How to Pass P&G (Procter and Gamble) Job Interview and Online Assessment Test: The Comprehensive Guide!

Summary

  • The Procter & Gamble (P&G) job interview and online assessment test process is a rigorous evaluation designed to identify candidates who not only possess the necessary skills but also align with P&G's values and work culture.
  • The online assessment includes tests on reasoning, personality, and situational judgment, aimed at assessing a candidate’s cognitive abilities, leadership potential, and fit within the company.
  • Candidates often face challenging questions that evaluate their problem-solving capabilities, strategic thinking, and how they handle complex scenarios.
  • Given the competitive nature of the process, practicing for these assessments is essential for understanding the types of questions to expect, improving test-taking strategies, and ultimately enhancing the chances of success in securing a role at P&G.
  • If you're aiming to get hired in the Consumer Goods Industry, it's essential to understand the hiring processes & pre-employment assessments at leading companies like Philip Morris, Coca-Cola, PepsiCo, P&G, FritoLay, Starbucks, Reynolds. All of these companies have rigorous job interviews and assessments as part of their hiring process.

Not what you are looking for? If you know the name of your assessment, the easiest way to find it is by searching using relevant keywords (e.g., "Excel Test," "TSA," "CCAT").

   

What is P&G

Procter & Gamble is a cornerstone of the consumer goods industry, known for its rich history, commitment to quality, and continuous innovation. Its strong brand portfolio, global reach, and dedication to sustainability and consumer needs set it apart from its competitors. With ongoing advancements and strategic initiatives, P&G continues to lead and shape the future of the industry.

Founding and History

Procter & Gamble (P&G) was founded in 1837 by William Procter, a candle maker, and James Gamble, a soap maker. The company started in Cincinnati, Ohio, and quickly grew due to the high demand for its products. By 1859, P&G's annual sales had surpassed $1 million, and the company began to innovate with the introduction of products like Ivory soap in 1879, which was unique for its purity and ability to float in water.

Mission

P&G’s mission is to provide branded products and services of superior quality and value that improve the lives of the world’s consumers. This mission drives P&G to create innovative products and services that not only meet but exceed consumer expectations.

Key Products and Services

P&G has a diverse portfolio of brands that span several categories:

  1. Beauty: Includes brands like Olay, Pantene, Head & Shoulders, and Gillette.
  2. Grooming: Features Gillette, Braun, and Venus.
  3. Health Care: Includes Oral-B, Crest, and Vicks.
  4. Fabric and Home Care: Known for Tide, Ariel, Downy, and Febreze.
  5. Baby, Feminine, and Family Care: Features Pampers, Always, and Charmin.

These brands are household names and have set industry standards for quality and innovation.

Significance in the Industry

P&G is a global leader in the consumer goods industry, known for its commitment to innovation, quality, and consumer trust. The company operates in more than 180 countries and has a strong presence in both developed and emerging markets. P&G’s focus on research and development has led to numerous product innovations, keeping the company at the forefront of the industry.

Latest Achievements and Major Milestones

  1. Sustainability Initiatives: P&G has made significant strides in sustainability, aiming to achieve 100% recyclable or reusable packaging by 2030. The company has also committed to reducing its carbon footprint and water usage.
  2. Digital Transformation: P&G has invested heavily in digital technologies to enhance consumer engagement and streamline operations. This includes advanced data analytics, artificial intelligence, and e-commerce capabilities.
  3. Product Innovations: P&G continues to innovate with new product launches and improvements to existing products. For example, the introduction of plant-based laundry detergent Tide Purclean and the development of smart toothbrushes under the Oral-B brand.
  4. Corporate Social Responsibility: P&G has been active in supporting communities through various initiatives, such as disaster relief efforts, education programs, and health and hygiene campaigns.

