Navigating the legal interview process can feel daunting, but with the right preparation, you can confidently approach any interview. Following our recent LinkedIn Live event focused on interview tips, we’ve compiled answers to some of the most frequently asked questions we receive as legal recruiters. Whether you’re preparing for a telephone interview or strategising how to ask about hybrid working, this guide has you covered.

Asking Questions: Why the Interview Is Also Your Chance to Assess Suitability and Fit

A reminder first of all that any interview isn’t just about proving you’re the right candidate; it’s also your opportunity to determine if the firm aligns with your career aspirations and values. Think of it as a two-way process. While the interviewer is evaluating your skills and experience, you should also be assessing whether the firm’s culture, values, and work environment are a good fit for you.

How to Approach This:

1. Prepare thoughtful questions that highlight your interest in both the role and the wider organisation.

2. Ask about the firm’s approach to professional development, work-life balance, and its future vision.

Questions to Consider:

• “How does the firm support career progression for junior lawyers?”
• “What is the firm’s approach to flexible working?”
• Other ‘smart questions to ask’ in your legal interview can be found  here

By asking insightful questions, you not only show initiative but also demonstrate that you’re thinking long-term about your fit within the organisation.

1. How Should I Prepare for a Telephone or Video Interview?

Telephone and video interviews have become staples in the hiring process, but they come with their own set of challenges. The key is to treat them as seriously as in-person interviews.

Top Preparation Tips:

• Test Your Tech: Check your internet connection, camera, microphone, and any necessary software well before the interview.

• Create a Distraction-Free Environment: Choose a quiet, well-lit space where you won’t be interrupted.

• Dress the Part: Even if it’s a video call, dressing smartly sets a professional tone and boosts your confidence.

• Practice Common Questions: Prepare for competency-based questions like “Tell me about a time you worked in a team” or “How do you handle pressure?”

• Maintain Eye Contact: Position your camera at eye level and look into it when speaking to create a natural connection with your interviewer.

The prevalence of virtual interviews remains high, with 81% of hiring managers continuing to utilise them even after the forced practice of COVID and lockdown. This trend underscores the importance of mastering remote interview techniques to succeed in today’s job market.

2. What Are the Common Pitfalls to Avoid During Legal Interviews?

Even the most experienced candidates can fall into common traps. Here’s what to watch out for:

Avoid rambling:

During interviews, it’s crucial to stay focused on the question at hand. Interviewers often have limited time and appreciate answers that are concise and to the point. While it’s important to provide enough context, try not to overelaborate. Practice summarising your responses in a clear, structured manner—think of it like telling a story with a beginning, middle, and end, but without unnecessary detail.

Keep a professional tone when discussing previous employers:

Even if your past experiences weren’t the best, it’s essential to maintain professionalism when speaking about previous employers or roles. Avoid negative language or overly critical remarks, as  this could reflect poorly on your attitude. Instead, focus on what you learned from those experiences or how you’ve grown as a result. Remember, the goal is to showcase your resilience, adaptability, and ability to work constructively in challenging environments.

Asking questions shows your interest in the role and the firm’s culture:

Interviews are a two-way street. While you’re being evaluated, this is also your chance to evaluate the company and determine if it’s a good fit for you. Asking insightful questions not only demonstrates your enthusiasm for the role, but also your desire to understand the firm’s values, work culture, and expectations. Inquire about the team dynamics, growth opportunities, and how success is measured at the firm to show you’re genuinely interested in contributing to its future.

3. How Would You Ask About Team Dynamics or Firm Culture Without Sounding Negative?

Understanding a firm’s internal dynamics is crucial, but the way you ask matters. Approaching the question in this way will not only help you gather essential insights about the firm but also demonstrate your focus on finding a workplace that aligns with your values and career aspirations. Keep the tone positive, as it will show you are proactive about finding a good fit and are serious about contributing to the team’s success.

Other ways to frame the question include:

Focus on Collaboration and Teamwork:

When asking about team dynamics, it’s important to frame your questions around positive aspects like teamwork and collaboration. Instead of asking about potential issues, you can inquire about how teams work together, what makes their collaborations successful, and how the firm fosters a cooperative work environment. This approach shows that you’re interested in being part of a collaborative team and want to understand how that dynamic operates.

Highlight Firm Values and Cultural Fit:

Asking about the values that shape the firm’s culture demonstrates that you’re thinking about long-term alignment. Firms typically have a set of values that guide their decision-making and work environment. Framing your questions around these values shows you’re interested in whether your personal values align with the firm’s culture, which is essential for both personal and professional satisfaction.

Emphasise Support for Career Development:

Professional growth is a key consideration when looking for a role. By asking about career development opportunities, you’re indicating that you’re committed to growing within the firm and contributing over the long term. Firms that prioritise development often invest in training, mentorship, and career progression pathways, making this a good area to explore.

Inquire About Work-Life Balance:

Work-life balance is an important factor for many candidates. Asking about how the firm supports this balance demonstrates that you value flexibility and well-being in your professional life. It shows that you’re thinking about how you can contribute effectively while maintaining personal well-being, which is a concern for many candidates today.

Discuss Leadership Communication and Transparency:

Transparency and communication from leadership are critical to a positive work environment. Asking about how leadership communicates with staff shows that you value clear direction and the ability to engage with the management team. This will also give you insights into how decisions are made and how involved you can expect to be in the firm’s broader vision.

Show Interest in a Positive, Open Environment:

An open, communicative, and inclusive environment is vital for success in most workplaces. By expressing interest in understanding the firm’s approach to maintaining a positive and open environment, you’re showing that you care about being part of a culture where ideas are shared, and feedback is encouraged.

4. How Can I Ask About Hybrid or Remote Working?

Asking about flexible working arrangements can be tricky, especially if it’s not mentioned in the job description. The key is to be tactful, open-minded, and avoid making remote work seem like a dealbreaker.

Start by asking a broad question like, “How does the firm approach hybrid or flexible working?”—this invites insight into the company’s overall stance without sounding presumptive. Once you have a sense of their approach, follow up with, “Is remote working an option for this role, and how is it typically managed?” to understand the specifics.

Keep your tone neutral and focus on flexibility. Framing questions this way shows that you’re adaptable and interested in how the company operates, rather than prioritizing remote work as a must-have.

5. Is It Appropriate to Ask About Career Progression?

Absolutely—but timing and phrasing are key. Asking about career growth shows you’re thinking long-term and are invested in the firm’s success, but it’s important not to come across as focused solely on promotions.

Best Ways to Ask:

• “What does a typical career path look like for someone in this role?”
• “How does the firm support professional development and career progression?”

These types of questions reflect your commitment to both personal growth and contributing to the firm’s future.

Asking about hybrid or remote working policies is an important part of evaluating a firm’s work culture and ensuring that the role fits your needs. Frame your questions in a way that shows you’re flexible, open to different working structures, and interested in understanding how the firm manages these arrangements. This approach ensures you’re aligned with the firm’s expectations while presenting yourself as adaptable and professional.

6. How Can I Calm My Nerves?

7. What’s the Best Way to Follow Up After an Interview?

After your interview, update your recruiter as soon as possible. Share how it went, what was discussed, and any concerns you have. In the legal sector, feedback often flows through recruiters first, so they can offer valuable insights, manage next steps, and reinforce your interest with the firm.

Share Key Takeaways:
Highlight what stood out—whether it’s the firm’s culture, caseload, or progression opportunities. If a specific practice area or client base excited you, let your recruiter know. This helps them position you as the right fit when speaking to the employer, which is crucial in competitive legal markets.

Trust Their Expertise:
Legal hiring processes can be complex, involving multiple stages, salary negotiations, and detailed contracts. Your recruiter knows the right timing for follow-ups and can handle communications on your behalf, ensuring you stay in the strongest position.

Why Using a Recruiter Gives You the Edge:

A reminder (of course!) about the many advantages that using a legal recruitment specialist gives you as a jobseeker:

Inside Knowledge: Recruiters often know about roles before they’re advertised and can offer insights into firm culture, team dynamics, and hiring priorities.

Stronger Communication: Law firms tend to be more responsive to recruiters, ensuring faster feedback and smoother follow-ups.

Expert Negotiation: Recruiters can negotiate salaries and benefits on your behalf, helping you secure the best package without risking the offer.

End-to-End Support: From interview prep to contract signing, a recruiter guides you through the entire process, boosting your confidence and chances of success.

