In a recent Platforum9 session for aspiring lawyers, Samantha Hope, Head of Emerging Talent at national law firm Shoosmiths, shared valuable insights on how AI is transforming the legal recruitment landscape. With nearly 15 years of experience overseeing trainee solicitor and solicitor apprentice programmes, Hope offered a refreshingly progressive perspective on how candidates can ethically leverage AI tools to enhance their applications in an increasingly competitive market.
The Changing Legal Recruitment Landscape
The legal recruitment environment has evolved significantly in recent years, with COVID accelerating many changes, particularly around working patterns and candidate expectations. Hope noted a fundamental shift in “empowerment for individuals and for the employee,” with candidates becoming “more knowledgeable about what they want from their own careers and what they want to get out of employment.”
This shift in power dynamics coincides with the rise of AI tools that are reshaping how candidates approach the application process. Against this backdrop, Shoosmiths received approximately 2,500 applications for just 20 training contract positions commencing in 2027—highlighting the fierce competition facing aspiring solicitors.
Shoosmiths’ Approach to AI in Applications
Rather than viewing AI as a threat to authenticity, Shoosmiths has taken a notably progressive stance. “AI is here to stay,” Hope emphasised. “Why can’t we embrace it at this early application stage? I want our candidates to do their very best in the process, and if they can use AI as a tool to help them, then I’m all for that.”
This approach isn’t about replacing the candidate’s voice, but enhancing it. Hope compared AI use to how previous generations used search engines: “In the same way that years ago, people would have used Google or search engines as a tool to enhance their knowledge… that’s how I see the use of generative AI in application forms.”
However, Hope was clear about the ethical boundaries: “Integrity and honesty are absolutely fundamental to a career [in law]. And that can’t be replaced by technology.” She stressed that approximately 50% of Shoosmiths’ applicants last year acknowledged using AI in their applications—up from 30% the previous year—indicating growing acceptance of these tools.
Practical Guidance for Using AI Effectively
Hope shared several practical tips for candidates looking to ethically incorporate AI into their applications:
- Start with your authentic voice: “It should always start with the person and their own authentic voice and thought.” Candidates should first craft their own answers before using AI to refine them.
- Use AI for refinement, not generation: Rather than inputting application questions directly into AI tools and copying the responses verbatim, Hope recommends using AI to polish self-written content—checking for grammatical errors, improving clarity, or helping with concision.
- Ask AI to review rather than write: One particularly insightful tip was to frame prompts as reviews rather than requests for content creation. Hope suggested asking: “Can you look over these answers and tell me, is this a true reflection of me?” or “Can you look over my answers and let me know if this aligns with Shoosmiths’ law firm values?”
- Research firm-specific AI policies: “Understand who you are applying to… What is their stance on [AI]? What do they believe?” Some firms are more embracing of AI use than others, so candidates should research each firm’s position before applying.
- Use AI for organisation and research: Beyond application refinement, Hope suggested using AI to help with scheduling application deadlines and researching law firms—maximising efficiency in the preparation phase.
Beyond Applications: AI in Assessment
Perhaps most interestingly, Hope revealed that Shoosmiths has begun incorporating AI literacy into its assessment process. “This year we started also assessing for strengths for innovation and AI literacy, and we started to introduce those into our assessment centres.”
For candidates who progress to assessment centre stage, Shoosmiths now includes a task where applicants must use Microsoft Copilot (the firm’s internal AI tool) to complete an assignment. “We are not assessing the output of Copilot,” Hope clarified. “We’ll then ask a series of questions. We’ll ask the candidate to explain how they used Copilot during that task.”
This forward-looking approach reflects the firm’s understanding that these trainees will qualify as solicitors in 2029—a future where AI literacy will likely be essential. As Hope noted, “AI isn’t going to replace lawyers, but lawyers who use AI are going to replace lawyers who don’t.”
The Human Element Remains Essential
Despite the growing role of AI, Hope emphasised that human connection remains paramount in legal recruitment. “When we are all really proficient with using AI… it is what’s underneath that will essentially stand us out against each other.”
This human element extends to how Shoosmiths delivers offers—combining email notifications with personal phone calls and handwritten notes. “It’s a really monumental moment for them,” Hope explained, describing how candidates often remember exactly where they were and who they were with when they received their training contract offer call.
Similarly, for unsuccessful candidates, particularly those who attend assessment centres, Shoosmiths prioritises providing meaningful feedback and development guidance—recognising the significant investment candidates make in the process.
Conclusion: Remain Authentic When Embracing AI
Shoosmiths’ approach to AI in recruitment reflects a broader trend of innovation within the firm, where AI usage is being integrated into firm-wide metrics and even linked to bonus structures. This creates an environment where trainees who enter with AI skills can thrive rather than facing resistance.
For aspiring solicitors navigating the highly competitive training contract market, Hope’s message is clear: AI tools, when used ethically and appropriately, can be valuable allies in presenting your best self to potential employers. The key is maintaining authenticity and integrity while leveraging technology to enhance—rather than replace—your unique voice and experiences.
As the legal profession continues to evolve, candidates who can demonstrate both strong human skills and technological literacy will be well-positioned for success in an increasingly AI-augmented workplace.
