We look for the best talent to join us at P&G, so our hiring process is thorough and purposeful. It ensures that we recruit the right people, and that you have a complete understanding of who we are, what we do, and what we expect from you. Our process is designed to ensure that we are the right culture fit for you and your desired career path.
To ensure equal opportunities for all interested candidates, our hiring process is flexible and accessible. We adapt to your needs, from application to interviews, allowing you to showcase your best.
A P&G application is the first step in the hiring process for internships, graduates looking for a full-time position, and experienced hires. This is your opportunity to tell us all about yourself.
What will you need to do when you hit apply?
After you submit your application, you may be directed to take one or more of our online assessments.
Our assessments are unique and help us determine if P&G is a good fit for you—and vice versa. The P&G online assessment measures skills and abilities that generally do not emerge from interviews. These assessments are critical, as they help determine your potential for success as a P&G employee.
We aim to let you know the results of your assessment, whether you have progressed to the next step of the hiring process, and what the next steps are within 30 days. We will do this via email. If you don’t pass an assessment the first time around, you can try again after 12 months.
You may be asked to take many different types of assessments depending on the role you apply for, requirements of the role, and other factors. Questions come in many forms, including rating scale, multiple-choice, fill-in-the-gap, multi-leveled rounds, memory tests, and more.
Peak Performance Assessment (Online)
Assesses your background, experience, interest, and work-related attitudes, and measures your compatibility against P&G competencies for predicting successful job performance.
Interactive Assessment (Online)
This is role-dependent and measures many factors of your cognitive ability—information that is difficult to assess from resumes, application forms, and interviews alone.
Assessments are a mandatory part of the P&G application process so it’s important that you complete any presented to you. Many of our assessments are challenging and will require substantial, sustained concentration. Please ensure you take them seriously as they directly impact your candidacy standing.
The purpose of a P&G interview is to get to know you better and give you a chance to ask us questions. You can expect to have one-on-one or panel interviews, which may be conducted virtually (online or via a phone call) or in person depending on your country. Most interviews last around 45-60 minutes, but there are no strict time limits.
As well as being a chance for us to ask you questions, interviews are also your opportunity to find out about us. You should use the opportunity to gain more in-depth understanding of P&G’s unique culture, values, and endless opportunities. We believe two-way communication starts from Day 1, so ask away.
We use a combination of behavioral-based and situational interviews to get to know the real you. P&G interview questions cover what makes you tick and what have you achieved so far, and help us learn more about your skills, capabilities, experience level, and fit for the role. Based on the requirements of the role, you may also be asked some additional questions specific to the type of work you may be doing in your first role at P&G.
Additional steps or interviewing options may be required for different roles or functions. For example, candidates applying for a P&G Sales role that requires previous experience may be invited to an online virtual job interview which measures many factors, including work style, sales experience, problem-solving, and cognitive ability.
Our approach is designed to help us understand how you relate to, compare with, and connect with P&G PEAK Performance Factors: the competencies that define how our people succeed in today’s business environment.
This is the final step of the hiring process and hopefully we’ll be welcoming you to the team.
Just as with every step, P&G is thorough in its decision-making process. In some cases, you will receive a P&G job offer letter within a week, and in others it may take much longer. Many factors affect how long it takes for us to contact you, including the role you have applied for, the urgency to fill the position, volume of applicants, the location of the role, and others.
So, if you haven’t heard from us, rest assured we will be in touch, and that the length of time between your interview and us reaching out to you has no indication on whether we are going to offer you a position.