Differentiators from Competitors

  1. Strong Brand Portfolio: P&G’s extensive portfolio of trusted brands across multiple categories sets it apart from competitors. Each brand is a leader in its respective market, known for quality and reliability.
  2. Innovation: P&G’s commitment to innovation is unmatched. The company invests heavily in research and development, leading to continuous product improvements and new product introductions that meet changing consumer needs.
  3. Global Reach: With operations in over 180 countries, P&G has a vast global footprint that allows it to reach a diverse consumer base and adapt to regional preferences and trends.
  4. Sustainability: P&G’s proactive approach to sustainability and environmental responsibility differentiates it from many competitors. The company’s ambitious sustainability goals resonate with environmentally conscious consumers.
  5. Consumer-Centric Approach: P&G places a strong emphasis on understanding and anticipating consumer needs. This consumer-centric approach ensures that P&G’s products are relevant and highly valued by consumers around the world.

 

P&G Hiring Process

Procter & Gamble (P&G) has a thorough and competitive hiring process designed to identify candidates who align with the company's values and can contribute to its success. While specific details may vary by position and region, here are some key milestones often encountered in the typical P&G hiring process:

The process usually begins with candidates submitting their resumes and applications through P&G's online career portal. Candidates are encouraged to create profiles that showcase their skills, experiences, and qualifications.

P&G recruiters conduct an initial review of resumes to assess candidates' qualifications, skills, and relevance to the open position. Successful candidates are then shortlisted for further consideration.

Below are the key steps in P&G hiring process:

  1. Online Assessment: Some candidates may be required to complete online assessments tailored to the specific role. These assessments often evaluate cognitive abilities, problem-solving skills, and situational judgment relevant to the job.
  2. Phone/Video Interview: Shortlisted candidates typically undergo an initial interview, either by phone or video conference. During this stage, recruiters assess candidates' communication skills, motivation, and alignment with P&G's values and expectations.
  3. Assessment Center or On-Site Interview: Depending on the role, candidates may be invited to an assessment center or an on-site interview. This step often involves a series of interviews, case studies, and group activities to further evaluate candidates' technical competencies and cultural fit within P&G.
  4. Behavioral Interview: P&G places a strong emphasis on behavioral interviews, where candidates are asked to provide specific examples from their past experiences to demonstrate key competencies and skills relevant to the position.
  5. Final Interview: Successful candidates from earlier stages may be invited for a final interview with senior leaders or hiring managers. This interview may delve deeper into the candidate's background, skills, and alignment with P&G's corporate culture and values.
  6. Job Offer: Candidates who successfully navigate the interview process may receive a formal job offer. The offer typically includes details about the position, compensation, benefits, and other relevant information.
  7. Pre-Employment Checks: Before the finalization of the hiring process, candidates may undergo pre-employment background checks and verifications. This step ensures that the information provided by the candidate aligns with P&G's hiring standards.
  8. Onboarding: Once the offer is accepted, new hires go through an onboarding process that familiarizes them with P&G's culture, policies, and expectations. This may include orientation sessions, training programs, and introductions to key team members.

Assessment Test

The P&G Online Assessment Test is a critical step in the hiring process, designed to identify candidates with the right skills and potential. Practicing for the test is essential for candidates to perform their best, as it enhances familiarity with the test format, improves cognitive and decision-making skills, and boosts overall confidence. By dedicating time to thorough and consistent practice, candidates can significantly increase their chances of success and secure a position at P&G.

The P&G Online Assessment is a crucial part of Procter and Gamble's selection process, and doing well on it is a big step towards landing the job you are after.

For the best preparation experience, we recommend JobTestPrep cutting-edge PrepPack with algorithm-run, unlimited, and gamified P&G practice for each section of the test:

  • Switch Challenge - our practice tests will enhance your logical reasoning skills, and drill you in all the unique attributes of this section.
  • Digit Challenge - this section requires quick math calculations, meaning your numerical reasoning will need to be on point to get a good score.
  • Grid Challenge - this section will stretch your attention span and short term memory to the limit. Preparation through the unlimited, interactive, and accurate examples in our P&G preparation pack will guarantee you are not overwhelmed.
  • PEAK Performance Assessment - this section evaluates your compatibility with P&G culture through various behavioral tests. Our accurate prep will help you understand the type of traits Procter and Gamble are looking for, and avoid pitfalls.

The P&G Assessment Test is a series of challenging cognitive and behavioral tests designed to select the best candidates for leading positions. It includes three interactive gamified tests: the Switch Challenge, Grid Challenge, Digit Challenge, and the Procter and Gamble PEAK Performance Assessment.

