Procter & Gamble Application Process

Applying to Procter & Gamble

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(also see Procter & Gamble Interview Questions)

Graduate applicants should have, or be expecting a minimum of 2.1 degree and 280 UCAS points.

Application Process

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The application and assessment process at Procter & Gamble is as follows:

• Online Application
• Online Questionnaire
• Reasoning Test
• First Interview
• final Interview

Online Application

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You will need to apply online for a graduate position at Procter & Gamble. Visit the Procter & Gamble website and check current job vacancies. If you find a position that suits you, click 'apply now' to begin your application.

To make an online application you will need an electronic copy of your CV (in English) and a summary of your latest grades to input into your application. Once you have successfully applied for a graduate role you will receive a confirmation email.

If rejected you will not be allowed to re-apply for 12 months. Successful applicants will be invited to complete an online questionnaire (although not all roles require candidates to complete this).

Online Questionnaire

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Based on the position you have applied to, you will be asked to complete a 20 - 30 minute online questionnaire. This will be relatively straight-forward but will be used to discern which candidates to invite to the next stage of the assessment.

The online questionnaire is composed of two parts:

1. Success Drivers Assessment - Involves a series of short questions that ask how you would respond to a particular situation or problem in the workplace. Some questions will also ask you to evaluate your own academic standing and leadership qualities.

2. Reasoning Screen - Involves 15 questions that test your figural reasoning. This test is strictly timed, 2.5 minutes per question. Make sure you accomplish this test in an environment free of distractions.

Reasoning Test

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If you successfully complete the online questionnaire you’ll be invited to complete the Procter & Gamble Global Reasoning Test at an office location, or on campus during a company recruitment event.

This multiple-choice test lasts for 65 minutes and contains 40 multiple-choice questions. This test has three sections: (1) Numerical Reasoning, (2) Logic-based Reasoning, or (3) Figural Reasoning questions. A calculator and extra paper are provided.

As an example of Numerical Reasoning:

1. In 2001, a company marketed 730,000 units of its product. In 2001 its yearly volume was 50% of its volume for 2004. The 2004 volume represents how many units for each of the 365 days of 2004?

A. 5,000 units
B. 4,000 units
C. 2,000 units
D. 1,100 units
E. 1,000 units
Correct answer: B

As an example of Logic-based Reasoning:

2. Purchasing can have a significant effect on an organization’s total profit. However, the success of a purchasing function relies on competent buyers and a purchasing manager who employs systematic purchasing methods and implements technological advances. If an organization’s profitability is in jeopardy, the efficiency and skill of its purchasing function may determine whether it operates at a profit or at a loss. As such, the purchasing function bears a significant amount of the responsibility for an organization’s profit, and, whenever an organization strives to produce profit, it will expend the effort required to hire capable and qualified buyers as well as a knowledgeable, intelligent purchasing manager. From the information given above, it can be validly concluded that:

A. If an organization’s profitability is not in jeopardy then the competence of its purchasing function will not determine
whether it operates at a profit or at a loss.
B. There are at least some purchasing functions that are not responsible for a significant amount of an organization’s
profit.
C. A non-purchasing function will not bear significant responsibility for the profit of an organization.
D. An organization whose profitability is in jeopardy may depend on the efficiency and skill of its purchasing function to
determine whether it operates at a profit or at a loss.
Correct answer: D

Recommended preparation would be to answer sample GMAT questions under timed conditions. Work as fast and as accurately as you can. This test is not negatively graded, so DO guess if you need to, or if you are running out of time.

Note: The Reasoning Test replaces the P&G Problem Solving Test. If you have taken the Problem Solving Test in the past, you are still required to take the new Reasoning Test.

Interviews

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If you successfully pass all the testing stages of the Procter & Gamble assessments, you'll be invited to an interview at an office or possibly on campus. Most interviews last 45 - 60 minutes and typically involve up to two senior leaders from the function you are applying to.

Most interviews are competency based and you should prepare for competency based questions about your academic and personal history.

Procter & Gamble are looking for evidence of what they call “Success Drivers” at the interview. These are specific core competencies that define how P&G people succeed in today's business environment. They are also how P&G measures performance in the Company.