Final Thoughts:

Preparation is the foundation of interview success. By approaching interviews as a two-way conversation and focusing on alignment between your values and the firm’s culture, you position yourself as a thoughtful, strategic candidate. Use these tips to navigate your next legal interview with confidence—and remember, it’s not just about getting the job, but finding the right fit for your long-term career goals.

Need more interview tips or want to explore new legal opportunities? Get in touch with our team today!

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals, and legal IT personnel to practice managers.

If you are looking for your next career move, we can help.

With January marking the peak of the recruitment season, job seekers are competing in a crowded and dynamic market. According to the Recruitment and Employment Confederation (REC), job vacancies are stabilising to healthier pre-pandemic levels, bringing optimism across industries – including the legal sector. As firms set new budgets and hiring objectives, interviews are key to landing your dream role.

This guide shares five expert tips to help you stand out, impress, and seal the deal during your next interview.

1. First Impressions Matter – Make Yours Count

Oscar Wilde famously said, “You never get a second chance to make a first impression.” Whether in person, over the phone, or via video, your initial impression can influence how an interviewer perceives your suitability before the formal discussion even begins.

Dress to Impress
Research suggests that 55% of first impressions are based on appearance alone. Dress codes in the legal sector vary, so it’s always wise to confirm attire expectations with your recruiter or the firm. Err on the side of professionalism, opting for tailored suits, classic dresses, and clean, polished grooming.

Master Your Body Language
Body language can make or break your first impression. According to an article in Legal Cheek the importance of eye contact, posture, and facial expressions are vital to convey confidence and sincerity. Stand tall, smile warmly, and avoid fidgeting. Keep your gestures intentional and aligned with your words to maintain credibility.

2. Preparation is Key to Success

Preparation is the golden rule of interviews. As Benjamin Franklin said, “By failing to prepare, you are preparing to fail.” Effective preparation demonstrates respect for the interviewer and allows you to present your skills with confidence and clarity.

Do Your Homework
Start with thorough research. Explore the firm’s website, mission, and values. Dive into recent press releases and achievements to understand what drives the firm. For example, knowing about a recent landmark case or their commitment to pro bono work can give you conversation points that set you apart.

Anticipate and Practice Questions
Prepare for common legal interview questions, such as:

Q: “Why do you want to work here?”

Q: “How do you manage competing deadlines?”

And don’t forget to use the STAR technique (Situation, Task, Action, Result) to structure your responses, ensuring they are clear and impactful.

Tailor Responses to the Role
Match your answers to the job description. For example, if the firm values client relationship skills, mention specific examples, such as resolving disputes or improving client satisfaction. Quantify achievements where possible: “I streamlined case workflows, reducing turnaround times by 20%.”

3. Communicate with Confidence

How you say something can be as important as what you say. Clear, confident communication shows professionalism, emotional intelligence, and enthusiasm.

Speak Thoughtfully
Maintain a moderate pace, ensuring your words are easy to follow. Avoid rushing or overly rehearsed delivery, which may come across as anxious or inauthentic. Let your enthusiasm shine through tone and natural energy.

Adapt to the Conversation
Be mindful of the setting and the interviewer’s style. For example, a formal tone is often expected when interviewing with senior partners, but showing personality can help in less formal contexts.

4. Ask Thoughtful Questions

While much of the interview focuses on your answers, the questions you ask are just as important. They demonstrate your interest in the role, alignment with the firm, and commitment to long-term success.

Why Asking Questions Matters
Harvard Business Review notes that candidates who ask insightful questions leave stronger impressions and signal preparedness. Use this opportunity to assess whether the role aligns with your aspirations.

Questions to Consider

• Progression Opportunities: “What does career progression look like here?”
• Performance Metrics: “How is success measured in this role?”
• Firm’s Growth Plans: “What is the firm’s vision for the next 3-5 years?”
• Cultural Fit: “How does the team collaborate, especially in hybrid working models?”

Pro Tip: Focus on information not easily found online. For instance, ask about mentorship opportunities or the firm’s approach to work-life balance.

(for more detail on smart questions to ask in your interview, check out one of our most popular blogs here)

5. Demonstrate Ambition and Alignment

Employers value candidates who think ahead and align their goals with the firm’s vision. Show that you’re not just interested in a job but a career within their organisation.

Express Career Goals
Highlight your aspirations and how they connect to the firm’s opportunities. For example, “I’m eager to specialise in corporate law, and your mentorship programs seem like the perfect platform to develop expertise.”

Ask About Development
Inquire about training, structured feedback, and progression pathways. Example: “Does the firm offer lateral movement opportunities to broaden skills and gain cross-functional experience?”

Conclusion

Interviews are a two-way street: they allow you to showcase your skills and assess whether the firm aligns with your values and career goals. By preparing thoroughly, making a great first impression, asking thoughtful questions, and demonstrating ambition, you’ll position yourself as a standout candidate.

With January’s recruitment surge in full swing, the opportunities are vast—but so is the competition. Approach your next interview strategically, and you’ll be well on your way to sealing the deal.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals, and legal IT personnel to practice managers.

If you are looking for your next career move, we can help.

It’s often said that we spend a significant portion of our lives at work, and for legal professionals, this commitment is even more pronounced due to the substantial investment in their careers. Finding the ideal career fit is crucial for overall happiness and well-being, particularly concerning factors like compensation, professional satisfaction, and workplace culture. Recent trends underscore a noticeable shift in candidate priorities in these areas.

However, navigating the job search process can be challenging, as success in the initial stages often hinges on factors beyond individual control. Many individuals struggle to find the necessary guidance to navigate this journey effectively – whether they’re freshly qualified and looking for their first legal role, or indeed a seasoned professional who may not have been on active job market for several decades.

What’s more, ATS and CV-scanning tech, competing candidates and evolving industry demands are just some of the challenges that meet candidates at the screening stage and while a well-written CV can significantly improve success rate, the following one presents a challenge that tends to bring most right out of their comfort zone, that being the oft-dreaded interview.

Nerve-wracking, daunting, and often a stumbling block for many candidates (or so it is perceived) it forces you to sell yourself convincingly and succinctly to demonstrate that you are quite literally the right person for the job – a skill not easy to master in the legal space, but one that need not be difficult to learn.

Here we look at what makes a great interview, how to make that first impression memorable, and how to use the meeting to your advantage as well with expert legal interview tips that work.

Fail To Prep At Your Peril

Starting with the golden rule of all interviews – your preparation should leave no stone unturned in covering all bases. You should want to go into the interview well-aware and well-prepared for what impression you intend to make on the hiring manager.

To this end, your first objective should be to think about what you intend to get out of the meeting. Yes, you are there to impress and prove your candidacy but how you do this through your answers and overall communication will differ somewhat from interview to interview. To get started ask yourself the following:

Q: What kind of first impression do I want to give my employer? If the job description asks for an adept problem-solver with the ability to lead a project, then your first port of call is to ensure that you’re ready to showcase those characteristics during the meeting.

Q: What are the key messages I want to communicate – whether verbally or non-verbally? If your interviewer could only go away from the meeting remembering one thing about you what do you want it to be? Is it the expertise or wealth of experience you have in your field or perhaps the drive you have to continue finding ways to deliver in your role? How are you going to make those messages stick?

While these can seem tricky to figure out at first, they don’t need to be – as there is a myriad of resources now available at your fingertips, and even more so when you utilise the services of a specialist legal recruiter. Their knowledge and experience in supporting candidates at this juncture of the process, as well as the profile and requirements of the employer, can prove instrumental in making your preparation foolproof and equip you with the know-how you need to nail it on the big day.

Know Your Audience

When it comes to preparation, be prepared to get specific. By delving into the finer details of the position in question and gaining insights into what success looks like in the role, you’ll equip yourself with the knowledge to articulate how your skills and experiences align perfectly with the firm’s needs. This proactive approach not only showcases your preparedness but also demonstrates a genuine interest in the role and the law firm. Key areas deserving your attention during this research phase include:

The firm’s brand and personality – are they corporate or have more of a family feel?

Their vision, mission, and values as well as any terms, words, or phrases that communicate this most effectively. A good place to find this is on their website, on an About Us or similar titled page where their mission statement and value are outlined

Interviewer profile: This is something your recruitment consultant will be able to help you with – although a simple LinkedIn search will give you a head start not just on their own area of expertise, but any content/posts they publish which may indicate their personality, their passions and their impact on the sector more generally

Reviews: Seek out reviews on the firm on the likes of Glassdoor company to get a gauge of what it’s like to work at the firm. Some individuals also leave reviews about the legal interview experience itself – invaluable to get an idea of what to expect

Digital Footprint: Company news or updates via press releases on industry websites and articles – in particular any recent big wins achieved by the business that has been publicised online. If you’re able to show you are as invested in the firm’s success as they are, you will significantly improve your chances of landing a killer first impression.

