The Interview Overview An interview is the culmination of your research into the firm and your personal ‘sales effort’ represented by your cover letter and CV. Reaching the interview stage is an achievement in itself, as partners are willing to give up time and high billable hours to meet and get to know you. Types of Interviews Interviews can vary significantly depending on the particular organisation. You can even experience very different styles of interview between particular interviewers at the same organisation. Given that you might not be able to predict what kind of interview situation you will be walking into it is useful to be aware of the different varieties. In the instance you do know something about how the interview will run, this is a great opportunity to practice what you might say. The first aspect of the interview which may vary is the number of interviewers. Depending on the number of interviewers, the manner in which you respond may differ. Regardless of the situation ensure you give ample eye contact to everyone in the room to demonstrate that you are comfortable holding a conversation with multiple listeners. As an example, clerkship interviews often will consist of two interviewers who may be lawyers, human resources employees or both. The number of candidates in the room may also vary; you may be interviewing with other hopefuls for the job. In these interviews you have the opportunity to demonstrate that you are able to listen to others in the room, whilst clearly conveying your own responses. Bounce off the ideas of others in the room and try to help everyone feel included. Take initiative with your responses without being too authoritative. Remember that in this kind of situation it is important that the group achieve its assigned goal and that to stand out, one does not always have to be the leader of your group. Observers will assess your contribution to discussion, expression, reaction to others and contribution towards reaching group goal. To perform successfully you should consider your position before contributing, listen to and support others, show courtesy and tact, remain composed and keep a focus on the goal and on time limits. Another variable in the interview process is the structure of the interview itself. Some have set questions to be answered, while other interviews have no structure and may take the form of a conversation. Remember this is a sliding scale and
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interviews may be a blend of the two, with some requisite questions asked with casual conversation in between. A top tip is to do a quick search of people’s interview experiences at the organisation or similar organisations , so you can be prepared for the interview environment you will be heading in to. General Interview Tips • If you are asked to answer behavioural questions (e.g. “tell me about a time when you demonstrated leadership”), use the STAR model (Situation, Task, Action, Result). This allows you to support your answer with concrete evidence. What action did you undertake and what was the result of the action? • Be yourself, be calm and try not to show your nervousness. • Small talk is good to break the ice before and after the formal part of the interview. • Make sure you re-read your cover letter and resume before the interview to remind yourself of what you wrote. Before the Interview Know your CV and cover letter like the back of your hand! Your CV and cover letter have created a positive impression, so you now have an opportunity to reinforce this opinion. The interview should be seen as a two-way process: the firm will ask you to expand on elements of your cover letter and CV, and you will be expected to ask questions of the interviewer(s), which allows them to find out more about you and ensure you are the ideal candidate for the job. Research As you did for the cover letter, you need to research the firm in more detail for the interview. Aside from preparing for likely interview questions, you will also be expected to have done some research into each law firm. You should research: • The firm’s practice areas and particular strengths; • The organisational structure, rough number of partners/lawyers/directors etc. (briefly); • The name(s) of key people in the organisation. Mention this only if you have something interesting to say (e.g. admire the Managing Partner’s leadership style); • The firm/organisation’s culture, values, atmosphere (crucial and should be incorporated into your responses); • The organisation’s recent work, deals, cases or transactions; • Business affairs, such as a recent or intended merger; • Brief understanding of the firm’s reputation; • The structure, activities, number of rotations etc of the position you are applying for; and,