Procter & Gamble "Success Drivers" fall into three categories:

The Power of P&G Minds - This is about your attitude to display an infinite curiosity, be eager to create with a healthy disregard for conventional thinking, to discover the world around you and your profession and form your idea of all this to then move your business forward.

Essentially, you need to show interviewers that you are willing to "think outside the box" and should show evidence of this if asked competency based questions about your past.

The Power of P&G People - Procter & Gamble want to establish a working environment where everybody feels free to contribute at their own best. You will need to show interviewers that you listen to other people's opinions and are prepared to keep an open mind to new ideas.

The Power of P&G Agility - Procter & Gamble are looking for potential employees who can jump from issue to issue quickly and decisively. You will need to show evidence of this in your interviews.

If you are successful in your first interview, you will be invited to a second (and possibly final) interview. For more information on the Application Process, please visit https://pg.sitebase.net/pg_images/taleo/stepsToSuccess.html.

Now see - Procter & Gamble Interview Questions for information about interviews with Procter & Gamble.

Procter & Gamble Graduate Schemes

Graduate Schemes at Procter & Gamble

[Edit] (also see Procter & Gamble Working Culture)

Procter & Gamble hire approximately 100 graduates for their operations in the UK each year. Graduates are hired for the following business areas:

• Accountancy
• Finance
• General Management
• Human Resources
• IT
• Logistics
• Manufacturing / Engineering
• Marketing
• Purchasing
• Research & Development
• Sales

Graduate training at Procter & Gamble

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	Your assistance is required to complete this section. Please help others by adding information. Click the 'Edit' button at the top to do so.

Now see Procter & Gamble Working Culture

Procter & Gamble Interview Questions

Graduate Interviews at Procter & Gamble (P&G)

(also see Procter & Gamble application process and the WikiJob discussion forum)

The interview process at Procter & Gamble is as follows:

• First Round Interview
• Second Round Interview

First Round Interview

This will be with one Senior Manager and will last 45 minutes - 1 hour. The interview will be entirely based around personal skills which Procter & Gamble define as "Success Drivers" (see Procter & Gamble application process). A section of the interview is likely to be competency based, but even these interview questions will be measured against the company's "Success Drivers". You should expect around 5 - 7 competency questions in your first interview.

During your interview it is unlikely you will be asked what you think of Procter & Gamble as a company, or why you have applied for a specific role or function, although you should of course prepare for these questions.

Questions previous candidates have been asked include:

• Can you tell me a time when you've overcome a problem in a professional environment to reach success?
• Tell me about a time you have successfully led a team in the past.
• What skills do you think you can bring to Procter & Gamble?
• What is your greatest achievement?
• Tell me about a time when you had to make an important decision and how did it turn out?
• Describe a situation in which you effectively developed a solution to a problem by combining different perspectives or approaches. (This is a favourite, was asked in both first and second interviews.)
• Tell me about a time when you had to resolve a conflict with a client, customer, or user.
• Tell me about a time when you took a big risk, and how you mitigated it.
• Tell us about a time when you worked with a team to tackle a problem.
• Tell me about a time when you had to take the initiative to solve a problem.
• Tell me about a time when you had to teach or training somebody, how you did it and how it turned out.
• Tell me about a time when you influenced other people and why.
• Tell me about a time when you had to adjust yourself.

Second Round Interview

If you have been successful at the first round, you will be invited to return for another interview, this time with two Senior Managers from the function of Procter & Gamble you have applied to.

This second round interview will consist of further competency based interview questions and more taxing questions, specifically about the function you have applied to and what you think you'll be doing as a graduate trainee.

Questions previous candidates have been asked include:

• Can you tell me about a complex problem that you solved? Describe the process you utilized.
• Tell me about a time when you had to make a split second decision.
• Tell me about a time when you set a goal and weren’t able to meet or achieve it.
• Give me an example of a time when you used your expertise to solve a problem.
• Tell me about a time when you responded to constructive criticism.
• Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
• Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
• Describe a time when you were able to come up with a new idea that became the success of some activity or project.

