Agree with Salma. Think it's a weak argument/reason for wanting to join a firm as lots of firms are trying to be more diverse. Particularly as I know from experience its usually a question in client pitches - though I maybe being overly cynical.
Does anyone actually know how CV blind or rare's contextual recruitment work? i.e the algorithm. sounds good but what does it mean in practice. i.e how are different factors scored.
From having spoken to GR at various firms, CV blind recruitment is used during the interview stage i.e. graduate recruitment would be aware of your grades, experiences, background etc. however the associate or partner interviewing you will not receive that information. Therefore, the questions they ask you and the decision they make will be independent of knowing your grades and background.
As for Rare Recruitment, I believe if you choose to answer the questions at the end of several law firm's applications, it is a bit of a point based system which will put your info in context i.e. if you received AAB in A-levels but the average of your school was AAA then it may be lower than someone who received BBB where the average in their school was CCC. I.e. it puts your grades and other various information into context. I do not know how different factors are scored though.
