Changing career is difficult, involving a loss of security, the prospect of further study and associated costs. Despite this, there are steps you can take to make the transition as smooth and successful as possible. Once you've made your decision to switch to law, you need to secure a place on the relevant vocational course. If you do not have a law degree you need to complete the Postgraduate Diploma in Law (PgDL) and then the Legal Practice Course (LPC) for solicitors or the Bar Vocational Course (BVC) for barristers. The next step is to gain as much relevant experience as possible as well as applying for the practical stage of training: the training contract (two years) for solicitors or the pupillage (one year) for barristers. At first glance, the figures are not particularly encouraging. In 1998-9, nearly 50% of those qualifying as a solicitor were under 27 and just under two thirds were 29 or less. At the Bar, the picture was similar, with nearly 86% of those obtaining pupillage in 2000 aged under 34. So how can you maximise your chances of getting a training contract or pupillage?Target the right firms and chambers - be clear about selection criteria and attitudes to mature candidates. Profiles of the ideal trainee/pupil and case studies of existing trainees exist in recruitment literature, on websites and in specialist publications such as Chambers Student: Guide to the legal profession (on www.ChambersandPartners.com). Go direct to recruitment personnel and ask about the policy on age at entry. Have mature students been recruited recently and if so, what was their age and background? Positive presentation - make the most of your previous career and approach organisations who work in similar fields. Don't forget to mention client contacts, any language skills and management experience. Always clarify qualifications that may be out of date or unfamiliar and provide equivalent grades wherever possible (see www.ucas.ac.uk for comparisons of UK and international qualifications). Anticipate problem areas - be aware of the concerns employers may have about mature applicants, such as willingness to work for a younger boss, ability to take a salary cut, dependants. All of these are surmountable but you need to work hard to convert a perceived negative into a positive such as your ability to 'hit the ground running', your relative stability (no career breaks to come if you already have children) and your experience in dealing with people at all levels. Finally, while the majority of entrants may be under 30, that still leaves a sizeable minority of mature candidates who enter the profession every year. You could be one of them! Kay Pearson:The College of Law, Guildford | 