The test uses various aptitude assessments to measure a candidate's cognitive abilities, such as numerical reasoning, spatial orientation, and memory. Additionally, it includes the PEAK situational judgment test to evaluate behavioral characteristics.

Some of the aptitude tests are adaptive, adjusting the difficulty based on the candidate's performance—questions become harder after correct answers and easier after mistakes.

A unique feature of the P&G Assessment Test is its gamified format, presenting each question as a game or puzzle. However, despite the fun format, the questions remain challenging and require serious effort to solve.

The assessment is comprehensive and evaluates a range of competencies that are crucial for various roles at P&G.

Components of the Test

  1. Cognitive Ability Test:
    • Numerical Reasoning: This section assesses a candidate's ability to interpret and analyze numerical data, such as charts and graphs. It measures skills in basic arithmetic, percentages, ratios, and data interpretation.
    • Verbal Reasoning: This part evaluates the ability to understand and interpret written information. Candidates are tested on comprehension, critical thinking, and the ability to draw logical conclusions from text.
    • Logical Reasoning: This segment assesses problem-solving skills and the ability to identify patterns and relationships between shapes and sequences. It measures abstract thinking and logical reasoning abilities.
  2. Personality Test:
    • This section evaluates a candidate's personality traits and how they align with P&G’s core values and culture. It measures attributes such as leadership potential, teamwork, adaptability, and initiative.
  3. Situational Judgment Test (SJT):
    • The SJT presents candidates with realistic workplace scenarios and asks them to choose the most appropriate responses. This test assesses decision-making skills, problem-solving abilities, and how candidates handle workplace challenges and interpersonal situations.
  4. Behavioral Assessment:
    • This component focuses on understanding a candidate’s past behavior and experiences to predict future performance. Questions are designed to gauge how candidates have handled various situations in the past, emphasizing competencies relevant to P&G’s work environment.

Importance of Practicing for the Test

  1. Familiarity with Test Format:
    • Practicing helps candidates become familiar with the format and types of questions they will encounter. This reduces anxiety and allows candidates to approach the test with confidence.
  2. Improved Time Management:
    • Many sections of the assessment are timed. Regular practice helps candidates improve their speed and accuracy, ensuring they can complete all questions within the allotted time.
  3. Enhanced Cognitive Skills:
    • Regular practice of numerical, verbal, and logical reasoning questions sharpens cognitive abilities. This continuous engagement with problem-solving tasks improves overall mental agility and readiness.
  4. Better Decision-Making:
    • Practicing situational judgment tests helps candidates develop better decision-making skills. By simulating real-life scenarios, candidates learn to quickly identify the best course of action in various situations.
  5. Alignment with P&G’s Values:
    • Understanding the personality traits and behaviors that P&G values can help candidates tailor their responses to align better with the company’s expectations. Practicing behavioral and personality assessments enables candidates to present themselves authentically while highlighting relevant attributes.
  6. Boosted Confidence:
    • The more candidates practice, the more confident they become in their abilities. This confidence translates into better performance during the actual assessment, as candidates are less likely to be thrown off by unexpected questions or scenarios.

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Careers at P&G

P&G offers a wide range of career paths across various functions, from sales and marketing to finance, R&D, supply chain, IT, and HR. The company provides significant opportunities for career progression, supported by extensive professional development programs and benefits designed to promote long-term career growth.

Through leadership development programs, continuing education, mentorship, global mobility opportunities, and a strong focus on work-life balance, P&G ensures that its employees have the resources and support needed to thrive and advance in their careers.