It’s worth taking into consideration the type of interview you can expect as well, as this will guide your preparation accordingly. Again, a recruitment consultant can help in this regard, as they can give you pointers and tips on what the hiring manager will be expecting and how best to prepare if you will be required to give any presentations or take any assessments.

First Impressions at Your Legal Interview; Making Them Count

As the famous saying by Oscar Wilde goes, “You never get a second chance to make a good first impression.”

Approach Legal Interview Questions With Confidence

While it’s not possible to prepare for every single question that can come up in a legal interview, there is still much you can do to ensure you are ready for what may be thrown at you. Starting with the questions themselves, make a list of common interview questions relevant to the role that you are likely to be asked, and use the below guide when crafting your answers for each one.

Use examples in your answers that specifically point to how you demonstrated the key characteristics they are looking for. The job description is a great reference point in this regard, as it will help to tailor your answers to the requirements of the job in question, no matter what question you are asked.

Don’t be thrown off by complicated questions: The question “What’s your biggest weakness?” can be one of the most overwhelming for candidates. A good way to answer this is to think about something skills-wise you’re struggling with but show how you’re working to improve. For instance, maybe nerves tend to get to you when doing public presentations, but you’ve been taking regular speaking classes in your own time to overcome your anxiety and improve your delivery.

Make a note of key numbers and statistics that can back up the statements and examples in your answers. Numbers, percentages, and other quantitative data make a real impact in interviews and add greater credibility to your accomplishments as they are actual quantifiable results that speak for them.

Remember that you will likely also be asked why you applied for this firm and your role in particular, and your research into the business will be key in crafting a good answer to this question. Try to highlight some key facts about the company how you as a person and a professional relate to them, and how the role allows you to do something that both you and the firm value in your professional life.

Once you’ve written out your answers, have a friend or colleague (or even your recruitment professional) go through these with you in a mock interview. It may seem a bit overkill, but it can help to boost your confidence and smoothen your delivery.

Don’t Be Put Off By Competency Based Questions

Competency-based questions often start with the phrase: “Tell us about a time when”. They’re designed to give the firm insight into how you react to specific circumstances. To prepare for these kinds of behavioural questions, it’s good practice know your way around the “STAR” technique.

The STAR method asks you to take an example of impressive behaviour from your past and arrange it into a particular structure. The acronym encourages interviewees to:

• Situation: Describe the circumstances relevant to the question.
• Task: Outline the details of your responsibility in that situation.
• Action: Explain the action steps that you took to address these challenges.
• Results: Talk about what your actions achieved.

Using these four steps to shape your anecdote will make it easier to deliver a highly focused and relevant answer.

Projecting Confidence in Your Legal Interview

Equally as crucial as thorough preparation, confidence plays a pivotal role in bringing out your best self on interview day and should be considered an integral part of your readiness. While interviews typically emphasise verbal communication, how you deliver your responses often matters more than the content itself. Many candidates find managing nerves challenging, yet overcoming this hurdle is less daunting with the right mindset. Effective preparation is essential, but seizing control of your interview experience involves additional strategies.

A few ways to increase your confidence before the big day include:

Have a go-to response ready when you need a moment to think. If you feel you’re prone to or fear blanking at the most inconvenient of times, then this can help to steady the nerves in the moment. Something like “That’s an excellent question. Let me think about that…” can be useful in buying yourself the time you need to get going again.

Using visualisation to mentally rehearse: A useful tip to implement when rehearsing your answers is to do so while visualising in as vivid a manner as possible, what the interview experience might be like. Remember, that this is intended to be a simulation of the real thing, and as such questions shouldn’t be rushed, and professional attire is a must when practising. If there are any parts of the visualised interview that you’re particularly nervous about, practice them with a friend.

Relaxation techniques such as meditation and mindfulness are also worth learning for those who find anxiety a real issue in high-pressure moments, or their daily lives, and help to avoid getting stuck in their head and ground them in the present moment. That said, it should not be a substitute for a good night’s rest, as you want to be performing at max capacity on the day. Lack of sleep will only make that much harder to achieve.

Practising positive thinking: Negativity can get the better of us at times. If you’ve yet to experience the breakthrough you’ve long been waiting for in your job search, you may be getting a sense of déjà vu at this junction and perhaps even write yourself off before the big day arrives, expecting the worst of yourself in front of the interviewer. Try not to think this way as it will kill any ounce of confidence you have left in your ability. Instead, look back at the answers you crafted to your competency-based question, as that is what you should be judging yourself on as a professional. Even if you lack something to give for those answers, the point is that your suitability for the role in question is evidenced by the hard work and commitment you produced to get to this point – whether that be through education or experience. When that belief resonates in your answers it will start to spill over to your mannerisms and body language.

Mastering Non-Verbal Communication

Your body language will be another way that the interviewer will asses how confident and experienced you come across, and what they are more likely to remember, especially if they are in stark contrast to what you or your CV says. As overall communication is majorly non-verbal, the little things certainly matter in this instance whether that be a simple handshake or sitting posture. Fail to make the right impact with it and you could find yourself losing out on a great opportunity.

Some tips to bear in mind:

Smile! I know you might be full of nerves and smiling is a great icebreaker for all concerned so use it to your advantage

Concentrate on posture: Keep your chin up and your spine straight whether you’re sitting or standing. Lean forward slightly in your chair to indicate interest and avoid crossing your arms or fiddling with things on the desk in front of you.

Practice a firm handshake: During the handshake, make sure that you’re looking at the person, and giving them a genuine smile. Show them that you’re happy to be there.

Suppress any restless habits: Avoid crossing and uncrossing your legs, cracking your knuckles, tapping your foot, or biting your nails. All of these small quirks indicate nerves and may be deemed as impolite.

Make eye contact: Make eye contact during your interview, rather than continually staring at the clock or down at your CV. However, be careful not to stare continuously at the hiring manager, as this can make them uncomfortable. Balance it out by making eye contact as you listen to and respond to questions, but let your eyes wander occasionally.

Use your hands: If you’re not sure what to do with your hands, then use them to gesture while you’re speaking. Hand movements can show passion during a conversation. Just make sure that they’re not so aggressive that they distract from what you’re saying!

Show Your Ambition

Talking about your future during your legal interview demonstrates a genuine dedication to forging a path of progression for your career within the business. It also helps you understand what opportunities might come your way. Share what you’re looking for in the role and ask about the company’s development options for its employees.

You may want to ask:

• Is there a mentorship programme where you can learn from other leaders and further build your skill set?
• Does the company offer plenty of training solutions and chances to learn new things?
• How does the business approach things like development plans?
• Will you get regular one-on-one interviews to assess your progress towards your goals?
• Are there opportunities for professional development when you get into this role? What might the next step look like for you?
• What happened to the last person that held this job? Did they move into a bigger role or switch companies?
• What are your thoughts about lateral movement? Do employees have an opportunity to explore other projects in different roles?

Approach The Legal Interview As A Two-Way Street

A big thing to remember with any interview is that they are more than just an evaluation by the hiring manager. It’s a great opportunity for you to envision your future with a potential employer and assess whether the role aligns with your aspirations. It goes beyond simply looking for a job; you are actively exploring whether the company culture and dynamics resonate with your professional ethos.

Preparing intelligent, well-thought-out questions shows the interviewer that you’re thoroughly prepared and that you understand what exactly you’re getting into. Your questions show that you’re interested in the position and that you have ambitions to excel in your new job.

Some potential questions include:

Q: Can you tell me more about the responsibilities of this job: If the day-to-day responsibilities have already been discussed in the job description, you can skip this question. However, if they’re vague, this is your opportunity to determine exactly what you’ll need to do in your new role.

Q: How can someone excel in this role? This question often leads to valuable information about how the business measures things like success and performance in the workplace. You can even ask how you’ll be assessed going forward, and how regularly you can expect to get feedback.

Q: Where do you see the company heading in the next five years? This question shows an interest in and points to a commitment to being in it for the long-term, and your interest in its progress.

Q: What do you expect me to achieve in this role during the first 30 days, 60 days, or 90 days? This gives you an overview of the goals you’ll be pursuing when you begin your new job.

Q: Can you describe the culture of your company? It’s important to know if you’ll fit well with your team members. A brief description of company culture will show you whether your personality is a match for the business dynamic.

Q: What do you like best about working for this company? Asking for your interviewer’s personal experience of working within the company is an excellent insight into what you can expect from your new employment.

