Solicitor interview questions: what to ask and what to listen for
Updated: 13 hours ago
Good solicitor interview questions explore how a candidate thinks and acts in relevant situations. Use a small set of core questions across candidates, then probe their individual examples. The aim is to understand capability and limits, not to reward confident delivery alone.
Judgment and supervision
Ask: Tell us about a matter where you had to decide whether to proceed independently or seek guidance. Follow up: What made the issue significant? Who did you consult? What did you record? Listen for recognition of limits, timely escalation and clear reasoning. A newly qualified candidate should not be judged against the independence expected of a senior solicitor.
Client communication
Ask: Describe a time you explained a difficult position or an unwelcome development to a client. Follow up: How did you check understanding? What happened next? Listen for clarity, realistic expectations and respectful communication. Ask the candidate to remove identifying details. An impressive outcome is less useful than a clear explanation of their own contribution.
Managing competing deadlines
Ask: If two urgent matters and a client query arrive together, how would you prioritise them? Follow up with a fictional change in circumstances. Listen for identification of consequences, checking deadlines, communication with colleagues and sensible escalation. Avoid treating a willingness to work unlimited hours as the only sign of commitment.
Technical experience
Choose a scenario representative of the advertised practice area and level. Ask the candidate to identify the first issues they would clarify, the information they would need and the next steps. An employment role might use a fictional client enquiry; a conveyancing role might use a fictional transaction timeline. Have a suitably experienced interviewer assess the answer. Do not expect a candidate to give definitive advice on incomplete facts.
Learning and teamwork
Ask: Tell us about feedback that changed how you worked. Follow up: What did you change and how did you know it helped? For a supervising role, ask how the candidate reviews work and supports a colleague who is struggling. Listen for specific behaviours rather than general statements about being a team player.
Turn answers into a decision
For each answer record the criterion, the evidence, the score and any follow-up needed. Compare candidates using the same standard. Do not combine every score mechanically if one essential requirement remains unmet; record that issue explicitly. Leave time for candidates to ask about the caseload, supervision, progression and office attendance. Their questions are also an opportunity to make sure expectations match.
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