38 paralegal interview questions to assess candidates’ skills

How to evaluate paralegal skills

Posting a well-written job description and screening the resumes you receive is not enough to assess an individual’s skills – especially when hiring a paralegal. Using pre-employment skills tests instead of sifting through resumes enables you to quickly identify your best applicants and decide whom to invite to an interview.

This method allows you to evaluate candidates objectively based on their practical abilities and proven skills. By using skills tests before you meet with candidates, you can focus only on the most qualified individuals, which helps make the hiring process faster and more efficient. 

Some of the skills tests you can use when hiring a paralegal include: 

• Legal research: Find candidates who know how to do legal research quickly and efficiently.

• Reading comprehension: This is an essential skill for many roles – and especially for paralegals and legal assistants.

• Attention to detail: Are candidates able to pay close attention to details and spot the tiniest errors and discrepancies? Find out with this test.

• Computer literacy: Paralegals need to use different legal databases and software tools, so it’s essential that they have the right computer skills.

• Communication: Check whether applicants know how to communicate well in a professional setting with this test.

• Time management: Find out whether candidates are capable of managing their time well and prioritizing tasks efficiently.

• Critical thinking: Paralegals need to be able to evaluate information critically and draw 

conclusions based on the data they have. 

Once you identify the best candidates with the help of skills tests, you can invite them to an interview. Combining skills tests and interviews enables you to: 

• Streamline the paralegal recruitment process

• Reduce hiring bias

• Gain deeper insights into candidates’ strengths and weaknesses

• Assess applicants’ real-world knowledge and skills

• Save money – skills-based hiring helped 78% of employers reduce the cost-per-hire, according to our latest research

Top 24 paralegal interview questions and sample answers to hire skilled applicants

Below, you’ll find our selection of the best interview questions for paralegals, along with sample answers to help you evaluate candidates’ responses.

General questions

1. Why do you want to be a paralegal?

This is a good starting point for all candidates, regardless of their level of experience. It gives you insights into their motivations and their career ambitions. 

Some candidates may describe themselves as career paralegals, while others may see it as a stepping stone, for example, on their way to becoming an attorney later. This helps you assess whether the career progression opportunities you offer are compatible with their expectations. 

In their answer, top candidates will reveal their passion for the law and highlight the skills or qualities they have that make them suitable for the role. 

Technical and legal knowledge questions

2. Can you describe your experience with drafting legal documents and preparing legal forms?

If you’re hiring for a junior role, this question might not be necessary, but if you’re looking for someone with extensive experience, it’s worth inquiring about it. 

Do candidates have experience with different types of documents, such as:

• Contracts

• Affidavits

• Litigation briefs

• Drafts of motions and pleadings

How do they ensure each document is clear, precise, and tailored to the client’s needs? Do they double-check documents’ formatting and compliance with legal standards? Do they have a system that helps them speed up the process while maintaining accuracy and efficiency? 

3. What is your approach to legal research? Can you give an example of a complex research task?

Look for candidates who take a systematic and thorough approach to legal research. For example, they might start by mapping out key issues and identifying the most authoritative sources (hint: Google isn’t the right answer!). They might then compare a few different sources to ensure their information is accurate and up-to-date. 

The best applicants will explain how they synthesize the results of their research into a coherent legal strategy. Weaker candidates may not be able to give real-life examples of their legal research. 

4. What software tools for attorneys and paralegals are you familiar with?

Candidates may mention different types of software. Here are some examples: 

• Document management: Concordance and CaseMap

• Case management: Clio, MyCase, and PracticePanther

• Legal research: Westlaw and LexisNexis

Regardless of the specific software tools they mention, look for candidates who are open to learning new ones and adapting to your tech stack.

5. Can you tell me more about the legal databases you’ve used in the past?

You can use this as a follow-up question to the previous one. Candidates might mention databases like Westlaw, LexisNexis, Bloomberg Law, and Fastcase – or specialized databases related to the type of law they’re experienced in. 

The best paralegals will know how to leverage different databases to cross-reference information and make sure the results from their research are comprehensive and error-free.

6. What areas of law are you most familiar with?

If you expect candidates to get up to speed quickly, look for those with experience in the area of law your firm specializes in, be it corporate law, real estate law, trademark law, family law, or civil litigation. 

You can then use follow-up questions to gain a better understanding of candidates’ specific experiences and see whether they align with your requirements. 

If, however, you’re open to providing a more extensive onboarding process, you might consider applicants who have experience in other areas of law.

7. How do you manage large volumes of discovery documents?

Managing large volumes of discovery materials requires a well-thought-out strategy. Candidates may explain their use of e-discovery software and categorize documents based on relevance, making their retrieval easy. The most skilled paralegals will know how to use data analysis tools or even generative AI to identify key information and improve the chances of a positive outcome.