Q: What are the biggest challenges facing the firm or that specific department today? This question shows an eagerness to seize the opportunity and assist the firm in overcoming any difficulties. You might even discover areas in which your specific skills can save the day.

Q: What is the typical career path for someone who takes this role? This question will give you an overview of how career advancement works in your chosen organisation. It may also show you whether you can expect some regular support and training when working towards your career goals.

Q: What are the next steps in the interview process? This question indicates that you’re eager to move to the next stage with the business. It will also give you an insight into the timeline you can expect to follow for hiring. You’ll know when you can follow up appropriately, without pestering the company.

Q: Is there anything about my CV or background that makes you question my fit for this role? Here, you’re demonstrating a commitment to making the right impression as a candidate. This question also means that you have an opportunity to respond to possible concerns.

Remember, there are some questions to avoid asking in a job interview too. For instance, you won’t need to ask what the business does if you’ve done your research. Additionally, it’s a good idea not to ask about benefits and changing things straight away.

If you are looking for a new role due to dissatisfaction in your current one, you want to consider more strategically focused questions too, and use the interview as an opportunity to conduct your own due diligence of sorts.

Interviews can be stressful and nerve-wracking experiences. However, with the right preparation strategy in place (and legal interview tips to help you) you’ll feel more confident walking into the initial meeting with the company that’s right for you. Using the tips above, and some support from your legal recruitment specialist, you can ensure that you’re ready to make the right impression in an interview – and crucially get one step closer to getting that dream role.

Clayton Legal has over 20 years experience helping candidates in the legal sector to take the next step in their careers. Our work doesn’t just involve matching legal professionals with roles – we’ll work with you to make sure your professional profile stands out in the market, that you feel fully prepared for your interview, and that your preferences and requirements are met every step of the way.

If you are thinking of taking that next step, we can help. Call us on 01772 259 121 or email us here.

So, you’ve reached the first major milestone in your journey to finding a new legal role: being invited successfully for an interview.

Whilst there is already much to celebrate, arguably the hard work starts now and many legal recruiters will tell you it all boils down to one thing – preparation (and plenty of it).

There is already much written on the specifics of what kind of preparation you should consider. From researching a firm’s digital footprint (including PR, reviews, news articles and social media channels) to connecting with your interviewers on LinkedIn.

But there is also one element of an interview that is essential in not only demonstrating your interest and enthusiasm for the role and firm, but also in ensuring you are sense-checking job suitability against your own objectives while you’re in the room.

All interviews, whether they are conducted over the phone, over video/virtually, or face to face, will present the opportunity for you as the candidate to ask questions.

Pass up this opportunity at your peril.

We know from our own independent research that the top reasons legal professionals choose to move roles are:

1. Progression
2. Salary Increase
3. Redundancy
4. Relocation
5. Work/life balance

It certainly makes sense therefore to pose your interviewer relevant questions that align with the above and use the interview as an opportunity to conduct your own due diligence of sorts.

Here are 10 smart questions to consider:

1. What are the opportunities for progression with the firm?

The question itself is multi-faceted in that by asking it, you are already demonstrating you are ambitious and career-minded and are already in it for the long run. It is also an essential question to pose if you have decided to leave your current role due to a lack of progression opportunities.

As your role’s career path and available opportunities are critical for your professional growth, it is in your best interest to find out where your future lies with the firm in question. One way to circumnavigate this topic if you’re concerned about being too direct is to ask instead ‘Where have successful employees in this role moved on to?’ or ‘How are promotions handled?’

You can also ask if there is specific career-path documentation although don’t be put off if this doesn’t exist in smaller firms. Whilst some roles may not necessarily have an apparent move ‘up’, you may still want to check that there are opportunities to train and upskill more generally.

2. How will my performance be evaluated?

Whilst we know that salary and remuneration are often a catalyst for moving roles, it is generally a no-no to ask about specifics in your interview – at least initially. That is of course, unless your interviewer brings the topic up themselves.

However, one area of questioning to consider instead which is likely to touch on the subject is around performance.

The question in itself demonstrates that you are eager to make a positive contribution to the firm and are once again thinking about your long-term career in understanding how job performance is evaluated.

You may want to probe a little further around expectations in the first 90 days, or the formal review process but should seek to understand any specific metrics or KPIs that you will be measured against.

Whilst this line of questioning doesn’t necessarily touch upon base salary on offer with the role, it is likely any sort of performance-related incentives or bonus will be communicated at this juncture.

3. What are the firm’s plans for growth and development in the next 5 years?

Asking questions about the firm’s growth trajectory will certainly impress during an interview. It shows that you are curious about the wider company and its success, rather than a sole focus on your role and the specifics that come with that.

However, the response you get from your interviewer will also give you further insight into progression plans (and where you may fit in with these in the future) as well a general idea of job security – a must if you have concerns in this area or perhaps find yourself on the job market due to a recent redundancy.

You shouldn’t however ask questions on this topic that you could typically find online – on the law firm’s own website for example. This may include things like their mission statement, their vision or press releases. This will only demonstrate that you haven’t done your homework.

Instead do an ‘environmental scan’ (a term used by Dr. Lenaghan at the Hofstra University School of Business) to understand what is happening in your specific practice area, region, or the legal sector more generally. The questions you ask then could focus on the broader implications of these on your role and the firm you are interviewing with.

4. How has the firm changed since you joined?

Questions that focus on the individual(s) who are interviewing you are a great way to build rapport and that initial relationship – imperative if they will be your direct line manager or supervisor if you are successful in getting the job.

However, this line of questioning is more so about ascertaining what the culture is like at the firm in question.

It allows you to sense-check that your own values align with the firm in question and consider your general compatibility and ‘fit’ on a deeper level than just being competent and able to do the job.

Making the transition from interviewee to interviewer isn’t always easy, but it will certainly help to uncover how those individuals view the office environment and helps to build a certain camaraderie from such a personal response.

5. What are the opportunities for collaboration within this particular role?

Asking questions that focus on your relationship with existing members of the firm is great in showing your interviewer that you are a team player that can think outside of the singular job description in front of them.

Questions that probe more generally around the specifics of the position are also worthwhile in understanding more about team dynamics, the structure of the law firm in question, and scope for growth and personal development.

If the role in question is hybrid or remote, this question also demonstrates that you are looking to cement working relationships regardless of where or how you physically work for the firm. This is important as the general sentiment around hybrid working and an apparent ‘gap’ between business leaders and employee preferences continues to widen, according to an article from the World Economic Forum released last year

The article focuses on research conducted by Ipsos in which over half a million survey responses from 95 countries were analysed revealing attitudes to hybrid working. Interestingly, over 25% said that working remotely improved communication and collaboration (and actually led to decisions being made swifter as a result).

Regardless of your anticipated working pattern, however, this question will also give you an insight into your direct team, individuals you will be working alongside, and other projects or steering groups you could be a part of.

6. What does a typical day look like in this role?

If you are looking to ascertain or enquire about work-life balance at the law firm in question, then you need to tread carefully. You don’t want to jump straight in by asking questions around working patterns, flexitime, expectations around working outside of contracted hours or holiday allowance (although all of these may certainly be on your mind when considering a new role).

Whilst there will be the opportunity to gain answers to some of these as part of the general hiring process (indeed your Recruitment Consultant can act as a liaison here) in the interview itself, you can certainly assess the work-life balance without projecting a negative impression – even if that means reading between the lines in places.

You might ask about a minimum billable hour requirement or ask the interviewer about their own work schedule over a typical week/month/quarter as well as ascertain if there are seasonal peaks (relevant to certain practice areas over others).

There is also a lot to be gained by assessing more generally the interview process itself; was it easy to get the interview arranged or has it been chaotic? Do the other team members in the office (or on-screen) seem relaxed and happy, or distracted and frenetic?

If you are looking for a new opportunity that offers a more suitable work-life balance, then questions that probe around this topic are essential, yet should be handled with care in order to still leave with a good impression and not focused solely on the ‘what is in it for me’ sentiment. A fine balance to strike.

7. How much contact with clients can I expect to have on a daily basis if I’m successful?

As a bit of a spin-off from the previous question, this one helps to further build a clearer picture of what to expect on a more practical level in a typical day on the job. As your skillset will be better suited to some aspects of the profession than others, this question provides the opportunity to gauge how much of the role actually aligns with your key strengths and whether it will ultimately be a good fit for you skill-wise.

If for example, you find that the role involves a lot more of the behind-the-scenes aspects of client management, such as document writing and paperwork than actual face-to-face interactions with clients, it may be best to reconsider the options you’ve got on the table with your recruitment consultant to find out where your preferred work style can be better accommodated.

