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Herbert Smith overhauls selection procedure

10 December 2009 | By Corinne McPartland

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Herbert Smith has emerged as the latest law firm to add an extra layer to its training contract selection procedure in a bid to expose weak candidates at the initial application stage.

The City firm has officially introduced a verbal reasoning test as part of its online application process after piloting the scheme on its spring and summer vacation scheme candidates earlier this year.

Graduate recruitment manager Peter Chater said: “We found that the applicants who passed the verbal reasoning test were generally the best candidates during the vacation schemes and were subsequently offered training contracts.”

Meanwhile, a number of other firms have also been overhauling their selection procedures to recruit the strongest candidates.

Berwin Leighton Paisner, for instance, has added two new exercises to its recruitment process to test for “intellectual ability”.

Elsewhere, DLA Piper has introduced what it calls a visual accuracy test where students, who have successfully completed an assessment day, are given a contract to correct for spelling and grammatical errors.

LG is conducting a comprehensive review of its selection procedure, which currently comprises a panel interview and lunch.

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Readers' comments (4)

  • Magic Man | 10-Dec-2009 2:00 pm

    Why is this news? Smaller firms such as TLT in Bristol have used verbal reasoning as part of their online application screening process for years. I would also suggest that verbal reasoning is not a particularly challenging test either.

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  • Helper | 14-Dec-2009 9:11 am

    @Magic Man: the level of difficulty depends on the test and which norm group is used. I do, however, agree that this is hardly the first firm to use psychometric tests in selection.

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  • Anonymous | 19-Jan-2010 2:58 pm

    i dont understand why people are subjected to these verbal tests, or even worse, numerical tests - what about those partners who have been with the firm for years and who are the best in their field? they were never subjected to these tests - doesnt mean they arent good

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  • Anonymous | 11-Jun-2010 7:12 am

    The profession is becoming more and more competitive, especially recently with the recession resulting in a tightening of application rules and even places for trainees. This will be why larger firms are beginning to introduce more stringent application tests.

    Herbert Smith, being one of the magic circle, has condoned and reinforced the usefulness of the tests in the selection process. I would not be surprised if soon all firms incorporate some sort of aptitude test in their selection process.

    It does seem pretty unfair when we consider that most of today's senior partners did not have to undergo such rigorous testing, but I guess we just have to move with the times!

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