Do they read the rules, or just hit ‘Play Now’? Clifford Chance trials psychometric test video game

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The battle for the best wannabe lawyers intensifies


Clifford Chance is trialling a new video game psychometric test that monitors students’ approach to various things they’re not fully cognisant about being tested on.

The game allows the magic circle firm to gain an insight into candidates based on their approach to certain choices they are asked to make, such as whether they read the rules first or just hit ‘Play Now’. Another area of assessment surrounds how persistent the students are.

Legal Cheek understands that the substantive content of the game — which hasn’t been disclosed as yet but is presumably standard video game fare — is very much secondary in the assessment process.

But it it is worth noting that the Clifford Chance vac schemers who’ve been put through their paces so far have been told in advance that the game is part of a personality assessment. The series of challenges, which have been created by a separate company that also works with several big banks and accountancy firms, has been validated according to the psychometric standards of the British Psychological Society.

We spoke to Clifford Chance this morning and the firm emphasised that the game is still in trial mode and not currently being used to assess candidates. A spokesperson commented:

There have been no changes to way we recruit our trainees. We are fully focused on finding the best quality candidates and there are many tools on the market to assist firms to do this. We are asking for feedback on a psychometric test in the form of a game, which could offer unique insight into candidates’ decision making abilities — it is not part of our current recruitment process therefore the results of the tests are for feedback purposes only and will have no impact on whether a candidate is successful.

News about the test comes less than 24 hours after Legal Cheek revealed that Clifford Chance is offering training contracts to exceptional 18-year-olds as it extends its graduate recruitment to first year law students.

Certainly, the City law graduate recruitment market is hot right now. What’s interesting is that the battle to secure the elite performing students seems to be becoming more important than bagging a high volume of solid new recruits. Indeed, last month it emerged that Clifford Chance had slashed its training contract numbers from 100 to 80.



This can surely only be a good thing? Nobody likes those boring, tedious Watson-Glazers – more creative assessment methods I say!



These psychometric tests are the biggest load bollocks invented, on pair with open space and hot desking. The only people these tests really work for are in the Hardly Relevant department (aka HR), as now they only have to shift through 400 applications instead of 1,400. Otherwise they’d be no time in their 7hs day to read the Daily Mail.



Although the tests tend to be one of the strongest predictors of on the job performance compared to other recruitment tools like academic requirements or interviews. It’s why they are used so heavily.


Lord Lyle of Eccentric Firms

Psychometric tests are most useful when administered and analysed by a qualified psychologist/psychiatrist. This will cost the employer nigh on £1,000 per interview. I am qualified to administer and analyse them, but I have never used them. In any interview where I have been asked to complete one, I asked for the psychiatric/psychological qualifications of the employer. Always they had none and I abruptly ended the interview and walked out.



God you’re boring. Are you some sort of Lord harley rehash?



Does the game involve you being a young character in a suit, and require you to jump into an indoor body of water to retrieve soft brown floating objects?



Top bantz, 10/10.



So, hang on, CC are offering younger and younger candidates and using video games to either or both attract and assess them? Has the work experience kid been left in charge?



It is just the newest trend in Graduate Recruitment at the moment. Lots of organisations are at it as there is a whole load of start up companies and recruitment specialists selling them “gamification” ideas that they state will help the employers to recruit Gen Zs.

Considering CC have tried every other trick in the book to try and improve their graduate marketing/recruitment processes/diversity initiatives in the past 8-10 years (and often failed), it isn’t surprising they are attempting this as well.



I can only imagine the crushing feeling of disappointment when these fresh young souls start their TC and spend the next two year doing document review in some windowless room until 2am every day.

Gamification definitely lends itself well to endless hours of mindless drudgery, they’ll love it.


The Phantom Pool-soiler

I still haven’t been caught! Mwhahahahahaha!


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