Legal recruitment in Canada, particularly within larger organizations, adheres to a well-defined process. It starts with job applications for a summer student position, often paving the way for an articling role. As part of their application package, candidates submit a comprehensive package, including their resume, cover letter, official transcripts, reference letters, and a list of upper year courses, where applicable, through the online platform known as viLawPortal.
The next step involves legal recruiters conducting pre-screening interviews, each lasting about 17 minutes and resembling a rapid, structured interaction, somewhat like speed-dating. These interviews are typically conducted at the academic institution of each applicant, hence the term “on-campus interviews” (OCIs). In recent years, OCIs for internationally trained lawyers have been coordinated through ITLNCA Networks, a non-profit organization dedicated to supporting such professionals.
Following the OCIs, successful candidates receive invitations from legal recruiters for the second round of interviews, typically held within the offices of the respective organizations. These interviews are also highly structured, and the entire process is governed by the law society of the respective Canadian province or territory. This governance encompasses the specific dates on which these interviews may be held, the timing of offer extensions by organizations, and blackout periods. It’s important to note that not all legal employers participate in this recruitment process; some opt out of OCIs and only hold in-firm interviews, while others schedule their recruitment independently of this regulated cycle.
Scheduling Interviews on Call Day: Prepare Your Schedule but Be Flexible
Legal employers contact students on Call Day, an annual date designated by the law society. Some employers provide prior notice of this call, while others do not. The call itself is succinct, typically spanning just a few minutes. During this conversation, candidates are given the opportunity to accept an interview with the respective organization and choose a suitable interview time. Interviews are typically scheduled across a three-day period.
There is a common belief that organizations allocate their early morning time slots on the first day of in-firm interviews to their top candidates, based on their evaluation. Similarly, candidates often schedule their first interviews with the organizations they are most keen on.
If you’re anticipating calls from multiple legal employers, it can be helpful to create a preliminary timetable, listing the employers in order of preference within two-hour time slots, starting at 8 am. You can rearrange your interview schedule if you reside far from the city, if 8 am isn’t when you perform at your best, or if you prefer to treat your initial interview as a trial run to become more acquainted with the process and the types of questions asked. However, it’s important to remain flexible if the schedule doesn’t align perfectly with your ideal scenario and avoid making hasty judgments based solely on the time slots offered by each employer. Furthermore, some legal employers may also use this call to confirm your availability for firm-related events like dinners, breakfasts, or cocktail receptions.
Mastering the Art of Preparation: Focus on You and Don’t Overprepare
Following Call Day, legal employers commonly send a confirmation email a few days before your interview. This email typically contains information such as the interview time, the names of the interviewers, and, in the case of larger firms, your host. The host is typically an articling student or junior associate who will guide you to each interviewer’s office.
Candidates dedicate significant time researching the interviewers and the cases they’ve worked on, aiming to identify commonalities or prepare customized questions for each one. While this research can boost your confidence in your readiness, it’s important not to go overboard with it, as excessive preparation may not work to your advantage.
The key focus during this period is to meticulously review your application package, anticipating potential questions, and crafting compelling narratives for each item mentioned in your application. In-firm interviews primarily revolve around the content of your application package, occasionally delving into behavioral inquiries.
When interviewing with a government branch, they might ask more substantive questions, but they often provide information about the interview format beforehand. It’s valuable to have conversations with current or former employees of these organizations to gain insight into what to anticipate. However, if you haven’t proactively connected with such individuals before applying, many professionals working for any legal employer may consider the time prior to your interview as a blackout period and not be available for questions. In this case, you can seek insights from your own network, reaching out to individuals who have interviewed with similar organizations in the past.
The most effective thing you can do during this time is to arrange mock interviews with individuals in your network who have recently undergone the same process. This will not only assist you in refining your responses for greater engagement but also provide valuable feedback on whether your message is effectively conveyed. The night before just watch something to help you relax and go to bed early.
Dressing for Success in Interviews: What to Wear and Why It Matters
When I meet with candidates for mock interviews, one question consistently stands out: What should I wear? The key is to choose an outfit that not only makes you feel confident but also exudes professionalism. Whether it’s a suit, a dress, or a combination of pants or a skirt with a blazer, you have options. You’re not obliged to wear high heels; loafers or boots are equally acceptable. Comfort is vital, especially when you have back-to-back interviews with different organizations and no opportunity to change if your shoes become unbearable. Your attire offers interviewers a glimpse into your personality. Instead of fixating on expensive brands, the focus should be on how you present yourself. This attention to self-presentation often reflects the care and diligence you invest in your work and, by extension, your future clients.
