Eversheds Sutherland Vacation Scheme - January 2025
What was the full recruitment process?
1. Application
2. Video interview
3. Assessment centre
4. Vacation scheme
Which aspect does this report cover?
Video interview and summer vacation scheme assessment centre
Video interview
This was pre-recorded and took place online via Shortlist Me. I was required to answer four questions. I had 45 seconds to brainstorm and about two minutes to record each answer. There was no option to re-record answers. I was asked the following questions:
I received an email 10 days later to inform me that I had been successful at this stage.
Do you have any specific advice on how to prepare?
Draw from a range of examples so that you are able to present yourself as well-rounded. Thinking on your feet and having a concrete structure for your responses was an important aspect of this video interview, so try to be concise!
Where did the assessment centre take place?
The firm's London office
What did the assessment centre involve?
1. Internal meeting simulation: negotiation exercise followed by reflection on the task (~30 minutes reading and preparation time ,~20 minutes with a partner)
2. Strengths-based and motivation interview: competency, motivation and commercial awareness questions (~50 minutes with a partner and an associate)
Internal meeting simulation
I received a bundle of materials, approximately 20 pages long, containing emails, letters, articles, and key facts about the firm. My task was to review these documents and build a case in support of the firm pursuing one of two CSR initiatives. I was representing my department in a meeting to push for the adoption of the first project (whichever I chose out of the two). The bundle also included insights into potential weaknesses in the opposing argument, which I could use to strengthen my case.
I had 30 minutes to prepare before entering a 20-minute discussion with one partner and an associate who took notes regarding my performance. The partner advocated for an alternative initiative. Following the discussion, I was asked to reflect on the experience, including what aspects I found enjoyable and what I found more challenging.
As you represent your department as a ‘partner’, it’s essential to communicate your points respectfully, especially since the opposing partner is from a different department. The partner may challenge your arguments, so maintaining a clear, confident, and consistent position is crucial.
The 30-minute prep time places you under real-time pressure, so make sure you at least skim-read everything first before picking up on all the key information. Make sure you have key points to start off the discussion, with clear notes that allow you to systematically address every issue the partner raises during the negotiation activity.
Strengths-based and motivation interview
Interviewers were required to ask the same follow-up questions to each response, so it was very structured, but they managed to keep it conversational. The follow-up questions were:-
What was the outcome?
The firm's graduate recruitment partner contacted me that same evening to inform me of my successful outcome.
Do you have any specific advice on how to prepare?
Interview
Prepare a competency bank highlighting all your relevant experiences, as some questions can overlap—for instance, working with someone you didn’t get along with and being part of a team that didn’t function well together. I was fortunate to have prepared distinct examples for all the questions based on their core firm competencies. Don’t hesitate to draw from unconventional experiences either. When asked about adapting to new situations, I spoke about my volunteering experience and how I had to fundraise innovatively during the pandemic and found this challenging. I constantly tried to draw on experiences based on my hobbies and non-work which the partner interviewing me found amusing (this helped us build a rapport).
Internal meeting
There’s a significant number of documents to go through within a limited time frame. I would say that around 35% of the content isn’t relevant, so I recommend skim-reading first to identify the key points more efficiently. Highlighters and pens are provided to help with this processs, which is super useful. The meeting itself takes the form of a question-and-answer discussion, with the partner occasionally expressing doubts with comments like, "I'm not convinced about this—why do you think it will work?". However, the information is largely in your favour, so it’s much less daunting than it might initially seem.
Reflection
Think through very carefully what you would do differently if you could redo it. For me, I did not organise my notes properly so had to refer back to the original bundle (which I thankfully annotated) which I explained I would change if I could redo the task.
Eversheds Vacation Scheme - January 2024
What was the full recruitment process?
1. Application
2. Psychometric test: Watson Glaser critical thinking
3. Assessment centre
4. Vacation scheme
Which aspect does this report cover?
Vacation scheme assessment centre
Where did the assessment centre take place?
The firm separated the day into two half-day events. One virtual (via TopScore) and the other in person.
What did the assessment centre involve?
1. Written exercise: drafting a client briefing on a fictional commercial scenario, and completing an in-tray and proofreading task (~1 hour 30 minutes)
2. Internal meeting simulation exercise: oral presentation and Q&A centred on a commercial scenario (~15 minutes with a member of HR and an associate)
3. General interview: competency and situational questions (~60 minutes with a partner)
4. Networking / Q&A: unassessed chat with trainees (~30 minutes)
Written exercise
I was asked to draft a client briefing note based on a pharmaceutical client who recently secured funding to roll out a medical device aimed at reducing adult and child obesity levels.
I was given an information pack with background information, news articles and government responses. I had to provide an analysis of the impact of the client’s announcement on interested businesses as well as highlight the government discussions related to the rollout of the new product.