Entry-Level Career Paths

  1. Sales:
    • Role: Sales Representative
    • Responsibilities: Managing customer relationships, executing sales strategies, and driving growth for P&G’s brands.
    • Skills Developed: Customer engagement, negotiation, strategic planning.
  2. Marketing:
    • Role: Assistant Brand Manager
    • Responsibilities: Developing brand strategies, executing marketing plans, and analyzing market trends.
    • Skills Developed: Brand management, market analysis, creativity.
  3. Finance & Accounting:
    • Role: Financial Analyst
    • Responsibilities: Budgeting, forecasting, financial planning, and analysis.
    • Skills Developed: Financial modeling, data analysis, strategic financial planning.
  4. Research & Development (R&D):
    • Role: R&D Associate Scientist
    • Responsibilities: Conducting experiments, developing new products, and improving existing products.
    • Skills Developed: Scientific research, innovation, product development.
  5. Supply Chain & Logistics:
    • Role: Supply Chain Analyst
    • Responsibilities: Managing logistics, optimizing supply chain processes, and ensuring timely delivery of products.
    • Skills Developed: Supply chain management, process optimization, project management.
  6. Information Technology (IT):
    • Role: IT Analyst
    • Responsibilities: Supporting IT infrastructure, developing software solutions, and enhancing cybersecurity.
    • Skills Developed: IT support, software development, cybersecurity.
  7. Human Resources (HR):
    • Role: HR Associate
    • Responsibilities: Recruiting, training, employee engagement, and HR policy implementation.
    • Skills Developed: Talent acquisition, employee relations, HR strategy.

Typical Career Progression Opportunities

  1. Sales:
    • Progression: Sales Representative → Sales Manager → Regional Sales Manager → National Sales Director → Vice President of Sales
  2. Marketing:
    • Progression: Assistant Brand Manager → Brand Manager → Senior Brand Manager → Marketing Director → Vice President of Marketing
  3. Finance & Accounting:
    • Progression: Financial Analyst → Senior Financial Analyst → Finance Manager → Director of Finance → Chief Financial Officer (CFO)
  4. Research & Development (R&D):
    • Progression: R&D Associate Scientist → R&D Scientist → Senior R&D Scientist → R&D Manager → Director of R&D → Vice President of R&D
  5. Supply Chain & Logistics:
    • Progression: Supply Chain Analyst → Supply Chain Manager → Senior Supply Chain Manager → Director of Supply Chain → Vice President of Supply Chain
  6. Information Technology (IT):
    • Progression: IT Analyst → Senior IT Analyst → IT Manager → Director of IT → Chief Information Officer (CIO)
  7. Human Resources (HR):
    • Progression: HR Associate → HR Manager → Senior HR Manager → Director of HR → Vice President of HR

Professional Development Programs and Benefits

  1. Leadership Development Programs:
    • Overview: P&G offers specialized programs to develop leadership skills among employees. These programs often include rotational assignments, mentorship, and leadership training.
    • Examples: P&G Leadership Academy, Future Leaders Program.
  2. Continuing Education and Training:
    • Overview: P&G provides opportunities for employees to pursue further education and training through workshops, seminars, online courses, and partnerships with educational institutions.
    • Examples: Tuition reimbursement programs, access to online learning platforms like LinkedIn Learning.
  3. Mentorship Programs:
    • Overview: Employees are paired with experienced mentors who provide guidance, support, and career advice. This helps in personal and professional growth.
    • Examples: P&G Mentorship Program, peer mentoring groups.
  4. Global Mobility Opportunities:
    • Overview: P&G offers opportunities for employees to work in different countries, providing exposure to global markets and diverse working environments.
    • Examples: International assignments, global leadership programs.
  5. Career Development Workshops:
    • Overview: Regular workshops and seminars are conducted to help employees develop key skills such as communication, leadership, project management, and more.
    • Examples: Leadership workshops, communication skills seminars.
  6. Performance Management and Feedback:
    • Overview: P&G has a robust performance management system that includes regular feedback, performance reviews, and development plans to help employees grow in their careers.
    • Examples: Annual performance reviews, individual development plans (IDPs).
  7. Employee Resource Groups (ERGs):
    • Overview: P&G supports various ERGs that provide networking, development, and support for employees from diverse backgrounds.
    • Examples: Women’s Network, LGBT+ Network, Multicultural Network.
  8. Work-Life Balance and Wellbeing Programs:
    • Overview: P&G offers programs to ensure employees maintain a healthy work-life balance and overall well-being.
    • Examples: Flexible working hours, wellness programs, employee assistance programs (EAP).

