The persuasive advocate

Nicholas Maciolek, Atkin Chambers

Atkin Chambers has four criteria which all candidates at interview are judged by: legal analysis, general intellect, potential as an advocate and commitment to working in our part of the Commercial Bar. However, one thing which can really stand out is when candidates are able to give a general view of their interpretation or argument which takes in all potentially relevant arguments in the round. When they look at a legal problem, that usually means adopting a range of analytic tools and drawing them into a coherent whole – textual analysis of words and sentences, the analysis of entire clauses, the overall purpose of the legal provision/contract and what its context and the consequences of one interpretation or another might be. Each of these aspects can be important on their own, but the best candidates balance them against one another to present a unified argument which pre-empts and addresses potential counterarguments – that can be the difference between good legal analysis and something more like persuasive advocacy.

When it comes to more negative impressions, two connected tendencies spring to mind. The first is repetition – we usually try to ask questions which draw out the complexities of an argument or issue. When we hear the same answer made in a variety of different ways, it gives the impression of inflexibility. Similarly, part of most interview processes involves giving candidates new information on the spot to see how they can deal with it. Sometimes maintaining and repeating a point that has already been made in response to new material is the right approach, but the best candidates always think about whether their minds might be changed by the new information, and are not afraid to concede that their original argument needs to change in light of something novel.

Dedication, ability and resilience

Rabah Kherbane, Doughty Street Chambers

Doughty Street Chambers is keen to attract the most capable and committed lawyers, regardless of their background.

When assessing paper applications for interviews, we are looking for intellectual ability, and dedication, particularly to civil liberties and the welfare of others. Intellectual ability can be demonstrated by academic excellence, and also through evidence of strong ability in a non-academic context. By dedication, we mean a candidate’s demonstrated motivation, commitment, and drive. We are, of course, interested in any significant experiences or achievements that candidates may have, but particularly those that demonstrate a dedication to social welfare, human rights, and civil liberties. This is the type of dedication common to the barristers and staff at Doughty Street.

We consider the context of candidates, and any overwhelming odds they may have overcome, as evidence of their resilience and dedication. We also rely on Rare’s Contextual Recruitment System tool to identify some of the most significant social mobility flags, which are taken into account in the marking process.

During interviews, we are impressed by candidates who demonstrate excellent analytical skills. We want to see that candidates are able to grasp subtleties, and where appropriate, to think creatively. Oral advocacy ought to be focussed, appropriately paced (this often means speaking more slowly!) and delivered with conviction. Written advocacy ought to be clear, structured, and concise. Outstanding candidates are able to remain calm and in control when under pressure.

Our best candidates are thoughtful about their career development, innovative, proactive, and able to demonstrate good judgement. Crucially, their ambition is underpinned by a strong commitment to improving access to justice and to promoting human rights and civil liberties through the law.

The potential to succeed

Claire Watson, Serjeant’s Inn

Pupils are Serjeants’ Inn’s future tenants. While we do not expect the finished product, we are looking for applicants with the potential to become successful barristers and make a positive contribution to Chambers’ reputation. So we want to see bright, highly motivated and articulate individuals who show a commitment to Chambers’ areas of practice.

Stand out for the right reasons. We receive in the region of 200 applications through the Pupillage Gateway. When screening the forms, members of chambers are looking for applicants who can make themselves stand out from a large and capable crowd. First impressions count, and proof reading is essential. Poor grammar and spelling errors will not impress and are likely to be fatal to most applications.

What will grab our attention? A persuasive form which is fresh and original. Make your application succinct and punchy and avoid stock or clichéd answers. Screeners will be scoring each application against four criteria: intellectual achievement, effective communication, motivation and resilience and commitment to Chambers.

We choose pupils on merit and ask all applicants to complete a Rare Contextual Recruitment System survey alongside the application form, to support our goal to recruit the best candidates from all backgrounds. We look for applicants with at least a 2:1 degree but would encourage candidates to give us a full picture of any mitigating circumstances if the academic criterion is not met.

There are two rounds of interviews with a legal problem at each interview. We find it is the legal problem that presents the greatest challenge for applicants. Those who score well are able to identify the key issues of fact and law and provide a well-structured and focused answer. Our interviews are designed to enable applicants to demonstrate to us their potential as a barrister and for applicants to assess our potential as their future colleagues.