The short answer to this question is ..... I certainly hope so! Summer has often been the time where we see aspiring solicitors and law students take to law firms for a week or two to experience life as a lawyer. These vacation schemes are an important part of the training process for young solicitors.
A vacation scheme at a law firm is a formal 1-2 week paid work placement that typically takes place during the summer vacation period. The schemes are designed by recruiters and Partners to give aspiring solicitors the chance to experience a week in the life of a law firm, whilst also assessing your suitability for a training contract or future employment at that firm. This includes doing work expected by trainees like a mock client pitch or presentation, or research, but there are also opportunities for socialising such as drinks or meals out with other vac scheme candidates and trainees.
It is very competitive to get onto one and the application form isn't too dissimilar to what you'd expect when applying online for training contracts, so it is also good practice for when you are filling in those forms online too!
Some firms take on their trainees straight from vacation schemes - not all, but some do. If you are following this path to qualification, it is worth researching who does and who doesn't.
But with the pandemic ongoing and advice changing on a dime, we're still advised to not go out to work unless we can't work from home, right?
Correct. ...... I think ...... I don't know, remind me what our Prime Minister said?
Jokes aside, it is absolutely right that whilst lockdown is still in effect to reduce the spread of the virus, it is best we stay at home and not give the virus the chance to transmit and infect anyone else. This has meant that face-to-face vacation schemes are not going ahead for the time being.
This has meant law firms have had to get inventive with how they honour the offers made to candidates whilst still doing their utmost to keep them and everyone at the firm safe. So these schemes are now virtual, being held over virtual meeting apps such as Zoom.
It is not just law firms either. I have just completed the Legal Cheek Virtual Vacation Scheme this week. It ran from 22nd - 26th June 2020 and comprised:
presentations by practitioners in areas such as debt finance, employment law, litigation, insolvency and restructuring,
case studies designed to give an indication as to the kinds of tasks we'd be expected to do as an intern or trainee,
employability sessions, both live and pre-recorded,
"speed networking" sessions in between presentations,
social events including a virtual pub quiz, extended networking opportunities, and a virtual DJ set
Presentations
The presentations were taken by practitioners in areas such as debt finance, employment law, litigation, insolvency and restructuring. These practitioners are working in private practice (in a law firm) in-house (in the legal team/department of a business or local authority or company that isn't a law firm), and also coordinate pro bono initiatives. They each took a couple of hours out of their day to speak to candidates about their journeys into law, their experiences of working, training and life as a lawyer, and insights into the work they do, life at their workplace, and answer any questions we may have.
Case studies
These case studies were sent to us at the beginning of each day and discussed with the panel attending on that day. They emulated work that we would be expected to do as an intern, a trainee, a paralegal or a junior member of staff. Tasks included a client pitch where we pitch the firm to a prospective client, an exercise to see how we would prioritise our time during a very busy day at a firm, how we would onboard (register) a new client, and a discussion as to what sector we believe deserves to be rescued following the economic crisis caused by the COVID-19 pandemic.
These might be common tasks that we would be expected to do during a face-to-face scheme and it gives the firm an indication as to us as candidates, workers and prospective trainees.
Employability sessions
This is an important resource for any young lawyer who is looking for any opportunity to make themselves an attractive candidate for any employer. This "expo" included sessions on skills such as application strategy, building your social media profile, building your commercial awareness, how to ace virtual interviews and virtual assessment centres, and many more. I hopped onto the social media and commercial awareness sessions as virtual networking is becoming the norm now and is something that I am always looking to improve on, and commercial awareness is still something I am working hard to improve on. Both sessions were good in that they affirmed what I already knew and was working on, which was still good even though it didn't necessarily add much new because it is helpful to hear that what I am doing is generally good.
Speed networking
This was a fun way to meet so many aspiring lawyers - you get 3 minutes to connect and chat with each other and learn more about each other and our journeys, how we are finding the scheme, and any thoughts we had about the presentations. I had the chance to meet aspiring lawyers from all over the world including India, Bangladesh, UAE, France, Romania, Scotland and the Republic of Ireland.
It was quite fun to see how much we could say in 3 minutes!
Social events
Social events can be a bit of a thorn in the side of a virtual experience or scheme given that ...... well, ...... we're miles away from everyone else. You're limited in terms of what you're able to do.
Events here included a pub quiz, the standard of social distancing fun nowadays, as well as a virtual DJ set and breakout rooms based on different genres of music. The breakout rooms were a bit difficult as the music at times drowned us out when we were talking with each other, but it was easy enough to ask the hosts to crank the music down a bit so we can hear everyone so not too bad, I suppose.
All things considered, it was a great success from a number of different perspectives:
1) It has bought together over 3000 aspiring lawyers from all over the world! You would never be able to get those kinds of numbers at a face-to-face scheme, not when a firm has a limit on the number of candidates it takes on!
2) the scheme has bought in speakers from more firms and more areas than just the one that you would be working at during a face-to-face vacation scheme!
3) we've been able to take part in such an innovative scheme from the comfort and safety of our own homes, where safety right now is paramount, and it has been an enjoyable time despite being cooped up inside!
But its not just Legal Cheek that have been hosting schemes and experiences online. There have been firms moving the vacation schemes that would have been held face-to-face to an online platform, which has been great to see. Companies like Insidesherpa, Bright Network and LawyerUp are hosting virtual internship programs and virtual experience programs, often in partnership with named firms, to give participants an insight into the kinds of tasks that lawyers and staff working at those firms are expected to do, like a client pitch, market research, things like that. Its great to see these companies and firms taking the lead on providing quality experiences for aspiring lawyers whilst promoting the high quality work that they do on a daily basis. For anyone applying for training contracts or vacation schemes moving forward, these are very useful programs to take part in.
