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Procter & Gamble Recruitment: Procter & Gamble's recruitment process and interview questions

Procter & Gamble's good salary system and huge development space make "P&G" a company that college students aspire to. At the same time, P&G's perfect selection system has also been approved by the business community. How to enter an organization like P&G, let us familiarize with its recruitment process. Procter & Gamble's campus recruitment program 1. Previous advertising. 2. Invite university students to participate in their campus recruitment briefings. 3. Apply online. Since 2002, P&G has changed the original application form for mailing to online application. Graduates visit the P&G China website and click on “Online Application” to fill out the autobiographic application form and answer relevant questions. This is actually a screening test for P&G. 4. written examination. The written test mainly consists of three parts: problem-solving test, English test, and professional skill test. Decomposition test. This is the most basic aspect of P&G's investigation of talent quality. In China, the Chinese version of P&G's global test questions is used. The test questions are divided into 5 parts, a total of 50 small questions, limited time 65 minutes, all for multiple choice questions, 5 options per question. The first part: reading the picture; the second and fifth parts: reading comprehension; the third part: the calculation question; the fourth part: reading the table. The whole set of questions mainly assess the following qualities of the applicant: self-confidence; efficiency; flexible thinking; pressure bearing capacity; rapid entry into the state; success rate. The test results were scored by computer and were eliminated if they did not pass. English test. This test is mainly used to test the English ability of people whose native language is not English. The test time is 2 hours. The 45-minute 100-hour listening question, the 75-minute reading question, and the 1-hour answer to 3 questions are all used to describe changes in a previous experience or personal thoughts in English. Professional skills test. The professional skills test is not for applicants who apply for any department. The test is mainly for the students of the applicant company who have professional restrictions. These departments are the Research and Development Department, the Information Technology Department, and the Finance Department. One of the programs recruited by Procter & Gamble's R&D department is to require candidates to conduct academic reports on certain topics, and to ask the company's senior researchers to review them to examine their professional skills. For students who apply to other departments of the company, there is no need to conduct this test, such as marketing department and human resources department. 5. Interview. P&G's interview was divided into two rounds. The first round is a preliminary test, and an interview manager interviews a job seeker, usually in Chinese. The interviewer is usually a senior manager of the company department who has some experience and has been trained in specialized interview skills. Generally, this manager is the manager of the department reported by the interviewer. The interview time is about 30-45 minutes. Through the first round of interviews, P&G will fund the application for the students to come to Guangzhou P&G China headquarters for the second round of interviews, which is also the final round of interviews. In order to express the sincerity of P&G's corresponding students, in addition to the free round-trip ticket, the whole process of the interview was conducted at the best hotel in Guangzhou or P&G China headquarters. The second round of interviews takes about 60 minutes, and the interviewer is at least 3 people. In order to ensure that the recruited talents are really needed by the employer and have been personally reviewed, the re-examination is conducted by the senior managers of each department. If the interviewer is a foreign manager, P&G will also provide translations. P&G's interview process can be divided into the following four major parts: First, introduce each other and create a relaxed atmosphere for communication, paving the way for the substantive phase of the interview. Second, exchange information. This is the core part of the interview. The general interviewer will ask questions in accordance with the established eight questions and ask each candidate to make an instance analysis of the questions they have raised, and the examples must have been experienced in the past. These eight questions are designed by P&G's senior HR professionals, and you can reflect on one aspect of your ability, whether you are truthful or fabricated. P&G wants to get the details of each question answer. The high level of detail requires individual candidates to feel uncomfortable. It is difficult for candidates who do not have rich practical experience to answer these questions well. Third, the discussion is gradually reduced or the appropriate time is up, and the interview leads to the end. At this time, the interviewer will give the applicant a certain amount of time, and the candidate will ask the examiner a few questions of his own concern. Fourth, interview evaluation. After the interview, the interviewer immediately organizes the records and makes an assessment based on the situation and overall impression of the candidate's answer to the question. P&G's interview evaluation system. The interview evaluation test method adopted by Procter & Gamble in China's colleges and universities is mainly to experience the background interview method, which is to collect the examples provided by the candidates according to some established inspection aspects and problems, so as to assess the overall quality and ability of the candidates. P&G's interview consists of eight core questions: First, please give a concrete example of how you set a goal and then reach it. Second, please give an example of how you take the initiative in a team activity and act as a leader to get the results you want. Third, please describe a situation in which you must find relevant information, identify key issues and decide to follow certain steps to achieve the desired results. Fourth, please give an example of how you fulfill your commitment to others through facts. Fifth, please give an example of how you can effectively cooperate with others when completing an important task. Sixth, please give an example to show that one of your creative suggestions has played an important role in the success of a project. Seventh, please give a concrete example of how you can make an assessment of your environment and focus on the most important things in order to get the results you expect. Eighth, please give a concrete example of how you learned a technology and how to use it in practical work. According to the above questions, each interviewer at the interview scored on the "interview evaluation form" on the spot: the score is divided into 3: 1-2 points, 3-5 points, 6-8 points. Specific project scores include project scores such as persuasion/permanent score, organization/plan ability score, and group cooperation ability score. On the last page of the “Interview Evaluation Form”, there is a “No Recommendation Bar”, and there are 3 conclusions for the interviewer to choose: rejection, candidate, and acceptance. Under the recruitment system of Procter & Gamble, the appointment of one person is subject to the unanimous approval of all interview managers. If several interview managers interview candidates, after the group discussion, the final assessment will take a one-vote veto. Any one interviewer chooses “Reject” and the student will be eliminated from the interview program. 6. The company issued a letter of acceptance to the person and the school. Usually, Procter & Gamble's recruitment time on campus lasts about two weeks, and it takes about one month from the time the applicants attend the campus recruitment meeting to the final notice.

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