🎙 Interview with Laura Hartigan, Emerging Talent Advisor at Shoosmiths

Hi there! 👋

In this article, Chirag Morar interviews Laura Hartigan, an Emerging Talent Advisor at Shoosmiths. Her role primarily involves the recruitment and attraction of trainees and now solicitor apprentices. Laura will provide insight into Shoosmiths’ recruitment process and offer valuable application advice.

What does Shoosmiths’ recruitment process look like?

Our applications for our Training Contract and our Discover Placement are now open.

The Discover Placement, a one-week in-person work experience scheme held in April, is open to individuals from under-represented groups.

The Discover Placement application process involves:

1. Submitting an application form

2. Initial screening and strengths-based assessment.

3. Full application review and potential invitation to the placement.

There is no assessment centre to get into the placement itself, as once you’re doing the placement, you will get invited to attend an assessment centre for a training contract.

The application process for a direct training contract application is the same but includes an assessment centre. Unsuccessful Discover Placement applicants are automatically considered for training contracts without needing to reapply.

We do run insight evenings in October and November as well as in January and March. While not mandatory, attending these events can help candidates prepare for the application window.

What are the most common mistakes you see at the written application stage?

One of the biggest mistakes is the failure to tailor applications specifically to Shoosmiths. This usually happens because candidates are applying to lots of other firms. If you are applying to a large number of firms, make sure you know enough about each firm. It really comes down to your research and making sure you make very specific and tailored applications.

1. Begin by considering the basics: Does the firm have a practice area that you're passionate about? If not, they might not be the firm for you. If you are looking for a regional firm, do they have an office there? Do they offer client or international secondments? These can help you decide if the firm is the right fit for you.

2. Once you have figured out the basics, you can get really into specifics, like what are their values? What deals have they worked on? What is their culture? What’s their approach to DEI? You can then start to branch out your research by attending events, insight evenings and getting first-hand experience of that firm.

Another common mistake is the lack of authenticity. We want to hear your unique perspective and why we have stood out to you as a firm. Remember, this process is about finding a firm where you can thrive and potentially build a long-term career. Make your applications very personal to you and personal to the firm.

Lastly, spelling and punctuation mistakes. After spending hours writing your application, it's easy to overlook small errors. A fresh pair of eyes can be invaluable in catching these mistakes.

How important is legal work experience when applying for a vacation scheme or training contract?

It’s not a requirement by any means. We have had plenty of trainees come through the process who have progressed to become associates, senior associates and partners without any prior legal work experience. On the flip side, we have had trainees who are career changers. For instance, one recent trainee approaching qualification had spent eight years in publishing before transitioning to law.

I understand that people might feel like they are at a disadvantage, especially when they are at university. But I would just say that if you can pick out those transferable skills from your experiences, then it is equally as important as someone who has been a paralegal or has done a vacation scheme. To push it to the next level, think back to our firm, our values, and how you intend to work as a trainee at Shoosmiths.

Don’t downplay your experience just because it’s not legal-focused. Some of the most compelling applications we receive showcase unique experiences. For instance, one standout application described a candidate’s journey in learning karate, they directly connected all of their skills to a career in law at Shoosmiths. Certain achievements and experiences like that make for quite an interesting answer.

What key skills do Shoosmiths seek in candidates when they apply?

As you progress through the application process, you will be asked to complete an online strengths-based assessment, which forms a significant part of Shoosmiths' recruitment strategy. In fact, two-thirds of our recruitment process is now strengths-based. To be more transparent, Shoosmiths has published the strengths that we assess candidates on. The strengths are critical thinker, adaptability, growth mindset, personal responsibility, detail, effective communicator, credibility, and open connector. These align closely with Shoosmiths' core values. We also really like to see your motivation not only to be a lawyer, but to be a lawyer at Shoosmiths.

Shoosmiths prides itself on maintaining an open and transparent recruitment process, and we’ve created a dedicated careers blog page that provides valuable insights into the firm and these skills. This resource offers guidance on how to identify these skills within yourself and how to develop them further before reaching the assessment centre stage.

See here: https://www.shoosmiths.com/careers/emerging-talent/careers-blog

How important are Diversity, Equity, and Inclusion to Shoosmiths?

Diversity, equity, and inclusion (DEI) are extremely important to Shoosmiths. We need to be a diverse business, not only for our employees but also for our clients, who need a variety of perspectives dealing with their work. You can’t really offer that if your business isn’t genuinely diverse.

At Shoosmiths, we have five separate internal employee networks - Balance (gender equality), Embrace (culture & heritage), Proud (LGBT+), Mental Health & Wellbeing Champions, and Unique (health & disability). These networks contribute to a strong sense of community within the firm, and we only want to continue that going forward.

We also collaborate with many external organisations to drive our DEI efforts. For example, we work with Black Solicitors Network, Birmingham Black Lawyers, Stonewall, and The Social Mobility Foundation. These partnerships help ensure the firm reaches as many communities as possible.

Our Discover Placement was only introduced last year as part of our efforts to increase diversity in the legal industry. This initiative includes a mentoring element, pairing participants with solicitors for support before, during, and after the placement.

Any last words of advice?

Only apply to firms you truly want to work for and where you can see a long and thriving career. Engage with your chosen firms by participating in their events and using their resources. Many firms, including Shoosmiths, offer extensive resources to help potential applicants. At Shoosmiths, these resources are often created by trainee solicitors who have recently been through the application process themselves. This provides you with insights from those who understand the position you are currently in.