8. Have you taken part in contract review and negotiation processes in the past? What was your role, and what outcomes did you help achieve?

Not everyone will have experience with contract negotiations, but if you expect your next paralegal to review and analyze contract terms frequently, you can use this question to see whether candidates’ experiences align with your requirements. 

Here, experienced paralegals will explain how they’ve identified potential issues with contracts in the past and made sure terms were in their client’s favor. They may also explain what they’ve learned from this and how they plan to leverage their experience in the future to mitigate contract risks and help clients achieve better outcomes. 

Confidentiality and legal ethics questions

9. How do you handle confidential information?

Handling confidential information correctly is fundamental in the legal field. Ensure applicants understand all privacy laws and ethical guidelines that apply to their work – and know how to store information securely, be it with the help of encryption, two-factor authentication, ethical walls, or a physical lock and key. 

The best ones will mention experience conducting regular audits to ensure compliance with data protection and confidentiality regulations.

You can also assess a candidate’s understanding of confidentiality in their approach throughout the interview. For example, when providing examples in their answers, they should avoid mentioning specific client names. 

10. Can you tell us about a time when you faced an ethical challenge, such as a conflict of interest? What did you do?

Ethical dilemmas are a necessary part of a paralegal’s work. Candidates must demonstrate their strong moral compass and a deep understanding of business ethics by giving specific examples. Look for those who are aware of their decisions' impact on the entire company and its reputation. 

Standout candidates will emphasize ethical considerations when responding to any practical question you ask them, not just this stand-alone query. 

If you’d like to gain deeper insights into candidates’ understanding of professional ethics, you can use a Business Ethics and Compliance test.

Organizational skills questions

11. How do you prioritize your workload when handling multiple cases?

When juggling multiple cases, paralegals’ priority should always be clear communication and effective time management. 

Candidates may explain that they start by checking all deadlines and client requirements and then prioritizing tasks based on their urgency and importance; for this, they might use tools like Trello, Asana, or Google Sheets. Skilled professionals will then explain that they communicate regularly with attorneys and other team members to ensure everyone is aligned on what’s most important.

12. Describe your experience in organizing legal documents.

Skilled candidates will explain that they have developed a comprehensive system for categorizing, filing, and retrieving documents efficiently. They may also indicate experience with converting paper documents into electronic files and ensuring everything is properly categorized and easy to access. 

13. When working with different attorneys at once, how do you prioritize requests?

Effective communication and critical thinking are essential when paralegals assist multiple attorneys. Some candidates may have a prioritization system that enables them to categorize tasks by urgency and importance; others may share their calendars and to-do lists with attorneys to keep open lines of communication with them at all times. 

Look for candidates who show they can juggle between a few important tasks at once and keep everyone updated on their progress.

The best ones will mention that having an intuitive system for organizing documents helps the entire team be more efficient and find what they need without any hassle.

14. Tell me about a time when you had to work to a tight case deadline. What steps did you take to manage it and deliver the work on time?

This question explores how candidates work under pressure – a critical skill for paralegals when dealing with court and filing deadlines. 

Top candidates will clearly and briefly set out the scenario and describe the skills they used and the steps they took to manage their time effectively. These may include using software to track internal and external deadlines, effectively prioritizing tasks, delegating work where appropriate, and keeping attorneys updated on the task’s progress. 

Attention to detail and accuracy questions

15. How do you ensure accuracy and attention to detail in your work?

Accuracy is a non-negotiable in law. Look for candidates who have a methodical approach to sourcing, double-checking, and analyzing information and making sure each document is error-free.

Strategies candidates might mention include: 

• Reviewing all background materials and information

• Cross-verifying details to make sure everything is accurate

• Using checklists to ensure they’re not missing anything

• Working with other team members to spot oversights

• Revisiting their work after a break 

• Using software tools to minimize human error

16. Imagine you notice an error in a document just before filing it. What do you do?

When responding to this question, candidates should demonstrate their understanding of the importance of accuracy in legal documents. 

The best answers will then outline the specific steps they take to address it. These may include assessing the seriousness of the error and making a judgment call. For example, if it’s a minor typo and there’s no time to correct it, they may decide to file the document and inform the relevant attorney later. For other mistakes, they should contact the case attorney to suggest possible solutions and decide on a way forward.

The best answers will highlight ways the candidate will try to avoid the issue in the future. Candidates’ answers can also offer insights into their professionalism. Rather than blaming it on the attorney, their answer should be solutions-orientated. 

Problem-solving and decision-making questions

17. How do you approach problem-solving in a legal context?

Problem-solving is an essential part of legal work; this question will help you determine whether candidates have the right skills to identify and resolve issues.

