Meet Tiff Wiltsher, an Early Careers Specialist in Lewis Silkin LLP

What really stands out in an application form?

What stands out most is authenticity. Strong candidates demonstrate a genuine interest in a career in law, reflecting on their personal experiences and highlighting how they align with Lewis Silkin. We have a unique position in the market and work across specialist areas, and candidates who recognise this really stand out. Rather than relying on generic statements, they draw on specific experiences, insights and observations to support their answers.

We're also impressed by candidates who show curiosity, resilience and commercial awareness. Often, it's not about having the most impressive experience, but about explaining what you've learned from it and how it has shaped your interest in the profession.

What criteria do you mark candidates against in job applications?

While criteria vary between firms, we generally look for evidence of:

• Motivation for a legal career.
• Understanding of Lewis Silkin and the work we do.
• Commercial awareness.
• Communication skills.
• Judgement and problem-solving.
• Curiosity and willingness to learn.
• Teamwork and collaboration.
• Resilience and adaptability.

We're not simply looking at what candidates have done; we're interested in how they think, learn and approach challenges.

What kind of extracurricular activities really impress you on an application?

Activities that can help demonstrate valuable skills include part-time jobs, volunteering, society leadership roles, hobbies, extracurricular activities and pro bono work. However, we're less interested in the activity itself and more interested in what you've learned from it. The strongest candidates are able to reflect on their experiences; explain the skills they've developed and articulate how those skills would translate into a legal career.

An example that always sticks out in my mind is when an applicant discussed their passion for knitting. Rather than simply mentioning it as a hobby, they explained how it had helped them develop key skills like patience and attention to detail, that are valuable to lawyers. It's a great example of how even seemingly unrelated interests can help demonstrate the skills and attributes firms are looking for and demonstrating authenticity as mentioned before.

What are the main reasons you reject a training contract or vacation scheme application?

Some common reasons include:

• Generic answers that could be sent to any firm.
• Limited understanding of the firm's practice areas, clients or culture.
• Lack of clear evidence or examples demonstrating motivation for law and skills.
• Spelling and grammatical errors that affect clarity.

Given the competitive nature of recruitment, applications are often rejected because others have provided more tailored, compelling and specific evidence, rather than because a candidate lacks potential.

What makes the difference between a good application and an excellent one?

Excellent applications tend to be highly specific.

A good candidate may tell us they are interested in commercial law. An excellent candidate will explain why, drawing on a particular client issue, case, industry trend, work experience or personal experience.

Excellent applications also don't simply describe experiences; they demonstrate what was learned, the skills they developed and why that is relevant to a legal career.

How can candidates get across their commercial awareness in an application?

Candidates should focus on demonstrating understanding rather than simply recounting news stories or deals without expanding on why they are important or how they may impact the firm you are applying to.

Strong commercial awareness involves understanding:

• What a business is trying to achieve.
• The challenges and opportunities it faces.
• How legal advice can help address those issues.
• The wider impact on clients, employees and stakeholders.

Develop an understanding of business, current affairs and the industries that firms of interest work in. The strongest candidates can explain not only the legal issues involved, but also the commercial and practical impact those issues have on clients.

What skills and competencies do you look for candidates to demonstrate on assessment days?

We look for candidates who have thoroughly researched the firm and demonstrate a strong understanding of our work, and what makes us different from other law firms.

We are also looking for candidates who display curiosity, critical thinking and strong teamwork skills. We are often interested in how candidates approach a problem as much as the conclusion they reach.

Thinking about your assessment day, what skills are you looking for from the group exercise?

Group exercises are designed to assess how candidates work with others.

We're looking for evidence of:

• Collaboration.
• Listening skills.
• Respect for differing views.
• Influencing and persuasion.
• Critical thinking.
• Decision-making.

The strongest performers contribute effectively while ensuring others have the opportunity to contribute too. Our group exercise is typically focused on an area of work that we specialise in, so we’re looking for candidates who demonstrate genuine interest in the firm’s work. 

What’s your advice to those who don’t feel comfortable speaking up in group exercises?

The strongest candidates are not necessarily the loudest or the ones who contribute the most. Often, the highest-performing candidates display strong judgement, make thoughtful contributions, demonstrate excellent listening skills and draw quieter members into the conversation.

Focus on the quality of your contributions rather than the quantity.

How can you tell whether a candidate really wants the job?

Candidates who genuinely want the role have usually done their research and show they understand the firm's work, clients, culture and unique aspects of the training programme. They can clearly explain why Lewis Silkin particularly appeals to them over other firms and how it aligns with their interests and values. Our interviews are intentionally conversational and designed to explore how you think, analyse information and approach different situations. As a result, interviewers may ask follow-up questions to delve deeper into your experiences or opinions. Candidates who have taken the time to research the firm tend to stand out, while a lack of preparation is often easy to spot.

It's also usually clear when a candidate is giving answers they think we want to hear rather than sharing their genuine views. The strongest candidates talk authentically about the areas, issues and experiences that genuinely interest them. In doing this, their enthusiasm comes across naturally.

What kind of questions should candidates ask at interview? What shouldn’t they ask?

Good questions are thoughtful and demonstrate genuine interest in the firm. While researching your interviewers is not essential, it can be helpful to understand their role within the business and the perspective they may bring to the conversation.

Try to avoid asking questions that can be easily answered by reviewing the firm's website. The best questions are those you genuinely want answered, and that allow for an engaging discussion with your interviewers, rather than ones asked simply to show that you have prepared.

Law firms tell us that they try hard to encourage STEM students to apply for training contracts. The link between law and science may not be an obvious one. Why do scientists make good lawyers?

STEM students often bring highly transferable skills that are valuable in legal practice like analytical thinking, problem-solving, attention to detail and working with complex information.

Many areas of law require individuals to analyse large amounts of information, identify risks and communicate complex concepts clearly to clients. STEM students are often particularly well-equipped to do this.

They can also bring different perspectives and experiences, which helps create stronger and more diverse teams. Some law firms operate in STEM-related sectors like life sciences & pharma, healthcare and technology so candidates who have studied or worked in these industries before transitioning into law can bring valuable sector knowledge and specialist insight.

How can non-law students show their commitment to a career in law when they haven’t necessarily been exposed to university law societies, law clinics and mooting events?

Non-law students shouldn't worry if they haven't had legal work experience and while it can be useful, its not going to disadvantage you or prevent you from obtaining a training contract.

Commitment to a legal career can be demonstrated in many ways. We’d encourage non-law students to attend firm events and webinars, speak to legal professionals and think about what transferable skills you have gained through your studies, work or extra-curricular activities that are relevant as a lawyer.

We're interested in a candidate's potential and motivation, not whether they followed a particular path. Some of the strongest future solicitors come from non-law backgrounds because they bring different perspectives, experiences and ways of thinking to the profession.