Womble Bond Dickinson Training Contract - May 2023
What was the full recruitment process?
The only way to obtain a training contract with the firm is to do a vacation scheme with them, during which each candidate is interviewed for a training contract. Note, they run two vacation schemes at each of their offices, every cycle.
The first step is to complete the online application. Unlike most firms, the work experience section is quite detailed and so it is helpful to have an outline for all your extra-curricular activities as well as other work that you may have done. Then there was a single commercial awareness-related question.
You may then be invited to an online multiple choice assessment, which included some mathematical questions and the need to interpret graphs, as well as questions on how we would communicate information to another colleague (e.g. I was given examples of emails I could send another person, and had to pick the best option).
This was followed by a pre-recorded video interview, where I was asked three questions:
I had unlimited time to record my answers, but could only answer each question once (i.e. I couldn’t re-record).
You could choose to do the online multiple choice assessment and video interview on different days, as long as you have not passed the deadline. If successful, you are then invited for an assessment centre, where you will be interviewed for the training contract, as already mentioned.
Note that before the assessment centre, the firm conducted a zoom call where they explained each component of the assessment and also provided a document that had a list of questions that one could be asked during the interviews (this was part of the firm’s equal opportunity employment strategy)
Which aspect does this report cover?
Vacation scheme assessment centre and final internship interview
Where did the assessment centre take place?
Via an online platform
What did the assessment centre involve?
1. Presentation and discussion (30 minutes with a senior associate)
2. Competency interview (10 minutes with a junior associate)
3. Situational interview (10 minutes with a junior associate)
4. Interaction with partner and Q&A (unassessed)
Presentation and discussion
Two days before the assessment centre, I was given three topics, along with background documents about each. Topics included a topical diversity and inclusion issue, the government’s newly released net zero strategy, and AI.
I had to choose one of the topics to focus on, then, using the relevant background documents (an FT article that discussed the topic), I had to prepare a presentation on the topic. We weren’t given a specific length for the presentation, but were asked to prepare ourselves in such a way that we could present and lead a discussion on the topic with the information provided.
During the assessment centre, I then delivered the presentation to a senior associate, covering why I chose the topic, what I understand about it, the wider context etc.
This was followed by a discussion, which was led by me. I was not quizzed extensively, but I was expected to understand the topic well.
Competency interview
The first interview was a competency based interview that centred around the firm’s values (collaboration, client focus, creating value, and adaptability), and lasted for 10 minutes. I was not allowed to ask for clarifications, and no follow up questions were asked. One question was “How have you contributed to an initiative that you did not start yourself?”
Make sure you understand the firm’s values and have examples to demonstrate how you have demonstrated these in the past.
Situational interview
The second interview was also 10 minutes long and focused on situational questions. For example, I was asked how I manage and respond to doing multiple tasks at once and how I work in a team. I was encouraged to give examples where I could. During this stage, when there was time remaining I asked the interviewer to allow me to give more examples for some of the questions, and she agreed (and I think that strengthened my interview performance a lot).
What was the outcome?
The firm emailed me two weeks later to inform me that I had been successful at obtaining the vacation scheme. I got to then choose the dates that suited me better since they run two vacation schemes at each of their offices.
Final interview (during the vacation scheme)
I had my final interview during the vacation scheme, however I was unsuccessful at obtaining a training contract. My interviewers were the head of recruitment plus a senior lawyer.
For the final interview, I was once again given some of the questions in advance. From what I remember, I was asked questions including:
1. What are two organisations that you think have a great business strategy and why?
2. How have you negatively impacted someone?
3. You mentioned you are interested in ESG and real estate - tell us something we have ongoing related to these areas?
4. What makes you happy?
5. Why this firm?
6. What stands out to you about our business development strategy?
7. How do you work in a team?
8. How do you work at building relationships with people that you work with?
9. Who are our competitors?
One of the things we were told before the interview was to ensure we address both people that take our interview and not focus on just one of them.
Do you have any specific advice on how to prepare?
Make use of the webinars the firm holds both before the assessment centre and the vacation scheme.
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