Psychometric tests With employers seeking not only ability, but also candidates with an appropriate temperament and character profile, some firms use psychometric tests to work this out. The key to psychometric tests is that there is no ‘right’ answer. Often, similar questions are asked in a number of ways. The aim is to discourage candidates from trying to guess what answer is expected and instead give a genuine picture of themselves. As such, it is hard to offer advice on how to approach them, beyond being honest.
one interviewer recalls “making such an impression on the candidate that they called me David; my name is Robert!” • Try to be relaxed and enthusiastic, without being too laid-back. One partner at a City firm recalls the candidate who swore during the interview, but had no recollection of doing so: “It just goes to demonstrate that people are often oblivious to how they come across.” • Be yourself, urges Danielle White, diversity and inclusion manager at Mayer Brown International LLP: “It’s always nice to see someone who is passionate and motivated, and who is able to show their personality as well as capability during the interview.” Although there is no way to find out the interview questions in advance, you can make an educated guess about some of them (the box on p41, which lists some of the most commonly asked questions, is a good place to start). Prepare your answers accordingly and think about one or two clever questions that you can ask your interviewers. Remember also that there is not necessarily always going to be a ‘correct’ answer – some of the questions will be asked in order to gauge how well you express yourself. Puneet Tahim of Rare Recruitment says: “Candidates should try to pre-empt what an interviewer might ask them and prepare for these questions. In doing this they will be able to engage in a meaningful discussion/debate which demonstrates their communication and influencing skills.”
Interviews During
An interview is a two-way process, designed for both you and the interviewer to decide whether you meet each other’s needs. A recruiter at a City firm told us: “An interview day at our firm starts with candidates arriving an hour before their interview slots. They are given a written question and asked to orally present the advice they would give in that scenario for five minutes at the start of the interview. The remainder of the interview is spent discussing the application form and the candidate in general, as well as the firm.” During the interview, you should do the following: • Listen carefully to all questions and think for a moment before answering. • Speak in a clear voice and be positive and alert throughout. • Remember your manners. One City firm recruiter mentions an interviewee who asked “whether there were any tragic characters in the office – it might have been funny if the candidate hadn’t been performing so badly”. • Be aware of your body language. Look the interviewer in the eye when speaking to them, but without staring psychotically. • In a panel interview, make eye contact with everyone, not just one person throughout. And do try to get people’s names right –
You’re likely to get asked at least one question designed to assess your
business understanding, advises Danielle: “Commercial awareness is very important and will almost certainly be tested at some point during the process. It is of fundamental importance that candidates understand what is happening in the business world and how this will potentially impact on the legal industry.”
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