But it goes further than that because these virtual schemes can be super-beneficial and accessible for disabled participants too! Here's why:
1) They are more accessible than face-to-face schemes. Whether the disability is invisible, physical or mental, being able to participate in a scheme virtually means that disabled participants have the same opportunities to get involved as able-bodied participants, but without anything that could be disruptive to their health
Physical disabilities such as those where a participant is in a wheelchair or on crutches might mean that, depending on the firm, they can't physically access some facilities of the firm offering the scheme. This is more common than you think especially if the firm is a smaller firm and doesn't have the same resources as a larger firm or company.
Invisible difficulties, eg sensory difficulties such as autism, might mean that a participant may feel overwhelmed with a new and unknown environment or with a number of unknown faces. Remember my blog about how supermarkets' safety measures can put those with sensory difficulties at a detriment with regard to their health? (read here) Crowds of unknown people, an overstimulating environment, combined with the fact that the difficulty affects each of us differently ("different but the same") and so it may be difficult for firms to cater to individual needs with reasonable adjustments (not that they shouldn't try at all, as there is the requirement for it even on schemes that may only last a week or two), mean that this candidate may not be able to get the most out of the scheme and as a result the firm/company isn't able to consider them for anything further like a training contract or a job at the firm.
2) There isn't the same limit on intake as with face-to-face schemes. Face-to-face vacation schemes can only take a certain number of candidates at each office, and that number isn't a huge one either! Otherwise, how would anyone be able to get any work done! In comparison, this Legal Cheek scheme welcomed over 3000 participants! That's 3000 aspiring lawyers looking to learn from practitioners about their work, their journeys and what matters to them; 3000 participants eager to meet each other and enrich their networks with more knowledge, wisdom and perspectives from others; 3000 participants not allowing lockdown and the pandemic to put a stopper on their own personal and professional development!
It is a huge number, but there isn't a rule that you must engage with all 3000! Enriching your network means connecting with those and engaging with those who can bring value to you and who can benefit from the value that you can bring to them. I have said to my new connections (around 250 or so) that the profession is big enough for us all, regardless of the role we find ourselves in, so there should be nothing stopping us from encouraging and supporting and championing each other to achieve our goals!
How can this help disabled candidates? Well certainly from the perspective of one candidate with autism who struggles with the vague questions that firms often ask on an online application form and lack of clarity as to what they want and how to find that out (read: commercial awareness!), not having that barrier has helped him make the most of this scheme and be exposed to practitioners and areas of work that he previously may not have considered or been able to learn about. That lack of a limit on intake means the scheme has been able to be opened up to so many who also struggle to be accepted onto face-to-face schemes and means they can get a huge amount of value from a virtual scheme.
Also, I've been able to connect with another autistic aspiring solicitor and share my support for her on her journey, so it has been great to meet others like me and to know that I'm not alone on my own journey.
All of this sounds great. But there have been a few downsides with this scheme which I think are prevalent across the board with other virtual schemes from other providers or firms/companies:
1) The interaction with your colleagues just isn't the same. We take for granted things like a handshake and the clinking of glasses in face-to-face social gatherings, but they are important micro-actions in being able to form valuable connections with people. A handshake shows the other person that you have nothing to hide by approaching them. The clinking of glasses at a drinks reception or a restaurant is a sign of trust, honesty, integrity, and a wish for good health to all (in you're interested in the origin, click here).
Small things, but important when building relationships with people.
2) Difficult to pick up on how the other side is doing/feeling. This is especially true if your camera and internet connection isn't great. Face-to-face interactions and working allow us to pick up on little microexpressions in others that we'd otherwise miss over video or text chat. On video, we are all putting our best selves on screen, whereas at work especially once settled we relax a bit and others can see us for who we really are, which may include that we struggle at times. Expressions such as an exasperated sigh or a groan, which we know as being a sign that someone is struggling, could be missed and we won't know if someone doesn't understand something or has a different view on something, which means they won't feel they are being valued and won't be able to get the most out of the scheme.
3) It isn't guaranteed that a rep from the firm/company will be able to answer questions you may have about the work. You'll have to check each particular provider and see if by making your submissions viewable they'll provide any comments if you ask them. But this isn't always a guarantee. For instance, on one I am working through, I fluffed a task that I thought I did well on and so would value some comments from someone at the provider who put it together. So far, no response, so I'll have to take to LinkedIn to see if there is anyone who can respond. This is an extra layer of inconvenience at worst, but its not the end of the world. It just means that you'll have to reach out on your own instead of relying on the provider site being able to view your submissions.
All things considered, virtual schemes have proven to be highly successful and I am sure they will continue in a post-pandemic world. They have proven to be too successful to fail given the amount of engagement from participants looking to supplement their own personal and professional development, learn new subject areas of their professions (not just law), and to keep themselves in a work mindset, which is easy to lose if you've lost your job due to the pandemic or been placed on furlough leave.
They have been an accessible way for thousands of aspiring lawyers to gain insight into a new area of law, attempt tasks that would be expected of them at these firms, and in turn increase their employability and attractiveness as a candidate. There isn't the same restrictive limit on intake as a face-to-face scheme so the schemes have reached so many who would have otherwise fallen by the wayside
I do hope they continue. Perhaps if a large number of us show our support for these schemes, providers will also see them as being too successful to just pull the plug on once we are able to safely return to work in a post-pandemic world. I'll certainly add my voice to that support!
Be safe and be well!
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