8. Can you describe a typical client the firm represents?

This question serves a dual purpose here, for your sense-check of each party’s suitability. While you will likely be aware of the firm’s values and culture by this point from your own preliminary research about the business, learning what kind of clients the firm usually represents can give you an inside look at exactly how well this lines up with what is professed. It can also prove useful in determining whether you are likely to handle cases that resonate with any ethical considerations you might have, particularly if you’re being interviewed by a larger firm, as you would likely be working with a more diverse clientele. However, if you’re being interviewed by a smaller firm, it can be quite beneficial to gain pointers on which strategies and approaches can be best used to build rapport with clients, considering the type of client you will be working with will be more frequent.

9. How is workload distributed?

Getting a general idea of the distribution of tasks among team members allows you to gauge the level of collaboration, potential stressors, and potential work-life balance within the firm. This question helps to assess if there is a fair allocation of responsibilities, whether there are support systems in place, and how teams collaborate to meet deadlines. Moreover, it signals to the interviewer that the candidate is mindful of the practical aspects of the work environment and is interested in ensuring they can maintain a sustainable level of productivity.

10. What are the next steps in this process?

Understanding the general timeline and steps that follow the interview is important and shows the interviewer that you are still engaged and wanting to progress (if of course, you decide that you do at this juncture).

Rather than focus however on the ‘yes/no’ decision, or when to expect an invitation for the second/third interview, asking about the onboarding process or what the first few months will look like demonstrates further that you can envisage yourself in the position, and are enthusiastic about starting on that journey.

If nothing else, this line of questioning and the responses you get may indicate the interviewers’ own thoughts on you as a potential candidate through their body language and general fervour when they run through what those next steps look like.

In Conclusion

Asking strategic questions in your interview is always recommended and will undoubtedly impact the chance of you moving on to the next stage in the process.

In the same way that you will spend time researching the firm in question, as well as perfecting answers to the most commonly asked questions, preparing for the questions you wish to ask is always worthwhile.

At the very least, it demonstrates that you are engaged in the process and focused on a long-term career with the firm. Yet it is also the chance to cross-check against your own objectives and goals when looking for your next employer.

If you are leaving your current role due to a lack of progression – ask about those opportunities at this firm. If the catalyst to move is around culture fit, probe a little around that.

As a general rule, you shouldn’t focus too much on the specifics of the role regarding salary and benefits but do use this part of the interview to ask about the elements of the role you’re not sure about, any concerns, or to clarify a point that had been discussed earlier in the interview.

At Clayton Legal, our regional recruitment specialists help to prepare candidates for interview as standard as part of the service we offer. We already have valued working relationships with the many law firms we work with and, as such, can help to get a head start on some of the topics raised here around culture, structure, and remuneration.

If you are considering a move at the moment, our team can help to understand current opportunities in your region and practice area specialism, as well as general market conditions and the competitive landscape.

Get in touch today for a confidential, impartial chat and we’ll help you take that all-important first step in the next stage of your career.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

The practice of virtual interviewing has become far more commonplace across the legal industry, especially since the pandemic when it was largely the only option on the table. Forbes highlighted recently that rather than a systematic return to face-to-face, virtual interviews are now providing hirers with a sometimes additional step in their hiring process, helping to screen candidates using tech that is now familiar to all parties.

Despite lacking the obvious physical elements, most legal candidates will agree that any interview, virtual or physical, can be the most daunting aspect of the application process and as such, need thorough preparation. While there are notable upsides to the former that can help ease the nerves, there are also challenges to contend with, such as the added difficulty of figuring out how to make a great first impression without some of the reliable methods a face-to-face interview offers (such as a firm handshake and positive body language), and from an interviewee perspective – assessing whether the firm you’ve applied to is a good cultural fit.  

That said, nailing a virtual interview needn’t be as daunting as it may appear.

1. Do Your Homework

Whether an interview is virtual or physical, its fundamental goal is the same – it is an opportunity for candidates and employers to meet, ask questions of each other and demonstrate why you as a candidate will be an ideal hire for the firm in question, while you test their compatibility with your skillset & ability to help you develop your legal career. 

As such, there will always be constants present in the interview process and consequently, your preparation for them. Virtual or not, you can absolutely expect to be asked a number of questions about your professional profile, such as your background, career ambitions, reasons for moving into a new role and suitability for the role and firm.  

You can and should start by researching the hiring firm, getting to know how it operates and what values and principles guide the business. The best places to get a good idea of these are the firm’s website and social media channels, as well as the kind of content the business posts online. 

Remember that the firm will want to be absolutely sure the candidate they’re interviewing is meeting the bare minimum standards at the very least by doing their homework, and will be paying attention to how you tie your answers to questions about your suitability to their own core values, ambitions and culture, as well as your general knowledge of your practice area.  

As this largely all boils down to having the basics covered, the hiring manager will be even more interested in what you can do to set yourself apart from the competition and so will be looking for how you can use the opportunity to add to what you’ve said in the interview. This means now is the time to ensure you have up-to-date knowledge of your practice area and the industry in general, and go beyond what is commonly found on the internet, bearing in mind other legal candidates will be thinking along the same lines. 

This will often come in the form of the hiring manager asking you if you have any questions for them and this is where preparing questions of your own for the interviewer becomes crucial to making as strong an overall impression as possible. A useful tip for candidates is to spend a bit of into the background of the person you will be interviewed by on LinkedIn.  

Although you can’t predict every single question, you can certainly make your answers to ones that you do prepare for foolproof, especially when it comes to competency-based questions. These are questions asked in order to see if the candidate can demonstrate their knowledge and skill in a specific area. Say that is client management for example. You would be asked to describe a situation or scenario where you demonstrated excellent client management skills, and be expected to back it up with the measurable result you achieved. Other competency-based questions to expect include:  

• How do you deal with an X, Y or Z situation? 
• How would you handle a difficult client? Can you share an example? 
• Give an example of a time you handled conflict in the workplace? 

2. Have Your Notes Handy (But Don’t Rely on Them)

It will be standard for the interviewer to ask for the best examples of your work, and so a digital document with bullet points highlighting what you wish to share, along with supporting notes should suffice and should be brought with you to the interview to refer to.

It is common for candidates to make the mistake of writing several pages of notes and then during the interview become overwhelmed by them when fishing around for the answer to a question. This misses the point of bringing notes to a virtual interview – they aren’t meant to be a crutch or a ‘cheat sheet’ to rely on, but rather a supplementary document to use only minimally.

Use them to refresh your memory of points you’ve already looked over and need a reminder on.

3. Practice Makes Perfect  

General preparation for any interview should involve some element of practising your responses to anticipated questions, verbally and non-verbally.

Although what you say in an interview certainly matters, how you say it is also important– as your tone of voice and inflection should convey an air of confidence & enthusiasm for the role. Despite how much focus is often given to the words spoken in a virtual interview and how little body language is thought to be perceived, the majority of information about a person’s attitude, confidence level and interest in the topic will still come from your nonverbal communication. Just like in a face-to-face interview, this is what hiring managers will be paying close attention to when gauging if you are the right cultural fit for the firm. 

Are you eyes darting about as you look at your notes off screen, or worse – your phone? Do you move about a lot on screen or appear agitated? Body language still matters even if you’re not there in person, so be mindful of how you conduct yourself. 

Try practising with a friend or colleague, and keep an eye on things like your posture (which should be upright and not slumped forward or lax), eye contact (maintained when you or the interviewer is speaking), hands (gesturing when speaking but not overdoing it or fidgeting) and facial expressions (smiling regularly). Practice active listening when listening to your friend/colleague’s responses, nodding your head to give affirmation of your attention and understanding to them, and asking questions for clarification when necessary. 

 The practice you put in will be the foundation of your confidence when you hop on camera or send that recording to the hiring manager, and will be your biggest help in keeping the nerves at bay both during and after the video interview. 

4. Get Comfortable – And Competent – On Camera 

Whilst you may be asked to have a virtual interview on screen as part of the general hiring process, many firms now ask for a piece-to-camera as part of the initial screening process too. This may be to simply introduce yourself and highlight your skills and suitability for the role, or more often than not, to answer pre-set questions by the firm itself.

The obvious advantage here is the opportunity to record and retake as necessary to ensure you present yourself in the best possible light. 

