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Covington & Burling Assessments

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Careers at Covington & Burling

At Covington & Burling, meticulous prowess in law is just the start. This global legal powerhouse champions a blend of talents, requiring candidates to demonstrate a sharp legal mind and an innovative approach. With their impressive roster of diverse clients, Covington & Burling expects candidates to exhibit nothing short of excellence and strategic acumen. Careers at Covington & Burling are highly sought after, where roles in litigation, corporate practice, and investigation provide ambitious professionals the chance to shine in a collaborative and ethical environment.

Whether you're a recent graduate or a seasoned lawyer, Covington & Burling offers an array of opportunities to thrive and make an impact. The competition for positions is fierce, but the rewards are considerable, with employees contributing to significant global legal developments. Standing out in their pool of applicants means showing up well-prepared and aligned with the firm’s esteemed reputation.

Covington & Burling Application Process

The selection process has 4 major stages:

1. Online Application

2. Online Assessments

3. Interview

4. Assessment Centre

Covington & Burling Online Application

The journey at Covington & Burling starts with an Online Application. As an applicant, you'll need to present a detailed resume, a compelling cover letter, and any additional documents that elucidate your qualifications and experience. It's a critical step where you demonstrate your fit for the position and highlight your understanding of Covington & Burling's practice areas.

During this step, applicants are encouraged to align their application with the firm's core values of ethical practice and innovation. Take the time to curate an application that showcases your expertise, achievements, and how you can contribute to Covington & Burling's legacy of legal excellence.

Covington & Burling Online Assessments

After submitting your online application, if shortlisted, you'll enter the Online Assessments phase. This round is designed to appraise your legal aptitude and cognitive abilities. Expect to encounter scenario-based questions, complex problem-solving tasks, and perhaps even personality assessments that gauge your alignment with the firm's values.

Covington & Burling is keen on identifying candidates who not only exhibit legal excellence but also thrive in a collaborative environment. The online assessments play a pivotal role in determining which applicants advance in the recruitment process.

Covington & Burling Interview

Impressing the hiring team with your online assessments can lead you to the Interview stage. Here, you can expect in-depth inquiries into your professional history, as well as hypothetical legal scenarios requiring on-the-spot analysis. Covington & Burling interviews often combine behavioral and case study questions to observe your strategic thinking and ethical reasoning skills.

Be prepared to discuss your background, demonstrate your critical thinking, and show your potential to contribute to their culture of collaboration and innovation.

Covington & Burling Assessment Centre

The final gateway at Covington & Burling is the Assessment Centre, typically an in-depth, in-person evaluation. Candidates participate in group exercises, further interviews, and tasks simulating the actual work environment. This stage also allows the firm to assess your interpersonal skills, teamwork, and leadership potential.

Within this challenging environment, it's your chance to stand out by showing how you interact, solve problems, and approach complex legal scenarios in a manner that aligns with Covington & Burling's dedication to their clients and ethical practice.

Sample Covington & Burling Assessments question Test your knowledge!

Score: /6

It has long been recognised that industry leads the way in furthering innovative engineering research.

Engineering research centers (ERCs) were first established in this country in the middle of the 1980s with the direct intention of fostering improved Research and Development collaboration between universities, industry, and the government. Unlike similar engineering research initiatives that preceded ERCs, they were introduced with a broad remit; their focus was on changing the conduct of academic engineering research and education as well as pre-competitive generic research. The key focus was on innovation in next-generation technology advances at the intersection of disciplines. It was recognized that universities were often the only places that had sufficient engineering knowledge to be able to deliver the level of research that was required to support such objectives. The results of the research were intended to be useful to the industry but with a longer-term view than other research. Another direct outcome of the ERCs was that university graduates would, in theory, be better prepared to commence work in an engineering environment.

As time went on the next generation of ERCs went one step further and encouraged collaboration across universities and had a direct focus on the younger generation of students with a leaning towards engineering - not just those who were already studying at the universities in question. The third generation of ERCs was implemented in 2008 and was created to cope with an increasingly global economy and also a reduction in student interest in sciences and engineering.

  • True
  • False
  • Cannot Tell

Being obliged to break confidentiality in a therapeutic relationship is always a direct result of the law.

Psychotherapists recognize that the law is generally in place to uphold client-therapist confidentiality. However, there are situations that may occur where the therapist is under obligation to break that confidence. This obligation can vary depending upon where the therapist is practicing and it may occur as a result of their employment contract or of the law. Where such an issue does occur, the therapist is expected to firstly try and discuss the presenting issue with their client. However, in situations where the factors under consideration are particularly urgent, it is accepted that this cannot always be the case.

Legitimate breaches of confidentiality relate to circumstances where the information the client has shared relates to acts of terrorism; information of this nature must be reported. There are other circumstances where breaching confidentiality may be considered legitimate, for example, in the case of serious crime or suspected child abuse. Individual employers and independent therapists have their own boundaries but must agree on this contractually with their clients at the outset of the therapeutic relationship.

