Which specific tests should you use?
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
- Verbal reasoning
- Numerical reasoning
- Job knowledge test
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.
Job Knowledge Test
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.