More law firms and in-house teams are using psychometric testing or personality profiling during recruitment. These tests aim to assess skills, knowledge, and personality traits, but can a 30-minute online test really predict workplace behaviour?
Legal Blogs
Psychometric Testing in Legal Recruitment: What Lawyers Need to Know
Lawyers’ Reactions to Testing
Responses range from nervous acceptance to outright refusal. One candidate even withdrew from a process despite being the favorite, later admitting they regretted the decision. The reality: psychometric testing is becoming standard practice, so preparation is key.
Common Challenges
Lawyers often overthink test questions due to their analytical mindset. For example, a highly qualified candidate scored in the bottom 5% on verbal and numerical reasoning tests because they spent too long on one question. After retesting with advice to work quickly and accurately, their score improved significantly.
Risk Aversion and Feedback
HR teams frequently flag candidates as “too risk averse”—a trait inherent to legal professionals and often essential for compliance and governance. Unfortunately, feedback after testing is often minimal, leaving candidates frustrated.
How to Approach Psychometric Tests
- Don’t overthink: Answer instinctively and keep moving.
- Manage time: Spend no more than two minutes per question.
- Stay calm: Treat it as one part of the process, not the ultimate decider.
Final Thoughts
Psychometric testing and lawyers may never be natural partners, but it’s here to stay. My advice? Do the test, don’t dwell on it and move on.
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