Questions for the Interviewers

In each of your interviews, you will be given around 15 minutes to ask questions about P&G. Make sure you do your research and read as much as you can about the Company. Ask intelligent questions that demonstrate your passion to work for P&G and your willingness to learn more about the Company. Know the Company's Purpose, Values, and Principles (PVP), and some of their billion-dollar brands.

Further Information

Now see Procter & Gamble Application Process and Procter & Gamble Working Culture.

Procter & Gamble Working Culture

Procter & Gamble Company Working Culture

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Hours

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Procter & Gamble have a company culture of moderately flexible working hours if the need arises. However, your working week may be long. You will be hired to work a 40-hour week, although in practice this usually increases to approximately 50 - 70 hours a week.

Salary

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Graduate training salaries at Procter & Gamble start at between £25,000 - £29,000. There are reasonably good benefits including company pension scheme and healthcare (but not dental care).

There is no signing on bonus at Procter & Gamble and employees do not receive bonuses until they've worked at the firm for at least five years.

Travel

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For sales (CBD) - a lot of travelling to clients and colleges. Possible to go to Germany or Spain for client meetings.
For finance - much less, but once a year sales finance goes to Geneva for 1 week to exchange experience.

Dresscode

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Procter & Gamble employees wear business casual attire for internal meetings and business wear for external meetings.

Career progression

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Procter & Gamle employs a team of people to plan out career moves within the company. Its important for you to promote yourself with your manager to ensure your career path is being planned in the same way you have planned it. Every year you review your achievements with your manager, who then tells you what roles you should do to develop certain qualities (like people management, sales skills) in order to progress.

Secondments

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Secondments to Procter & Gamble's european HQ's (e.g. Geneva) are common after 2 - 5 years although not usually during graduate training.

Holiday

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Graduates receive about 25 days holiday per year (although this differs slightly between 20 - 25 depending on areas of company) and one additional "company" day, which all employees are allowed off.

If you work on a Saturday or Sunday (which you are likely to have to do at some point) you can claim back 1.5 holiday days in lieu of the 1 day worked.

Now see Procter & Gamble Graduate Schemes

Application Requirements

Reckitt Benckiser hires graduates from all over the world.

The firm suggest that you will spend your initial years in your country of hire, although you will then be expected to move to other countries for two or three years, before moving on again. The moves depend on the opportunities available and your personal aspirations.

Reckitt Benckiser suggest that graduates will be given ownership of the work they deliver and responsibility for results.
They expect constant improvement, innovation and drive. However, it's not an enviroment anyone could thrive in.

Reckitt Benckiser is looking for character, resilience and ambition from their hires. You will need to be quick-thinking, enjoy early responsibility and be happy to start a global career, as you will be expected to move around internationally.

Interview Process

The assessment process for Reckitt Benckiser is a three-step process: you will need to be successful in each phase to move on to the next.

Working Culture

According to Reckitt Benckiser, graduates are given quality training at the firm and you will be expected to make a mark.

The firm encourage bold thinking and calculated risks and promise the rewards will be great over a short period of time. So your career will grow at a rate that’s determined by your performance, rather than by arbitrary time periods. New ideas are very important and the firm suggests that "many a graduate’s ideas have ended up on a shelf three months later".

Reckitt Benckiser suggests its graduates need to be well prepared - personally, academically and professionally.

Unilever Interview Questions

The application and interview process for Unilever is as follows:

• Online application form
• Online tests aptitude test
• Telephone interview
• Assessment day

Online Application

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The Uniliver application form is relatively long. Make sure you pay attention to all sections and don't make any mistakes - spelling and grammar is very important. It is crucial that your application form is an accurate and compelling statement of your interest and suitability for the scheme. Only a third of the graduates who apply to Unilever will be offered a first stage interview, so you must impress to make certain of getting through this preliminary assessment stage.

Be selective, concise and relevant in your answers. Think about what the question is looking for and try to use examples from all aspects of your academic, working and social life to convince Unilever that you are capable of dealing with the the work and responsibilities of a graduate scheme. Use a different example to answer each question, and only use the space provided in the form.

