We value equality and diversity and we welcome applications from candidates from all backgrounds and all sectors of the community. Candidates for pupillage and for tenancy are assessed solely on the grounds of merit. If you are disabled and require any adjustments to be made at any stage of the application and selection process then please inform us of this and we will attempt to accommodate your needs.
At Kings Chambers we believe that our clients' interests are best served by strong dedicated teams in an uncompromising attitude to quality and client service. Kings Chambers is committed to providing clients with high quality specialist legal services through barristers with the highest reputation for advocacy, knowledge and professional standards.
Kings Chambers and the members therein have a national reputation. Chambers is based in Manchester, Leeds and Birmingham though members work all over the country and outside the jurisdiction.
Chambers is divided into the following departments:
Within those departments members offer a number of areas of specialisms, details of which can be found by reference to the entries for the relevant departments on the website.
The success of Chambers has been built on the recruitment and development of pupils of the highest calibre and potential. Our recruitment process and the remuneration package we offer are intended to ensure that we recruit the best candidates in each year.
All offers of pupillage are made with a view to tenancy. This means that if you accept a pupillage and complete the same successfully you will be offered a tenancy in Chambers.
A pupil is allocated to a department within Chambers and a Pupil Supervisor within that department. The pupillage is divided between a non-practising period of 6 months and a practising period of 6 months. In the ordinary course a pupil will have a Pupil Supervisor for each 6 month period. It will also be expected that a pupil will spend time with other members of Chambers during the course of their pupillage.
Pupil Supervisors are (in conjunction with the Director of Pupillage Training) responsible for devising and providing the pupillage. You can expect to be provided with frequent feedback throughout your pupillage and for your progress and development to be monitored. At the end of each 3 month period pupils undergo a review of their progress and development with their Supervisor and the Director of Pupillage Training. If there are any issues for the pupil to work on then these will be identified at this review and a structure devised for the pupil to address the same.
We aim to make pupils feel a part of Chambers from the time that they accept their offers of pupillage. To this end pupils are invited to chambers events, both formal and informal, and encouraged to get to know both members and staff.
For more information about the recruitment process, please click here.
For our Top 10 Tips for Pupillage, please click here.
Our application process is designed to ensure fairness and we are wholeheartedly committed to the Bar Council’s Equality and Diversity Code.
Pupillage application forms are assessed ‘blind’ in that the name, address and date of birth of the applicant is removed prior to the paper assessment.
We monitor diversity by anonymised forms which applicants are requested (but not required) to complete with their application. These forms are kept separate from the application forms and are only used for monitoring purposes.
We assess applications on paper first, and would not normally shortlist applicants with lower than a 2:1 degree. We do however appreciate that sometimes an applicant’s ability/potential is not necessarily reflected by their degree result and therefore we will always have regard to any extenuating or relevant circumstances in this regard.
Based on the review of the applications we draw up a list for interview. Following an interview an applicant will be marked on their interview performance by reference to an agreed set of criteria. These marks are then added to the marks allocated to the applicant’s application and references. A shortlist is then drawn up for second interviews. We do not limit the number of available interviews. We expect to be able to make a decision following a second interview. The performance of an applicant in interview is not determinative of their application.
Throughout the process we are looking for applicants who demonstrate the potential to become excellent barristers. We do this by considering, among other things:
A useful guidance is to remember that we are looking for applicants who can show the potential to be excellent advocates.
We must stress that we are not looking for the “finished article”. Pupillage is intended to produce the “finished article”.
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