Law firms place considerable emphasis upon academic achievement. At university level, most firms look for candidates with a 2.1 minimum, plus relevant work experience and extracurricular activities.

However, as well as academic achievements, transferable skills are also extremely important. Recruiters from three law firms explain which transferable skills they look for in applicants…

Problem-solving skills

’The lawyer who can only see problems will not have many clients,’ says Karen Frost, Training and Recruitment Assistant at Walker Morris. ’A crucial skill for all lawyers is the ability to solve problems. A good lawyer won’t just spot potential problems, but will also offer a solution.

’The starting point for any solution needs to be a thorough understanding of a client’s concerns, objectives and resources. There is no "one size fits all" solution, and a solution is reached by weighing up the different options and then deciding which one best meets those concerns and objectives.

’It can be difficult for students to show a prospective employer what problem-solving skills they have – but problem-solving is a skill that most of us demonstrate each day. For example, what do you do when your rent cheque bounces?

’Most employers will not expect a candidate to demonstrate problem-solving skills in a legal environment, but an employer will expect a candidate to show that when faced with a problem they can think practically, and give a sensible and effective solution.’

Communication skills

Lucy Hutchinson, HR Officer at Field Fisher Waterhouse, emphasises the importance of good communication skills: ’With the vast majority of applicants similar in academic and extracurricular achievement, demonstrating strong communication skills can be the difference between success and failure in achieving a training contract.

’Trainees must have the ability to build strong working relationships with their colleagues and – most crucially – clients. Recruiters need to see a demonstration of the people skills required to build these relationships and work effectively within the firm.

’Interviews are a great opportunity to shine in this area. Make sure you re-read your application form before the interview and think about the questions which may be asked. Being prepared means that you are more likely to give clear, well-structured answers. When answering questions that ask you to draw on past experiences, use examples that will allow you to give evidence of key competencies such as leadership skills and problem-solving. Make sure to keep your answers focused on the question posed – don’t go off on a tangent and provide information that is not relevant.’

Commercial awareness

Kerry Jarred, Graduate Recruitment Manager at Herbert Smith, has the following advice: ’Commercial awareness is a key skill that any future legal employer will expect you to demonstrate during the application process.

’At Herbert Smith, we consider it an essential competency in any of our future trainees and so assess it throughout our entire recruitment process both on the application form, in your case study and during your interview.

’Commercial awareness is the ability to view situations from a commercial or business perspective. It requires you to look at a situation from different angles, asking yourselves "who are the key stakeholders in this situation? What would they be concerned about? What questions would they ask?"

’When working within a business where clients are one of our highest priorities, we need to ensure that we understand every aspect of their business before we are able to provide them with the most relevant legal advice’