Recruitment processes for paralegal roles differs wildly between different firms and opportunities, so you should always do your own research. In this video, we’re going to give some high level tips to keep in mind when applying, plus an overview of the types of questions and assessments that have previously come up for the paralegals we’ve interviewed.

Top tips

Don’t assume it will be easier to get paralegal roles than training contracts. Many roles are still incredibly competitive, so you should still prepare to the same degree as you would for a training contract application or interview.

Take the time to identify roles that you are eligible for and suit your skills, experience, interests and career objectives, rather than taking a scattergun approach – generic apps are likely to be rejected across the board, so you’ll likely be wasting your time.

Also be ready to carefully and convincingly discuss your career motivations and aspirations, as well as your motivation for applying to a specific firm and team within that firm. Carry out proper research. 

In addition, tell the employer why they should hire you. Properly explain your experiences and articulate the skills you have gained through these.

Recruitment processes

With all this in mind, the paralegals we’ve interviewed whilst building this course have faced a broad range of assessments set by the firms they have applied to. Some large firms set processes akin to their trainee recruitment processes, whilst smaller firms may have much more informal processes.

To summarise what has come up for our interviews: 

• Written applications: including CVs, cover letters, and specific questions about career and firm motivation, career objectives, prior experience, and competencies.
• Tests: including Watson Glaser critical thinking tests, Arctic Shores behavioural assessments, mathematical tests, English tests, attention to detail tests. 
• Interviews: including telephone interviews (with HR), video interviews, speed interviews, in person interviews (with partners and others from the relevant departments) etc., covering motivation, competency, scenario-based, and technical questions.
• Written exercises: including case studies
• Group exercises
• Case studies: including technical cases on limitation periods, tort law, and other topics relevant to the practice area candidates were applying to.