Making Sure Candidates Can Navigate Case Management Software, E-Filing Systems, and Other Legal Tech Tools
Hiring the right law office administrator means finding someone who not only understands legal procedures but is also tech-savvy enough to keep your office running smoothly. From case management software to e-filing systems, legal technology plays a major role in today’s law firms, and an administrator who struggles with these tools can slow down productivity. So how do you assess a candidate’s tech skills before making a hiring decision?
1. Identify the Must-Have Tech Skills for Your Office#
Every law firm has its own technology stack. Before you evaluate candidates, make a list of the essential tools they’ll need to use regularly. These may include:
- Case Management Software (e.g., Clio, MyCase, PracticePanther)
- E-Filing Systems (varies by jurisdiction)
- Document Management Tools (e.g., NetDocuments, iManage)
- Billing and Accounting Software (e.g., QuickBooks, TimeSolv)
- E-Discovery Platforms (e.g., Relativity, Logikcull)
- Video Conferencing and Remote Work Tools (e.g., Zoom, Microsoft Teams)
- Microsoft Office Suite and PDF Editing Software (e.g., Adobe Acrobat)
Having a clear understanding of your firm’s tech needs will help you structure the hiring process to test the right skills.
2. Ask the Right Tech-Specific Interview Questions#
A traditional interview won’t necessarily reveal a candidate’s comfort level with technology. Instead of just asking if they have experience with certain software, dig deeper with specific questions:
- “What case management systems have you used in previous roles, and how did you use them?”
- “Can you walk me through the process of e-filing a legal document in our jurisdiction?”
- “Have you ever trained others on legal software? If so, how did you approach it?”
- “Tell me about a time when you had to troubleshoot a tech issue in a law office. How did you handle it?”
- “How do you ensure compliance with data security best practices when handling sensitive legal documents?”
These questions will help gauge not just familiarity but also problem-solving skills and adaptability when working with legal tech.
3. Conduct a Practical Tech Skills Assessment#
A hands-on test is one of the best ways to evaluate a candidate’s true technical abilities. Consider setting up a brief skills assessment, such as:
- Case Management Simulation: Provide a sample case and ask the candidate to enter information into a demo or test version of your case management software.
- E-Filing Task: Ask them to prepare and “submit” a mock legal filing using an e-filing portal.
- Document Formatting Challenge: Have them format a legal document using Microsoft Word, including applying styles, inserting page numbers, and creating a table of contents.
- Data Entry Accuracy Test: Provide a set of client details and ask the candidate to enter them into a spreadsheet or database.
Even a short 15- to 30-minute exercise can reveal a lot about how efficiently a candidate navigates common tasks.
4. Check for Adaptability and Willingness to Learn#
Not every candidate will know your specific software, but what matters is their ability to learn quickly. Ask about how they’ve adapted to new technologies in the past:
- “Have you ever transitioned to a new case management system? How did you handle the change?”
- “What steps do you take when learning a new software tool?”
- “How do you stay updated on changes in legal technology?”
A candidate with a strong learning mindset and adaptability can often be more valuable than someone who only knows one system but struggles to adjust to new ones.
5. Verify Technical Proficiency Through References#
When checking references, ask previous employers about the candidate’s comfort with technology:
- “How did they handle technology in their role?”
- “Did they require a lot of training on software, or did they pick it up quickly?”
- “Were they ever responsible for implementing or improving office technology processes?”
This can confirm whether the candidate’s self-assessment matches their actual performance in a law office setting.