Competencies

Unilever will analyse your application for evidence that you possess the key competencies they are looking for in graduate employees. Think about what you have achieved, or what groups and teams you have been part of have achieved because of your involvement, and discuss this in your answers on the application form. Try to describe yourself and you achievements in terms of the key competencies outlined below.

Candidates are assessed against Unilever's competencies throughout the firm's selection process, so it's worth familiarising yourself with each of these, and considering how you measure up against each one.

Unilever's competencies are:

Growth mindset

You have a positive attitude about the company's future and a passion for growth and winning. You take the lead and seek fresh opportunities; insist on innovation and never settle for 'good enough'.

Consumer and Customer Focus

You have a passion to improve the lives of our consumers and customers and bring their voice into everything we do and the decisions we make. You are externally focused and go the extra mile in order to exceed consumer and customer expectations.

Bias for action

You bring a sense of urgency to getting things done and making tough decisions, avoiding over-debating or over-analyzing issues. You're results-focused, and drive for simplification by keeping the end goal in sight at all times.

Accountability and Responsibility

You make commitments and hold yourself accountable for delivery. You take pride in delivering work to the highest standards and acknowledges when things are not up to scratch. You let people know clearly, at the beginning what is expected in terms of performance and hold them accountable for delivery.

Building Talent and Teams

You inspire through action and lead by example. You challenge people to do their best work and spend time coaching individuals and teams to ensure that they realise their full potential. You constantly challenge yourself to grow and improve.

Application Form

Once you submit your application form it will be evaluated by a trained assessor, and not by a computer. If you are successful, senior managers from Unilever will be shown your application and also make their own assessments of it. You will be notified if you have been successful within four weeks.

Keep a copy of your form after making your application. You should expect to talk in depth about the points you raise in your interviews.

Online Test

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Candidates who are successful at the application form stage, will be required to complete an online numerical and logical reasoning test aptitude test.

Telephone Interview

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This is the first stage of the Unilever assessment process, should your initial application be successful.

Candidates will be asked several competency based questions. Your answers should demonstrate evidence of Unilever's desired key competencies (described above). You should use different examples from your life (academic experience, work experience, extracurricular experience, etc) to answer each competency question.

You may also be asked questions like:

• Why have you chosen to apply for supply chain (or the area you have applied for)
• Why have do you want to be a manager/work in management?
• Why do you want to work for Unilever?
• What is your favourite Unilever product? Why?

Candidates will be notified with three weeks if they have been successful after the telephone interview. Most candidates will be notified much sooner, often by text or email.

Assessment Day

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This is the final stage of the Unilever assessment process. The assessment day is otherwise known as a Selection Event. Assessment days are held in Leatherhead (Surrey) between January and April.

The assessment stage lasts for one day and consists of the following:

• Competency based interview
• Presentation
• Case study
• Group discussion exercise

Some of these exercises are designed around a business case study, which enables Unilever to assess candidates' potential whilst giving an insight into what it’s actually like to work in a Unilever company.

Competency Based Interview

During the assessment day you will attend a competency based interview where you will be asked to give situational examples from your past, about times when you have shown evidence of characteristics such as leadership, communication, teamwork and other key competencies.

Case Study

The case study focuses on business issues, although candidates do not need to have any in-depth business knowledge to tackle this. Instead candidates need to think logically and laterally, using their life experience and interpersonal skills.

It is essential that candidates know the key competencies Unilever are looking for in candidates, for the assessment day. You will be marked on them throughout the day, during each exercise and interview.

Group Discussion Exercise

You will have a group discussion during the assessment day. It is essential that you treat the other candidates with respect, although you must also aim to shine during this session. Be polite, and do not interupt anyone else. If you disagree with someone then be constructive, and ask others for their opinion too. Try to offer intelligent input throughout the discussion, and try to conclude ideas and summarise smaller discussion points. If you can, try to lead the conversation and assume the role of chairman.

During the assessment day you are quizzed on decisions you have made earlier. Make sure that you stick to your ideas and don't necessarily change your opinions if assessors point out a flaw. Feel confident enough in your decisions to argue for and back up your opinions, unless you realise a decision was completely flawed. In this case, explain that after further thought you have changed your mind - but don't apologise for being wrong. This is a sign of weakness.

