KPMG Ireland

About
Summer Seminar Series 2013

The KPMG Summer Seminar Series 2013 has been developed to help keep you fully updated on a range of highly topical subjects.

Charities

KPMG supports various charities through monetary donations and various organised fundraising events.
Topics
iXBRL - new format for financial information

Towards the end of 2012, the Revenue announced its plans to introduce iXBRL into the Irish tax compliance process.

Sustainability

Today, climate change and sustainability issues are rising to the top of corporate agendas.
Industries
Expanding into New Markets

Expanding into foreign markets can be a very challenging process. Apart from the distance and the cultural differences, there can be taxation and setup matters and a host of other issues to consider.

Start-up Success

This guide is designed to give you an overview of the business issues that matter most and is based on our own extensive experience of working with start-up technology businesses across Ireland.
Services
Research
Finance Act 2013

Finance Bill 2013 was published on 13 February 2013.

These pages will be regularly updated to reflect changes to the Bill before it is enacted as Finance Act 2013 in early April 2013.

Investing In Ireland

Investing in Ireland is KPMG’s guide for those considering locating in Ireland.

It focuses on Ireland’s key selling points, outlining many of the advantages to be considered when locating here.
Careers
Current opportunities

View detailed job descriptions for vacancies (when available) in each of our business areas and learn more about how we can match your ambition.

What Our Current Employees Have to Say

Read what our current employees have to say about working at KPMG, and discover why we are the employer of choice for many professionals in Ireland.
Events
Alumni
- Overview
- Membership
- Events
- Gallery
Our Alumni Programme

The KPMG Alumni programme helps former KPMG people stay in touch with the firm, reconnect with past colleagues and develop valuable business connections.

Details

Service: Advisory, Management Consulting, Executive Search & Selection
Type: KPMG information
Date: 17/11/2011

Careers Corner: Aptitude / Personality Advice

Some employers use tests as part of the recruitment process. They are used because they appear to be more objective than procedures such as an interview. A reliable and well validated test can provide a more accurate indication of future job success in particular tasks. However, a test is usually only one aspect of the selection procedure. There are two main types of tests: aptitude tests and personality questionnaires.

Aptitude tests aim to assess your logical reasoning or thinking performance. They are not tests of general knowledge. Many tests are designed to measure a particular ability e.g. verbal, numerical, diagrammatic, spatial, abstract reasoning, and/or data interpretation. They are administered under exam conditions and are strictly timed. The questions are often multiple choice, and have definite "right" and "wrong" answers. Your score is compared with how other people have done on the test in the past. This group (the "norm group") could be other students/graduates, current job holders or a more general group.

Preparation:

Practice with word games, mathematical teasers, puzzles with diagrams, etc.
Brush up by practicing some basic mental arithmetic - addition, subtraction, division, multiplication, calculation of percentages and ratios

During the Tests:

Work through the questions at an efficient rate. If you get stuck on a question, don't spend too long on it. The procedure for scoring the test may include negative marking so it is advisable, if you are unsure of the answer, not to guess the answer but rather to move onto the next question.
Don't worry if you don't answer all the questions. As you go through the tests, the questions may become more difficult, and there are frequently more questions than you can comfortably complete within the time limit. It is the number of correct answers which counts.
Read the question properly, particularly in numerical and data interpretation questions

Personality Questionnaires:

Personality questionnaires aim to assess your personal qualities by your responses to a number of questions or statements. They focus on a variety of personality factors such as: how you relate to other people, your work-style, your ability to deal with your own and others' emotions, your motivations and determination, and your general outlook.

Unlike aptitude tests, there are no "right" or "wrong" answers and questionnaires are not usually timed. It is best to approach all of these questionnaires as straightforwardly as you can. Be yourself, answer sensibly and don't try to second guess the aim of the questions as trying to guess what the employer is looking for could be counter productive.

© 2013 KPMG, an Irish partnership and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative ("KPMG International"), a Swiss entity. All rights reserved.

KPMG International Cooperative (“KPMG International”) is a Swiss entity. Member firms of the KPMG network of independent firms are affiliated with KPMG International. KPMG International provides no client services. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm.