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LAW OFFICE MANAGEMENT Finding the right fit W A survey by the American Manage- hen Calgary family lawyer Lon- ny Balbi hires someone for his practice, he uses every tool at his disposal to "find the right fit," and this includes asking the top candidates to take a personality screening test. There would be nothing unusual about this, if it were not for the fact that Balbi is a lawyer. Many employers in other fields routinely use psychological or personality testing in recruiting, but lawyers generally eschew the practice as unnecessary, unreliable, and even dis- tasteful. But Balbi may be on the cusp of a new trend. In light of demographic trends that will soon make it harder than ever to find the right candidate, some law firms are beginning to adopt per- sonality screening, and consultants are calling for more scientific approaches to law firm recruitment. ment Association has found that about one-third of all employers in the United States use psychological testing in hiring; meanwhile, a survey of major law firm management techniques, conducted in 2005 by Altman Weil Inc., of Newtown Square, Pa., found that only 14.8 per cent of law firms use personality testing, ei- ther pre- or post-employment. However, that survey also found that a further 13 per cent of the firms were planning to use personality tests in future. Further- more, among those firms that have used such tools, 66.6 per cent reported their experience with the tests was successful or very successful. David Osborne works out of Hali- fax as vice president of business devel- opment for Predictive Success Corp., which is headquartered in Whitby, Ont. He says he is helping several law firms use his company's behavioural 20 FEBRU AR Y 2008 www. C ANADIAN Law ye rmag.com Personality testing is a routinely used hiring tool in many professions, but law firms haven't really embraced it. Should they? BY KEV IN MARRON assessment tool; among his clients is Stewart McKelvey, the largest firm in Atlantic Canada. Osborne says law firms typically start by using the predic- tive index tool in the hiring of support staff but are beginning to see how it can help identify those best suited to take on leadership positions. Balbi, who uses an online screening tool provided by The Omnia Group Inc., of Tampa, Fla., says so far he has only used it in recruiting support staff but would not hesitate to take advantage of it were he hiring a new associate. He says the test gives him insight into people's work habits that he would not neces- sarily get from an interview or resume. This insight also helps in managing staff after they're hired, he adds. For example, the test results may tell him that certain individuals prefer not to be praised in front of other people, so it might be bet- ter to give awards to them privately. PATRICK DEA