I also had to respond to emails as part of an in-tray exercise. I didn’t get to answer many, as time was tight and the priority was the briefing note.
In the final 30 minutes, I was sent an emergency document to proofread and correct.
This exercise was particularly difficult in light of the time pressure.
Internal meeting simulation
I was given a selection of hardcopy documents and emails, relating to a key business challenge. I had to read each item and prepare for a meeting with a colleague. I then met my colleague (a senior lawyer) to discuss and resolve the business challenge.
This business challenge was related to implementing Corporate Social Responsibility initiatives in the firm. This involved weighing two possible options: helping disadvantaged students with literacy skills at schools, or helping to reduce food poverty by working with local food banks.
Using the information, statistics, and employee views in the emails, I chose the initiative which I felt best matched the firm’s strategy and values. I then had to justify my choice to the senior lawyer during the role-play and answer any probing/follow-up questions.
General interview
The interview followed a more conversational style and required me to think in depth about different experiences I have had and what I have learnt from them. Questions included:
Reflections
After each exercise, I took part in reflection conversations where I was asked a series of questions about the exercises that I completed. I was asked what I enjoyed/didn't enjoy and how I thought it went. A fundamental part of the strengths approach is self-awareness, both of your strengths and of your weaknesses and how you manage the latter to limit their impact on your performance.
Networking / Q&A
After the assessments, we had a Q&A session with the trainees. This is a chance to learn more about the firm and the trainee experience.
What was the outcome?
The firm called me two days after the assessment centre to offer me a place on the summer vacation scheme.
Do you have any specific advice on how to prepare?
Eversheds focuses strongly on strengths and wants to understand what you can do and what you enjoy doing based on your experiences, so make sure you have loads of examples to pull from.
Eversheds Sutherland Vacation Scheme - January 2024
What was the full recruitment process?
1. Application
2. Video interview
3. Assessment centre: this included a virtual half day and in-person half day
4. Vacation scheme
Which aspect does this report cover?
Vacation scheme assessment centre
Where did the assessment centre take place?
The virtual element took place via Microsoft Teams. The in-person element took place in the firm's London office.
What did the assessment centre involve?
Virtual half day
1. Introduction: introduction to the firm, the written exercise, and the other candidates (~30 minutes with 1 member of the graduate recruitment team)
2. In-tray/written exercise: responding to various fictional emails and writing a briefing note for a client (1.5 hours)
3. In-tray/written exercise reflection: (~15 minute discussion with another member of the graduate recruitment team)
In-person half day (10 days after the virtual half day)
1. Introduction: this was simply a welcome to the firm and an explanation of the structure of the morning (~30 minutes with 1 member of the graduate recruitment team)
2. General interview: motivation, competency and scenario questions (~60 minutes with a partner and a senior associate)
3. Role play: discussion around options for pro bono initiatives (~30 minutes preparation time, ~30 minute discussion with a partner and an associate)
4. Group reflection: we were asked for feedback on the assessment centre and told when we could expect to hear the outcome of the assessment centre (~10 minutes with a member of the graduate recruitment team)
Virtual half day: in-tray exercise
The written exercise involved going through 8 emails in a fictional inbox, each of which included various pieces of information and tasks. One of these emails was received part way through the exercise, so keep an eye on your fictional inbox and check whether any new emails are particularly urgent.
The tasks included: drafting a client briefing using specific articles provided; suggesting a different time for something based on a fictional schedule; proofreading and correcting a document that had grammar, spelling and punctuation mistakes; replying to an email from a supervisor regarding errors that were made in an email I sent to a client; and confirming my acceptance of an invitation to a client meeting.
You do not have to finish all the tasks; I only finished 4 and managed to get through to the next stage of the application and receive a vacation scheme offer.
The hardest task centred on an email asking me to write a client briefing covering legal, social, economic and political impacts of a new technology created by a company called Y-health. This involved summarising key points contained in the articles/documents I had been provided, plus offering a detailed explanation of the new technology.
My advice would be not to panic and really just focus on the important and urgent tasks. Don’t respond to emails just for the sake of responding to many different emails. This definitely seemed to be a “quality over quantity” situation.
When answering the emails, do not forget to use salutations and send them to the correct recipients.
In-person interview: general interview
I was interviewed by one senior associate and one partner for a full hour. The part where I asked questions was not assessed, but I still asked 2 questions at the end to demonstrate my interest in and eagerness to learn about Eversheds.
The interviewers were genuinely very nice and calm, and wanted to get to know me both as a person and potential trainee. The questions I was asked included:
In-person interview: role play
I was given ~30 minutes to read a 16-page booklet which contained various sources pertaining to Eversheds such as emails and information about charities the firm works with. I was told that I was acting as an employment partner who had chosen a specific charity for the firm to work with, and I would have to defend this choice. The chosen charity focused on teaching underprivileged pupils in schools. The other option focused on supporting foodbanks.
I was given documents on my chosen charity and the other charity, which I was told that my interviewer was going to argue for. I focused on really analysing the documents on my charity as opposed to looking at both because I thought that arguing my stance as much as possible by providing evidence and clear arguments would be more effective than just comparing my charity with theirs.
After 30 minutes of preparation, I was led to a meeting room where a partner and an associate (who took notes) took me through the exercise.
After a brief introduction, the senior associate started the simulated meeting and asked me to speak on behalf of the employment practice. I then made my case, listing the arguments on why my team chose the “teaching pupils” charity. I kept telling my interviewer that “I understand where she’s coming from, but…”. I think the best way to go about this exercise is trying to reach a common ground and agreement.
The senior associate finished the exercise by asking me what the next steps should be in terms of practically implementing my desired charity, and what considerations needed to be kept in mind. Once completed, there was a 10 minute reflection which asked questions such as “What motivated you when working on this exercise?”, “What did you find discouraging about this exercise?”, and “What would you change about this exercise?”.
What was the outcome?
The firm called me (and sent a follow up email) a week after the assessment centre to offer me a place on its vacation scheme.
Do you have any specific advice on how to prepare?
Prepare for the strengths-based interview using the STAR method and make sure not to confuse “skills” with “strengths”. For each strength, have an experience that you can talk about and discuss. Also, make sure to have a recent commercial news story ready to discuss in detail and be ready for follow up questions such as the potential implications for Eversheds.
I personally don’t think that the role-play or in-tray exercise can be prepped for. All I did was watch some YouTube videos and conduct some further research on Eversheds.
Eversheds Sutherland Vacation Scheme - January 2023
What was the full recruitment process?
1. Application
2. Video interview
3. Assessment centre: this included a virtual half day and in-person half day
4. Vacation scheme
Which aspect does this report cover?
Vacation scheme assessment centre
Where did the assessment centre take place?
The virtual element took place via Microsoft Teams. The in-person element took place in the firm's London office.
Assessment centre
Virtual half day
1. Introduction: introduction to the firm, the written exercise, and the other candidates (~30 minutes with 1 member of the graduate recruitment team)
2. Written and in-tray exercise: writing a briefing note for the firm’s clients (1.5 hours)
3. Written and in-tray exercise reflection: (~15 minute discussion with another member of the graduate recruitment team)
In-person half day
1. Introduction: this was simply a welcome to the firm and an explanation of the structure of the morning (~30 minutes with 1 member of the graduate recruitment team)
2. General interview (~60 minutes with two senior associates)
3. Role play: discussion around options for pro bono initiatives (~30 minutes preparation time, ~1 hour discussion with a partner and a trainee)
4. Group reflection: we were asked for feedback on the assessment centre and told when we could expect to hear the outcome of the assessment centre (~10 minutes with a member of the graduate recruitment team)
Virtual half day: written and in-tray exercise
The written exercise predominantly involved writing a briefing note on a recent government policy/investment decision to be sent to all of the firm’s clients (regardless of size/sector), whilst also replying to emails/managing a simulated email inbox. We were given various background materials to help with the briefing note (I think there were 8 distinct “sources”). Not all of them were particularly helpful though.
After the first hour of the test, the grad recruiter then sent an additional proofreading exercise to be completed in the last 30 mins. Whilst the tasks in the first hour took time to complete to a high standard, this last task could be comfortably completed in less than 10 mins. We were then given a 15-20 minute break.
I then had a ~15 min discussion with another member of the grad recruitment team to discuss how I approached the test and each task it contained. The recruiter asked what I thought went well (and why); what went badly (and why); what I liked (and why); what aspects I disliked (and why); what I can do to improve; what I learned about myself; and what I drew from the test that I can apply in my work going forward. Introspecting and reflecting properly is critical here.
In-person interview: general interview
I was interviewed by two senior associates; one asked the questions, whilst the other took notes. The interview was blind (neither had seen my application/CV) and centred on what appeared to be a long, fixed set of questions set by the graduate recruitment team.
The interviewers asked me questions for ~50 mins, then gave me ~10 mins to ask questions at the end. I was asked questions including:
In-person interview: role play
I was given ~30 minutes to read a 10-15 page booklet which contained various sources pertaining to Eversheds and the two options for the firm’s potential UK-wide pro bono scheme.
I was asked to represent the Finance practice at an upcoming meeting about selecting the pro bono scheme and defend the Finance practice’s desired scheme. This required building arguments to make my case using information contained in the booklet, as well as identifying next steps in terms of implementing the desired pro bono scheme. I also had to think about arguments the other side might make (although this didn’t turn out to be that important - there wasn’t really time to cover it).
After 30 minutes of prep, I was led to a meeting room where a partner and a trainee (who took notes) took me through the exercise.
After a brief introduction, the partner started the simulated meeting and asked me to speak on behalf of the Finance practice. I then made my case, listing the arguments in favour of the Finance practice’s chosen pro bono scheme. The partner then asked me about areas that I may not have considered/might undermine my position, and I was allowed a little time to refer to the source booklet and issue a response if needed.
The partner finished the exercise by asking me what the next steps should be in terms of practically implementing my desired pro bono scheme, and what considerations needed to be kept in mind. Once completed, I had 10-15 mins to ask questions.
What was the outcome?
The firm called me (and sent a follow up email) 20 days after the assessment centre to offer me a place on its vacation scheme.
Do you have any specific advice on how to prepare?
Preparing for the general interview is important, and demonstrating the ability to reflect/introspect (i.e. a good level of self-awareness) is important here – just as it is throughout the process, particularly during the reflection session with graduate recruitment at the end of the virtual test (during the first half-day of the assessment centre).
Eversheds Vacation Scheme - February 2021
What was the full recruitment process?
1. Application
2. Video interview (candidates must record answers and submit them via an online portal)
3. Assessment centre
4. Vacation scheme
5. End of vacation scheme training contract interview
Which aspect does this report cover?
Vacation scheme assessment centre
Where did the assessment centre take place?
Via Microsoft Teams and the firm's online portal
What did the assessment centre involve?
1. In-tray exercise: tasks allocated within a fictional email inbox (~90 minutes with 1 graduate recruiter)
2. In-tray reflection session: discussed what I enjoyed about the task, what I struggled with, and which strengths and skills I drew upon (~5 minutes with 1 graduate recruiter).
3. Role play exercise: commercial case study based on the firm’s hypothetical expansion strategy (30 minutes reading time, ~20 minute discussion with a partner and a recruitment team member).
4. Role play reflection session: discussed what I enjoyed about the task, what I struggled with, and which strengths and skills I drew upon (~5 minutes with 1 graduate recruiter).
5. General interview: strengths-based and skills-based questions, plus a discussion around my reflections on my experience during the assessment centre (~60 minutes with 1 partner and 1 HR member)
In-tray exercise
This exercise revolved around a fictional email inbox. This inbox contained a series of emails which each set different tasks. One additional email then came through ~30 minutes before the deadline (which I hadn’t expected). Examples of these tasks included:
Part of the challenge is prioritising the tasks set out within the emails. I focused on who had allocated the tasks (prioritising, for example, supervisors and partners) and whether the work was for clients (I prioritised client work over personal tasks). Time management and attention to detail is crucial from the outset, as you need to complete the tasks accurately and within the deadline (and don’t forget to factor in potential surprise tasks).
Role-play exercise
I was given access to various documents relating to a hypothetical firm expansion (e.g. the opening of a new office) and 30 minutes to read through these. These documents included details of recent firm growth, financial statements (covering profits and budgets), employee opinions on the proposed expansion, information about the importance of sustainable energy commitments, energy efficiency statements relating to potential new office spaces, and information about employee working from home habits. The material provided can be extensive, so the reading time can be quite time pressured.
I then had 5 minutes to present the topic and my opinions/ideas, followed by 10-15 minutes to answer follow-up questions and support my assertions. I was expected to give logical explanations and cite the background documents when justifying my points (although the discussion was not particularly legal or technical). Expect the partner to challenge your points and bring up counter arguments, and don’t be afraid to defend your position!
General interview
Strengths-based questions
I was asked a range of strengths-based questions which drew upon my previous experiences, including:
Motivation questions
I was also asked questions designed to test my motivation for pursuing a career in commercial law, and for wanting to work at Eversheds in particular, including:
I was also asked to identify an area into which the firm could expand in the near future, which tested both my knowledge of the firm, and my broader commercial awareness.
I would recommend going through the application you submitted in advance, as you may be asked to elaborate on the experiences you chose to discuss. I would also map out your strengths, skills and development areas in advance, as well as the work experiences and positions of responsibility you can draw upon when discussing these. Gaining a basic knowledge of the firm’s practice areas and recent deals would also be useful.
What was the outcome?
The firm called me to offer me a place on the vacation scheme on the same day as the assessment centre.
Do you have any specific advice on how to prepare?
You are expected to be self-aware (especially in relation to strengths and weaknesses), so think a lot about this in advance. Your self-awareness will also feed into your ability to reflect on the in-tray exercise and your interviews immediately after each takes place. Perhaps keep this in the back of your mind throughout each element of the assessment centre.
In addition, I would recommend practising in-tray and role play exercises in advance, ideally under timed conditions (if possible). It would also be helpful to prepare a SWOT analysis of the firm to help you answer firm-based questions during the general interview.