An insider’s view of the legal interview and recruitment process
African GC Summit 2025 Reflection
When was the last time a recruiter told you exactly what they look for in an interview? Almost never! We often search on the internet, trying to figure out what we think interviewers want to hear.
Now, imagine being able to read your interviewer’s mind and knowing what they are looking for. Well, “think no further”, I have insights on some key factors that can make or break your interview. Based on valuable takeaways shared by senior legal professionals during a panel discussion at the 2025 African GC Summit and Retreat in Cape Town, here’s an insider’s perspective on the legal interview and recruitment process.
Firstly, let us delve into the most common mistakes that candidates tend to make during the interview and recruitment process:
Lack of Confidence: Candidates often lack confidence in interviews. You can usually pick this up in a person’s demeanour and body language.
Giving basic or generic answers: Candidates give very basic answers for questions. There tends to be a lack of authenticity and depth in the answering of questions.
Failure to demonstrate the practical applications of skills: Candidates fail to demonstrate practical application of skills. Just listing your skills without mentioning how you use them in current and previous roles is insufficient.
Lack of Engagement: Candidates should be fully present in the interview process. Show that you want the position. As my boss, Rob always tells us, “Act as though you already have the position!”
What can you perhaps improve on or do better as a candidate?
Be authentic: Candidates should be very AUTHENTIC in an interview. The interviewer(s) should be able to see your personality beyond being just a “lawyer”. If the conversation allows, share your interests and hobbies.
Own the space: Be more confident, not just in your answers, but even your general demeanour and body language.
Show genuine interest: Be present in the interview process. Show that you want the position. Bring your authentic personality.
Do not pretend to be an expert in an industry you are not familiar with. Do your research before going into an interview and answer questions you’re confident in answering. Don't be afraid to say “I don't know, but I’m eager to learn”.
Connect your skills to real outcomes: Create a link on how your work translates to actual outcomes. You should be able to explain how your skills will contribute to productive results for the hiring entity (law firm/company).
Highlight soft skills: Beyond technical skills, you should also highlight your soft skills (networking, time management, creative thinking). Also mention what your interests/hobbies are (depending on the flow of the conversation). In an interview, the company is basically trying to get to know who you are, not just what you can bring.
What your next boss is thinking during the process:
Hiring managers don’t just look for someone to fill a role. When we interview candidates, we are essentially looking for people to come and contribute to the team and help drive the organisation forward.
How will the candidate add value? It’s important to emphasise how you will contribute to the team and highlight how you will fulfil the requirements in the role.
Our responsibility is to hire responsibly. We have a responsibility to hire the best candidate to fill a particular role, not just the most impressive resume/CV.
What do hiring managers hope to achieve? Successful candidates (especially at senior level) should be able to encourage new employees to integrate into the organisation so that they can perform at their best. Essentially, be a good manager and leader that fosters collaboration.
Does the candidate understand the role? When you go into an interview, look at the role itself and what is required. That should guide you on what is expected from you as a candidate. The job specification/description should be a guide on how to tailor your responses to show how you align with the company’s needs.
FINAL THOUGHTS
The next time you walk into an interview, you’ll be better equipped with important points to increase your chances in that interview and make a lasting impression.
A huge thank you and credit goes out to the panel members who openly shared their perspectives on what truly matters in the hiring process.
REFERENCES:
African GC Summit and Retreat 2025
“An insider’s view of the legal interview and recruitment process”
Moderator:
Rob Green, Founder and CEO of The GRM Group
Speakers/Panelists:
Dimakatso Poonyane, Head of Legal and Company Secretary, Novartis South Africa
Lameez Vania, Head of Legal, Amazon South Africa
Lindi Atieno Vundla, Vice President: Associate General Counsel
Unathi Jonas, General Counsel, IHS Towers