From SQE to AI: future lawyers’ priorities, questions and concerns about entering legal profession

Earlier this year we surveyed LawCareers.Net users to better understand their concerns about entering the legal profession. With securing a training contract, diversity and inclusion, and workload topping the list of aspiring lawyers’ worries, in this Feature we’ve grouped together the top questions to come out of the survey, and our advice to alleviate your concerns and help you on your way to your dream career in law.

Reading time: 15 minutes

Is it hard to secure a legal training contract?

Our survey found that securing a training contract/qualifying work experience (QWE)/pupillage was the biggest concern shared by aspiring lawyers (45.95%).  

It’s true that training contracts are incredibly sought after and that the application process is very competitive. That’s one of the reasons why LawCareers.Net exists in the first place! So, what are the chances of successfully applying? In 2020/21, 5,495 new training contracts were registered, according to the Law Society. Meanwhile, AllAboutLaw estimates that 30,000 students applied for trainee positions, suggesting that there was an 18.3% chance of securing a training contract that year.

While these figures demonstrate just how competitive securing a training contract is, it’s important to remember that not everyone is successful in their first round of applications. Plus, in 2021/2022, the average age of a solicitor admitted to the role was 29/30, which could indicate that it’s normal to qualify slightly later and gain experience in other roles (legal or non-legal) before beginning your training contract.

But how can you improve your chances of securing a training contract and make your application stronger? To give yourself the best chance of success, consider your experiences and how you can link them to the skills that law firm recruiters are looking for. You must also research a law firm extensively so you can effectively tailor your application and highlight why your skills and experiences match the firm’s values and the type of work it does.

Networking is another great way to learn more about a firm and the profession and, in turn, you can use this information to improve your application. When speaking to firm representatives at events, like law fairs or LawCareersNetLIVE, asking the right questions can provide you with the insights you need to identify what makes a specific firm tick. Once you have this information, you’re in a better place to make your application specific and highlight why you’re the perfect fit. It’s also worth speaking to trainee solicitors at these events – they’ll likely have great tips for successfully applying to their firm (given they’ll have recently been in your position).

Networking encounters are an excellent opportunity to make an impression on recruiters. Sometimes recruiters will even note down the name of impressive candidates to look out for in future applications and interviews. Plus, if a conversation at an event or on LinkedIn encourages you to apply to a specific law firm, you can mention who you met and why it inspired you to apply in your application. Law firm recruiters will be impressed by candidates who can clearly demonstrate the effort they’ve put in to learn more about the firm.

Read this Feature for more advice about applying to a training contract.

If your application is successful and you progress to interview stage, the same advice applies – be confident and highlight your strengths and experiences. Remember to dress smartly and be polite to interviewers and other interviewees in group interviews. It’s also a good idea to conduct some research into the types of questions law firms usually ask at this stage. For example, prepare to answer scenario-based questions, as well as questions about the experiences you mentioned in your application.

Don’t be disheartened if you don’t get a training contract first time. It’s a very competitive process and it’s typical for candidates to make multiple rounds of applications before they’re successful. Plus, there are other ways to qualify. For example, the Solicitors Qualifying Exam (SQE) has the potential to improve access to the profession due to the flexibility offered by the QWE requirement, which enables candidates to complete QWE in up to four organisations (these placements don’t have to be a formal training contract).

Read this Oracle to find out more about what counts as QWE.

Key takeaway: While competition is fierce, there are several ways to strengthen your application and better your chances. Consider which firms would be a good fit for your skills and experiences and spend time crafting your applications to stand out. Plus, don’t apply to too many firms – quality over quantity rings true here.

How difficult is it to pass legal exams?

Passing exams was the second biggest concern for students, with 18.47% expressing their worries about the SQE, Bar course or other postgraduate courses. To start with, we thought it’d be helpful to take a look at the current pass rates for these exams.

In terms of the Bar course, in December 2022, 56.4% of students passed the civil litigation paper and 49.8% passed the criminal litigation paper. Regarding the SQE assessments, 56% passed the January 2024 sitting of SQE1. The January 2024 sitting of SQE2 had a 62% pass rate for sitting one and 61% for sitting two. With the SQE only having been introduced in September 2021 and the first round of assessments taking place in November 2021, there have been some concerns raised about the SQE pass rate since the exam’s induction, with many noting that the exams are very challenging. It should be pointed out, however, that the SQE pass rates aren’t too dissimilar to those of the Legal Practice Course (LPC), where 53.5% passed in 2020/21 and 47.8% passed in 2021/22.

