Search
This area does not yet contain any content.
Justinian News

The law and its miracles ... Party allies selected for judicial elevation in Qld ... Justice Jenni Hill's brother ... More entries for the Golden Tortoise award ... Federal Court muddles the maths, again ... Theodora reports ... Read more >>

Politics Media Law Society


Rupert World ... Lord Moloch’s pal Doug the Diva – driving Washington spare … News UK’s model for unionism … What next for the Washington Post? … Concealed coal lobbyists running an anti-Teal campaign … More corruption busting for Stinging Nettle … The litigation industry spawned by Lehrmann ... Read on >> 

The eagle cracked

Free Newsletter
Justinian Columnists

Party time for Dicey ... Heydon's book - a pathway to rehabilitation ... The predatory man and the clever intellect - all wrapped up in the one person ... Academic tome and cancel agenda ... Despite the plaudits the record of abuse doesn't vanish ... Book launch with young associates at a safe distance ... Procrustes thinks out loud ... Read more >> 

Blow the whistle

 

News snips ...


 

 

Justinian's Bloggers

Governance turmoil at Tiny Town Law Society ... Night of the long knives ... Lakeside in Canberra ... ACT Law Society upheaval over governance changes ... Bodies carted out of the council room ... Blood on the carpet ... Fraught litigation another distraction ... From Gang Gang ... Read more >> 

"One wonders whether a murderer who later contributes to society might be treated better that Heydon has been." 

Janet Albrechtsen in The Australian seeking the resurrection of former justice Dyson Heydon whose sexual predations ruined the legal careers of young women associates at the High Court ... April 11, 2025 ... Read more flatulence ... 


Justinian Featurettes

Letter from Rome ... Judges on strike ... Too much "reform" ... Berlusconi legacy ... Referendum on the way ... Constitutional court inflames the Meloni regime with decision on boat people ... Insults galore ... Silvana Olivetti reports ... Read more >> 


Justinian's archive

Tea is for Tippy ... Life of a tiffstaff ... Bright, ambitious and, when it comes to the crucial things, hopeless ... Milking the glory of the gig ...  Introducing Tippy, our new blogger filing from within the concrete cage at Queens Square ... From Justinian's Archive, March 15, 2010 ...  Read more >> 


 

 

« Horse talk | Main | Competitive advantage is an illusion »
Monday
Jul172017

Moulds remain unbroken

The diversity mirage for clerkship applicants ... The second round interview is more akin to social vetting ... An applicant's "likeability" is the key ... Our Student-at-Large complains about the charisma quotient 

AS the clerkship application deadline looms for the year, students across the state scramble to cobble together over-achieving CVs and responses to the world's big questions - "what inspired you to study law?" 

The hope, the expectation is that years of law revue dance rehearsals, student law society committee meetings and late nights in the law library will land them the key to that soon-to-be six figure salary at one of Sydney's top commercial law firms.

With an increasing number of graduates churned out of law schools each year, and a dwindling number of jobs (don't forget to mention artificial intelligence in your cover letter!), the competition - or "Hunger Games", as The Australian Financial Review aptly called it last year - is getting hotter. 

Yet, there has been a change in the tide - law firms have become more concerned with "diversity", assuring applicants that their firm is the paragon of meritocracy in a once nepotistic profession. 

Long gone are the days when inequity was an accepted part of the game, to be replaced with all manner of new-age recruitment methods, with firms now "reaching out to candidates who don't fit the mould". 

King & Wood Mallesons boasts a process that blocks out information including a candidates name, gender, address and high school. Instead, there's a "contextual" recruitment system that takes into account whether candidates come from a disadvantaged family, or rural or isolated area.

They are not the only ones "reaching out". With firms holding practice interviewing sessions, hackathons, cover letter writing sessions and practice group presentations in the lead-up to applications, the old barriers to entry appear to have crumbled.  

There's one key holdout from the glory days, though: the first and second round interview process for applicants. 

Once a candidate has passed the first round, the remaining path to securing the coveted elevator pass is a contest of who's most well versed in the middle class art of managing small talk with a canapé in one hand and a drink in the other. 

While wannabe management consultants are given problems to solve, and the public sector drills its graduate hopefuls with assessment centres and all manner of logical, numerical and verbal reasoning tests, many law firms still adopt an interview process that is more like a dinner date.

Substantive legal questions are generally unheard of. Instead, an interviewer will throw in a behavioural question or two, but the biggest test is simply likeability. 

Since the partner interviewing you is more likely to be a theatre going, marathon running, ex-GPS boy, than someone who went to a public school in rural NSW, the deck is stacked in your favour if you meet that descriptor too. 

It's tough: firms want to find people who fit their "culture" and who will one day be able to schmooze satisfactorily with their private equity clients, and at the same time they want to give all applicants a fair go.   

One's ability to charm is no doubt relevant to assessing suitability in a services industry, but industries with similar needs currently assess this as part of structured interviews that evaluate attributes more relevant to the role at hand.  

If firms are truly interested in breaking the mould, it will take more than de-identified recruitment processes and presentations at universities. 

The real solution is a more a meritocratic interviewing process that is not largely related to charisma, but which aims specifically to assess, as other industries do, people's aptitude for the day-to-day minutiae of the job. 

Reader Comments

There are no comments for this journal entry. To create a new comment, use the form below.
Member Account Required
You must have a member account on this website in order to post comments. Log in to your account to enable posting.