Government Legal Department Training Contract - September 2024
What was the full recruitment process?
1. Online application (no questions)
2. Two psychometric tests: situational judgement test followed by a verbal reasoning test)
3. Video interview
4. Assessment centre (departmental preferences submitted at the end of the AC)
5. Final paper sift by the Final Selection Committee (all successful candidates who passed the AC will be further considered at this stage and training contracts are awarded on the basis of strict merit).
Which aspect does this report cover?
Video interview and assessment centre
Video interview
The video interview was a structured online assessment designed to evaluate suitability for the role through competency-based, strength-based, and motivation questions. The questions were presented on screen in written format, with clear structured prompts to ensure candidates addressed all key points.
A brief preparation time was given before recording responses, but there was no option to re-record, making preparation essential.
Which questions were you asked?
The questions followed a structured format and were designed to assess competency, decision-making, teamwork, and responsibility. The key questions included:
There may have been an additional question, but these covered the core themes of the assessment. The format was precise and structured, focusing on a team-oriented skill set that differs from private law by emphasising collaborative decision-making and advisory work within government departments.
Since the interview was CV blind, the assessors in later stages would not have seen the responses, meaning candidates had to ensure they effectively communicated their skills, motivations, and experiences in a self-contained manner. A useful approach was to use post-it notes around the screen to have key strengths and examples easily visible, and place a quick response outline under the camera to maintain natural eye contact while delivering structured answers.
What was the outcome?
I was emailed 3 weeks after the video interview and told I had been successful.
Do you have any specific advice on how to prepare?
To prepare for the video interview, familiarise yourself with the Civil Service Success Profiles, ensuring you have concise STAR-based examples for each competency. Research GLD and public law, having a clear, well-researched answer for why you are applying. Since the format is pre-recorded, practice speaking on camera, time your responses, and create a professional setup with good lighting and minimal distractions. Finally, stay calm and composed, using the preparation time wisely, structuring responses clearly, and focusing on key points if faced with a challenging question.
Where did the assessment centre take place?
Fully online (via software called Tazio) with a pre-AC workshop explaining how the AC will run 1 week beforehand
What did the assessment centre involve?
The GLD Assessment Centre was conducted online and involved two key components:
Written assessment
The written exercise involved a case study where I had to advise a minister on a legal and policy matter related to a fictitious piece of legislation and its potential policy and legal implications.
My task was to analyse the legislative provisions against the minister’s policy objectives and provide a well-reasoned recommendation.
The exercise required reviewing a one-page background summary along with three to five supporting documents, such as a draft bill, stakeholder correspondence, relevant international treaties, and media articles. It assessed my ability to extract key information quickly, identify legal risks and policy concerns, balance competing interests, and communicate advice concisely and clearly.
To manage time effectively, I allocated 5 minutes to read the background, 5 minutes to highlight key issues, and 48 minutes to draft a structured and practical response. Summarizing key points in bullet form before drafting helped ensure clarity and structure.
Panel interview
The panel interview was structured into three key sections:
Part 1: Discussion of the written exercise (~20 minutes)
The panel (comprising two senior GLD lawyers and an independent assessor) began by questioning my response to the written exercise. They tested my ability to justify my analysis and defend my recommendations under scrutiny.
Some of their follow-up questions included:
I ensured that my responses remained structured, walking them through my reasoning step-by-step. They also explored whether my advice would change if given new information—I made sure to justify any change in position clearly.
Part 2: Competency-based questions (~30 minutes)
These questions were aligned with Civil Service Success Profiles and focused on:
One question per category will be asked, and for each, I followed the STAR method (Situation, Task, Action, Result) and ensured my answers demonstrated problem-solving, decision-making, and adaptability throughout.
Part 3: Strength-based and motivation questions (~20 minutes)
What was the outcome?
I was emailed 3 weeks after the assessment centre to tell me I was being offered a training contract.
Note that I believe the final stage involves the "Final Selection Board" choosing candidates from those who were successful in the assessment centre.
Do you have any specific advice on how to prepare?
Written Assessment Preparation
Given the strict time constraints, written responses should be succinct, structured, and rooted in the text of the legislation. A helpful strategy is to sketch out key points beforehand to ensure clarity and refer back to during the interview. Since the interview will include follow-up questions on the exercise, it is important to be ready to defend or adjust recommendations if challenged. If stuck, pause, take a breath, and ask for clarification rather than rushing.
Panel interview
For competency questions. It is essential to prepare a bank of examples covering multiple behaviours, as questions may be framed from unexpected angles. The Situation and Task should be kept concise, with emphasis on Action and Result, using "I" statements to highlight personal contributions. Responses should be specific—instead of saying, "I consulted a colleague," explain how and why this was done, e.g. "I arranged a meeting to gather perspectives before drafting a report."
For strength-based questions, responses should be natural and reflect how you approach work. These cannot be pre-prepared but can be answered thoughtfully by pausing before responding. For motivation questions, such as "Why public law?", a clear, personal narrative should be prepared, linking past experiences to the role and highlighting the societal impact of government legal work.
Managing nerves and final tips
Practicing responses out loud and recording them can improve fluency and confidence. Using a table format to organise STAR responses can help internalise key examples. Since the video interview is pre-recorded, post-it notes with key strengths and points can be placed near the camera for reference while maintaining eye contact. During the interview, take note of the interviewers' departments, as this can inform insightful questions at the end. Though not formally assessed, asking well-thought-out questions can demonstrate genuine engagement with the role.
" } }