The Interview Day: Be Present and Stop Overthinking Each Interaction
Many candidates who live far from the respective organizations they are interviewing with, choose to book accommodation nearby to avoid unnecessary commutes. If you are expecting long days and your budget allows it, it’s something to consider. Depending on the organization you are interviewing with, each interview can last between one to two hours. Large law firms typically schedule their interviews in 1.5h time slots to allow you for 30 minutes at the end to prepare for and head to your next interview if you booked them back-to-back. Unless it’s a panel of interviewers, during this time, you are usually scheduled to meet with two to three lawyers for about 30 min each. Your host will meet you when you arrive and take you to each of their offices. Prepare for some small talk as you walk around the organization. Once in each interviewer’s office be prepared for other lawyers or legal professionals to pop by and casually interact with you or give you their professional cards. The task at hand is to stop being in your head trying to interpret each conversation. Be present. Nothing is determinative until the end.
Your posture is important during the interviews. The common advice is that you sit straight with your legs uncrossed. Amy Cuddy’s book ‘Presence’ delves deeper into this topic and emphasizes how your posture can influence your mindset. Maintaining an open posture signals confidence, but it may take some practice if it’s not your usual sitting style.
It’s Natural to Feel Nervous: Shift Your Interview Mindset to Curiosity
Some level of nervousness is normal, as it indicates your interest in the position or organization. If you don’t find positive affirmations helpful or struggle to stay focused, consider shifting your perspective. Instead of thinking about the interviews as a performance test, try to see it as an opportunity for the interviewers to persuade you why their organization is the right fit for you. View each organization as a platform to allow you to build your future career, and approach each conversation with curiosity about how you feel during each encounter rather than feeling like you’re the one under scrutiny. While some foreign-trained lawyers tend to emphasize their extensive legal experience, remember that you are competing with law school students who have only one year or so of academic legal exposure. Focus on showcasing your personality and making the conversation enjoyable. The key is to strike a balance between demonstrating your qualifications with examples and showing that you’re a team player whom others enjoy being around and working with.
Common Interview Questions You Can Expect
Each interview entails a mix of casual and formal conversations. Most of the interviewers will start by asking you to share a bit about yourself. Don’t worry if your host stays in the room and hears the same story or joke each time. Naturally, this doesn’t mean that you shouldn’t acknowledge the host’s presence in the room and direct the answers to all the people in the room.
Questions can become more specific with the interviewer asking you to elaborate on things you have mentioned in your application package. The key to answering these questions is focusing on what the interviewer is getting out of your answer and avoid any inconsistencies. Your mock interviewers should have pointed them out. If interviewers ask about a previous work experience, try to paint the full picture about the organization, the team you worked with, the files and clients you managed, the timelines, and highlight how such experience is similar to, or equipped you with transferrable skills to succeed in, the organization you are interviewing with. You may not receive direct questions about how you work under pressure or in a team or how you show initiative, but you can easily incorporate examples of such traits when you are asked about your prior experience. Every question you receive is an opportunity for you to persuade your prospective employer why you would thrive in the respective organization.
Some behavioural questions may include how you work under pressure or tight timelines, how you deal with conflicts, how you give or receive constructive feedback, how you manage conflicting demands, etc. Again, the most important thing is to allow your stories of past experiences speak for you and your strengths or your ability to self-reflect and improve.
When transitioning from a different jurisdiction and legal practice, confidence in your areas of interest is vital. While it’s important to exhibit flexibility to align with the employer’s business needs, overly accommodating responses can create confusion. For example, if you have a background in corporate law, expressing your willingness to explore commercial transactions, securities law, or privacy and regulatory work is commendable. However, stating a desire to try litigation, as well, might convey uncertainty about your professional identity since the skills involved are a bit different. Established organizations expect clear career intentions, particularly if you possess years of experience.
That said, even with significant experience, maintaining a learning mindset and demonstrating enthusiasm is essential. Embrace the mentality of a student, regardless of your prior seniority, and show your dedication to continuous growth.
Stand Out: Questions to Pose During Your Interview
At the end of each interview, you will probably be asked if you have any questions for your interviewer. Your research into each of your interviewers hopefully allowed you to tailor your questions. Try to avoid the generic questions you should have asked someone else within the organization before you applied, i.e. how students are typically involved in files or what a day in the interviewer’s professional life looks like. Dig deeper and ask things you care about based on your prior experience. Focus on the insight the interviewer’s answer may provide to help you make a decision about the organization. Think about what you are conveying with your questions. Instead of focusing only on the position you are applying for, consider your career progression within such organization. What are some common challenges your interviewer or their peers went through at your stage and how did the organization help them overcome them and thrive? If they are a lateral hire, what made them move to that organization? What caught them off guard as a summer or articling student or later on and what advice would they give their younger self or someone like you? Can they share any examples of students who exceeded their expectations to help you set that standard as well? If they never switched organizations, what kept them there? To make it more conversational, you can ask additional questions based on their answers. Whatever you ask, make it personal. Ask because you care about their input.
