Tanya is one of our Senior Emerging Talent Advisors. In this blog, Tanya shares practical advice, common misconceptions and recruiter insights to help you approach applications, interviews and assessment centres with confidence.

Published: 3 August 2026
Author: Tanya Mumford, Senior Emerging Talen Advisor

Applying for training contracts and solicitor apprenticeships can feel overwhelming.

With application forms, interviews, assessment centres and advice coming from every direction, it can be difficult to know where to focus your energy.

Having reviewed thousands of applications and supported many candidates through the recruitment process, one thing stands out time and time again: the strongest candidates are not necessarily the ones with the most experience. They are often the people who understand themselves, prepare thoughtfully and show up as their authentic selves.

If you are considering applying for opportunities with Shoosmiths, here are some of the things we wish every candidate knew.

Your application matters more than you think

Some candidates assume the real assessment begins at interview or assessment centre stage. In reality, your application is your first opportunity to demonstrate your potential.

A strong application goes beyond telling us that you want a career in law. It explains why you are interested in a career with Shoosmiths specifically, what has attracted you to the firm and the value you could bring to the team. It shows genuine curiosity, self-awareness and a thoughtful understanding of who we are and what matters to you.

The applications that stand out are tailored, thoughtful and personal. They demonstrate that you have invested time in researching the firm and reflecting on how your own interests, values and experiences align with what you have discovered.

Focus on understanding yourself, not memorising answers

When preparing for interviews, many candidates spend hours trying to create the ‘perfect’ answer.

Authenticity is far more powerful than perfection.

The best preparation is not memorising scripts. It is taking time to reflect on your strengths, your experiences and what motivates you. Think about examples that demonstrate how you work with others, overcome challenges, solve problems and learn from setbacks.

Practising your answers out loud can help build confidence, but try not to become so attached to a script that you lose your personality in the process. We want to hear your genuine thoughts, rather than a rehearsed speech.

Commercial awareness is simpler than you might think

Commercial awareness can be an area that causes candidates some anxiety.

The good news is that we are not looking for business experts or future economists.

Good commercial awareness is about understanding that law firms operate in a commercial environment and recognising what matters to clients. It means being curious about how organisations make decisions, understanding the challenges they face and considering how lawyers help solve business problems.

You do not need to know every headline. You need to be able to demonstrate curiosity, awareness and an understanding of the wider context in which legal advice is delivered.

Your experience is valuable, even if it is not legal

One of the biggest misconceptions is that candidates need extensive legal experience to prove their motivation.

That simply is not true.

Some of the most memorable applications come from candidates whose experiences are completely unrelated to law.

We have seen successful applicants who have worked in retail and hospitality, volunteered for charities, coached sports teams, taught dance, boxing or swimming and held leadership roles at university.

You can be taught the law.

What makes you unique are the experiences that have shaped you, the skills you have developed and the perspective you bring.

When talking about your experiences, focus on what you learned, how you developed and how those experiences have helped shape the skills and qualities you would bring as a trainee solicitor or solicitor apprentice.

In group exercises, help the team succeed

Assessment centre group exercises are not competitions.

Candidates often worry about standing out, which can sometimes lead them to dominate discussions or push their views too strongly. In reality, the behaviours that impress assessors are often much simpler.

Listen well. Build on other people's ideas. Encourage quieter voices to contribute. Help the group stay focused and organised. Remain calm when time is limited.

We are looking for people who can collaborate effectively, communicate clearly and contribute positively to a team. Sometimes the strongest contribution is helping others to succeed.

Fairness and inclusion matter

We are committed to providing a fair and objective recruitment process for every candidate.

We use structured interviews, trained assessors and clear scoring frameworks so that candidates are assessed consistently against the same criteria. Decisions are based on evidence and potential, helping to ensure every candidate has an equal opportunity to succeed.

We also recognise that candidates may benefit from different types of support to perform at their best. We would encourage you to share information about any reasonable adjustments that can help us create the best possible experience for you during the recruitment process.

If there is something we can do to support you, please let us know. Our aim is to create an environment where you can focus on demonstrating your strengths, showcasing your potential and bringing your whole self to the process.

If things do not go to plan

Not every application or assessment centre will result in an offer, and it is important to remember that one outcome does not define your potential.

If an assessment centre does not go as you hoped, take time to reflect.

Start by giving yourself credit for what went well. Where did your strengths show up? What felt natural? Then think about what you might do differently next time.

Growth comes from reflection, not self-criticism.

Please remember that reaching the final stages of a recruitment process is a huge achievement in itself. Every application, interview and assessment centre builds valuable experience that you can take forward into future opportunities.

One final piece of advice

If I could leave you with one message, it would be this:

Be yourself, not the version of yourself you think a law firm wants.

We are not looking for perfection. We are looking for potential, curiosity, self-awareness and authenticity.

The candidate who stands out most is often someone who gives us a genuine insight into who they are and the strengths, perspective and potential they could bring to the firm.

Prepare well, stay curious, reflect on your experiences and then trust yourself enough to show up as who you genuinely are.

That's the person we want to meet.

Explore more of our recent blogs for insights and inspiration. If you have questions, our FAQ page is a great place to start.

Still curious or need advice? We would love to hear from you. Email us at joinus@shoosmiths.com and our team will be happy to help.