Procter & Gamble (otherwise known as P&G) is a multinational consumer goods company whose products are sold in approximately 180 countries and territories. P&G has a rigorous online assessment process, including an application form, multiple tests and a panel interview.
Procter & Gamble use a variety of tests in their hiring process, such as personality assessments, reasoning tests, and situational judgment tests, to ensure candidates fit the skills and cultural values of the company.
P&G selects assessments according to the role. Complete the assessments presented in your application.
Peak Performance and role-dependent cognitive assessment
P&G lists the Peak Performance Assessment, covering experience and work-related attitudes, and a role-dependent Interactive Assessment of cognitive ability. Its general guide gives a 20–60 minute completion range and says some sections are timed. Your invitation confirms which assessments apply.
Process sources checked 11 September 2026 · Your invitation takes priority for role and location details.
Find the rule behind a number sequence. This independent reasoning exercise practises pattern recognition; it does not reproduce P&G’s Interactive Assessment games.
Practise with our independent preparation tests, then review the working behind each answer.
Whether it’s in tech, sales, branding, manufacturing, or something entirely different, the Procter & Gamble recruitment schemes are designed to ensure you learn on the job, while honing essential technical, functional, and leadership skills.
The hiring process is very thorough as P&G wants to ensure it gets the best talent, but also people who are the right fit for the company. It’s estimated that only 1% of applicants get hired, which is why it’s so important to prepare as thoroughly as you can for the process.
Leadership, citizenship, and innovation are the heart of P&G’s values, and it aims to continually learn and develop when it comes to ethics and environmental impact, just some of the reasons it’s one of the most successful companies and sought-after workplaces in the world.
If you’re keen to apply for a role at Procter & Gamble, it’s important to get a good understanding of the selection process. There are four key steps:
P&G runs its game-based assessment tests through the publisher Aon (formerly cut-e), for what’s known as the P&G Interactive Assessment.
The assessment comprises interactive challenges designed to test your quick thinking and logic among many other skills, and include Switch, Grid, and Digit challenges (see below).
The online application form is your chance to sell yourself, your skills, and your experience.
In the online application, you will be required to add information on your education (such as your school, major, and education level). You will also need to upload an up-to-date resume - make sure this is tailored to the specific role you are applying to by showcasing how your experience, skills, and qualifications make you a good match for the position.
You will also need to answer some questions about specific skills required for the role. Answers should be clear and concise while giving the relevant amount of detail to sufficiently answer each question.
It’s recommended you apply as early as possible, as it gives your application a greater chance of being reviewed on a rolling basis.
If your application is successful you may be invited to take one or more P&G online assessments.
The P&G assessment test is a series of interactive challenges P&G uses to shortlist job applicants. The key elements are the PEAK Performance Assessment, Switch Challenge, Grid Challenge, Digit Challenge, and, for sales roles, the Sales Virtual Job Preview.
The P&G PEAK Performance Assessment looks at your interests, your compatibility, workplace persona, and experience against Procter & Gamble’s key competencies.
You can expect questions based on common workplace scenarios that you may encounter should you get the job with P&G. You’ll then have to select an answer based on the action you’d take if in that situation.
P&G says most applicants take about 20 minutes, but the Peak Performance Assessment is untimed. Answer the work-preference questions honestly; they are not arithmetic questions with a single objectively correct answer.
Akin to a situational judgement test, these questions seek to understand how you’ll behave in your role.
You’ll also be required to answer questions about your personality, by selecting statements on a sliding scale that best reflect how you are as a person or feel in certain situations.
Overall, the PEAK Performance Assessment can best be described as a cross between a personality questionnaire and a situational judgement test.
It also measures your compatibility with P&G competencies that are used for defining successful job performance.
It’s a crucial part of the application process, as it gives P&G the chance to better understand what makes you tick and how well you comply with its ethos and beliefs.
Depending on the requirements of the role you have applied for, you may be required to take the P&G interactive assessment. The assessment consists of 3 game-based assessments including the switch challenge, grid challenge, and digit challenge.
The game-based assessments are used to assess different factors of your cognitive ability including deductive reasoning, spatial reasoning, and numerical skills.
The test takes around 30 minutes to complete, so ensure you have enough time before starting.
The Switch Challenge measures your logical reasoning skills.
In each test, you’ll be met with four symbols that alter position by a rule. Your task is to select the correct ‘operator’ (out of a choice of three) that changed the symbols by that rule.
As the test progresses, the Switch Challenge gets harder and harder, so it’s really important to practice the tests beforehand.
Similar to a deductive reasoning test, it’s all about using your logic and working quickly to solve complex problems, essential skills for a P&G employee.
The Grid Challenge tests your short-term memory, your cognitive abilities, and how strong your spatial awareness is.
In this memory task, you’ll be presented with a grid covered in dots and squares. You’ll be asked to remember where certain lit-up dots are, while simultaneously completing related tasks. Follow the on-screen instructions for each round and its time limit.