It’s also worth noting that SQE preparation and law conversion courses aren’t a mandatory requirement for those wishing to qualify as a solicitor. As such, there’s every chance that people are attempting the SQE assessments without completing any formal preparation or conversion course as recommended – failure to prepare in any way for the SQE assessments could potentially skew the results, resulting in lower pass rates.

Additionally, in April 2024, 175 people were falsely told that they had failed the January sitting of the SQE due to an error by Kaplan, which delivers the assessments. This slightly distorted the overall pass results at the time and created negative press surrounding the SQE, including worries about how incorrect results could affect students’ job prospects. Managing director of Kaplan SQE, Zoe Robinson, stated that she was unaware of any students losing training contracts due to the error. However, this was a concern for students who failed the assessment. As firms released statements about their policies it became apparent that, much like with the LPC, law firms have differing approaches to this scenario. While some reserve the right to rescind training contract offers, others will allow resits.

So, while the exams to qualify as a solicitor and barrister aren’t easy, there are several things you can do to support yourself as you prepare for the assessments. As noted above, while you don’t need to complete an SQE preparation course before taking the SQE assessments, it’s highly recommended you do one to ensure you’re equipped with the knowledge required to pass the assessments.

Find out about the different courses out there that can support you.

If you’ve secured a training contract, the firm you’re training with will have likely chosen an education provider for you to complete an SQE prep course with. However, if you have the option to choose, conduct some research into the various options and think about which provider and course suits your learning style best.

Read this Feature for a guide to SQE preparation courses or, if you’re an aspiring barrister, check out this guide to barrister training. Plus, you can use LawCareers.Net’s course search to find the right course for you.

Key takeaway:  Consider your learning style and choose preparation techniques and courses that suit you best. Don’t underestimate the importance of preparing for the SQE and Bar course assessments.

What’s work/life balance like in the legal profession?

Nearly 10% (7.21%) of students stated that the training process (eg, workload, responsibility and choosing seats) was one of their biggest concerns.

Long hours and a demanding schedule are often seen to be part and parcel of life as a lawyer. In fact, junior lawyers have been known to work 12 hours a day on average at some firms, according to Legal Cheek’s 2023/24 working hours report. However, the results also showed that working hours across all firms dropped slightly as more emphasis is placed on work/life balance.

Plus, research shows that generation Z (gen Z) and millennials have different priorities, such as a “strong desire to achieve better work/life balance”, according to a report by Deloitte. The data showed that gen Z and millennials ranked work/life balance as more important than career development.

Similarly, Obelisk Support’s recent report, World in Motion: Why the Legal Profession Cannot Stand Still, discovered that nearly three-quarters of the junior lawyers surveyed agreed that they wouldn’t join an organisation whose values didn’t match with their own, even if they were offering a higher salary. This change in priority has forced firms to reconsider how they attract talent, with many  beginning to create or push their policies that place more emphasis on sustainability, diversity and work/life balance. For example, some firms are now allowing diversity and inclusion work to count towards billable hour targets.

Read this Feature to find out more about how working hours and work/life balance culture is changing in the legal profession.

While it’s true that law firms are generally improving when it comes to work/life balance, it’s also important to keep in mind that every firm is different. As part of your research into law firms during the application process, take a look at their policies and consider whether they meet your needs. Sometimes the best way to determine a firm’s culture is to spend time in it so look for work experience placements (eg, vacation schemes) and other events (eg, open days) that allow you access behind the firm’s doors. Although LawCareers.Net’s user survey found that participants ranked both work/life balance and salary as highly important factors, it’s worth considering that the firms that pay the most will also expect more of your time. For example, City law firms offer higher pay but expect lawyers to work longer hours, while smaller regional firms tend to have fewer demanding hours but offer lower salaries.

Regardless of the firm you choose, the legal profession is a rapidly developing landscape, with more onus on mental health than ever before. Elizabeth Rimmer, CEO of legal mental health charity LawCare, explains that: “There’s a recognition now, more so than there was even five years ago, about some of the challenges that we face around mental health. I think there’s a growing movement around wanting to do something about it so I believe things will change.”

Key takeaway: While the hours can be intense, remember that firm policies vary. Choose a firm that aligns with your priorities.

How diverse is the legal profession?  

For 4.05% of future lawyers, diversity stands out as a key issue. According to data from the Solicitors Regulation Authority (SRA), diversity is slowly improving but there’s also still a long way to go. The SRA data shows that 77% of lawyers are white, 89% are heterosexual and, while 53% of all lawyers are women, only 37% of partners are women. In an effort to address the imbalance, many firms are adapting their recruitment processes to improve access to the profession for underrepresented groups, ensuring that the application review process is fairer, among other things.

