Lawyer test to hire the most competent corporate lawyers
Psychometric test for lawyers helps hire the right talent by assessing a candidate's competencies against the set of skills needed for the role. This corporate lawyer assessment assesses the candidate's behavioral, cognitive and functional competencies.
Ready to Use
Psychometric, Aptitude, Domain
All Levels
Moderate
65 Minutes
146 Questions
Paralegal roles, Junior Corporate Lawyers, Lawyer Associates
English Global, English India
Inside This Assessment
A corporate lawyer is an individual who has expertise in the field of law and practices it to provide vital assistance in almost every aspect of the business, from copyright to trademark advice to formal business incorporation, litigation and liability. Such a position is one of the most important ones for an organization, as it protects the company’s best interest. Corporate lawyers also assist in negotiating contracts or acquisitions and always have the organization’s business and legal interest at the forefront. Hence, hiring a good lawyer is crucial to any successful business. Mercer| Mettl’s test for corporate lawyers is specially crafted to identify competencies that a prospective hire is expected to possess. This test will enable employers to select the best candidates for the said role in their organization.
SKILL LIBRARY
Lawyers Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Managing Work
Managing Self
Managing People
Cognitive Ability
MS Excel
Competencies:
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Demonstrating an ability to follow standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
Competencies:
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in an effective manner.
Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust. Being considered a trusted partner by others.
Demonstrating an ability to learn new skills and effectively modify one's knowledge basis the availability of new information.
Competencies:
Demonstrating an ability to effectively convince and compromise with others to reach favorable outcomes.
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating an ability to probe and gain deep insights about the customer's' stated and unstated needs in order to be able to provide them with the most optimal solution. It also indicates an ability to ensure that everyone is treated with respect and sensitivity.
Competencies:
The ability of an individual to analyse and perceive the given information from different perspectives.
The ability of a person to quickly identify patterns and the logical rule underlying those patterns to arrive at solutions and perform well in novel/new situations.
The ability to think out-of-the-box to solve various problems and to assess the effectiveness of the opposing argument to test the validity of the proposition.
The ability to capture every minute detail and present the work in a clear, complete, precise and easy to understand language.
The ability to understand word meanings, word relationships and also interpret detailed information.
The ability to read, process, retain and synthesize large amount of data in a workplace.
It includes assessing a candidate's ability to use MS Excel for data analysis utilizing various Excel formulas and functions like average, sum, if, sum if, VLOOKUP, etc., for business decision-making.
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The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Will your assessment score candidates who are applying for jobs appropriately?
Yes. Mercer | Mettl has undertaken efforts to include a diverse and representative sample during assessment development. Further, Mercer | Mettl also offers options to optimize assessment content and scoring based on the context provided by our clients. Ask us about our local norms and validation, and we’ll gladly assist you with them.
4. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
5. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
6. How are norms decided for MPP?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
7. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
