Skills testing for:

Basic Litigation Knowledge

This Basic Litigation Knowledge test is designed to assess a test taker’s understanding of litigation. It helps identify those candidates who will be successful in roles where litigation terminology will be used in their day-to-day work.

LENGTH: 36 Questions
FORMAT: Web-Based Text & Images

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INDUSTRIES

  • Legal

FUNCTIONS

  • Law
  • Compliance

JOB TITLES

  • Paralegal
  • Legal Assistant

Covered Skills

  • Court proceeding
  • Preparation of legal documents
  • Effective modes of research
  • Legal writing
  • Ethics

ABOUT THis test

The test assesses a candidate’s knowledge of basic litigation and terminology.

RELEVANT ROLES

This litigation terminology test is appropriate to administer to those working in the litigation field as paralegals or legal assistants.

Candidate Experience

Having a great candidate experience is critical to getting high completion rates (the number of people who finish the test after starting it). This skills test is deliberately kept short and has been optimized for mobile consumption, which reduces drop-off and minimizes test anxiety.

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About The Writers

This test is offered through our strategic partnership with a leading skills provider, who brings to the table 40 years of talent expertise and a 300+ strong pool of Industrial-Organizational (I-O) psychologists. These I-O’s specialize in the creation and delivery of legally compliant, highly predictive talent assessments and skills tests.

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Skills tests are a critical part of any pre-employment and development assessment, providing an unbiased measurement of a participant’s ability to perform or understand a duty or technology that is an expected part of their everyday job.

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These tests were written by expert technical writers with 20+ years of experience, including developing content directly for Microsoft, and have been rigorously tested by our in-house team of I/O psychologists with a large group of professional users.

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When used in combination with soft skills testing through personality and cognitive reasoning assessments, hiring managers can get a holistic view of a candidate or existing employee as to whether they are willing and capable of doing the job, along with a complete understanding of their relative strength in a required skill.

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