest to students that they attend law fairs and view trainee profiles on firm websites and ask themselves the question, ‘Do I feel similar or different to the people I have read about or met?’ If the answer is different then maybe, just maybe, you are not a fit with that firm. This statement may seem counterintuitive to the current drive for diversity within the profession, of which I am a huge supporter, however it is a useful place to start. I would recommend also looking at the ways that each firm is embracing the diversity agenda. Into The Law Magazine

MARCH 2014

The Identikit Lawyer - What Law Firms Want To See In Their Future Trainees

Knowledge and understanding of the legal sector Firms will expect candidates to have both an understanding of the key issues facing the legal sector in general and the issues facing their particular client base. At a recent presentation to a sixth form college I asked the students, ‘What is an ABS?’ Most looked blank but one young man answered this perfectly. In contrast, an LPC graduate, who when asked at interview, ‘What do you understand by the term “Tesco Law”?’ responded, ‘It’s a new set of regulations regarding shelf stacking’. I know which of these two candidates is more likely to succeed! Of course that is an extreme example, however, firms do want to see that you have knowledge of what is happening in the sector. You also need to understand how the sector will change over the next five years as this may impact of your decision to choose a career in law. Some commentators suggest that the traditional law firm model may be an antique within the next five years so avoiding keeping abreast of the changes is a very dangerous thing to do and may lead to a very unhappy career. It is also not enough to just have knowledge of the changes – you will need to be able to articulate and substantiate your views on the changes to the sector and client base and what their impact may be.

This article is an extract from a book edited by Sue Lenkowski called “Career Planning For Solicitors”. Find out more and buy the book here >>> About Sue Lenkowski Sue Lenkowski spent 11 years as both Head of Training and Development and Graduate Recruitment at Irwin MitchellI before setting up her own consultancy business in 2008. Since creating her business Sue has worked for a number of UK law firms including DLA Piper, Addleshaw Goddard and the Parabis group. A particular focus in recent years has been the development of alternative graduate schemes, the Legal Apprenticeship Framework and implementing Legal Apprenticeship programmes; She is also a Career consultant at BPP University. You can find Sue on Twitter >>> and LinkedIn >>>

Into The Law Magazine

MARCH 2014

Your essential guide to securing a training contract, vacation scheme or paralegal role

trainee solicitor surgery www.traineesolicitorsurgery.co.uk

Following Successful Footsteps: An Interview With Trainee Solicitor Catherine Melis

Catherine Melis is a second year trainee solicitor at Morgan Cole. She gained A, B, C at A-Level and went on to study a law degree at the University of Reading. She made over 50 applications for work experience, paralegal work and training contracts (including 20-25 for training contract applications). Out of those, she had one interview for a paralegal role which she got and two interviews for training contracts. She finally secured a training contract with Morgan Cole in 2011. Catherine had previously had two week long work experience placements with regional firms and a week at the Crown Prosecution Service. On the non-legal side of things her CV included part-time retail assistant work, admin work, volunteering, university society member, Raleigh International participant. Finally, she had a very healthy dose of determination which got her over the line. Hopefully, Catherineâ&#x20AC;&#x2122;s journey will inspire some of you to keep at it.

Into The Law Magazine

MARCH 2014

Following Successful Footsteps: An Interview With Trainee Solicitor Catherine Melis

Matt: How can candidates secure legal work experience, particularly if they have no contacts in the legal profession (as was the case with you)? Catherine: Consider non-legal contacts. If you know someone who is a client of or refers work to a lawyer, ask that person if they can get you work experience. That wasn’t an option for me, so I turned to pro bono work, including several years advising at Bracknell CAB. I had some success with speculative letters and secured work experience through the University of Law mentoring scheme. Be vigilant for opportunities – whilst temping, I forwarded a call from a law firm to the MD. I emailed the MD, asking if he would recommend me for work experience, which he did. Matt: In your experience, what are the keys to writing a successful speculative letter to get work experience? Catherine: Get someone to check it – my mum checked every application that I prepared! Lawyers do not like spelling and grammar errors. Don’t make it too long; the person reading it will probably be very busy. Ideally, a speculative letter should be tailored to the recipient to demonstrate genuine interest, but do bear in mind that speculative letters are just that – speculative – so don’t expect a high success rate. Think outside the box – lawyers work in organisations other than law firms, consider writing to your local authority, the CPS, charities or local businesses with in-house legal teams. Matt: How did the extra-curricular activities you got involved with help you in the recruitment process? Catherine: My extra-curricular activities were invaluable, particularly when answering competency based questions in applications. I could draw upon the most appropriate example from a number of different activities for my answers, rather than awkwardly forcing an example to fit a competency. Extracurricular activities also allowed me to demonstrate my individuality and try to stand out from other candidates. Matt: What else can candidates do to make themselves a more attractive prospect to firms? Catherine: The key is to try to ‘add value’ to your CV. Candidates should make sure that they know what challenges are facing the legal market. I used to subscribe to The Lawyer magazine to keep up with current issues. Networking events are also a great way to meet people from local firms and practice networking; even as a student, I attended my local Junior Lawyers Division group’s events. They’re good fun, and you never know what connections you might make.