Offer

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Unilever let candidates know the outcome of the assessment day within 24 hours and will give you feedback regarding your performance during the day. If successful, you’ll also be offered a position in one of Unilever's operating companies.

Unilever try to take personal preferences into account when selecting a position for each candidate, but you should be prepared work in any of the company's UK operations during your first two years.

Your offer will remain open for 10 days, giving you time to visit your operating company and meet the people you’ll be working with before making a final decision.

Domestic & General

Domestic & General provides warranty services for UK and International clients and comprehensive product protection for more than nine million customers.

For over sixty years we have been looking after people when things go wrong. Our primary focus is on providing comprehensive product protection for major domestic appliances and consumer electronic products. Together with our manufacturing, retail and financial services clients, we provide warranty services for over 150 major UK and International brands. We manage the whole warranty process, including customer mailing, contact centres, repair networks, in-house administration, and claims handling.

We operate across a number of different international markets, with offices in Australia, Germany, Spain and France.

Domestic & General started out in a most unlikely place - the Western Australian outback. It was there in 1912 that our founder, Samuel Copley (who was originally from Huddersfield), started the Western Australia Insurance Company Limited (Waico), a small insurance company initially specialising in cover for sheep and cattle transportation.

Two years later Sam brought his business expertise back to the UK and set up a branch of his - by now thriving - company. He was also a philanthropist, purchasing the freehold of the town of Huddersfield from the local Ramsden family and holding it free of charge until the town was able to form a corporation and raise the funds to finance the acquisition.

The introduction of breakdown cover on early televisions proved to be our major business breakthrough in 1950. We were the first company to offer protection for the cathode ray tubes in the black and white televisions that were increasingly appearing in UK households. From there Domestic & General grew rapidly as we responded to the changing lifestyles of the day. Cover for kitchen equipment was introduced in 1977 and central heating followed in 1978.

Domestic & General was floated in 1988 and became fully listed on the London Stock Exchange. In November 2007 the company once again became privately owned when it was bought by Advent International Corporation and Domestic & General Group Holdings Limited was formed.

Today, our focus is on providing comprehensive product protection services. We work with over 150 UK and international brands, including many major manufacturers, retailers and financial services clients.

While the UK is our largest market, our international business is now an increasingly important part of our success, with 22% of our sales coming from overseas.

Domestic and General have 5 key departments:

MARKETING

Based in Wimbledon, this department is responsible for the look and feel of all communication to our customers via direct mail, the internet and press. With annual volume of around 78 million direct mail pieces distributed, D&G is one of the biggest producers of mail in the country.

This department offers client relationship management and administrative support to the Sales team. Primary roles include support at client review meetings, day to day client contact and regular liaison with most other departments to ensure the smooth running of accounts.

Our Direct Marketing sector manages the insight and research functions providing customer and market insight across the Group. Also responsible for customer retention and performance of routes to market. We also have a division responsible for our customer database including data cleansing.

CONTACT CENTRES

You will learn about the running of one of the fastest growing contact centre operations in the country. This will include inbound and outbound functions and involve the projection of call volumes, the use and implementation of call management technology, client liaison, call scripting and the effective management of sales teams.

UNDERWRITING AND STATISTICS

A key department providing underwriting for all insurance activities. They also support the sales team and other departments with statistical analysis such as the provision of client reports, fees and financial budgets.

WARRANTY ADMINISTRATION

You will develop an overview of the way in which incoming applications and data are transferred onto our database as well as the way in which we deal with customer issues including payment processes and the administration of all claims.

INTERNATIONAL

Moving into international markets and developing existing overseas operations is a key part of our business objectives. We operate or support clients in Australia, Austria, Belgium, Czech Republic, France, Germany, Italy, Poland, Portugal, Republic of Ireland, Spain and Sweden.

Our International team, based in the Wimbledon head office, announced an increase in overseas revenue of 130% between 2007-08, as the Group continues to expand in new markets. Our Australian operation launched in 2007 and now administers over 1.2 million plans.

Graduate vacancies can be found on their site