 

P&G Job Interview Questions

Below listed are general examples, and the actual questions can vary. It's essential to research P&G, understand the specific job requirements, and tailor your responses accordingly. Practice answering these types of questions to ensure you are well-prepared for your interview.

Tailoring your responses to your own experiences and skills is crucial. Here are some types of questions you might encounter and recommended approaches:

  1. Behavioral Questions:
    • Example: "Can you provide an example of a challenging situation you faced in a previous job and how you handled it?"
    • Recommended Answer: Use the STAR method (Situation, Task, Action, Result) to structure your response. Highlight the specific situation, describe the tasks involved, explain the actions you took, and discuss the positive results.
  2. Situational Questions:
    • Example: "How would you handle a situation where you have conflicting priorities and tight deadlines?"
    • Recommended Answer: Discuss your ability to prioritize tasks, communicate with stakeholders, and potentially delegate responsibilities. Emphasize your organizational and time management skills.
  3. Motivational Questions:
    • Example: "What motivates you, and why do you want to work for P&G?"
    • Recommended Answer: Focus on your passion for the industry, alignment with P&G's values, and your desire to contribute to the company's goals. Mention specific aspects of P&G's work, products, or initiatives that inspire you.
  4. Problem-Solving Questions:
    • Example: "Can you describe a situation where you identified a problem and implemented a solution?"
    • Recommended Answer: Discuss your analytical skills, problem-solving approach, and the positive outcomes of your solution. Highlight your ability to take initiative and make data-driven decisions.
  5. Teamwork Questions:
    • Example: "Give an example of a successful team project you were a part of and your role in it."
    • Recommended Answer: Discuss your teamwork skills, communication, and collaboration. Emphasize your ability to contribute to a positive team dynamic and achieve collective goals.
  6. Leadership Questions:
    • Example: "Describe a time when you had to lead a team through a challenging project."
    • Recommended Answer: Share a specific leadership experience, highlighting your ability to inspire and guide a team. Discuss the challenges faced, the actions you took, and the successful outcomes.
  7. Industry Knowledge Questions:
    • Example: "What do you know about P&G and our current initiatives/products?"
    • Recommended Answer: Demonstrate your knowledge of P&G's history, values, and recent developments. Showcase your enthusiasm for the company and how your skills align with its objectives.

 

P&G Online Assessment Test Explained!

How To Find Your Test?

If you know the name of your assessment, the easiest way to find it is by searching using relevant keywords (e.g., "Excel Test," "TSA," "CCAT").

Sometimes, you may need to consider specific assessments relevant to your job situation that might be required to pass job interviews and pre-employment tests. Examples include  Cognitive Test, Personality Test, and Situational Judgement Test

If you are looking for information about Manager and Supervisor interviews, Customer Service roles, or Admin Assistant positions, be sure to click on the provided links to learn more.

Very frequently companies use Microsoft Office Pre-Employment Assessment Tests (Microsoft Excel, Microsoft Outlook, Microsoft Word and Microsoft PowerPoint)

Many knowledge worker jobs require Microsoft Outlook skills, and companies often use relevant assessments to evaluate candidates' proficiency. Some jobs also require Excel Skills. For example very popular Data Analyst job typically requires Excel Skills, consider refreshing your knowledge and practicing the questions related to Microsoft Excel Assessment

Preparation Tip: If you have an upcoming hiring assessment or job interview, start preparing as soon as possible and practice regularly. Consistent practice boosts your confidence and enhances your performance on the actual test, increasing your likelihood of getting hired.

 

?
Can't Find Your Test? Download Sample Assessment Test Questions PDF to find the test you need. Or if you still have questions about how to practice for your upcoming test, please contact us, and we'll get back to you within 24 hours.

Not what you are looking for? If you know the name of your assessment, the easiest way to find it is by searching using relevant keywords (e.g., "Excel Test," "TSA," "CCAT").

   

How to Succeed on the Test

Practicing before taking a P&G hiring assessment test is a strategic investment in a candidate's success.

It not only enhances familiarity with the test but also enables candidates to fine-tune their skills, manage time effectively, and build the confidence needed to perform at their best. Regular, targeted practice is a key component of successful test preparation.

