Procter & Gamble Assessments
P&G is a multinational consumer good corporation employing people in over 150 countries around the globe. The company hosts a number of unique student programs across their departments spread across the UK and Ireland. From the day one, graduates jump into a rewarding on-the-job experience, that will leave them with a wealth of technical, functional and leadership skills.
Details on the P&G Application Process can be found below:
P&G Application Process
There are 4 steps in the P&G Application Process:
Stage 1: Online Application
Stage 2: Psychometric Tests
- Situational Judgement Test
- Numerical Reasoning Test
- Diagrammatic/ Logical Reasoning Test
Stage 3: First Interview
Stage 4: Final Interview
P&G Psychometric Tests
Psychometric tests are a key component of P&G Application Process. Depending on the Graduate Program route the candidates are taking, they might be required to take : Situational Judgement Test, Numerical Reasoning Tests, Diagrammatic/ Logical Reasoning Test
P&G Situational Judgement Test
The Situational Judgment Test is a set of questions assessing how you might react to hypothetical events and situations that might be encountered in the P&G workplace environment. Based on your answers to these questions it will be verified how aligned you are with the company’s values and behaviours. So do your research and try to memorize them by heart ( might come in handy in the future!).
Whilst Situational Judgement Tests vary in form, usually, you will be presented with a number of descriptions to which you are obliged to provide an appropriate response from a multiple choice list. So, try to be as sensible as you can and use the full capacity of your emotional intelligence.
These tests concentrate on your ‘ people skills’ so, good communication and networking abilities should earn you a few points. However, the quite straightforward and simplistic formula of these tests can be misleading. In any Situational Judgement Test there is a catch in the high probability of any of the presented answers. So although it is recommended to think in accordance with the promoted values outlined in the company’s profile, in order to really ace your performance you might want to work on your situational- judgment muscles while taking the P&G practice version of Situational Judgment Tests.
P&G Numerical Reasoning Test
The multiple – choice P&G Numerical Reasoning Test assesses your ability to evaluate, analyze, and interpret numerical information that will be provided to you in charts, graphs, and tables. One way of achieving it would be getting all the calculations executed quickly and accurately in one go. We know that you can do it, but If you really want to master the Numerical Test – it can be easily learned through our online tests and video tutorials available on the website.
Diagrammatic/ Logical Reasoning Test
These tests will assess your sequence and pattern identification skills, logical thinking and ability to approach a problem as well as how good you are at solving it.
Questions are comprised of numbers, figures, and shapes arranged in a particular pattern. Your task as the brainy P&G employee – to – be, is to deduce the underlying logic of patterns presented to you in an exercise and guess what is next to follow. But for now, you might want to follow to the Diagrammatic/ Logical Reasoning Test page to see if it makes any sense at all.
P&G First Interview
If everything goes well and you score all the points needed to go further in the P&G application Process you will be invited for a first Interview. Usually, the format of the first Interview involves a series of situational and behavioural questions.
P&G interviews last around 45 – 60 minutes, however, there are no time limits assigned. During the interview, you are not only expected to answer the questions but also use the time given to find out more about the company.
P&G Second Interview
If the P&G hiring team like your performance on the First Interview you will be invited for the Second Interview that will have a format of 1:1 or a Panel Interview. At this point, candidates should expect more in-depth questions regarding their skills, capabilities, work history and future plans. Your allegiance to the company’s culture and their business strategy will be assessed on the answers you give.