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A free practice test can be found on the Test Partnership website.
If you obtain the pass mark for the CRT, we will invite you to complete a Video Interview.
Video interview (ViV)
The video interview has been designed to assess candidates’ motivations for the trainee scheme, as well as some of the behaviours which are integral to the role.
During the interview, there will be a number of text-based questions, and a set amount of time to respond to each of those questions.
The interview will last for approximately 20 minutes, and full instructions on how to complete this will be given at the time.
A free practice test can be found on the AssessmentDay website.
If you obtain the pass mark in the video interview and are amongst the highest scoring candidates, we will invite you to attend an assessment centre.
Assessment stage
If you are invited to the half-day assessment centre, the Recruitment Team will email you asking you to book your preferred date, so you should book your place as soon as possible.
The assessment centres will only run on the dates published. No further dates will be made available. If you cannot make any of the assessment dates then, unfortunately, your application will be withdrawn from the recruitment process.
The assessment centres will be conducted online using Zoom and Tazio. If you are invited to the assessment centre you must have access to video with audio capability on your laptop, tablet etc. If you do not have access, then unfortunately, your application will be withdrawn from the recruitment process.
The Recruitment Team will provide you with our information pack about the assessment centre, which will help you to prepare for this stage of the process.
There will also be a conference call for those invited to the assessment centre. This will provide an opportunity to ask any questions on the assessment centre process and to hear from members of the Recruitment Team and representatives from the Government Legal Profession.
You will be given the opportunity to indicate your preferred department which will be considered (but not guaranteed) by the Final Selection Board.
At the assessment centre you will complete a written exercise and take part in a panel interview.
Written exercise
You will have 60 minutes to complete the written exercise.
The exercise is not a test of legal knowledge and is designed with non-law students in mind.
You will be given a practical, legally-based problem which you will be asked to analyse and then address a number of questions.
You will be asked to assume that you are writing to a senior colleague who has asked for your advice. We will provide you with the necessary information about the law to which you need to refer in order to provide your advice.
Interview
The interview typically lasts around 70 minutes. The panel will usually consist of two senior lawyers and an independent chairperson.
The panel will use different types of questioning during the interview, which may require a slightly different approach to answering.
At the beginning of the interview, the panel will spend up to 15 minutes questioning the candidate on their response to the written exercise. This will enable them to expand upon the key points which they have made.
Behaviour-Based Questions
There will be a ‘behaviour-based’ element to the interview because how a candidate would behave in certain situations is one of the best indicators of how they are likely to perform in the role.
The types of behaviours which will result in effective performance in the trainee role are set out in our person specification. These behaviours link to the Civil Service Success Profiles Framework.
The examples the candidate chooses can be from any setting such as work, education, voluntary sector or home life. Ideally they should use a different example for each question as a spread of responses will give the assessors the most comprehensive picture of them.
In their responses to the questions, candidates should try to include each of the following elements:
- Situation and/or task: briefly describe what the situation/task was
- Actions: what was it that they did?
- Result: describe the impact, outcomes or results of the actions they took
Alternatively, candidates may be asked how they would behave in a given situation. The panel members will set out a scenario for them to consider. For example, how they would respond to a heavy workload or manage a sensitive situation.
Strength-Based Questions
There will be some strength-based questions. Strength-based questions are designed to assess whether the candidate is a good fit for an organisation and role. This is based on what they enjoy doing and what they do well and often. By ensuring the role is the right fit for them, they are more likely to enjoy it and perform well.
A few generic examples of strength-based questions are:
- “What energises you?”
- “What are you good at?”
- “What would you say are your weaknesses?”
Motivation
Lastly, and unsurprisingly, the panel will focus on motivation for the role. The panel will be looking to understand the candidate’s reasons for applying to the legal trainee scheme. For example through their knowledge of what government lawyers do and their motivation for working within the public sector.
Candidates with a disability
We believe that all eligible people must have equality of opportunity for employment and advancement on the basis of their suitability for the work.
The Equality Act 2010 requires us to provide reasonable adjustments for disabled people.
This is defined by the Act as those who have a physical or mental impairment. For example a substantial and long-term adverse effect on that person’s ability to carry out normal day-to-day activities.
We will not make assumptions about whether a disabled person requires any adjustments or about what those adjustments should be.
We will discuss and agree with the individual in question the reasonable adjustments required.
If you are a disabled person, as defined by the Equality Act 2010, and you wish to request any reasonable adjustments for any stage of the recruitment process, you must notify the Recruitment Team in the application form. This must be submitted by the stated deadline. For example, additional time for the timed online tests and any adjustments at the assessment centre.
If you require a reasonable adjustment to complete your application form and/or situational judgement test you will need to contact the Recruitment Team as soon as possible.
If you would find it helpful to discuss your requirements, please contact the Recruitment Team.
Any information given in support of your request will be treated in confidence and withheld from those involved in selection based decisions.
Monitoring
We will record and monitor the reasonable adjustments that have been requested and made. This will help us identify whether there are any wider steps that we can take to support those applying to us with a disability.
Disability Confident scheme
Departments recruiting under the legal trainee scheme have signed up to the Disability Confident scheme.
If you consider yourself to have a disability as defined by the Equality Act 2010, you can apply under the terms of the scheme.
We will invite you to attend the assessment centre if you:
- Meet all aspects of the eligibility criteria
- Meet the standard in each of the 3 online tests and video interview
Complaints procedure
The legal trainee scheme is underpinned by the principle of selection for appointment on merit on the basis of fair and open competition. This is outlined in the Civil Service Commission’s Recruitment Principles.
We aim to provide the best possible service to applicants for to the legal trainee scheme. If you are not satisfied with any aspect of the service you have received during the process, please contact the Recruitment Team.
If you do not feel that your application has been treated in accordance with the Commission’s Recruitment Principles and wish to make a complaint, please contact Caroline Anerville, Government Legal Department, 102 Petty France, London SW1H 9GL.
If you are not satisfied with the response you receive, you may then wish to contact the Civil Service Commission. Please submit any complaint in writing.
Civil Service Code
As civil servants, legal trainees will be appointed on merit on the basis of fair and open competition.
Legal trainees will be expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality:
- ‘integrity’ is putting the obligations of public service above your own personal interests
- ‘honesty’ is being truthful and open
- ‘objectivity’ is basing your advice and decisions on rigorous analysis of the evidence
- ‘impartiality’ is acting solely according to the merits of the case and serving equally well governments of different political persuasions
The core values are set out in the Civil Service Code.
Overseas qualified lawyers
The legal trainee scheme is for those who have not yet qualified as a lawyer. If you are qualified to practise law in another jurisdiction, you may be able to re-qualify to practise in England and Wales through an alternative route. We recommend that you contact the Solicitors Regulation Authority (SRA) and the Bar Standards Board (BSB) for further information.
Professional bodies’ requirements
If you are successful in obtaining a trainee solicitor or pupil barrister position, please ensure that you understand the requirements placed on you by the Solicitors Regulation Authority (SRA) or the Bar Standards Board (BSB)
For example, trainee solicitors (looking to qualify through the LPC route or SQE route) will need to meet the SRA’s character and suitability requirements.