Why do law firms recruit two years in advance?

Jul 08, 2022

Written By Robert Greene

If you have dreams of bagging a training contract at a leading law firm, you need to start planning ahead. That is because many large firms recruit their trainees two years in advance. In this article, we will look at why law firms recruit in advance, the advantages and disadvantages of recruiting in advance, and whether it is possible to secure a training contract earlier.

Training contract recruitment cycle

The training contract recruitment cycle typically starts in September and ends in July. Applicants must wade through a series of challenging steps – from application forms and psychometric tests to assessment centres and vacation schemes – in the hope of securing a coveted training contract.

In the year ending 31 July 2020, the Law Society recorded 5,626 new traineeships. In the same period, over 17,000 students were awarded a law degree in England and Wales. Whilst all of them may not have chosen to go down the solicitor (and training contract) route, there is no doubt that the competition to bag a training contract is fierce. And with many law firms recruiting trainees two years in advance of their training contract start date, the pressure to obtain a training contract – and not ‘miss out’ on a year – is especially great.

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Why do law firms recruit two years in advance?

There are a number of reasons why firms recruit in advance. Firstly, it provides certainty to the law firm and students.

Secondly, it allows firms to shape the education of their future trainees. Many firms have partnerships with universities and require their trainees to complete their PGDL and/or SQE prep courses at their partner universities. They can also require their trainees to complete particular modules that align with the firm’s core practice areas.

Finally, it gives firms an opportunity to build rapport with its future trainees before they enter the door. Future trainees may be assigned a buddy in the firm, they may be invited to training sessions and social events, and they may be given opportunities to attend insight days.

What are the advantages of recruiting two years in advance?

From the firm’s perspective, as outlined above, it provides certainty and an opportunity to influence the education and training of its future trainees before they start their training contract.

From the future trainee’s perspective, one of the big advantages is the financial assistance which firms offer. Many law firms cover students’ PGDL and/or SQE prep course fees and provide them with living grants. And with course fees and living expenses running into the tens of thousands, this can be a lifesaver for many students who would not otherwise be able to afford law studies.

What are the disadvantages of recruiting two years in advance?

One of the big disadvantages for both law firms and trainees is that a lot can happen in two years. The COVID-19 pandemic is a prime example of this. Faced with unprecedented uncertainty, many firms were forced to cancel vacation schemes and postpone training contract start dates.

Whilst the certainty of a guaranteed job at the end of your studies is highly appealing, for some students, it may feel constraining. It can be hard to know what area of law you want to practice or what type of firm you want to train at when you have little or no professional experience under your belt.

When should you apply for a training contract?

The ideal time to apply for a training contract will obviously depend on your personal circumstances. Previously, it was recommended that you apply for a training contract in your second year if you are studying a three-year qualifying law degree or third year if you are studying a four-year qualifying law degree. If you are a non-law student, the recommendation was that you apply for a training contract in your third year if you are studying a three-year degree or fourth year if you are studying a four-year degree. This gave law students one year to study your Legal Practice Course (LPC) or non-law students two years to study the Postgraduate Diploma in Law (PGDL) and LPC.

Of course, the recent rollout of the Solicitors Qualifying Examination (SQE) route and gradual phase out of the LPC means that these ‘ideal’ timelines may shift over the next few years. Kennedys, for example, is now offering an SQE training programme that takes the form of a Graduate Solicitor Apprenticeship, allowing law graduates to start gaining qualifying work experience (QWE) at the firm immediately after completing their studies. Graduates are no longer expected to complete the LPC before starting the SQE exams, so this will reduce the time for applying for a training contract for both law and non-law graduates.

Do law firms recruit earlier than two years in advance?

In short, yes. Not all law firms recruit two years in advance and, as discussed above, this model is likely to change over the coming years with the rollout of the SQE route. In addition, many high street firms do not follow the typical recruitment cycle and may recruit on a rolling basis as their business needs require.

Even firms which do recruit two years in advance may be willing to offer applicants seats earlier, for example, where the applicant has already passed the SQE exams or where a future trainee pulls out of their offer.

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