Levelling the field - my top tips for success in your law firm Seasonal Clerk interviews

The annual Eastern States Seasonal Clerkship application process is upon us.?While it's been a very long time since I endured the rigours of these types of interviews as an applicant, I have participated in scores of them as an interviewer over the years.?Along the way, I observed that the quality of candidates' performances is extraordinarily varied. Frequently, candidates who (like me) did not come from a family with longstanding connections to the legal industry are at a distinct disadvantage to those who have done.?While everyone will be familiar with the obvious (for example, be punctual, well presented and polite), there are many other concepts that will be utterly foreign to some less connected candidates. To address this potential disadvantage, I thought I might record a few thoughts and tips on what to expect and how to maximise your chances of “acing” your interview.

?Be genuinely interested in the firm

In preparing for your interview, be very clear in your mind on why you are applying to that particular firm and how it fits with your values and goals. Use whatever resources are at your disposal to find out as much as you can about the firm.?Your research should at least extend to a review of the firm's website, but may also include grabbing a coffee with an employee at the firm with whom you have had some previous contact during the recruitment process or while at University. It might also include information gleaned from talking to partners and other firm staff at the various careers fairs that are now de rigueur.?

With your research, try and identify the firm's values, the things that the firm believes it is famous for and the achievements for which it is most proud.?

If you are able to talk to these topics during the interview, you are showing the interviewers that you are genuinely interested in that firm – which is something that firms are looking for with the top candidates, as they determine whether to put you on the offer list.

?Get to know your interviewers

?As well as researching the firm, take the time to look at publicly available information for your nominated interviewers.?Senior lawyers (in particular) have a wealth of information available online in the form of publications, updates, LinkedIn profiles, and the firm's website.?During the interview, if you can show that you know who the interviewer is and the kind of work they do (whether recent cases with which they have been involved or articles they have published), this will signal genuine interest in the firm.?If you can take it a step further and work some of that information into one of your answers to the questions put to you, then even better.?

?Practise answering behavioural questions

?In terms of questions, expect at some stage to be asked to answer what are known as "behavioural questions".?While many senior (in other words, older) partners hate these types of questions, the People and Culture/Human Resources teams love them.?There are two straightforward reasons why – past behaviour is an excellent indicator of future behaviour, and asking a large interview group the same or similar questions allows the firm to more easily benchmark the candidates.?If you don't know what behavioural questions are, then Google them and then practise answering these types of questions at home with your housemates or family.?The best answers to behavioural questions do two things, clearly communicate a concept and highlight something interesting or significant in your CV.

?Don't waffle

?Interviews can be nerve-wracking and, consequently, some candidates display a nervous tendency to keep talking rather than directly answering a question. I have even seen, on occasion, candidates speak for so long that at the end of the answer, they say, "I'm not sure that answers your questions – in fact, I can't even remember what it was?".

An excellent guide for answering behavioural questions (in particular) is to adopt the STAR interview response method – referring to "situation, task, activity and result".

In other words, describe the situation that provides a relevant example to that posed by the question, the challenge you faced, the activity you completed to overcome that challenge, and the end result of those efforts.?The best candidates have thought about the types of questions they can expect to be asked, are comfortable answering those questions and can highlight relevant and significant work experiences or successes while doing so.?

Ask questions

?Remember, the interview is also your chance to learn more about the firm and whether it would be the right place for you.?As such, you should come prepared with questions that show you have researched the firm and your interviewers and are genuinely interested in what it will be like working with the firm. You should feel free to ask the interviewers questions about themselves, what they like about the firm and what day to day practice in their team would be like if you were working for them.?One word of warning though – your questions should highlight an interest in joining the firm and working with them for the foreseeable future.?Many firms will be turned off by questions directed towards overseas or interstate work opportunities, which is somewhat understandable given the investment that they will make if they hire you.

?Be committed

?Over this very busy period, it may seem that there are too many activities, cocktail parties and events (admittedly, mainly online in the current environment).?However, for several reasons, it's essential to attend these events. ?First, they give you a chance to meet many more of the partners and senior lawyers than is possible in the traditional interview format, which presents an opportunity for you to gain a broader understanding of the firm value and culture than presented to you by the interviewers.?Second, you get the chance to dazzle and impress many more of the decision-makers that determine who will be receiving offers and the pool of decision-makers is more broad than you might think.?

Go in with a game plan of who you want to talk to and armed with some questions for the partners and senior lawyers in attendance. To the extent possible at virtual events, don't be afraid to "work the room" and to move and mingle with confidence between different attendees.

?And one last thing…

?In a commercial law firm setting, it is very easy to become focussed on the partners and senior lawyers during the interview process. ?However, in doing so, it would be easy to overlook another group of important stakeholders in the process: namely, the hard-working People and & Culture teams.?The opinions of this group matter and can influence who makes it through to the next round and even who receives offers.?A surprising number of established lawyers (myself included) got their big break because someone in the People and Culture team believed in them and pushed for them to be considered.?As such, you should be unfailingly polite with these people: introduce yourself to them and make sure they know your face and name.?Remember, they are the ones that have put in all the hard yards in reviewing the CVs, attending most of the interviews and arranging all the events.?As such, some genuine expressions of gratitude to these dedicated people could pay huge dividends.?