The Grid Challenge has different levels of complexity that change in accordance with how many things you’re being asked to memorize and the spatial awareness tasks you need to perform. It’s another element of the application process for which practice and preparation are so important.
Why not start by trying our spatial reasoning questions to get a feel for the kinds of areas you’ll be tested on.
As you may expect, The P&G Digit Challenge is the section of the application in which your numeracy skills are put to the test.
You’ll be given an equation with missing numbers. Here, your task is to calculate and replace the blank spaces with the correct number to ensure the equation adds up.
Being a timed test, it is designed to test both your speed and accuracy with numbers, it’s challenging and requires practice if you want to succeed. We recommend working through some basic numeracy tests; these are a good place to start to improve your skills and confidence.
The Sales Virtual Job Preview is your chance to showcase your skills, experience, and what sets you apart from the rest.
The first section is a brief introduction, which won’t include questions for you to answer. However, it’s good practice to take notes in case you’re asked about any of it later on, so you can improve your knowledge and understanding of P&G.
You’ll then move on to six different exercises:
Imagining you’re a member of the sales team, you’ll have to respond to nine emails using a pool of pre-prepared responses, out of which you’ll select the ones you’d be ‘most’ and ‘least’ likely to use. Practising situational judgement tests will help you improve at this.
Still imagining you’re in the sales team, you’ll now be required to answer eight numerical questions (essentially a mini numerical reasoning test).
Exercise three is about prioritisation. You’ll be given a schedule that requires you to prioritise two sets of four tasks, based on their significance and how quickly you think you’d complete them. Again, it’s important to think like a member of the sales team here, to answer the questions most effectively.
Next, 25 quick questions that start, with ‘I prefer a job where…’ followed by two possible answers. This helps build a clearer picture of you as an individual and how you’re likely to fit into the team. Prepare by thinking about the type of person P&G is likely to want to hire based on their core values and ethics, as well as the requirements of the role you’re applying for.
Then, 23 questions designed to find out more about you: your background, experience, and work history. In this section, ensure everything you write is accurate.
Finally, you’ll need to answer 23 questions on your preferred working style. Ensure you’re honest, as your answers should be reflective of what you’ve said about yourself elsewhere.
Although untimed, the Sales Virtual Job Preview normally takes around an hour to complete (occasionally this section is replaced with a video interview, but this is unlikely).
The interview stage is your final chance to demonstrate your skills, enthusiasm, and passion for the role and becoming a part of P&G.
The panel will ask you several competency-based questions. Try to sell everything that makes you qualified and unique, while relating the questions to the role you’re applying for, so the panel can see the relevance of your answer.
Prepare by looking at common interview questions, practicing your interview techniques, and doing some in-depth research into P&G and the role you’re applying for. And most importantly, be confident in your skills and abilities.
Practice
Practice does make perfect when it comes to aptitude tests. As you don’t need to know any specific knowledge, the best way to prepare for your actual assessment test is to take some practice tests. This will help you become familiar with the P&G assessment format and style of questions, as well as working under time pressure. Make sure to also review your answers after to see where you may have gone wrong.
Focus on your weaknesses
Focusing on your weaknesses will make the biggest difference to your overall test score and ensure you are strong across the board. A good way to identify your weaknesses is to review your answers after practice tests.
Read the questions carefully
Many candidates often lose out on marks due to not reading the questions quickly and misunderstanding what it is asking you. So, it’s important to read each question carefully, without making assumptions.
Research the company
P&G will want to see that you are knowledgeable about the company and the wider industry, so it is important to do some research before the application process. Doing some thorough research will help prepare you with all the information you need to answer application or interview questions effectively. Good places to find information are on the company’s website and careers page, their social media pages, and even the news.
Practice common interview questions
The most effective way to prepare for the interviews is to practice common interview questions. This will help prepare you for whatever the interview throws at you. When practicing try to use the STAR (situation, task, action, and result) technique to ensure your answers are specific, concise, and relevant.
What candidates ask us most often
The difficulty of Procter & Gamble tests can vary. They are designed to challenge candidates and assess a range of competencies. Proper preparation, however, can significantly improve your performance.
Preparing for Procter & Gamble tests is best achieved through consistent practice and taking practice tests. Practice Aptitude Tests offers a wide selection of practice materials tailored to these assessments.
The recruitment process duration at Procter & Gamble may vary based on the role and department. However, it generally involves multiple stages and may span several weeks from initial application to final decision.
Procter & Gamble’s core values are integrity, leadership, ownership, passion for winning, and trust. These values guide their business processes and employee conduct.
Rated 4.7 out of 5 across 126 reviews. A selection:
It was a great practice. Highly recommend. I suggest to prepare a calculator before taking the test.
It was interesting and quite challenging. The questions tested critical thinking, and numeric skills.
it helped me to remember math stuff I didn´t remember but it has terms I'm not familiar with so it was more challenging as I had to not only understand the maths terms but also the economics ones in order to understand what I had to do
P&G is a trademark of its respective owner. Practice Aptitude Tests is not affiliated with P&G and our practice tests are not endorsed by them. Visit P&G careers.
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