Two common cameras used for this purpose are webcams and smartphones but regardless of whichever you prefer, there are a few things to note about both:  

When it comes to video technology in general, smartphones do a far better job, but will need to be used in conjunction with other accessories (such as a stand to avoid any shaking when recording, and a lav microphone to better capture your voice and avoid choppy audio) – in order to improve the overall quality of the video. With the use of video technology now widespread, they are a relatively inexpensive investment.  

Another thing to note – and this applies whether you’re using a smartphone or webcam – is your background and lighting. Make sure you’re recording in a well-lit room with a plain, clutter-free and fairly quiet background that doesn’t have a window behind you in the frame. If you’re struggling to find a room that ticks the above boxes, you can use virtual or custom backgrounds instead.  

Similar principles to the above apply when opting for a webcam, as these can often be plugged onto a monitor screen or already be part of your computer, should the video quality be good enough. Audio quality should be tested ahead of time, whether you’re using wired earphones, wireless ones or a lav microphone. Try to avoid using headphones or gaming headsets if possible, as they don’t give the most flattering impression and can be restrictive when you’re moving.  

If it hasn’t been emphasised enough, practice is crucial, prerecorded video or not, as your first video recording is unlikely to be your best version and a rushed or poorly prepared video is easily noticeable. Apply the same tips mentioned above when recording, maintaining eye contact, and adjust your gaze when either you or someone else is speaking to get a good view of the body language they’re sharing. If they seem bored or look like they’re waiting for you to finish, chances are they are, so it’s best to avoid waffling when giving lengthy answers. 

5. Don’t Neglect Your Appearance 

Treat your appearance as you would in a physical interview and dress to impress, while keeping it polished, tidy and professional. While you can be a bit more relaxed with bottom wear – considering your top half is very likely what will be seen by the interviewer the whole time – avoid wearing anything informal or inappropriate – in case you’ll need to get up to adjust a cable quickly – as you may not be aware at that moment that it will be visible to the interviewer.  

6. Sort Out the Technical Details – And Master Your Platform 

Lastly, the software you’re using is also something you should be confident in using on the day of the interview, so be sure to verify what that will be with the hiring manager, and familiarize yourself with the platform ahead of time by practising the features you will be using, such as receiving calls, turning on your camera, setting up the virtual background (if you’ll be using one), sharing documents through the chat feature and screen sharing.

Be sure to double-check that your internet connection quality is working perfectly in advance, and notify the interviewer well ahead of time if you anticipate any issues. A thorough quality check can go a long way in calming the nerves before the video interview and minimise tardiness due to any technical difficulties.  

That said, the best way of ensuring you show up on time and avoid letting the nerves take over, is to simply arrive early, like you would at a face-to-face interview, about 10 minutes before the set time. That way, any issues you do run into technical-wise, you will encounter while waiting, with enough time to resolve it, rather than at the very minute you’re expected to already be ready to start the interview. 

In Conclusion

The shift towards virtual interviewing in the industry has brought with it a new and unique set of challenges for candidates to navigate and regardless of the format, interviews remain a crucial and often nerve-wracking part of the job application process. But a confident, well-thought-out and well-practised approach can make them work to your advantage.

If you are using the services of a specialist recruiter as part of your job search, the likelihood is that you will also get the chance to ‘meet’ them on camera too as part of your introduction and registration. Use this as practice for your interview with the firm in question – and don’t be afraid of asking your recruitment consultant for help, advice, and constructive criticism – or even a mock-interview on screen so you can ensure you are fully ready and prepared. 

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and has built up an enviable reputation for trust and reliability during that time. We have made over 5,000 placements from Partners to Legal Executives, Solicitors to Paralegals and Legal I.T. personnel to Practice Managers.

If you are looking for your next career move, are unsure of opportunities in the market, or need a hand brushing up on your interview skills – we can help. Call us on 01772 259 121 or email us here.

Interviews can be nerve-wracking at the best of times. If you’re applying for an amazing new job opportunity in the legal sector, the pressure to present yourself as a reputable, trustworthy, skilled and reliable individual can quickly get on top of you, no matter how confident you usually feel.

While most interviewers expect to see a few signs of nerves in candidates, making certain mistakes during this crucial conversation could mean you miss out on a fantastic role.

Whether you’re meeting with an employer through a video conference or participating in a face-to-face interview, it is key to be prepared.

So here are some of the most common interview mistakes you should always avoid.

1.  Not Being Prepared

Perhaps the biggest cardinal sin any legal candidate can commit is failing to prepare fully for the interview. It should always be your number one priority, before going into any interview, to research the firm thoroughly. Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you.

Study the firm’s website to get a feel for its culture, vision, and values, and try to incorporate these factors into your answers too. Check the firm’s social media channels, and ask your legal recruitment agency for advice. The support and guidance that they offer during these times can be invaluable.

2.  Dressing Inappropriately

Times have changed, although not that much that dressing appropriately for an interview no longer matters. Most interviewers won’t give you a specific dress code to follow before you turn up for the conversation, so it’s up to you to use your common sense. If you’re unsure whether the firm is generally a bit more “laid back” about dress codes, dress professionally.

You don’t necessarily need to wear a suit for every interview, but you should focus on letting the level of professionalism you want to bring to the interview show through your dress code. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Dressing properly will show your interviewer that you’re taking the interview seriously.

3.  Talking About the Wrong Things

For a hiring manager in the legal industry, an interview is a chance to get to know candidates better, evaluate their competency for the role, and determine whether they will fit the firm’s existing culture well. The things you discuss in your interview should highlight why you’re a good fit for the position and business.

With this in mind, make sure you don’t start talking about the wrong things. Don’t immediately jump into a discussion about salary (you can ask about this later), and try not to get too caught up in small talk at the beginning of the interview, either.

Most importantly, never criticise former employers or colleagues. Talking negatively about a previous place of employment will make you look petty.

If you’re asked questions like “Tell me about a time that you didn’t work well with your manager”, don’t try to pin the issue entirely on them. Focus on the communication issues or other problems which contributed to the situation.

4.  Not Being Punctual

A well-known quote says, ‘the way you do anything is the way you do everything.’

Therefore, an interview is the first opportunity to demonstrate how you ‘do’ things and what kind of employee you will be to your potential employer. Arriving late is never a good sign, as it shows you’re not well-organised, punctual, or good at time management – even if you have a valid excuse.

Ensure you’re going to arrive on time or early for your interview by planning your route and setting off early if you’re concerned you will be affected by traffic. If you’re taking part in a pre-screening interview over video or your interview is a video conference, make sure you check all of your software and hardware is working in advance.

When the interview begins, don’t rush off to grab your CV and other resources before you can start talking. Show you’re well-prepared by having everything you need in front of you. If you can’t avoid being late, call your hiring manager to let them know what’s happening as soon as you’re aware you’re not going to arrive on time.

5.  Poor Body Language

Around 55% of communication is non-verbal. It’s not just what you say that your hiring manager will be paying attention to in an interview, but how you present yourself too. Slouching in your seat, constantly checking the time, or fidgeting all show your potential employer you’re distracted or uninterested in the role.

Before an interview, take a few deep breaths to focus. Concentrate on regularly making eye contact with the people you’re talking to, sitting straight, and maintaining confidence. Keep your hands in front of you on the table or in your lap, and never check your phone during a meeting.

If you’re worried about what your body language might be saying about you, it could be helpful to practice some “interview scenarios” with friends before you go for the actual meeting.

6.  Not Listening Properly

Employers want their legal employees to be passionate, engaged, and attentive. With this in mind, you should always show your hiring manager that you’re listening carefully to every word they say. If you feel your attention slipping during a particularly long interview, make an extra effort to stay engaged. Lean forward slightly, make eye contact, and focus.

If you’re not sure whether you’ve understood a question correctly, ask your hiring manager about it. It’s okay to double-check that you know what they’re looking for when they query something. Just try not to ask your hiring manager to repeat themselves constantly.

A good way to show you’re actively listening is to rework the question into your answer. For instance, if someone asks you to “tell them about a situation where you acted as a leader”, you could say, “I think I showed my leadership qualities best during…”

7.  Failing to Ask Questions

Preparing for an interview doesn’t, of course, bring an end to learning about the firm in question. There is also another element of an interview that is essential in not only demonstrating your enthusiasm and interest for the role and firm, but actually ensuring you are sense-checking job suitability against your own objectives while you’re in the room.

All interviews, whether they are conducted over the phone, over video/virtually, or face to face, will present the opportunity for you as the candidate to ask questions.

Pass up this opportunity at your peril.

In Conclusion:

Interviews can be an anxiety-provoking experience, even for the most confident people. Not only must you show your best side to your potential employer, but you also have to find a way to stand out from the competition, and the pressure of presenting yourself correctly can quickly get on top of you.