Into The Law Magazine

MARCH 2014

Following Successful Footsteps: An Interview With Trainee Solicitor Catherine Melis

Matt: What did you get out of attending law fairs or other events? Catherine: I researched the firms to work out which ones I wanted to apply to and would make a note of any questions that were unanswered from the firm’s website. At the event, my aim was to speak to the trainees and training principal and try to gauge what the firm was actually like, particularly whether the trainees seemed to be happy in their work. I always made a note of who I spoke to so that I could refer to my conversation when answering the inevitable, ‘Why have you applied to this firm’ question. Matt: What were the key things you learnt about making applications that moved you from rejections to interview invitations? Catherine: I refined and improved my applications and continued to develop my CV. I also improved how I organised my applications; I created a spreadsheet of approaching deadlines so that I wasn’t rushed into submitting an unpolished application. My success rate did seem to improve after I completed the LPC, but I think in part that was because it becomes easier to demonstrate the right skills and commitment to the law. Matt: What key factors would you put your interview success down to? Catherine: I think the fact that Morgan Cole’s process involved a full day of assessment, rather than a single interview, suited me. I had the stamina and enthusiasm to keep going, whereas some applicants visibly flagged before the end of the day. Also, when I realised that of the 30 or so attendees, 10 were internal applicants. I figured my chance of success was low and decided to take the day as good interview practice and tried to enjoy it. I relaxed and was able to be myself and I think this was key to my success. Matt: What do you know now that you wish you had known as an applicant? Catherine: I wish I had been more proactive with my applications in my second and third year of university; I did not appreciate how difficult it would be to secure a training contract and was unduly restrictive (and probably a little inactive!) in my search initially. Candidates need to be realistic and flexible.

Into The Law Magazine

MARCH 2014

Following Successful Footsteps: An Interview With Trainee Solicitor Catherine Melis

Matt: My final question - What is the one question I didn’t ask you but I should have? Catherine: There is a lot of guidance on how to prepare for interviews, but I could reiterate a few points. Always wear a suit and don’t take off your jacket unless invited. I’d advise women not to wear too much jewellery – keep it simple and classic. Don’t ask about working hours and be cautious about discussing work life balance. Go to the post-interview drinks, but don’t drink too much and do remember that you’re probably still being assessed. Assessors often watch to see how candidates interact with one another; do be friendly and talk.

About Catherine Melis Catherine studied law at Reading University and graduated in 2010. She spent the summer on a 10-week Raleigh International charity expedition in Borneo before starting her LPC at Guildford College of Law. Catherine began her career as a paralegal at a high street legal aid firm in Surrey before starting her training contract with Morgan Cole in September 2012. She is based in her firm's Reading and Oxford offices. Catherine looks forward to qualifying in September 2014. Catherine was elected to the Law Society Council to represent trainee solicitors and LPC students in July 2013. Catherine also enjoys the privilege of being involved on the JLD executive committee. Find out more about Catherine via her Linkedin Profile >>>

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MARCH 2014

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Learn To Handle Law Career Stress by LawCare

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MARCH 2014

Learn To Handle Law Career Stress

The legal profession (including studying) can be a very stressful one, and prolonged stress can lead to physical problems such as headaches, high blood pressure and heart disease, as well as mental illnesses such as depression. Some people turn to alcohol and drugs to cope. Learning handle stress before you begin your legal career can pay dividends later.

Not all stress is bad – it can be a helpful motivator and prevent us from becoming bored. Stress is your reaction to the levels of pressure upon you, and while you cannot always remove the source of stress, you can address how you react to it by:-

•

• • • • • • • •

Identifying where your stress is coming from. Is it primarily from your studies, exams, worrying about getting a training contract, financial concerns, or issues at home? Keeping a stress diary can help pinpoint the source of your stress, and can also show you whether you are unnecessarily worrying about something in the past which you can’t change, or in the future which may be only a small possibility. Eating healthily and exercising regularly, getting plenty of sleep, giving up smoking and cutting down on your alcohol intake, i.e. taking good care of yourself physically. Learning to relax and unwind, perhaps by meditating or indulging a hobby. Switching off your phone. Protecting your time by not over committing yourself. Learning to say ‘NO’ and meaning it. Friends will understand that you have to focus on your studies. If a task seems overwhelming, breaking it down into bits and dealing with them one at a time. If you are getting impatient about something, asking yourself why you are letting it annoy you. Taking some deep breaths and RELAX! PRIORITISING! Putting all the things you have to do in order of importance and then working through them methodically. If a matter arises, such as a phone call, which isn't important, not being afraid to say "This isn't a good time. I will call you back later" and them making sure that you do call. ..

