Applying to P&G and worried about the recruitment process? We’ve got you covered.
GF’s 2021 Definitive Guide to the P&G candidate assessment process will tell you how. Read insider tips, take practice tests and try assessment center exercises created by our team of top organisational psychologists and recruiters – today.
In the article below, we’ll provide you with a step-by-step overview of how to prepare for (and pass!) the P&G job application and assessment process for the 2021 recruitment cycle.
Our experts have gone through the P&G application process themselves so they know exactly what it’s like. Their insights and tips in this guide will help you improve your performance while applying for the job.
Procter and Gamble Co (P&G) is a multinational fast moving consumer goods(FMCG) company producing thousands of products in the areas of cleaning agents, personal care, hygiene products and food.Each year, tens of thousands of candidates apply for a variety of positions in the company. Use this guide to understand what lies ahead and increase your chances of passing the P&G job application and assessment process – first time.
Remember, candidates normally only get one chance to apply to P&G – here’s how to get it right.
Fast track: 5 Best Tips to help you pass the Procter & Gamble application process:
Learn about the company.
Find out as much as possible about the company, its markets, main competitors, recent developments and use of new technologies.
Increase your confidence by thinking about what implications these factors might have on P&G, wider industry and even your particular job. Read enough so you’re ready to talk about it!
You might be surprised, but many candidates don’t even carry out basic research like looking at the P&G website to understand their products, key brands, how and where the company operates.
Create a personal pitch describing WHY you want to work for Procter and Gamble. Candidate selection is not only about perfect assessment scores. It also comes down to your passion for a company and its brands.
Practice online assessments.
P&G, like many other multinationals, use various assessment tools to sift through thousands of candidates each year.
Psychometric tests are used to reject between 60-80% of candidates
You should familiarize yourself with the types of assessments P&G use (later in this guide). Practice and prepare!
Connect and network with P&G professionals
By attending company events and career fairs. Find out what their roles are and what they believe an ideal candidate to P&G should embody. Then, reflect these ideas in your application form and during interviews.
Use LinkedIn to stay connected with those you met or get introduced to new connections.
Stay calm during the online assessments and interviews
To perform at your best, you can’t let stress or distractions get in the way of your performance. Always work in a quiet place where you won’t be disturbed.
Before the interview, practice answering typical questions (e.g. CBI questions) out loud in front of a mirror. Record yourself on a smartphone or sign up for our AI-powered practice video interview to get personalized feedback on unlimited number of your recordings.
Practicing interviews is like practicing public speaking – it will pay off at any interview.
Know the P&G application process by heart
Understand what you’re expected to do at each stage
Find out what tools are used to assess you
This will help to lower your anxiety levels
If you found the above useful, continue reading to maximize your chances of landing a job at Procter & Gamble.
The competition for jobs at P&G is fierce, and the vast majority of candidates get rejected on the basis of online application forms and psychometric tests – so if you want to stand any chance of passing, you need to make sure you perform your best at each and every stage of the recruitment process; starting with your online application, through to your online assessments and interviews.
These are the 4 steps to the P&G job application process:
Once you’ve done your background research about P&G and decided on which programme you want to apply for:
A. You need to complete the online form which includes
The schools you attendedand your A-levels
A questionnaire about specific skills required for the role
B. Make sure you have provided accurate information before your submission, and don’t leave this until the last minute.
P&G online application tip: apply as early as possible as this increases the chances of your application being reviewed on a rolling basis. Check your email frequently in case the organisation’s HR department needs any clarification or further details.
P&G Assessment Tests –
Online Aptitude Tests
Every candidate applying to P&G is required to take online assessment tests. P&G use these tests tosee ifyou possess the required competencies and skills, as this is difficult to gauge from interviews alone.
Depending on what role you’ve applied for, you may be required to take up to two assessments.
What is P&G PEAK Performance Assessment
The PEAK Performance Assessment assesses your interests, work-related attitudes, experiences, background and compatibility with key P&G competencies.
The questions revolve around common scenarios you might experience when working for P&G. Your task is to identify the course of action you deem the most appropriate to you, like so:
P&G Peak Performance Assessment Example
Source: P&G Website
You are also likely to be asked Personality-type questions to see if you fit with P&G’s work culture. For these questions, you’ll need to drag a slider to rate your agreeableness with each statement, as shown here:
P&G Peak Performance Assessment Example
Source: P&G Website
Thus, the PEAK Performance Assessment is essentially a P&G branded Situational Judgement Test and Personality Questionnaire mixed into one.
Other examples of Procter & Gamble Peak Performance Assessment questions:
1) When organising a work team, you select those who
Have different strengths
Have the most technical expertise
Cooperate with each other
Think like you
2) When given a project deadline, you are most likely to
Begin working on the project immediately
Spend time thinking how long the project will take and plan accordingly
Start work on the project a week before the deadline because you are busy with other projects
Ask for an extension on the deadline because you are pressed for time
Situational Judgement Tests assess your competencies in a work-related scenario by asking you to choose the best course of action, whilst Personality Questionnaires look to determine how well your profile fits for a job role. The PEAK Performance Assessment looks at both these areas.
