Personnel Personality Tests and the Psychometric Advantage for Institution Building


Dear Delegates,

The 57th Annual General Conference of the Nigerian Bar Association (NBA) is themed with a laser focus on “African Business: Penetrating through Institution Building”. It is pertinent to note the underlying direction here: “strategic development and growth implementation”.

Institution building, beyond capital, resource availability and network expansion, demands critical approach to the development of a key component in the reinforcement of the structural integrity of an organisation: Human Resource.

Both ability testing and personality assessments are big businesses today as organisations, more than ever, seek competency in efficiency and effectiveness of staff output. Needless to say, it has become necessary now with the current impact of the state of the economy on businesses. Hence, the need for evaluation measures for the enhancement of recruitment processes and optimization of further evaluation in human resource in psychometric assessments.

Psychometric tests help to identify a person’s skills, knowledge and personality. They’re often used during the preliminary screening stages, or as part of an assessment. They’re objective, convenient and strong indicators of job performance; making them very popular with large recruiters. The majority of psychometric testing is completed online, though some paper questionnaires remain.

There are two main types of psychometric testing: personality tests and aptitude tests.
Personality tests explore your interests, values and motivations, analysing how your character fits with the role and organisation. They analyse your emotions, behaviours and relationships in a variety of situations.

Aptitude tests assess your reasoning or cognitive ability, determining whether you’ve got the right skill-set for a role. Usually administered under exam conditions, you’ll often be given one minute to answer each multiple choice questions. Your ‘intelligence’ levels are compared to a standard, meaning that you must achieve a certain score to pass.

A key feature of the #NBA2017AGC is the replacement of conference bags and materials with electronic Tablets, which come preinstalled with electronic law reports and other precedents for the benefit of the Nigerian lawyer.

It is pertinent to note that the Electronic Tablets will, among other useful applications, be pre-installed with psychometric tests, provided by Thomas International in partnership with Phillips Consulting Limited (PCL).

Thomas International and PCL will be leading a working session on how to successfully conduct these psychometric tests, during the Conference and precisely on Monday, 21 August, 2017 at 10.30am.

How well do you know yourself?
How well do your employers know you?
How well do you know your employees?
How well are you matching your employees to responsibilities for optimal results?

These and more are key indices for building the institutions that will remain strong and vibrant tomorrow. We enjoin everyone to be a part of this most ingenious session for their personal enhancement and development.

Welcome to the #NBA2017AGC … This is indeed … #ABraveNewBar.

… Please visit the conference website for more information on the conference and the showcase events…

NBA-AGC 2017 Media & Communications Unit.

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