Psychometric testing has become a standard part of recruitment for lawyers and other legal professionals.
After applying, one of the first hurdles candidates face is a series of assessments designed to measure reasoning ability, decision‑making and professional judgement.
These tests are now used widely across the legal sector, including by barristers, solicitors and graduate employers, and preparation is essential, as this stage is where many candidates fall.
What are psychometric assessments and aptitude tests?
To manage the increasing number of graduates entering the profession, employers use psychometric tests to filter applications.
The first stage usually involves online aptitude tests sent after applying.
The second stage takes place at the assessment centre, where candidates complete further tests alongside interviews. Initial aptitude tests may also be repeated at the assessment centre.
Although there are many variations, aspiring lawyers are most likely to encounter three core types of tests:
Verbal reasoning tests
Verbal reasoning tests assess how well candidates interpret written information and evaluate logical relationships. These tests present short passages followed by questions requiring analysis and inference.
Many use the true, false or cannot say format, although multiple‑choice versions are also common. The purpose is to evaluate comprehension, interpretation and the ability to draw accurate conclusions from text.
Watson Glaser and other critical reasoning tests
Critical reasoning tests form a central part of legal recruitment, and the Watson Glaser is the most widely used. Many law firms rely on it as a primary assessment tool. The test typically takes between forty and fifty‑five minutes and contains five sections: inference, interpretation, deduction, recognition of assumptions and evaluation of arguments. Each section assesses a different aspect of analytical thinking.
The Bar Course Aptitude Test, required for entry to the Bar training course, is almost identical in structure and content to the Watson Glaser.
Situational judgement tests
Situational judgement tests assess values, priorities and professional behaviour rather than technical skills. Candidates are presented with hypothetical workplace scenarios and asked to choose the most appropriate response.
The aim is to determine whether a candidate’s instincts align with the organisation’s culture. Reviewing a firm’s stated values before taking the test can be helpful.
Assessment centre tests
Candidates who pass the online tests are usually invited to an assessment centre. Here they may complete in‑tray exercises, group tasks and further psychometric assessments, alongside interviews with assessors.
These exercises test organisation, teamwork, communication and practical decision‑making.
What does this mean for candidates?
Awareness of these tests is an advantage.
Many graduates with strong academic records are caught off guard when first encountering psychometric assessments. Stress can significantly affect performance, so understanding the format and practising beforehand is crucial.
The skills required for these tests are not purely innate.
They can be learned and improved through practice, familiarity with question styles and understanding how the assessments work. Developing these skills increases confidence and reduces the likelihood of being eliminated early in the recruitment process.
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