To determine a firm and candidate’s drivers of performance, the Suited behavioral assessment measures the following traits across three dimensions of how people work:
<aside> 💡 Please note, the profile of what drives performance is different at every firm. For example, the highest performing attorneys at one firm might score very low on the competency of Cooperation (meaning they prefer to work independently and challenge others), while high performers at another firm may score very high on that trait (meaning they tend to be more collaborative and seek compromises to achieve collective goals). You should answer authentically for yourself, as finding the firm that best aligns with your preferred working styles will give you a better chance of building a successful career at the firm.
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The assessment also considers a candidates stress response style. Importantly, the assessment is not measuring whether you are capable of managing stress, but rather your preferred methods for doing so. These are styles that measure personal preferences for handling high-stress situations such as tight deadlines, changing priorities, and hostile environments, and include: