₦airaland Forum

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nafizzey1:
It's Accountant General not Auditor General.

Apologies. Some mix-up.

Regards.

nafizzey1:
Thank you for the advice .

Both roles are fresh graduate level 8.

Then go for the OAuGF.

nafizzey1:
I am a Bsc Accounting holder, I recently got a Job in the office of the Account general of the federation. Before I start work there, I also got another opportunity in Nipost.

Please which job will favour me in the long run interms of Salary package and career opportunities from experience minds here before I make a choice?

Thank you

Congrats on your appointment. At Jarushub, we have preference for public sector organisations such as DPR, NCC, CBN, DMO etc. It depends on the role you got the job in the OAuGF and the rank vis-a-vis NIPOST. The OAuGF is a good place to start a career and as an accountant, it fits your persona. You get exposed to the intricacies of public sector accounting and get the opportunity to write certification examinations. Besides, NIPOST is not as prestigious as OAuGF.

These articles might enable you understand better:

Civil service vs Banking?

MSc Accounting or International NGO?

He likes accounting but fears ICAN

Regards

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Dear Jarus,

I am a first class graduate of Computer science, University of Ibadan. I got entry level offers as an analyst in KPMG and McKinsey (Nigerian offices). Please which of the two should I go for and why? I would also like to add that I plan on either eventually continuing my career in a big firm in this sector in
the UK or Start up my own tech company in Nigeria. Your speedy response is crucial and would be highly appreciated.

Thanks sir
Anonymous

---

Congrats on your McKinsey offer. It’s not everyday you see Nigerians get job offer from McKinsey with only Nigerian degree(s). Even the smartest graduates from Ivy League schools in the US dream of McKinsey. I think that already answers your question.
McKinsey is:

1, World’s #1 Consulting firm at the latest ranking.

2, Consistently among the Top 3 Consulting firms in the world in the last 20 years (Only competitors are Bain & BCG).

3, Most prestigious consulting firm in the world in 2016.

So, whether you plan to progress in the 9-5 career or start your own startup in the future, McKinsey, I’m afraid, beats KPMG.
If you decide to rise through the ladder in McKinsey, you will learn a lot. If you decide to move to other companies at some point, with McKinsey on your CV, you’re a hot cake. If you decide to start your own startup, guess what? Every year, Forbes publishes list of “30 under 30” entrepreneurs/startup founders in the US/Asia/Europe, between 8-10 of them are usually ex-employees of McKinsey. Shows how successful McKinsey alumni even in startup world.

KPMG is no doubt a great company to start career, but if you have KPMG offer on one hand and McKinsey on the other, my brother, McKinsey is too prestigious to be rejected.
I wish you all the best.

Jarus

http://www.jarushub.com/kpmg-or-mckinsey-dilemma-of-a-graduate-with-2-job-offers/

cc: Lalasticlala & Mynd44

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How to pass an assessment centre exercise

Uchechi Moses



Companies, nationally and globally, have come to realise that it is expensive recruiting people and having their personalities not aligned to the work environment. The work environment is different from the academic environment and assessing for this is an important factor in a recruitment process. In order to reduce bias in the process, firms utilise personality tests to effectively gauge candidates’ suitability for the work place. As a result, the tests are delivered online where candidates can login from anywhere they are. The verified results are collated and compared to others, thereby ensuring the process is sped up and candidates’ answers aligns with company’s plans.

Let’s assume this: You saw a vacancy for a role most likely graduate trainee (firms also administer personality tests to experienced staff) and applied, wrote the aptitude test and passed to the next stage. Which is a personality assessment, most likely to be taken online. Before you take the test, many questions race through your mind: Will it be hard? What is the duration? What if the results do not reflect “me”? Can I fake a personality to scale through? How effective is it? What really does the firm require of me at this stage? On the other hand, your performance during this stage tells the recruiter your personality aka “kind of person”. How does this individual fit into the firm? What are the pros and cons of employing the candidate? And many similar questions are asked during the assessment of your results.

HERE ARE WAYS TO PREPARE


1. Read about the company’s values and culture to know the skills they covet

This is important as it gives you an insight to how the company operates and what she espouses. What particular values do they espouse? Do they lead by example? Respect each other? Are totally honest about their dealings? What inspires them? These and many more will be checked by infusing them into the assessment and you as the candidate will be mandated to answer them accordingly. Study the firm thoroughly ditto the job description. See the values and culture section of a firm as a mock exam before the real exam. Fine-tune your answers to them.


2. Be yourself

This cannot be overemphasised. Being yourself, like the phrase says – brings out the real you. You cannot continue to fake it, most personality tests have lots of questions and are mixed together. It can be confusing to you, and the deceit will not last long. For instance, even if you are scrupulously honest and not prone to anger, the way that some questions are interpreted can cause doubts to be raised about both your honesty and your stability. Being yourself – how you do and see things – aids in you answering the questions effectively.


3. Avoid presenting yourself as being perfect

There is no perfect employee; we have our mistakes. One of the questions asked during interviews is “what was your biggest mistake in a work/professional environment?”. Trying to be perfect will end up being futile in the exercise. Which takes us to the next tip.



4. Do not make all your choices be “strongly agree or “strongly disagree” except in ethical questions

This reduces your chances of going to the next stage because it comes across as someone who cheats the system, is too rigid, not open to change, difficult to work with etc. However, like our first tip says – know the firm in-and-out; because some firms actually employ individuals with such characters – non-conforming, unsocial, extremely disciplined etc. Exceptions do exist; however, exceptions are not norms. On the other hand, during ethical/integrity related questions. Like we have said during interview questions; never ever accept to compromise your integrity. No matter what!


5. Look at a question from a broader perspective. Is it about integrity, team work, leadership, communication, pressure handling etc?

Take some seconds before answering a question. During this time, think about the question and what they desire. Carefully select the option that aligns with your personality and the firm’s values.


6. Be consistent, take your time and do not fret

As odd as it sounds, you have all the whole day to answer a personality assessment. Do not be hasty when answering questions; take your time. Candidates have spent an hour on PwC’s OPQ assessment and were successful, you don’t have to “quickly” finish the test and unfortunately get a regret mail. However, because you you have all the time does not mean you should sleep there. Additionally, be consistent; agreeing not to collect bribe, but agree not to report someone who committed fraud. That is confusion.

Note: There are no past questions for personality tests. It is about your persona.

http://www.jarushub.com/how-to-pass-personality-tests-during-recruitment-exercises/

greatestman:
Do you have idea of Kaduna State College of Education Apptitude test?

Unfortunately, no. But you can go through these articles to have a grasp of aptitude tests in Nigeria:

How to pass aptitude tests

Most used aptitude tests' formats in Nigeria

Wish you the best!

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Uchechi Moses

The typical recruitment processes into good firms in Nigeria go thus:

- Aptitude tests (See how to pass aptitude tests and aptitude tests used by Nigerian banks);
- Personality tests
- Assessment centers or group discussion
- Interview, interview chat and;
- Finally, an offer subject to passing a medical test (See diseases that can make one fail a medical test and jobs: hepatitis and medical tests).


Like we have always noted, the labour market is extremely competitive in Nigeria, and the recruitment processes keep changing. As listed as above, there are many stages in a typical recruitment process to a get a good job in a firm in the country. One of such is the personality test. Types include the situational judgement test, occupational personality questionnaire etc.

Companies have come to realise that it is expensive recruiting people and having their personalities not aligned to the work environment. The work environment is different from the academic environment and assessing for this is an important factor in a recruitment process. In order to reduce bias in the process, firms utilise personality tests to effectively gauge candidates’ suitability for the work place. As a result, the tests are delivered online where candidates can login from anywhere they are. The verified results are collated and compared to others, thereby ensuring the process is sped up and candidates’ answers aligns with company’s plans.

Basically, personality tests – like the name connotes – assesses candidates’ personality, character and attitudinal attributes to work-related scenarios. Top Nigerian companies across various industries use this form of test during their recruitment processes, especially for graduate/entry level positions. Examples include but not limited to PwC, KPMG, StanbicIBTC, First Bank, Shell, Seplat, BAT, GTB, Cardinal Stone, PZ Cussons, Friesland Campina, Olam, Nigerian Stock Exchange etc.

In a typical personality test exercise, there are a number of possible actions that are suggested. There are usually around 4 or 5 actions but this varies depending on the test maker. It is the candidate’s job to choose amongst these possible options and judge which is the most effective course of action to take and therefore which action they would take if faced with this situation. Personality tests are always multiple-choice; no answers other than the options listed are allowed.

Finally, while preparing to scale aptitude tests and other hurdles in the recruitment process; also be prepared to fine-tune your personality to what the firm desires. As failing a personality test gets you a regret mail.

http://www.jarushub.com/why-companies-use-personality-tests-in-recruitment/

L

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caseclosed:
Jarushub you've got a cool site...

Thank you.