If you try all of these approaches and you are still struggling, contact LawCare (see below for details).

LawCare’s free and confidential, 365 day a year, helpline is open from 9.00 a.m. to 7.30 p.m. on weekdays and 10.00 a.m. to 4.00 p.m. at weekends. The number to call is 0808 800 0023 – free from mobile phones and landlines. There is also a comprehensive website at www.lawcare.org.uk.

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MARCH 2014

Got an interview coming up? Hereâ&#x20AC;&#x2122;s a free guide on how to succeed

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Graduate Recruiter Question Time We are often asked about what firms are looking for in candidates with regard to commercial awareness. The answer can differ depending on the type/size of firm. This issueâ&#x20AC;&#x2122;s Q&A tackles exactly that....

Q Into The Law Magazine

Can you summarise how a candidate can demonstrate "commercial awareness" in an application?

MARCH 2014

Janine Turner, HR Manager & Associate at North West based Stephensons Solicitors LLP, had this to say:

....aware of things that are happening in the wider business world which shape the market place in which we operate.

For us, commercial awareness means demonstrating an appreciation of the need to run a law firm as a successful business irrespective of an individualâ&#x20AC;&#x2122;s motivations for entering the law. Therefore, whilst a candidateâ&#x20AC;&#x2122;s primary motivation to enter a career in law may be to help people through a difficult time of their life, there still remains the need to show that in order to do this, there has to be a successful business operating efficiently, effectively and ultimately making a profit. Showing us that they have looked into and understand the measures our firm puts in place to ensure a successful business model in an increasingly difficult market will help to demonstrate commercial awareness. There are a number of examples of this on our website which any candidate could draw upon. A candidate can also demonstrate commercial awareness by showing us they are aware of things that are happening in the wider business world which shape the market place in which we operate. To show an appreciation of the issues affecting businesses generally and how those, in turn, can translate into the legal environment would certainly assist with any application.

Find out about graduate opportunities with Stephensons >>>

Into The Law Magazine

MARCH 2014

Stephensons Solicitors LLP Full Service Law Firm

Join the Team We firmly believe that our people are the most important asset we have. In order to build on our established success, we seek to recruit people who will both complement and enhance our existing team spirit and client-focussed approach. A down to earth attitude, commitment, drive, enthusiasm and expertise are just some of the traits that we value.

Stephensons For news on current vacancies call us on 0333 321 4236 or visit www.stephensons.co.uk Offices in Altrincham, Bolton, Leigh, London, Manchester, St Helens & Wigan

Sam Lee, Recruitment Manager at Bond Dickinson LLP, had this to say:

We're looking for transferrable skills, not the finished article.

In most application forms there will be specific questions designed to assess a candidate's commercial awareness, for example thinking about commercial issues that might impact on the firm being applied to or the legal sector generally. In these questions, we're looking to see that candidates have an interest in the broader business world and can see how it might impact on our business and clients. If an application form doesn't have the more specific questions, candidates can demonstrate their commercial awareness through their work experience, achievements and, to a degree, their extra-curricular activities. We're looking for transferrable skills, not the finished article. If candidates have been involved with societies, it's likely they have had to look after budgets, provide direction to people, gain sponsorship from employers and that's all great stuff for an application. But when talking about these roles, and work experience, don't just list what you've done â&#x20AC;&#x201C; make it clear that you understand the skills you've gained as a result of these activities.

Find out about graduate opportunities with Bond Dickinson >>>

Into The Law Magazine

JANUARY 2014

Looking for an award winning training contract? Make the informed choice… We’re proud of our award winning training and development programme. Why? Because more than shouting about it, we deliver on what we promise. When you join us, we look at you as the future associates and partners who will contribute to the growth and success of our firm, whilst developing your own rewarding career. We’ve worked hard to create a culture that encourages, inspires and challenges. We think you’ll agree. So why not take that first important step in securing your training contract and find out more about what we can offer you? Come and talk to us at one of the many events and open days we host. We’d love to hear from you.

For more information about us and to find out about our next open days, please visit our website or send us an email. Contact us here E: Graduates@ bonddickinson.com W: www.bonddickinson.com/ join-us/trainee-solicitors

More Law Student Problems.... by @LawVicissitudes

Bringing you more classic tweets from the anonymous (and infamous) King of the Law Student Twittersphere, Mr “Law Student Problems” .....now with over 20,000 followers!!!

Into The Law Magazine

MARCH 2014