What was the primary driver in your decision to host your work experience virtually?

The events of 2020 meant that we had to rethink our work experience plans. Rather than cancel the scheme, we decided to go ahead with a virtual scheme where candidates spent a day completing work for their supervisor, having lunch with our trainees and meeting with a partner – all from their screens! We were delighted to still connect with our candidates and the feedback was universally positive. We created a vlogcast to document three of our candidates’ thoughts on the scheme, what they learnt about Farrer & Co, and tips for future applicants.

In 2021, with the pandemic still providing some uncertainty, we hosted a virtual vacation scheme for a second year. This time the scheme was extended to a week, which provided more opportunities for candidates to hear from a variety of people around the firm to get a real taste of life at Farrer & Co.

This year, we created a hybrid scheme which allowed candidates the opportunity to spend time in the office and to work remotely. The scheme reverted back to our pre-pandemic length of two weeks. We wanted to show all aspects of Farrers’ life in line with our new agile working framework. The candidates spent their time with us completing client work for their supervisors, taking part in a group case study, attending a series of talks about life at the firm, and meeting with their trainee buddy and their partner mentor. Our first group of candidates joined our hybrid Spring Vacation Scheme at the beginning of April. Look at what they had to say about their time here. To assist with the virtual elements of this scheme, including the programme and joining details, we used AllAboutLaw’s new events platform.

What role did environmental sustainability play in this decision? If at all?

Environmental sustainability is one of the fundamental reasons we are continuing to offer virtual elements as part of our vacation scheme. Our hybrid scheme allowed candidates to work from home for part of their time at the firm which, in turn, reduces the environmental impact of travelling to and from the office.

As part of the onboarding process, we previously would ask candidates to complete hardcopy forms containing their details and sign hardcopy policies. Now everything is completed electronically which saves paper and reduces our impact on the environment.

How has hosting your work experience virtual enhanced the quality of the programme?

This approach has made our work experience scheme more accessible to a wider pool of candidates. During our scheme, there were train disruptions which meant it was difficult for people to travel into our office. Having the option to work remotely meant that candidates were still able to participate in the scheduled activities and carry out work from their homes. This would not have been possible when all the vacation scheme previously took place in our London office only.

One candidate commented: “I found it very easy due to the clear IT induction given and how easy Microsoft Teams is to use. I had clear instructions and knew how to use the systems, so I had no problem with working from home and communicating with my supervisor.”

Has hosting virtual events and work experience introduced you to any new demographics of candidates?
Up until 2019, our attraction techniques were fairly traditional, travelling up and down the country to university law fairs and handing out Farrer & Co merchandise. We reviewed this with the aim of reaching a wider pool of applicants and improving our sustainability. We switched from travelling to law fairs to participating in online events. We also discontinued giveaways. Instead, we produced videos for candidates to tell them about our firm rather than distributing printed materials. We have also launched a graduate recruitment email briefing and built 28 new partnerships with both Russell Group and non-Russell Group universities. We have done this all from our screens and without unnecessarily travelling hundreds of miles and harming the environment in the process.

Through these changes we have made lasting connections with a wider selection of universities/career advisers. This has helped us disseminate messages about Farrer & Co to a larger pool of candidates who might not have otherwise been able to attend our previous in-person events/work experience scheme. We are excited to continue finding creative new ways to cut waste and make carbon savings as part of the Sustainable Recruitment Alliance. We also look forward to reporting on our environmental impact collectively as a group, whilst sharing ideas and best practice. [1]

How many students would you usually welcome to the office on your work experience? And for how many days would they attend the office?

Prior to the pandemic, we would welcome 30 vacation scheme candidates to our office for ten working days. With a virtual element to the scheme, there has been an elimination of an estimated 121.5KG in CO2e emissions from train journeys.[2] [3]

[1] Farrer & Co are a member of The Sustainable Recruitment Alliance and published this case study last year.
[2] The average train journey in the UK is 28.3 miles. This figure is reached by taking a mean average of the ‘Average distance travelled by Surface Rail’ since 2002 (row 116), and dividing this figure by the mean average of the ‘Average number of trips (trip rates) by Surface Rail’ since 2002 (row 66). The data can be found here.
[3] CO2e figures were calculated here by inputting 56.6 (28.3 multiplied by two to account for a return journey) into the mileage field. The 4.05KG CO2e figure is then multiplied by 30 (the number of people travelling to Farrer & Co’s London office), which generates a figure of 121.5KG CO2e.