But by avoiding these common pitfalls and getting your preparation right, you can significantly increase your chances of making a positive impression on the hiring manager and landing that legal role.

At Clayton Legal, we are committed to helping candidates every step of the way in finding their dream legal role, and part of that means giving them whatever support they need in preparing for upcoming interviews. Having built up valuable working relationships with many of the law firms we work with, we’d like to think we know a thing or two about some of the most discussed topics around culture, structure and remuneration.

If you are considering making the next step in your legal career, our team are here to point you in the right direction and give you the rundown of what opportunities are in your region and practice area.

Get in touch today for a confidential, impartial chat and we’ll help you take that all-important first step in the next stage of your career.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

For legal professionals considering a career move, navigating the job market, now more than ever, can be daunting, especially in practice areas where creating stand out is key. Making sure your application is the one that gets noticed, makes that vital positive first impression and works hard to get you that interview, and into that dream role is key. Read our top 10 tips:

1. Do the groundwork thoroughly

You’ve scoured the market, you’ve seen a new opportunity that has piqued your interest, and you know you’re a great fit – but taking a step back and researching that new opportunity beyond the advert is important. Research the firm thoroughly, even if you’re already aware of their brand and reputation in the market. Look at their digital footprint, their social media channels, their brand, and voice across the sector. What are their values, their mission and vision? What are their growth plans and future aspirations? If, at the end of the process you’re sure you’re on the right path, this undertaking will pay dividends at interview stage in demonstrating your knowledge about them as a potential employer.

2. Give your CV some TLC

Neglect your CV at your peril. This humble document is still a pivotal tool to sell your skills, competences and experience and is often the first opportunity you have to impress. Pay close attention to spelling and grammar and don’t forget the basics – clear formatting, chronological work history, personal contact details – but above all make the time to make it relevant to the role you’re applying for. For those who have previous experience outside of legal, perhaps just include the basics here – Company, job title and employment dates. You can then use the remaining space you have to focus on the experience and skills from your most recent roles – applicable, of course, to the role you’re applying for. The same applies if you have many years of experience – you won’t have the space to describe in detail each role and your responsibilities and achievements; particularly as we’d recommended a CV should be on average 2/3 pages long – and at most, 4 depending on your level of experience. Leveraging those skills and experience to make it clear you’re a match is vital – make it compelling, engaging but above all, specific.

3. Learn to love a cover letter

Whilst some believe the ‘cover letter’ as a tool in your application armory has had its day, many in the legal sector concede that they do still have a part to play in allowing lawyers to further demonstrate suitability for roles and illustrate relevant skills and experience. Again – making it specific to the role and that Firm is key. Demonstrate you’ve done your research about that Firm and highlight why you’re the person they need to hire. Be clear, concise and don’t ramble. We’d recommend keeping it to the one page if you can.

4. Hone that elevator pitch

Refining and perfecting your elevator pitch is time well spent as a jobseeker – and will add value when you’re in an interview scenario further down the line. Being able to articulate your intent, unique attributes, experience, and skill set in 30-60 seconds is an art, but once you have this crafted, it can be used to help define your personal statement and across online application forms.

5. Set aside time

Taking time to search the market for new opportunities takes time, and with those prospective roles in sight, formal job applications often take much longer than you might think – especially if you take on board the advice to personalise your application and supporting documents. Setting time aside in your schedule to dedicate to your job application activity is crucial; factoring in time to proofread, spell check and customise.

6. Embrace the tech

The pandemic has certainly brought about a lot of change when it comes to hiring legal professionals – virtual interviews and onboarding made possible through the rapid acceleration and adoption of tech solutions. As a job seeker, look to standout with alternative ways to raise your personal profile. Video platforms for example are a great way to add personality and weight to your application far beyond the traditional CV and cover letter duo. Requests for video supported applications are increasing, and often facilitated by recruitment agencies. Embrace these tools if they’re offered as another vehicle to demonstrate your suitability.

7. Time to get personal

Without a doubt, your (relevant) experience, skills, qualifications, and education are the hero elements of your legal job application– be that in your CV or a Firm’s own application form. But highlighting your interests out of work is still a great technique to demonstrate your personal qualities, and how you might fit with company culture.  Often an optional section of your application forms or CV, that doesn’t mean they’re a waste of time. Rather, used smartly, hobbies and interests can really strengthen your application and make you more ‘human’.  Try to stay away from stipulating interests that don’t really demonstrate a skill or quality that you’re hoping the hiring manager is looking for. ‘Going out with friends’ for example may be something you do outside of work, but it does little to further exhibit your strengths, skill set, personality, or transferrable qualities relating to the job at hand.

8. Audit your own digital footprint

Like it or not, hirers may conduct their own research into you as a potential employee far beyond the documentation that you have sent to champion that application. Therefore, it’s always wise to sense-check your social media channels to either set to private, or ensure your profile is one you wouldn’t mind your new employer seeing.

9. Boost your network

Connecting with the Hiring Manager at the Firm you’re applying to on LinkedIn may seem bullish, but it can be a savvy move and increase your chances of getting an interview. The connection request should be seen as another opportunity to introduce yourself and interest in the role and wider Firm. Being proactive means you could also open up conversations around the role in more detail that the job spec advertised, and a reciprocal ‘follow’ or connection will offer that individual another window into your experience and voice in the market. It is also worth saying that at this juncture, keep it professional. You don’t want to pile any pressure on regarding your application at this stage.

10. Enlist the help of an expert

Formally registering with a specialist recruitment agency will undoubtedly give you a head start with your job search – furnishing you with market insight as well as the inside track on the Law Firms that are hiring. And, when that dream role is in sight, you’ll be offered practical advice on the basics, refined by experts who live the hiring process and all of its anomalies day in, day out.

Next Steps

If you would like to speak to us confidentially about market conditions, opportunities in your practice area or geographical region, or if you are actively looking for a role and would like us to help give you that competitive edge, we would love to speak to you.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and has built up an enviable reputation for trust and reliability during that time. We have made over 5,000 placements from Partners to Legal Executives, Solicitors to Paralegals and Legal I.T. personnel to Practice Managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

We were delighted to take part in a Live Q&A event in association with The Law Society earlier this month where we offered our advice and expertise to legal professionals on how to make a compelling legal job application.

In the session we covered a wide range of subjects – from how to master CV basics, to revealing some recent market research where we spoke to Partners and Hiring Managers about what they’re looking for when reviewing applications.

If you weren’t able to join us, you’ll be pleased to know that the session was recorded – click below to view.

We also spoke in detail about current market conditions, and the so-called ‘war for talent’; much documented in recent weeks across many professional sectors. According to statistics from Broadbean, despite a 20 per cent rise in vacancies advertised in Q1 2021 compared to the last three months of 2020, applications to those roles rose by only 4% in the same period.

Law Firms are once again competing for the same, sometimes scarce, pool of legal professionals; some of whom are reluctant to move roles against the backdrop of a pandemic and perceived market uncertainty, and others who do have that confidence and find they have a number of options available to them.

Despite the backdrop of the pandemic, the market is awash with opportunities for those considering a move. If you are indeed in the market as a jobseeker, making your application compelling, engaging, and one that works hard to give you standout is still as important as ever – whether you choose to go direct to the Firm, via a job board, or utilising the services of an experienced legal recruiter.

Top 10 Tips for Supercharging Your Legal Job Application

For legal professionals considering a career move, navigating the job market can be daunting. We were recently asked to share our top 10 tips for creating a standout legal job application with The Law Society which we also wanted to share here:

Click here to have a read

If you would like any further guidance on current market conditions or would like to speak to us in more detail about the opportunities within your region or practice area, please don’t hesitate to get in touch.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

You may be a legal professional with knowledge, experience and the right soft skills to nail your next role, but it’s still easy to slip up in an interview.

Preparation and knowing how to act at your interview will allow you to showcase your talents, but if you don’t prepare sufficiently or think carefully about what you are saying on the day, you risk falling into the trap many legal professionals make, scuppering your chances of getting that ideal legal role.

Here are the five most common interview mistakes legal professionals make – and how to avoid them.

Not Being Prepared

Fail to prepare; prepare to fail. Failure to do your research and preparation can make you look lazy and uninterested in the role.

Reading up on the firm’s background, noting its place and competitors in the legal sector, its specialisms and recent positive news will put you in a great position to arrive confidently ready for anything. Your background research will give you a ‘feel’ for the firm and will demonstrate to the interviewer your understanding of both the firm, the market/verticals in which it operates and the role on offer.