Maximizing Your Follow-Up Interview Opportunities
At the end of your first interview with an organization, the host or student director may ask you how your day went. If you enjoyed the interactions, be honest but keep in mind that your host or the student director are not your confidant. Keep it professional, no matter what. Typically, larger firms will invite you for a second interview if the first one went well. Before you leave, your host or student director will ask you if you would like to come again the following day and who you would like to meet. Try to have a list of lawyers in mind. Ideally, you would want to meet with lawyers in the practice areas of your interest. If you have done your research, you would know who of such lawyers is a part of the student committee and can make or influence hiring decisions. If you haven’t researched this, aim for the practice group leads, or other senior lawyers, though they may be too busy to participate in interviews. The goal is to meet the people you would like to work with to assess their personality and attitude but also to have a shot at impressing them into hiring you. The process of how organizations choose the candidates they want to hire is unique to each organization but overall the more people you have felt a connection with in a workplace, the higher the chances.
Thank-You Emails: A Nice to Have
If you have the time after each interview, try to jot down a few notes on each card you receive about what you discussed with each interviewer or professional you meet. If you don’t keep cards, take a picture of them and write some notes on your phone. Sending thank-you emails after the interviews is a great practice to remind each lawyer about your interaction. While many applicants are successful without them, it’s up to you if you want to err on the side of caution. Express gratitude and reiterate your interest in the firm, but avoid sending the same email to every interviewer and try to personalize it.
Dinners: Making an Impression Beyond the Interview Room
Some organizations extend invitations to candidates for social gatherings, such as cocktail receptions, dinners, lunches, or breakfasts, typically scheduled during the later stages of the recruitment process. These events aim to foster a more relaxed atmosphere, allowing both interviewees and interviewers to engage in deeper conversations.
During these informal occasions, topics can range from personal experiences, family, and hobbies to unique life challenges that shaped your personality. They provide a glimpse of how you would conduct yourself during client dinners, demonstrating your ability to engage in casual conversations while remaining focused on the professional objective. These gatherings offer candidates an opportunity to share more about their backgrounds and establish connections.
While achievements can be discussed, the primary goal of these events is to allow interviewers to get to know you as an individual. Some conversations may veer into more personal territories, including questions about your interview status with other firms or your marital status. You are not obligated to answer such inquiries and can provide vague responses, emphasizing a busy schedule or discussing family matters generally. However, if you choose to share, you should maintain professionalism.
It’s important to remember that you have the option to decline alcohol, and you don’t need to match your interviewer’s drinking habits. Politely setting boundaries is acceptable, as you are still in an interview context.
Cocktail Receptions: Understanding the Unwritten Rules
Cocktail receptions come with their own set of unwritten rules. When attending these events, it’s often advisable to arrive fashionably late, ensuring you’re not the first person in the room, and plan to stay for about an hour. During this time, your host will likely introduce you to key lawyers.
To make the most of the event, prepare a list of key individuals you haven’t had the opportunity to meet until that point. While at the reception, aim to make brief introductions and share memorable anecdotes. Keep in mind that these gatherings can be lively and somewhat chaotic, making in-depth conversations challenging.
Remember that responsible alcohol consumption is essential; just because the drinks are complimentary, it doesn’t mean you should overindulge. Before leaving the reception, if you haven’t already spoken with the student director, your host may encourage you to meet with them and express your interest in the firm.
Revealing Your Top Pick: When and How to Share Your First Choice
A noticeable trend in the interview process is that, at some point, candidates often confide in the student director if the respective organization is their preferred choice. It’s not mandatory to do so, especially if you don’t have a clear first choice, but sharing this information is generally seen as a way to enhance your chances. When the organization already regards you as one of their top candidates, expressing your first choice can work to your advantage.
As you progress through the interview process, you may notice a shift in the conversation dynamics. It transitions from the organization assessing your value to them attempting to convince you that they are the ideal choice for you. During this phase, they will try to guess where they rank on your list of priorities and seek to learn if they are your top pick. It’s best to delay sharing your top pick until the latest stage of the interviews and not express this interest to more than one employer. Rumor has it that employers have occasionally fact-checked this and it can lead to ruining your chances of being hired.
The Final Countdown: The Game of Musical Chairs
As the recruitment cycle nears its close, around 5 pm on the last day, employers begin reaching out to the candidates they intend to hire. However, from 3 pm to 5 pm, the law society restricts any communication between employers and interviewees. This means that strong candidates may receive multiple calls at 5 pm sharp. If you receive an offer or more, that’s fantastic!
If you receive an offer from an organization that isn’t your top choice, you have the option to ask for time to consider and respond later to allow for some time to hear from your top choices. Generally, all offers are accepted within the first half an hour from the designated time employers are permitted to communicate them.
If your phone does not ring at the designated time, you might still be on a wait list. Wait an hour or so before losing hope. Some offers have been communicated even later as the organizations were waiting for their initial offers to be accepted. In any event, remember that this isn’t the end, and it doesn’t define your legal career prospects. If the organization you interviewed with didn’t work out this time, consider it a temporary setback. You’ll have the opportunity to reapply to them in the coming years. In the meantime, off-cycle opportunities are available. Maintain contact with the student directors you met and seek feedback on areas for improvement. Arrange additional meetings to stay on their radar. Your legal career journey is ongoing, and your positive attitude and preparation will lead you to success. Good luck!