Candidates should first mention that they understand the problem at hand before moving on to identifying different solutions and approaches to it. They may also mention consulting with other team members to get different perspectives. 

Top candidates will give a specific example of using problem-solving skills in the workplace, such as having helped their team resolve a particularly challenging contract dispute.

18. Can you provide an example of how your work positively impacted the bottom line of your firm or legal department?

This is a tough question; candidates’ answers will depend on their experiences. Look for answers that provide examples of them helping to achieve cost savings or improved profitability. For instance, they might have identified a workflow that could be streamlined, thus improving attorneys’ efficiency, or they may have renegotiated a contract with a large supplier to get a better deal. 

19. What’s your role in case strategy discussions with attorneys?

This question can help you assess whether applicants have the necessary legal research and analytical thinking skills for your role. Have they helped improve attorneys’ approaches to specific cases in the past? Are they able to make sure the team has all the information it needs? Do they know how to analyze precedents and identify potential legal challenges?

In their answers, candidates should demonstrate an understanding of the scope of their authority and work. Unlike attorneys, paralegals aren’t certified and must have their work signed off or supervised by an attorney. 

20. How do you handle the pressure of working on cases with significant financial implications?

Working on high-stakes cases can be very demanding, so look for legal assistants who can handle this kind of stress. They might give examples of specific strategies they use in such instances, for example, using checklists to make sure they’re not missing anything or double-checking all documentation and deadlines.

Leadership questions

21. How do you train junior paralegals or support staff?

Have candidates been involved in learning and development initiatives at previous workplaces? If yes, this experience might be invaluable if you have a large team and onboard new employees often. 

Expert paralegals will explain that they plan training sessions in advance and use regular one-on-one meetings to follow junior staff’s progress and share their feedback. Look for candidates who find it rewarding to help others grow in their roles. 

22. Describe a time when you had to manage several paralegals for a project. What skills did you use?

When hiring senior paralegals, ask questions that explore their leadership abilities. When answering this question, the best candidates will highlight skills such as:

• Effective communication

• Delegation

• Conflict resolution

• Organization

• Decision-making under pressure

• Mentoring of junior staff

Candidates’ answers should be well-structured, setting out the task or problem, explaining the steps they personally took, and describing the result. Standout candidates may also briefly reflect on areas for improvement. 

Communication and interpersonal skills questions

23. How do you ensure effective communication with attorneys, staff, and clients?

Effective communication is crucial for a legal team’s success. Look for candidates who understand the importance of clarity and professionalism in all their interactions – and who aren’t afraid to ask clarifying questions if they need additional information. 

The best paralegals will also know how to explain complex legal issues in simple terms to clients, ensuring they understand the legal processes and the next steps. 

24. Can you tell us about a time when you had to deal with a difficult client? How did you handle the situation?

Paralegals sometimes need to deal with difficult clients. 

Are your candidates able to use empathy and show clients that they take their concerns seriously? Do they understand the importance of active listening when talking to clients who are anxious or angry? Do they know how to manage clients’ expectations and provide assurance without compromising workflows? 

Keep an eye out for the way candidates speak about clients. Candidates who disparage, criticize, or blame clients in their answers may lack professionalism. 

14 additional interview questions for paralegals

Looking for more questions you can ask during the interview process? Below, you’ll find 14 extra paralegal interview questions.

• How do you approach networking as a paralegal?

• How do you align your work with the strategic goals of your legal department?

• Can you tell us about a time when you identified a potential improvement to a process and implemented it?

• A client contacts you with information that might actually be detrimental to their case. What do you do? 

• How do you evaluate the risks and benefits of a legal strategy?

• How do you approach cost management in your projects?

• Can you give an example of how you contributed to client retention?

• Describe a project where you had to analyze data. What insights did you gain from it?

• How do you approach cases that have no clear precedent?

• How do you manage risk when dealing with complex cases that have an uncertain outcome?

• Tell us about a time when you had to make a difficult decision without much guidance from superiors.

• How do you stay organized and maintain accuracy in record-keeping?

• You notice you made a mistake in a document you filed, and you have the possibility to correct it without anyone noticing. What would you do?

• A client is frustrated with their case’s slow progress and threatens to find another attorney. How do you handle the situation? 

Reinvent your paralegal hiring process with TestGorilla

To hire a skilled paralegal, it’s important for recruiters and hiring managers to create a well-rounded evaluation process that identifies the most competent candidates in their candidate pool quickly and accurately.

Hiring the right person is critical for the success of any legal team. By incorporating TestGorilla’s skills assessments into the hiring process and combining them with strategic interview questions like the ones above, you can make more informed decisions – and find talented professionals who can contribute significantly to your legal team.

To learn more about the benefits of skills-based hiring, try out our free plan to start building your first assessment today.