Recruiting top law candidates requires finding those who possess the right skills, personality traits and competencies during the recruitment process. Using law tests helps recruiters to ensure that applicants have an aptitude for being a lawyer, reducing hiring bias and providing quantifiable data to select the top performers.
A law test is part of the recruitment process for a number of careers in law, from graduates to experienced hires.
Usually structured as a series of questions with multiple-choice answers, completed under a strict time limit, law tests provide recruiters with a simple way to learn more about candidates.
The law tests are becoming more commonplace in recruitment because they are easy to administer, they produce simple, data-rich results that demonstrate which candidates are the top performers and the ones most likely to succeed in the future.
Candidates need to demonstrate through these tests that they have the right knowledge, skills, and competencies, by answering the questions correctly while under time pressure and exam conditions.
In the law test, candidates will be asked several questions, usually with multiple-choice answers.
The law test is normally taken online via an email link, and through the answers, a candidate can demonstrate their ability to make logical, rational decisions under pressure. The content of the questions is geared towards the necessary skills and competencies that make a successful lawyer.
For the recruitment team, the test can be sent out to a number of candidates and the results show exactly which candidates are high performers and those who are unlikely to be successful. This helps reduce unconscious bias from the process and uses objective data to provide insight into the strengths and weaknesses of each person.
A career in law needs a specific skill set for success. Using the pre-employment law test, the recruitment team can test for many of the traits and competencies that the successful candidate needs. These skills include written and verbal communication, numeracy, teamwork and leadership, problem solving and research as well as organization, attention to detail and logical thinking.
These are skills that can be difficult to assess just from reading a CV or an application form and are often difficult to quantify during interviews, even face-to-face - which is why testing is a reliable way to assess each candidate quickly.
Law tests are suitable for use in the application process for careers in different areas of law, from the more obvious solicitor and barrister positions, but also for roles like:
Using the easy to understand results of the assessments, the recruitment team can easily tell which candidates demonstrate the right competencies to be successful. Every application answers the same questions, in the same environment - making the results reliable and objective.
Results for the Law Test along with other assessments the candidate takes will be compiled to produce a candidate report.
The report is automatically generated and available both online and as a downloadable pdf so they can be shared with other team members and employees alike.
There are several psychometric and skill tests that could be useful in assessing candidates for a career in law. Each test looks for different traits and competencies, pointing to the potential success of a candidate in the role.
The specific tests you should consider using are:
Abstract reasoning assessments are designed to test candidates on their non-verbal reasoning skills. This tests a candidate on their ability to make logical and reasoned decisions based on limited and unfamiliar information.
Abstract reasoning assessments are usually based on sequences of shapes or images presented in a matrix.
Personality tests are usually based on organisational psychology, and they normally present as a series of statements that a candidate needs to rate on a scale from 'very like me' to 'not at all like me'. Personality is measured on a Likert-scale where the candidate indicates agreement with a statement.
This produces a report that highlights both work behaviours and personality traits, easily compared to an 'ideal candidate' profile.
Verbal reasoning assessments present written information, followed by a question about the content. The test needs a candidate to be able to read, understand and analyse a passage of text quickly.
Although this is not necessarily a test of language usage, verbal reasoning tests are usually written in business language.
Despite using maths, numerical reasoning assessments are not maths tests. The information in each question is presented in a table or graph, and to answer the candidate needs to quickly read, understand and analyse the data to find the correct multiple choice option.
Usually, the candidate will need to perform some mathematical operation to solve the problem.
For specific roles, a job knowledge test can substantiate the education and qualification claims on an application form or CV.
Job knowledge and skills tests are sometimes used interchangeably, making sure that the candidate has the specific knowledge that is needed for future success in the role.
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Origins
For both graduate roles and those open to experienced professionals, the recruitment process tends to start with an application form, with an attached CV. Following this, candidates usually face psychometric tests and the top performers are taken forward for interviews.
A law candidate needs several different skills, including:
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