Research can be as simple as checking out the firm’s website for information. Additionally, you could dig a bit deeper by checking out individual LinkedIn profiles, reviews, blogs and articles to give you a rounded view of the firm you hope to work for and help you prepare for the questions you may be asked.

Not Looking the Part

Legal roles, be they at trainee or Senior Partner level, require a certain level of professional dress.

I know it sounds obvious, but some candidates do fail to dress suitably for interview.

You should arrive for your interview as you would expect to arrive at work. Smart, professional, clean and tidy. First impressions do count in the legal world, and you won’t impress an interviewer if you roll up in creased, worn or just plain inappropriate clothing.

If in doubt about how formal you should go, lean on the side of caution – too formal is better than not formal enough and of course check in with your legal recruitment consultant who will be conversant with what is expected at the firm where you are being interviewed!

Looking the part will also give you an air of confidence: if you know you look professional, you will feel it.

Oh, and remember to switch your phone off too!

Talking too Much (or Clamming Up)

There’s a fine line between showing you’re interested and taking over the conversation. You don’t want the interviewer to think you’re going to be the employee who spends all day chatting to colleagues, but neither do you want to hold back and appear disengaged.

Waffling is a common side effect of nerves, so if you feel yourself beginning to ramble, take a moment to gather your thoughts and think about the question you’re being asked before giving your answer.

Conversely, being too concise in your answers can make you appear indifferent to the job or worse still lacking knowledge.

Practising answers to the type of questions you are likely to be asked will help enormously. You can practice with a friend or your recruitment specialist. The more you rehearse your answers, the more you will find you are confident in what to say. This will go a long way to help alleviate your nerves on the day and will allow you to deliver your answers calmly and with confidence.

Remember, interviewers are human too, and they know that nerves can be an issue. So, if your mind goes totally blank, it’s fine to take some time to gather your thoughts or ask if you can come back to that question to give you time to think about your answer.

Bad-mouthing Former Employers

This is an absolute no-no.

Regardless of how you feel about a former workplace or colleagues, your interview is not the appropriate place to indulge in a rant about how awful your ex-team was, or how you believe the Senior Partner was incapable of doing their job.

Nothing will put your interviewer off you quicker than listening to you complain about former colleagues. It gives a terrible impression of you and will make them wonder what you might say about them in future!

I always advise candidates that diplomacy is called for if you are asked about former work situations. If they weren’t great, try to focus on the positives by concentrating on how you dealt will potentially tricky occasions (without going into detail) so you are seen as loyal and proactive, rather than hostile.

Not Thinking About Your Own Questions

Preparing for the questions you will be asked is only one half of the interview. It’s a two-way conversation, and you are almost certain to be asked if you have any questions.

Whatever you do, never say you don’t have any or ‘I think you have covered everything’, even if your interviewer may have!

As part of your preparation, it’s ideal to come up with three or four questions to ask when it comes to your turn. Suggestions include:

“What does a typical day look like?” (shows you imagine yourself in the role)

“Is there scope in this role for me to add value to it?” (shows you are keen to develop and expand your abilities)

“Do you see the firm scaling up/taking on additional specialisms in the future” (indicates you are planning to stay, and are interested in helping the firm grow)

Questions you definitely should not ask include anything related to salary or annual leave. Those concerns can be discussed once you’ve been offered the role.

Remember, preparation is vital for interview success; prepare well, and you will have confidence in yourself on the day.

Your interview is an opportunity to showcase your talents, interest and character, and be memorable to the interviewer – for the right reasons!

Next Steps

If you’re reading this article because you are looking for the next move in your legal career, call one of the Clayton Legal team on 01772 259 121 and let’s have a conversation to explore your options. With our help, your transition can be smoother and quicker.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to know more about recruiting trends in the legal sector this year, download our latest guide here.

Interviews. They don’t get any easier with time, even if you are a seasoned legal professional, it can still be nerve-wracking attending an interview.

Obviously, you are there because you want that ideal legal role, and the key to success is always in your preparation.

So, along with the usual planning of what to wear, how to get to the interview, times, dates and name of the interviewer, there’s the essential practising of potential interview questions.

But how on earth do you know what the interviewer is going to ask?

There will be specific role-related questions; that’s a given. And as you have worked in this role before and/or have all the relevant qualifications, you’re ahead on that one.

There may be questions about the company you are hoping to work for, so with a bit of research online, you can garner information about them, their latest news, company newsletters, mission and goals etc.

You can also bring your soft skills in to play by aligning them to the role. If you’re going for a Senior Partnership or Manager role, these could include your ability to lead a team, to time manage efficiently, delegate, and give constructive feedback thanks to your emotional intelligence.

If you are early on in your career and looking for a Fee Earner position, your soft skills could include being a great team collaborator, empathetic to others, able to manage your own diary and with an excellent work ethic.

There will likely be questions on all of the above, but there is also a set of fundamental questions that legal hiring managers ask all candidates time and time again.

So, note them down now and make sure your answers are ready to ensure you nail that interview!

1. Tell me about yourself.

This is often the first question interviewers will ask. They don’t want to know your life history here, so don’t be tempted to go off on a tangent.

What this question is trying to do is act as an icebreaker and test how you respond to open-ended queries. This could prove useful to the employer in gauging how you will react to similar questions within your working role.

You can use this question to (briefly, please!) describe how you got to be where you are today – so tell them about your achievements so far in your career, career highlights you have most enjoyed and your goals for the future.

Use the ‘present-past-future’ formula to enable you to give a potted version of your career history.

So, for example, you are applying for a position as an HR Manager in a law firm. Your answer to the past, present, future may look something like this:

“My interest in HR started about 6 years ago when I was working at X firm. I partnered with the HR team helping to design some custom training programmes.

I’m currently working as X. I recently completed my Master’s degree in Y, which I’ve studied part time.

My ultimate goal is to become an HR Director within a law firm.”

It’s also appropriate here to mention your hobbies. For example, you may enjoy chess or hunting in antique shops at the weekend.

Additionally, an interest in a sport or physical exercise such as tennis or yoga shows you take your health and mental wellbeing seriously.

2. Why do you want this role?

Don’t be fooled into thinking this question is asking about your personal goals and ambitions in the legal world.

It’s more about testing what you know about the job role you’re applying for: have you done your homework, and are you really keen, or is this just one application in a scattergun approach to job seeking?

Employers know that the best employees will proactively seek to improve their performance by embracing lifelong learning and growing their skillsets. This question, therefore, also addresses your motivation to learn new things and develop your career.

As well as establishing your interest in the role and your motivation to develop, this question will also allow you to give credibility to your current skills and qualifications and confirm you can hit the ground running in your new position.

If you mention the benefits of working for the company as a whole, you’ll score additional points too!

3. Tell me about a time you faced a significant challenge or problem in your last role – how did you successfully overcome it?

This question is trying to ascertain how you react to problems and your ability to solve issues that arise. It is looking to see how you work under pressure, test your emotional intelligence and resilience to stay positive and focused if things don’t go to plan.

The answer to this will require you to have one or two examples to hand, so ensure you can illustrate your response with tangible examples of a time when you dealt with difficult situations successfully.

4. What is your greatest weakness?

This one is a classic interview question and catches a lot of people out.

Whatever you do, don’t respond with the implication that you are perfect – the interviewer won’t believe you anyway!

The question is devised to test your self-awareness by acknowledging your less-positive strengths and how you cope with them. So, the best answer to this one is to give an example of an area you know you need to work on, and what you are doing to overcome it.

For example, you could say that you are a perfectionist who needs your work to be perfect every time, and consequently, you find projects can overrun as you tinker with things. But you are dealing with this by setting yourself deadlines to ensure you hit targets.

5. What can you bring to this law firm?

The interviewer is assessing the law firm’s ROI here.

They want to be sure they take on an employee who will be a good fit for them in terms of team working, skills, ability and dedication.

They are investing a lot of time and money in interviewing, hiring, onboarding and providing training – so they want to get it right first time.

So be sure to show your enthusiasm in your answer as well as expressing your confidence that you can help them increase the business in terms of clients and monetary value and collaborate in striving to achieve company aspirations and goals.

Armed with your responses to these questions, you can sail through your interview confidently and land your perfect legal role.

Next Steps

If you’re reading this article because you are looking for the next move in your legal career, call one of the Clayton Legal team on 01772 259 121 and let’s have a conversation to explore your options. With our help, your transition can be smoother and quicker.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to know more about recruiting trends in the legal sector this year, download our latest guide here.