This episodes discusses what we mean by advocacy and how you can develop your skills.

Our episode guests are Dr Audrey Cook and Theresa Lynch, both academics from The University of Birmingham. Both specialise in teaching advocacy to Law students in a variety of ways.

This episode explores what we mean by advocacy including the full range of formal court advocacy opportunities such as mooting and trial advocacy. It also considers policy work, persuasion techniques and public speaking more widely.

We always encourage listeners to undertake practical actions after listening to the episode.

• Go to court at your local court and watch advocates in action!
• Get involved! Any public speaking situation you can do however small the step is worth giving a try.

Useful resources

Speed mooting: https://speedmooting.com/

Communication is the basis of many aspects of legal practice. This episode looks at the science behind what we say and how we can use this to improve our communication for best effect.

Full description / show notes including links etc Matt works with the Verbal Behavioural Intelligence system to help people look at the science behind what they say. In short, all conversation content can be divided into 14 criteria (in 4 clusters). The amount of each of these clusters and criteria we use in a conversation can shape how we communicate. We can tweak these ratios to improve our communication style.

The four clusters are:

• Initiate:
- structuring conversations – organising the flow of direction in the meeting
- Propose – putting forward new concepts or suggestions.
- Build – extending a proposal which has been made by another.
• Reactions within conversations:
- Support – a declaration of support or agreement.
- Disagree – direct difference of opinion.
- Block – e.g. no or that wouldn’t work.
- Defend / Attack – attacking another person to defend one’s own position.
- Open – open to loss of status e.g. admission of mistake or inadequacies.
• Clarifying content:
- Test understanding – checking they have understood
- Summarise – summarising actions
- Seek information – e.g. what do you think we should do now?
- Give information – giving views or experiences.
• Controlling the conversation:
- Shutting others out – talking over or finishing peoples sentences
- Bringing in – e.g. what do you think XX?

We always encourage listeners to undertake practical actions after listening to the episode. Here are a few suggestions.

- What people and see when they are really good at communicating and adopt that yourself.
- Pick one of the 14 criteria which you have as a strength and one which you could do better at. Think about who does that one well that you know and see if you can adopt
- In your next meeting – look out for the 14 behaviours. Did you notice anything in particular about how they were being used?

In this special episode we are joined by Simon Reichwald, Rohan Kingwall and Seamus Nangle – who share perspectives on the increasing use of AI in the recruitment market, considering both the recruiter (employer) and student (applicant) perspective. The guests discuss a range of topics relating to the use of AI as part of the job-seeking and hiring process.

How are employers using AI to screen applications, and why? Should students seeking jobs use AI at all – if their goal in any application is to bring out their true, unique personality? Can AI help with CVs, or cover letters, and is it making job-seeking a more (or less) “fair” process?

Simon and Rohan also give their views on how they see AI more broadly. Is it destroying skills and “learning”, or something which needs to be embraced, as it can always be used for some tasks helpfully? They also give some practical examples of how they have found it helped them to sharpen an application, and gave them ideas and insights on organisations to which they were applying.

As a final take-away, Simon talks about the tools being used by Connectr with employer organisations – in particular the idea of ensuring applicants are being clear if the relevant job opportunity is really for them. Are they being focused and intentional, and avoiding the less helpful approach of sending out a large number of very similar, less tailored applications? Simon also shares the statistics which show how people who make fewer applications, where they have reflected in advance, are far more likely to progress in the recruitment process – and have a better chance of landing the job they want!

Actions and resources for listeners:
· Read this blog on “job candidate intent” – if you are currently seeking a job, which of the 4 categories do you think you fall into? What could you do, in order to demonstrate more ‘curiosity’ and ‘intent’, to become a “Purpose Driven” job seeker?
· Check this article on using AI in job applications – what one idea could you take from the article to help you prepare for your next interview, or application?
· Check the Connectr “virtual experience” for 2 law firms (here and here) – connect and explore one of the firms. What did you learn?