​What it is, why firms use it, and how to set yourself up for success

If you're in the process of applying for a new legal role, whether you're a lawyer or part of a legal support team, you might come across a request to complete a psychometric or cognitive assessment. For many candidates, this stage of the recruitment process can feel unfamiliar or even a little daunting. What are these tests really measuring? Why do firms ask for them? And what happens if you don’t get a “perfect” result?

Simone, Principal Consultant at CoLegal specialising in Legal Support recruitment, helps make sense of what these assessments are, how firms use them, and how you can approach them with confidence.

The different types of assessments:

Psychometric testing is a broad term that can include everything from personality questionnaires to logic puzzles. The most common tools used in legal recruitment fall into three categories:

• Personality assessments (like the Myers-Briggs Type Indicator (MBTI) or DISC)
  These aim to better understand how you prefer to work, make decisions, and interact with others. Are you someone who thrives in structured environments? Do you like to lead, collaborate, analyse or support? There are no right or wrong answers, just insight into your personal preferences and tendencies.

• Cognitive ability tests (sometimes called aptitude or reasoning tests)
  These are designed to measure things like verbal reasoning, numerical reasoning, abstract thinking, and problem-solving skills. They’re usually timed, and they can feel a bit like brainteasers or logic puzzles.

• Emotional intelligence or resilience assessments
  Less common, but increasingly relevant, especially in high-pressure roles. These aim to give a sense of how you manage stress, navigate conflict, or bounce back from setbacks.

Why are Law firms using these tests?

Law firms operate in high-performance, high-pressure environments. There's a lot riding on each hire, not just technical skills, but how well someone will integrate into the team, respond to client pressures, or manage deadlines that change by the hour.

Here’s how testing helps firms make more informed hiring decisions:

1. Understanding how people work, not just what they do
Psychometric tools provide insights into working styles and communication preferences. For example, a personality assessment might show that someone prefers to process information independently before sharing ideas, helpful for a manager to know when setting expectations.

2. Spotting strengths and potential development areas
These assessments highlight where a person naturally excels, whether that’s in structured thinking, attention to detail, leadership, or empathy and where they might need more support. That’s valuable input for onboarding, training, and team dynamics.

3. Coping under pressure
Legal workplaces can be intense. Tests can offer a glimpse into how someone is likely to react under pressure, or in uncertain situations. This isn’t about filtering people out, but rather understanding what support might be useful and how to set someone up to thrive.

A common misconception: Can an offer be pulled based on test results?

This is one of the most frequent concerns we hear from candidates. The short answer? No, offers can’t legally be withdrawn based solely on psychometric or cognitive testing.

These tools are used to complement, not replace, other parts of the recruitment process, like interviews, reference checks, and work history. They’re one piece of a bigger puzzle, and rarely the deciding factor on their own.

If anything, they’re more often used after an offer has been made to inform how to support someone in their new role. For example, if someone’s results show a preference for autonomy over collaboration, a manager might adjust their onboarding approach to give them more time to get comfortable before jumping into team discussions.

How to prepare

The good news is: you don’t need to study or “game” these tests. They’re designed to reflect your natural abilities and working style. But there are some simple things you can do to make sure you’re giving yourself the best chance to perform well.

• Pick the right time of day
  When are you most alert? Morning, lunchtime, evening? Choose a time when your brain is switched on.

• Set up a quiet environment
  No distractions, no interruptions. Put your phone on Do Not Disturb, clear your desk, and close any unnecessary tabs.

• Give yourself plenty of time
  Don’t squeeze this in between meetings or after a long day. You want to feel calm, focused, and unhurried.

• Make sure you’re comfortable
  Get a glass of water, use the bathroom first, and make sure you're physically comfortable before you start.

• Answer honestly
  Especially for personality assessments. Trying to give the “ideal” answer will only lead to a mismatch between you and the team you're joining. Authenticity wins.

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We hear feedback from candidates that assessments can feel a bit clinical, but at their core, they’re really about helping you and the firm you’re joining get to know each other better. They’re not there to trip you up or eliminate you from contention; think of them more along the lines of they’re there to support the right match and help set you up for success.

At CoLegal, we work closely with our clients and candidates throughout this process to ensure it's transparent, fair, and supportive. If you ever feel unsure about what to expect or how to prepare, we’re always here to talk it through.

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