Lawyer is an individual who has an 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. A Corporate Lawyer’s position is one of the most important ones for an organization, as it protects its best interest and without predictable rules to follow, doing business would be chaotic. One can provide the much-needed stability, consistency and certainty in a potentially volatile landscape. Hence, hiring a good lawyer is crucial to any successful business. Corporate lawyers also provide assistance in the negotiation of contracts or acquisitions and always have the organization’s business and legal interests at the forefront.
Mettl Assessment for Corporate Lawyers is specially crafted to identify competencies that one is expected to possess. This test will enable you to select the best candidates for the said role and your organization.
Are you looking for a customized version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.
Mettl Assessment for Corporate Lawyers can be used to: -
Hire an employee. Mettl’s assessment has been built on thorough market research that has helped derive both the basic skill set as well as specialized qualities required for a potential candidate.
Accomplish a productive recruitment process in less time with little effort. Keeping in view the extensive recruitments conducted by our clients, the assessment has been configured in such a way, that multiple candidate reports can be generated once the test has been attempted.
Follow a reliable and easy system of shortlisting eligible candidates from a pool/pipeline. Mettl’s assessments are accompanied with an extensive and highly reliable benchmarking procedure that is consistent with the industries’ standards as well as the respective client’s organizational standards.
Spot gaps in the competency level of the existing employees. Along with its utility as a reliable tool in recruitments, Mettl Assessment for Lawyers also helps to identify gaps that indicate scope for training among the pre-existing employees.
Number of Sections
Number of Questions
NOTE: If required, the test can be offered in other languages as well. Please connect with us at firstname.lastname@example.org for any such requirement.
|Mettl Personality Profiler||Assesses the candidate's behavioral competencies required for legal role and is based on Big Five Model of Personality.|
Assesses the candidate's following competencies:
Analytical Ability - The ability of an individual to analyse and perceive the given information from different perspectives.
Problem Solving - 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.
Critical Thinking - 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.
Verbal Ability - Grammar and Vocabulary - The ability to understand word meanings, word relationships and also interpret detailed information.
Verbal Ability - Reading Comprehension - The ability to read, process, retain and synthesize a large amount of data in a workplace.
|Attention to Detail||The ability to capture every minute detail and present the work in a clear, complete, precise and easy to understand language.|
|Domain Ability||Assesses the candidate’s functional competencies required for a legal role.|
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development. The following are some of the steps taken:
The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.
Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.
Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.
Is it possible to map an organization's competency framework to your assessments?
Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us for such a request and we would be glad to work out a solution for you.
How do we determine the thresholds for the proficiency levels for a norm group?
The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.
How have norms been decided for MPP?
The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.
What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
Add this test to your tests
Share test link from your tests
Candidate take the tests
You get their tests report
Note You will be charged only at step 3. i.e. only when candidate start the test.