  • True
  • False
  • Cannot Tell

When a client reports their involvement in an act of terrorism, their therapist is legally obliged to report this.

Psychotherapists recognize that the law is generally in place to uphold client-therapist confidentiality. However, there are situations that may occur where the therapist is under obligation to break that confidence. This obligation can vary depending upon where the therapist is practicing and it may occur as a result of their employment contract or of the law. Where such an issue does occur, the therapist is expected to firstly try and discuss the presenting issue with their client. However, in situations where the factors under consideration are particularly urgent, it is accepted that this cannot always be the case.

Legitimate breaches of confidentiality relate to circumstances where the information the client has shared relates to acts of terrorism; information of this nature must be reported. There are other circumstances where breaching confidentiality may be considered legitimate, for example, in the case of serious crime or suspected child abuse. Individual employers and independent therapists have their own boundaries but must agree on this contractually with their clients at the outset of the therapeutic relationship.

  • True
  • False
  • Cannot Tell

Therapists have some flexibility regarding what they deem serious enough to lead them to breach confidentiality.

Psychotherapists recognize that the law is generally in place to uphold client-therapist confidentiality. However, there are situations that may occur where the therapist is under obligation to break that confidence. This obligation can vary depending upon where the therapist is practicing and it may occur as a result of their employment contract or of the law. Where such an issue does occur, the therapist is expected to firstly try and discuss the presenting issue with their client. However, in situations where the factors under consideration are particularly urgent, it is accepted that this cannot always be the case.

Legitimate breaches of confidentiality relate to circumstances where the information the client has shared relates to acts of terrorism; information of this nature must be reported. There are other circumstances where breaching confidentiality may be considered legitimate, for example, in the case of serious crime or suspected child abuse. Individual employers and independent therapists have their own boundaries but must agree on this contractually with their clients at the outset of the therapeutic relationship.

  • True
  • False
  • Cannot Tell

Most therapists agree with the conditions the law places on them relating to breaching client confidentiality.

Psychotherapists recognize that the law is generally in place to uphold client-therapist confidentiality. However, there are situations that may occur where the therapist is under obligation to break that confidence. This obligation can vary depending upon where the therapist is practicing and it may occur as a result of their employment contract or of the law. Where such an issue does occur, the therapist is expected to firstly try and discuss the presenting issue with their client. However, in situations where the factors under consideration are particularly urgent, it is accepted that this cannot always be the case.

Legitimate breaches of confidentiality relate to circumstances where the information the client has shared relates to acts of terrorism; information of this nature must be reported. There are other circumstances where breaching confidentiality may be considered legitimate, for example, in the case of serious crime or suspected child abuse. Individual employers and independent therapists have their own boundaries but must agree on this contractually with their clients at the outset of the therapeutic relationship.

  • True
  • False
  • Cannot Tell

If a therapist breaches confidentiality about a serious issue without first informing their client of their intentions, they are breaking the law.

Psychotherapists recognize that the law is generally in place to uphold client-therapist confidentiality. However, there are situations that may occur where the therapist is under obligation to break that confidence. This obligation can vary depending upon where the therapist is practicing and it may occur as a result of their employment contract or of the law. Where such an issue does occur, the therapist is expected to firstly try and discuss the presenting issue with their client. However, in situations where the factors under consideration are particularly urgent, it is accepted that this cannot always be the case.

Legitimate breaches of confidentiality relate to circumstances where the information the client has shared relates to acts of terrorism; information of this nature must be reported. There are other circumstances where breaching confidentiality may be considered legitimate, for example, in the case of serious crime or suspected child abuse. Individual employers and independent therapists have their own boundaries but must agree on this contractually with their clients at the outset of the therapeutic relationship.

  • True
  • False
  • Cannot Tell

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Covington & Burling Assessments FAQs

What are the Covington & Burling tests?

Covington & Burling tests are a series of assessments measuring a candidate's legal expertise, cognitive skills, and alignment with the company’s values. These tests vary depending on the position but generally aim to predict an applicant's potential for success.

Are the Covington & Burling tests hard?

The tests at Covington & Burling are designed to be challenging to ensure candidates meet the firm's high standards. However, with preparedness and practice, applicants can navigate these assessments successfully.

How do I prepare for Covington & Burling tests?

Preparing for Covington & Burling tests is best achieved through practice. Law Tests offers numerous practice exams to help candidates become familiar with the types of questions that may be encountered during the application process.

How long does the recruitment process take at Covington & Burling?

The timeline for Covington & Burling's recruitment process can vary based on the role and number of applicants. It is thorough and may take several weeks from the initial application to final offers.

What are Covington & Burling's core values?

Covington & Burling’s core values revolve around excellence, legal innovation, ethical practice, and collaboration, all contributing to providing superior service to their diverse and global clientele.