Here's a detailed breakdown of why practicing is important and how it helps job candidates pass the test:

  • Familiarity with Test Format: Practicing exposes candidates to the specific format of the assessment, including the structure of the questions, the time constraints, and any unique features of the test. This familiarity helps reduce anxiety and nervousness during the actual test, allowing candidates to navigate the assessment with more confidence.
  • Understanding Question Types: Different assessments include various question types, whether they are related to cognitive abilities, personality traits, or job-related skills. Practicing enables candidates to understand the types of questions they might encounter, whether it's numerical reasoning, verbal reasoning, situational judgment, or others. Recognizing question patterns allows candidates to develop effective strategies for each type.
  • Identifying Areas of Weakness: Through practice, candidates can identify their strengths and weaknesses in different areas assessed by the test. Recognizing areas of weakness allows candidates to focus their efforts on improvement, whether it involves brushing up on certain skills or learning specific strategies to approach particular question types more effectively.
  • Time Management Skills: Assessment tests are often timed, and effective time management is crucial. Practicing helps candidates develop strategies for allocating time wisely across different sections, ensuring that they can complete the test within the given timeframe. This is particularly important for cognitive aptitude tests where time pressure is a common factor.
  • Building Confidence: Confidence plays a significant role in test performance. As candidates practice and become more comfortable with the test format and question types, their confidence levels increase. This heightened confidence positively impacts their ability to approach questions calmly, make reasoned decisions, and perform optimally.
  • Improving Performance: Regular practice contributes to skill improvement and enhances overall performance. Whether it's refining mathematical abilities, honing critical thinking skills, or becoming more adept at interpreting graphs and data, candidates who practice consistently are likely to see improvement in the areas assessed by the test.
  • Reducing Test Anxiety: Assessment tests can be stressful, especially if candidates are unprepared. Practicing serves as a form of stress inoculation, helping candidates manage anxiety by providing a sense of control and preparedness. Familiarity with the test conditions and content contributes to a more relaxed and focused test-taking experience.
  • Customizing Study Strategies: Through practice, candidates can determine which study methods and strategies work best for them. Some may benefit from more frequent, shorter practice sessions, while others may prefer more extended study periods. Understanding one's optimal study approach can maximize the effectiveness of preparation efforts.

Practice is crucial for success in assessment tests as it familiarizes individuals with the test format, refines their skills, and enhances their confidence.

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Why Prepare with JobTestPrep Practice Materials

  1. Realistic Test Simulation: JobTestPrep provides practice tests that accurately replicate the format and difficulty level of the actual test, allowing you to prepare effectively for the real assessment.
  2. Eliminate Stress by Practicing Time Management Practice: Practicing with time limits helps you improve your speed and accuracy during the test, ensuring you can efficiently complete all sections within the allotted time.
  3. Get Detailed Feedback and Customized Study Plan: JobTestPrep's practice tests offer detailed feedback and personalized study plans based on your performance, enabling targeted improvement and optimized study time.

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Next Step: Prepare for the Assessment Test

Getting ready for the P&G pre-employment assessment test might seem challenging, but engaging in thorough practice beforehand is a pivotal step that can markedly elevate your likelihood of success. By dedicating time to practice, you not only familiarize yourself with the test format but also enhance your skills and confidence, ultimately positioning yourself for a more successful outcome in the assessment process.

Included with this Preparation Pack:

  • 8+ Specialized Study Guides 
  • Switch Challenge Interactive Practice
  • Digit Challenge Interactive Practice 
  • Grid Challenge Interactive Practice
  • PEAK Performance Practice Tests
    • 10 Situational Judgment
    • 2 Leadership Questionnaire
    • 2 Motivation Questionnaire
    • 19 Personality Tests
  • Basic Math Extra Practice Tests

Using JobTestPrep practice materials can be an effective way to prepare for the employment assessment test, helping you to build confidence and increase your chances of success. By following these tips and practicing regularly, you can improve your chances and succeed on the test.

All the best on your job interview and assessment test! Good luck & I truly hope you will get hired soon!

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Can't Find Your Test? Download Sample Assessment Test Questions PDF to find the test you need. Or if you still have questions about how to practice for your upcoming test, please contact us, and we'll get back to you within 24 hours.