Linklaters is a global law firm that conducts assessment centers as part of its recruitment process. At a Linklaters Assessment Center, candidates can expect a rigorous and challenging evaluation of their skills, knowledge, and suitability for the role they are applying for.
The assessment center typically involves a series of exercises such as case studies, group discussions, presentations, and interviews, designed to test a range of competencies including analytical ability, communication, teamwork, and problem-solving.
Candidates will also have the opportunity to meet with current employees and gain insight into the firm’s culture and values. Overall, candidates should expect a demanding but rewarding experience that provides a thorough evaluation of their potential to succeed at Linklaters.
Why does Linklaters use assessment centers?
Linklaters uses assessment centers as part of their recruitment process to gain a comprehensive evaluation of candidates’ skills, abilities, and potential fit with the company’s culture and values.
The assessment center allows the company to test candidates in a variety of scenarios, including case studies, group discussions, and interviews, giving a more in-depth insight into their capabilities. By conducting an assessment center, Linklaters can assess a range of competencies, including analytical ability, communication, teamwork, and problem-solving, that are crucial for success at the company.
The assessment center also allows Linklaters to provide candidates with a detailed understanding of the role and the company’s expectations, helping to ensure that successful candidates are a good fit for the organization.
What skills is Linklaters looking for?
Linklaters seek to hire candidates who possess a diverse range of skills and abilities. The company looks for individuals who demonstrate exceptional analytical reasoning, strong communication skills, excellent attention to detail and the ability to work effectively in a team environment.
Analytical reasoning is an essential skill for candidates applying to Linklaters. The company values individuals who can demonstrate a high level of critical thinking and problem-solving skills. Candidates must be able to analyze complex legal and business issues, identify key factors, and develop effective solutions.
In addition to analytical reasoning, strong communication skills are crucial for success at Linklaters. Candidates must be able to communicate clearly and concisely, both verbally and in writing, to a range of audiences. They must also be able to build strong relationships with clients and colleagues.
Attention to detail is another essential skill that Linklaters looks for in its candidates. Candidates must be meticulous and precise in their work, ensuring that all details are accurate and complete. They must also be able to manage multiple tasks and deadlines, while maintaining a high level of quality in their work.
Finally, Linklaters values candidates who can work effectively in a team environment. Candidates must be able to collaborate with colleagues, share ideas and insights, and support each other to achieve common goals. They must also be adaptable and flexible, willing to take on new challenges and learn from others.
Linklaters assessment center format
Linklaters assessment center exercises may vary depending on the role, but typically follow the same format which includes:
Linklaters in-tray exercise
The Linklaters in-tray exercise is a popular assessment tool used during their recruitment process. It typically consists of a simulated work situation where candidates are given a set of tasks that they must prioritize and complete within a specific time frame.
The tasks are usually related to the role the candidate is applying for and can include email correspondence, memos, and other documents that require analysis and decision-making.
For example, a candidate may be given an in-tray exercise for a corporate law position that includes responding to client emails, drafting legal documents, and preparing a presentation for a client meeting.
Candidates must prioritize the tasks based on their importance and urgency, demonstrating their ability to manage multiple tasks while maintaining a high level of accuracy and attention to detail.
The in-tray exercise allows Linklaters to evaluate a candidate’s ability to prioritize, manage their workload effectively, and make sound decisions under pressure, which are essential skills for success in the role.
Linklaters hiring manager interview
The hiring manager interview is a crucial part of the Linklaters recruitment process. In this interview, candidates will meet with a senior manager in the department they are applying to, who will evaluate their experience, skills, and fit for the role.
The interview usually lasts between 45 minutes to an hour and covers a range of competencies, including communication skills, teamwork, and problem-solving abilities.
Some questions that a candidate may face during the hiring manager interview include:
Tell me about a time when you had to work on a complex project with a tight deadline. How did you prioritize your tasks and ensure that the project was completed on time?
Can you give an example of how you have dealt with a difficult client in the past? How did you manage the situation, and what was the outcome?
How do you keep up-to-date with changes in the legal industry? Can you give an example of how you have applied this knowledge to a specific project or case?
Linklaters senior partner interview
The senior partner interview is the final stage of the recruitment process at Linklaters. It is typically conducted by one of the senior partners in the firm, and its purpose is to assess the candidate’s fit with the company culture, values, and long-term potential.
The senior partner interview format is typically more relaxed than the previous interviews, and the questions are more open-ended, allowing candidates to showcase their personality, vision, and aspirations.
Some examples of interview questions include:
What motivates you to work in the legal industry, and how do you see yourself contributing to our firm’s culture and values?
Can you tell me about a time when you had to make a difficult ethical decision? How did you handle the situation, and what did you learn from it
Where do you see yourself in five years, and how do you plan to achieve your career goals?
The senior partner interview is different from the hiring manager interview as it is more focused on assessing the candidate’s potential as a long-term asset to the firm, rather than just their suitability for the role they are applying for. Also, the senior partner interview is less structured and more conversational, allowing candidates to showcase their personality and interpersonal skills.
Tips for passing the Linklaters assessment center
1. Be prepared
Research the company and the role you are applying for, practice Linklaters case studies and in-tray exercises, and prepare answers to common interview questions.
2. Be proactive
Participate actively in group discussions and exercises, contribute to the conversation, and demonstrate your ability to work collaboratively with others.
3. Be analytical
Demonstrate your analytical skills by thoroughly analyzing case studies and providing logical solutions to problems.
4. Be adaptable
Show that you can adapt to new situations and handle unexpected challenges by remaining calm, focused, and flexible throughout the assessment center.
5. Be professional
Dress appropriately, arrive on time, and conduct yourself in a professional manner at all times. Remember to listen carefully, ask questions, and thank the assessors for their time at the end of the assessment center.