Contextual recruitment is one strategy firms are using to “attract candidates that they may have once not considered based on their potential”. It also encourages “a greater number of candidates from a lower socioeconomic background to apply for an opportunity, highlighting the firm's motives and policies around social mobility in general”, explains Vicky Roddis, employer partnerships manager at social mobility charity upReach. upReach has developed its own contextual recruitment tool, REALrating, which “uses a unique and sophisticated research-backed algorithm to analyse 15 indicators of socioeconomic disadvantage and evaluate the extent to which each indicator has affected a candidate’s ability to achieve their academic potential”. The tool also provides “a view of the individual indicators of socioeconomic disadvantages that applicants have faced, allowing employers to track overall diversity of applicants and measure dropout rates throughout their application process”. By using tools like this, law firms are taking action to ensure their recruitment practices are as fair as possible, with the aim of supporting a more diverse cohort of candidates through the application process and beyond.

Firms are also taking steps to remove bias from their interview processes. For example, strength-based interviewing is becoming more common, allowing applicants to highlight their skills and strengths rather than previous work experience. The standard practice of using vacation schemes as part of the recruitment process (ie, lots of firms recruit their trainees through their vacation schemes) is also being questioned, as recruiters understand that not everyone is in the position to be able to take one or two weeks off to participate in a scheme.

However, the SRA data also shows that recruitment isn’t the only problem – retaining diverse talent and encouraging progression is also an issue. So, it’s important that firms keep reviewing these issues to identify ways to remove barriers. It’s also crucial that you’re aware of the inequity in the profession. Conduct your own research to find out what specific firms are doing – for example, firms usually have information online about the diversity initiatives they run, as well as their diversity stats. The SRA diversity tool is also a good way for firms (and you) to research diversity in the profession and benchmark how they’re doing compared to other similar sized firms.  

However, stats only tell half the story. As always, make the most of networking opportunities and speak to people at prospective firms about what it’s like to work there.

For more information, read this Oracle on how to figure out which law firms value diversity and inclusion.

Key takeaway: Actions speak louder than words, so what are firms actively doing?

How will AI change lawyer’s jobs in the future?  

AI is a hot topic for lawyers, recruiters and students alike. The general consensus is that AI will continue to impact the legal profession over the next few years, but what will that impact be and who will it affect? Just over 4% of our user survey respondents selected AI as one of their concerns. This anxiety is rife in the profession, with many concerned that AI will “steal lawyers’ jobs”. However, in reality, AI is being used to increase efficiency, changing the way lawyers work but not removing the need for them all together. For example, it’s likely that, in the future lawyers will spend less time on routine tasks (eg, legal research and drafting assistance), allowing for more time to be spent on complex work.

Read this blog to find out more about how generative AI could affect the billable hour and the way firms operate.

The firm, chambers or business you end up working for will most likely impact the way you use AI in your day-to-day work. This is because they’re all using technology differently. For example, Shoosmiths has been vocal about its adoption of AI into its day-to-day practice, as well as what it expects from candidates using AI in applications.

As more firms adopt AI into their working practices, they may communicate their plans online through policies or statements like Shoosmiths or Clifford Chance, which has published its five key principles for using AI on its website. Others might have internal policies that you can ask about at networking events. Finding out this sort of information is a good place to start if you’re interested or concerned about how law firms are, or are not, using AI.

It’s likely that as part of your research above, you’ll find out whether the firms you’re interested in applying to are happy for you to show how you can use AI in your applications. However, if a firm’s stance on using AI in applications remains unclear, there’s no harm in reaching out to individual firms to check what they want to see from you. Human judgement remains crucial at every level – from applications through to the work being produced at a law firm.

The rapid development of AI is both exciting and concerning, so it’s important you keep your finger on the pulse. Remember, there are many opportunities to use the technology to your advantage but do so intelligently and cautiously.

Interested in learning more about whether you should use AI in applications? Check out this Oracle to find out more. 

Key takeaway: AI is changing the way lawyers work but the human element remains important. Consider how AI could make positive changes to your life and career and how you can use AI to your advantage. Research whether law firms want to see you using AI in your applications and if so, how they want to see it being used. Don’t let AI do all the work – recruiters will see right through any attempt to do so and it demonstrates a lack of commitment and understanding about AI’s weaknesses.

Next steps

The journey to becoming a lawyer is undoubtedly challenging, especially in a profession that’s rapidly evolving. We hope the above key takeaways will help you to navigate the challenges and concerns you have – whether that’s researching firms’ policies, redrafting applications or narrowing down your list of prospective firms – and take the next step with confidence. Good luck!

Ellie Nicholl is a content and engagement coordinator at LawCareers.Net.