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.
Use this business aptitude test to assess a candidate’s ability to use MS Excel for data analysis using different excel formulas and functions like sum, average, 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 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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.