Want even more help to pass? Watch our videos below to find out how to pass a Situational Judgement Test and Personality Questionnaire..
How to pass a Situational Judgement Test
How to pass an Occupational Personality Questionnaire
How to pass P&G Peak Performance Test – Tip:
P&G PEAK Performance Assessment Tip:
Before attempting the real Procter & Gamble PEAK Performance Assessment, you may decide to practice first with our Situational Judgement Tests and Work Personality Questionnaire. These replicate what you will experience in the actual assessment with similar style of questions and format.
What is P&G Interactive Reasoning Screen Test
The Interactive Reasoning Screen Test is made up of 3 Game-based Assessments. Find out more about Game-based Assessments.
The first presents you with an on-screen keypad and requires you to fill in the numbers either side of mathematical operators to get a specified answer. Questions get harder as you go along, and you can only use each digit once per question. You need to answer as many questions as you can within the time limit.
P&G Interactive Reasoning Example Question
In the second P&G Game-based Assessment, you need to use an input sequence of 4 shapes to form a number key. For example, let’s you start with the following sequence: Circle, triangle, square, rectangle. The circle is 1, the triangle 2, the square 3, and the rectangle 4. You then need to use this key to figure out the 4-digit code for the output sequence.
Sticking with this example, if the output key was rectangle, square, triangle, circle, the 4-digit code would be 4321. For harder questions, you may be asked to do this process in reverse (i.e. output to input). Again, try and answer as many questions as you can in the time limit.
P&G Interactive Reasoning Example Question
Lastly, in the third Assessment you’ll need to switch between a memory task and spatial task. You’ll be presented with dots on your screen. These dots light up to indicate a sequence that you will need to remember. However, they will only light up one-at-a-time.
For instance, the first dot will light up and then you’ll switch over to a spatial task. Once you’ve done the spatial task, you’ll be shown another dot, and so on until you are asked to recall the entire dot sequence. The key here is to focus more on the memory task and less on the “easier” spatial task to try and help you remember the sequence. Try to answer as many questions as you can within the time limit.
P&G Interactive Reasoning Example Question
The spatial task will get harder across 3 rounds:
The first-round task requires you to indicate whether two figures are symmetrical.
The second round asks you to indicate whether the right figure would be symmetrical to the left, if it was first rotated anticlockwise by 90 degrees.
Lastly, the third-round task requires you to visualise adding and subtracting bits of a figure and then select whether the answer shown would be correct.
P&G Interactive Reasoning Example Question
P&G Interactive Reasoning Screen Test Tip: The final Game-based Assessment is perhaps the trickiest, given the juggling between the spatial and memory task. Did you know that GF has Game-based Assessments to train your Attention and Memory? Our Memory Assessment is particularly useful in preparing for this portion of the Interactive Reasoning Screen Test. Find out more about Attention and Memory gamified assessments.
P&G Attention and Memory Game Example Question
Procter and Gamble Reasoning Test (in-person)
Although rare, some roles may require you to take a paper-and-pencil Reasoning Test. This assessment test is delivered on-site as part of your final interview. It measures your reasoning skills using numerical, logic-based and figural reasoning type questions.
The questions will typically vary from strictly numerical and problem-solving tasks, to abstract reasoning type questions (with shapes and images).
P&G Reasoning Test Tip: Don’t even think about getting help from anyone else! If your scores differ you will be disqualified so integrity is crucial. In the actual test, remember that sometimes it’s fine to skip difficult questions – after all, you need to work through questions quickly but also correctly. If you’re stuck, move on.
Procter and Gamble Reasoning Test Example:
If a machine produces 150 units of product per minute and 15 units of product are packed in a case, how many cases can be filled by a machine in 22 minutes?
Got the answer? Check it out at the bottom of the page.
This type of online assessment test is very similar to the Logical Reasoning Test developed by Graduates First. Both aptitude tests assess your ability to quickly recognise patterns and use logical reasoning to identify the right answer.
Now that you’ve passed the online testing stage, you will be invited to the Sales Virtual Job Preview, which should take 60 minutes to complete but is untimed. Although rare, some roles may require you to sit a Video Interview instead.
This interview will involve a combination of behavioural and situational interview questions to get to know you better; this will include your background, personal motivation and interests.
Before the interview make sure to research P&G, its position in the sector and any recent events that could affect the company.
It’s more likely that you’ll be invited to the Sales Virtual Job Preview. This is an opportunity for you to demonstrate your skills, experience and knowledge that make you suitable for your desired role.
The Sales Virtual Job Preview begins with a brief introductory section in which you are presented with information regarding P&G and the Sales role.
P&G Sales Virtual Job Preview Example 1
Sales Virtual Job Preview Tip #1: Although this initial section does not include any questions, it can be good to take notes on what is being presented to build your knowledge further for the remainder of the Assessment.
After finishing this section, you will have to progress through 6 different exercises:
In the first exercise, you will need to imagine you are a Sales team member. You will be presented with 9 emails that you need to respond to and will be asked to pick your “Most” and “Least” likely response out of a pool of 4 for each email.
P&G Sales Virtual Job Preview Example 2
This exercise is essentially a spin on a traditional Situational Judgement Test. These tests assess whether you have what it takes to select the Best and Worst courses of action based on a scenario.
Sales Virtual Job Preview Tip #2: Practice various Situational Judgement Tests from various providers. GF’s practice Situational Judgement Tests assess a range of competencies including the customer-centric focus of this Exercise.
2. Sticking with the role of a Sales team member, this exercise requires you to answer 8 Numerical questions using information contained in text, tables, and graphs. In other words, you’re asked to take a Numerical Reasoning Test.
P&G Sales Virtual Job Preview Example 3
Sales Virtual Job Preview Tip #3: Practice, practice, and practice some more to reduce stress and time pressure for the real thing. Our FREE Numerical Reasoning Tests contain very similar questions to the example above.
3. This is an interesting exercise in which you’re asked to prioritise 2 sets of 4 tasks using a virtual schedule. You need to drag each task to a date and time of day, based on how quickly it would take you to complete the task.
P&G Sales Virtual Job Preview Example 4
Sales Virtual Job Preview Tip #4: Your ability to manage time and prioritise is assessed here. Make sure you put yourself in the shoes of a Sales team member. Step back and think of how long it would realistically take you to complete each task, and what makes the most sense when it comes to prioritising them.
4.This exercise consists of 25 quick questions. In each question, you will be presented with the statement “I prefer a job where…” followed by two options. You need to select the statement that reflects your preference at work.
P&G Sales Virtual Job Preview Example 5
Sales Virtual Job Preview Tip #5: Think about the kind of person that P&G is looking for. You can base this on the job description, their core values, the culture, and even Employee reviews on websites like Glassdoor. Build up a picture of the ideal candidate and respond based on this image. If you are to do this, remain consistent – these tests are difficult to fool!
5. This exercise consists of 23 quick questions to get a picture of who you are. You will need to share details of your background, experiences and answer basic questions based on your work history.
P&G Sales Virtual Job Preview Example 6
Sales Virtual Job Preview Tip #6: Quickly check your responses before submitting this section. Errors in outlining your history and experiences can damage the initial impression you give to your recruiter/s.
6. Finally, you will be asked 23 questions to gauge your preferred style and approach to work. In this task, you will be given a series of statements in which you will need to compare and rate pairs of statements to decide which best describes you.
Lastly but not least, you are likely to be invited to a Final Interview. This will be a one-on-one interview with a manager from the business area you want to join, or a panel interview.
It should be competency based and more in-depth than the initial interview. This is your final chance to demonstrate your passion, skills and enthusiasm.
What makes you unique? Which of your accomplishments and experiences make you stand out from all the other candidates? Focus on your specific knowledge and relate everything you say to the demands of the position at P&G.
Prepare some thought-provoking and interesting questions that will demonstrate your determination to work for P&G. Now is also the time for you to ask any questions that will help you decide if this role is right for you. Once the formal interview is over, don’t be afraid to engage in conversation! Employers want to see the real you.
Procter & Gamble Final Interview tips:
Prepare some examples that you can use during your interview by looking at the most common types of interview questions.
Remain relaxed and focused. Even though the questions might not specifically refer to work at P&G, each and every one of your answers needs to demonstrate your key strengths, and these must be supported by a range of different experiences.
Practice questions out loud in front of a mirror. This will make you more comfortable when faced with the real interview. You can also record yourself on your smartphone or using GF’s video interview technology, and then play back and analyse your performance. It might seem crazy to do this alone at home, but better to feel awkward now than on the day!
If you want to pass your Procter & Gamble assessments first time, you need to be prepared. Use practice tests, video interview and CBI questions to gain confidence, learn how to manage stress and discover tactics to help you pass. Prepare now – pass later!
Our experience of working with businesses and public institutions shows that the vast majority of applicants get rejected at the online aptitude testing stage. It’s an efficient and economical way for companies to sift through large numbers of job applicants, but the method is brutal. Remember, the majority will not pass.
According to our research, a candidate can at least double their performance during a real test if they have practiced beforehand. There is very little chance that you will pass first time without deep and deliberate practice. You will never get exactly the same questions, but you will understand the specific logic behind the answers,learn how to cope with stress and discover useful tactics.
If you want to practice tests, try signing up for the assessment tools offered by Graduates First,the only aptitude practice test experts who provide tests to over 90 UK universities and their students, as well as others across Asia and continental Europe. We have firsthand experience designing SHL and IBM Kenexa aptitude tests to help you with all the preparation required for the P&G assessment process.
Go to Graduates First nowand select from the range of products we offer. Browse our FREE aptitude tests and comprehensive premium packages with a full set of assessment tools for job candidates (numerical, logical, verbal reasoning, situational judgment tests, assessment centre exercises and more). Our tests include a personalised expert report, progress tracking, and worked solutions. All this comes with a 100% money back guarantee if you do not pass your tests, which lasts during the entire subscription period of 15 months.
Join thousands of successful job applicants and test our full range of practice products before taking your real assessment. Go to Graduates First to benefit from our current discounted offer.
P&G Reasoning Test (in-person) – answer to the example question: B