JobTestPrep comprehensive PrepPacks™ are specially designed to give you all the tools are you need to prepare to pass every stage of the Procter & Gamble recruitment process. Knowledge is power and when you succeed, we do as well. So, start practicing without delay!
Preparing for your Procter & Gamble assessments and interview is the greatest precursor for your success. Sign up with JobTestPrep today and gain access to our exclusive practice assessments and interview preparation materials.
The first test you will encounter is the Peak Performance Test. Further tests to prepare for include reasoning tests (numerical, verbal, and logical), personality assessment, situational judgement test, and cognitive tests. The type of tests you will have to take depend on the job you are applying for and you will be notified beforehand regarding the assessments. Choose the PrepPack you need and prepare for your assessments.
You may take tests provided by the following test providers ( Please note, the provider depends on the position and country you are applying in):
It is very common to participate in several interviews prior to becoming an employee with Procter & Gamble. The initial interview or screening interview will most likely be held over the phone with an HR representative. In this interview, you will be asked several questions covering your availability, salary expectations, work experience, etc.
If you happen to pass the initial screening interview, you should be invited to participate in one or several face-to-face interviews which may be held either one-to-one, in a group, or before a panel.
It should be noted that the P&G assessment tests will often be taken after the interview has been concluded.
No consideration is given to how many questions on the Verbal Reasoning Test applicants answer correctly when their final score is counted. Rather, their final scores are calculated in relation to the scores of other candidates vying for similar positions. This means that even if your objectively measured raw score is high, it still may be considered low when measured against the scores of other test takers. If you answered 92% of answers on the Verbal Reasoning Test correctly and the majority of other applicants got 94% of them right, your score will not be enough to recommend you for the applied position. It is crucial, therefore, to prepare for the Verbal Reasoning Test before you go to your pre-employment assessment. Study with JobTestPrep’s resources and outperform other applicants for the position.
The Personality Test is usually offered to job candidates in addition to other tests they take during their pre-employment assessment. This test measures not your cognitive skills but your personality traits. By inviting their applicants to pass the Personality Test, employers want to ascertain that they are people who will get along with their co-workers. They also want to winnow out those who might engage in such unseemly behavior as pilfering, harassing, and time wasting. To achieve this evaluation with more precision, the Personality Test is divided into several parts containing different sets of questions. One of them will ask you to look at pictures of people and predict their attitude to certain situations. Another type of questions will require you to rank your agreement with statements concerning different rules at work on the scale from 1 to 10. There are more than 80 questions on the Personality Test overall. You need to answer them impromptu and honestly if you want to build a reliable, impressive personality profile. Yet even though you are advised to answer questions on the test sincerely and off the cuff, you will still benefit from JobTestPrep’s personality kit. We will give you valuable tips on how to improve your self-representation and avoid incriminating yourself accidentally.
Some companies organize panel interviews instead of a regular face-to-face interview. The difference is that in the panel interview, you get an opportunity to meet more representatives of the company than on the usual in-person interview. As a rule, during the panel interview, you will talk with 6 or 7 people, including Human Resources representatives and several of your prospective managers and team leaders. They will take turns to pose questions to you. The recruiters may walk you through your résumé and ask you competency-based questions to ascertain whether you have knowledge and experience to succeed in the new role. Other questions will be situational. The interviewers will expect you to tell them about a difficult situation at work that you successfully resolved by taking certain actions. Sometimes, they will rank your responses on the scale from 1 to 5, while you are answering their questions. If you pass the panel interview well, you may be invited to talk with the higher managers of the company or simply offered the job.
Passing pre-employment tests without preparation has become next to impossible, because companies have lately raised the level of their tests, hoping, with their help, to recruit only the best experts in their fields. Practicing before your test is, therefore, crucial. JobTestPrep has created the sophisticated PrepPack™ that contains all required resources to get you noticed by the company’s representatives. Go through a few dry runs of our test simulations and drills and find your name at the top of the interviewers’ list of most promising candidates for the position.
References are important and may influence your employers’ hiring decision. It is, therefore, advisable to think of people who can recommend you for an applied position in advance. Make sure also to list people who will truly put in a good word for you rather than tell neutral, insignificant facts about you. As a rule, listing three people will be enough for most of the recruiters. If you are applying for a managerial position, add two or three more people to your list of references. And do not forget to list them in the order of importance.
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