TCLA Vacation Scheme Applications Discussion Thread 2024-25
- Thread starter Jessica Booker
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I remember the BCLP graduate recruitment manager talked about this topic during the BCLP open day in relation to rare recruitment and how rare’s partner firms use contextual data. The original question she was asked was in relation to the USA DEI situation and how it would impact UK firms.
She used the example of average grades that schools get. If someone got AAB from a school that averaged DDD, they would be considered a stand out candidate compared to someone with AAB from a school that averaged AAB. If in addition to this, that same person was working part-time alongside studying, came from a low income background, etc. then this additional information would be factored in.
It also works the other way around. She explained that if someone went to a school that averaged AAB but came out with CCC, then that would be a major red flag for a recruiter reviewing the application. This also applies to university grades across every year of study. Some firms use this data to assess the attainment between private and state school students studying at the same universities.
She said that in the UK, information about your religion, race and ethnicity are anonymised to avoid any kind of discrimination in the screening process. I imagine in the US these things played a role in determining whether to offer a job or role, which would inevitably lead to some form of discrimination.
She used the example of average grades that schools get. If someone got AAB from a school that averaged DDD, they would be considered a stand out candidate compared to someone with AAB from a school that averaged AAB. If in addition to this, that same person was working part-time alongside studying, came from a low income background, etc. then this additional information would be factored in.
It also works the other way around. She explained that if someone went to a school that averaged AAB but came out with CCC, then that would be a major red flag for a recruiter reviewing the application. This also applies to university grades across every year of study. Some firms use this data to assess the attainment between private and state school students studying at the same universities.
She said that in the UK, information about your religion, race and ethnicity are anonymised to avoid any kind of discrimination in the screening process. I imagine in the US these things played a role in determining whether to offer a job or role, which would inevitably lead to some form of discrimination.
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- Sep 7, 2024
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Hiya @sc13
I did the video interview in 2023, so things may have changed slightly since then. At the time, the questions were a fairly even mix of commercial and competency-based ones. You can expect some commercial awareness questions that are directly relevant to the firm, alongside more general competency questions assessing your skills, experiences, and ability to work in a team.
To prepare effectively, it’s worth taking time to think about where Charles Russell Speechlys sits in the London legal market and what makes it unique compared to other firms. A key point to focus on is its combination of private client and commercial work, which is quite distinctive. I think your answers can really stand out if you carefully consider how these two broad areas interact. So think, for instance, about how high-net-worth individuals might also be business owners and how the firm’s expertise allows it to offer integrated advice across both personal and commercial matters. It would also be helpful to think about current market trends that could impact CRS and its clients. Overall, I think having a well-rounded view of the firm’s work and being able to discuss why this makes it appealing in a "commercially aware" way should help your answers stand out.
Best of luck with the interview and I hope it goes well!
I disagree. I was asked this in an interview last week. I was even asked about the firm's role and how it can ensure it is best equipped to tackle it... i.e., litigation. But the little law article is very informative and it tells you all you need to know. I read that the day before my interview because I saw a few people on the forum saying they too were asked!
no unfortunately ive been rocking in my chair with dread
Fieldfisher VS offer! They also said on the phone that the assessors were impressed and said I should’ve just applied for Direct TC so they’ve given me that option 😮
Damn! I'm actually kinda shocked that question is being asked on future trainees. Okay, yes it now appears to be relevant for interviews, but I don't see this affecting the role of the majority of UK lawyers. I've had 3 seminars in the last fortnight and Trump ain't on the itinerary
I wonder if this is more of an HR-oriented question than a future lawyer one?
Not really. They ask whether interviewees think the impact of the DEI news in the US will impact the UK and how it will affect UK law firms - this doesn't mean just the firm itself but the advice they give.
Okay, well I don't work in employment law (one field I suppose would be interested). I've not heard it discussed even in passing anywhere else
To be fair, in the little law article it does state that it doesn't massively impact UK law firms, and it has more to do with US external stakeholders.. or something like that I can't remember the article well. Also, the article mentions that Labour are tightening DEI policies. Technically the fact that it doesn't affect us is still an answer. I suppose being aware of how things don't affect us is relevant if that makes any sense - especially nowadays when it feels like every day you wake to another crazy news story...
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