The P&G Assessment Test is a series of cognitive ability aptitude tests that P&G uses to select suitable candidates. The P&G assessment includes three interactive gamified aptitude tests called challenges, and the PEAK Assessment which is a situational judgement test (a type of personality test) that examines work related attitudes and your compatibility with the Procter and Gamble core values.
Some of the aptitude tests are adaptive, meaning that the difficulty of the questions changes based on whether you got the question right or wrong. So if the questions appear to be getting harder, you are actually improving and on your way to acing theP&G Assessment Test!
Let's have a look at a summary of the different sections. Click on the name of the test to go directly to its sample question:
Check out our P&G assessment test video to hear more about the test, and to go over sample questions for each section of the test including the switch challenge test.
Below you will find interactive, free practice questions for the P&G Online Assessment, including the Switch Challenge, the Digit Challenge, the Grid Challenge, and PEAK. Let's dive in and see what this assessment is all about:
The AON deductive-logical reasoning test, also known as the Switch Challenge, measures your ability to identify patterns and deduce rules from them.In each task, there are four symbols that change position according to a specific rule. Your job is to choose the correct operator (out of three or more alternatives) that changed the order of the symbols according to that rule.
In this section, you will have five minutes to answer as many questions as possible.
Sound complicated?Let's look at this question from our P&G PrepPack™:
Now, at first glance, these questions might look like a no-brainer. Well, they are not.
With a tight time limit and increasingly difficult questions, you will need to practice to get a good score. A LOT.
Take a look at a more difficult question:
This section of the Procter and Gamble Assessment examines your ability to perform numerical calculations quickly and accurately.
You will be given an equation with missing numbers, and your task will be to find a combination of digits to replace the empty spaces and make the equation correct.
Take a look at this question:
Keep in mind that in the most difficult levels, you may get a calculation of more than 500, for example (_ * _ * _ ) - 2 = 502 (the answer is "7", "8", "9").
If so, to ace this part of the test, you will need to know the multiplication table perfectly, and also to use the calculator correctly and quickly.The time limit is five minutes, and you need to answer as many questions as you can.
In our PrepPack, you will find more tips and hacks to help you solve the more complicated questions, as well as unlimited Digit Challenge questions with a time limit, just like the real thing.
The P&G Grid Challenge is a unique spatial reasoning test that measures your short-term memory, cognitive ability, and spatial orientation skills.
The questions on this challenge are a mix of both spatial and memory tasks. Let's go through how this challenging test works:
1. Each question begins with a grid - a map of dots. One of the dots will light up and you will have just a few seconds to memorize its position:
2.Following this question, the grid disappears, and you are presented with a spatial orientation question. There are three types of spatial orientation questions: Symmetrical, Rotation and Combination.
3. Take a look at this symmetrical question - now you need to quickly determine whether the right and left grids are symmetrical:
4. Then, you will see the same grid that you saw at the beginning of the question, only now a different dot will light up and you will need to memorize it (while remembering the location of the dot that appeared earlier).
5. Again, the grid disappears, and you will be presented with a different spatial orientation question.
6. And again, the grid comes back with another dot that lights up.
7. Again, another "is it symmetrical" question:
8.At the end of the question, you’ll be presented with the initial grid, and you will need to click on the dots that appeared throughout the entire question:
The PEAK assessment is a Situational Judgement Test (SJT) that helps employers better understand your compatibility with the company and your prospective position.
While this test is not timed, the candidate generally needs about 20 minutes to finish it.
On the PEAK Performance Assessment, you will face two kinds of questions – multiple choice questions and rating questions:
The rating questions are fairly simple - In these questions, you are presented with statements that you need to rate:
- Very Untrue.
- Somewhat Untrue.
- Somewhat True.
- Very True.
PEAK Performance Practice
Each multiple-choice question will be presented with a scenario and four options on how to proceed. Let’s see an example from our PrepPack:
You are writing a performance evaluation for Janet, your team supervisor.Which of the following should you avoid doing during the review?
Wrong
Correct!
Wrong
Wrong
View Explanation
In the question, you're asked what solution to avoid.
It focuses on how to train and supervise employees and on the best methods for providing feedback.
Tip: In order to make a decision, you must organize each evaluation category by level of importance.
Core competency: encouraging employees’ development
Secondary competencies: supervising performance, effective communication
Employees’ ability to manage time and resources (response A) contributes to work effectiveness.
Hence, addressing this aspect of their work by providing feedback and suggesting strategies could improve their work and efficiency.
Avoiding hurting employees’ feelings (Response B)
Implies that since receiving negative feedback could feel uncomfortable, it’s better to choose a neutral response.
The problem, general feedback is less effective – it’s vague, might be less coherent, and can be misunderstood easily.
Employee’s career goals (response C) are a relevant topic for discussion.
One of your goals as a manager is to help employees develop professionally.
Both for the benefit of the organization and the employee.
Discussing your employee goals enables you to establish shared goals.
Which you can use to direct their development such as:
Tasks they would be assigned to, professional courses they may take, etc.
Employees’ ability to accept authority (response D) is essential for their ability to work under management.
Differences of opinion and disagreements can erupt.
If handled appropriately, they could add value in the form of new perspectives and ideas.
The goal of the P&G virtual job preview is to help Procter and Gamble learn more about your experience and skills in sales.The P&G Virtual Job Preview includes six sectionsand takes about 60 minutes to complete.This test is not part of the regular P&G Assessment Test, and is mainly used for applicants that apply for sales positions that require previous experience.
If you've been invited to take theProcter and Gamble Virtual Job Preview, we highly recommend visiting ourprep page, which includes more detailed information and access to our Procter and Gamble Virtual Job preview prep pack.
Let's quickly go over the six sections of the Procter and Gamble Virtual Job Preview:
Part 1: Situations with customers and colleagues - In this sectionyou will play the role of a Procter and Gamble sales team member and your mission will be to describe how you would respond in a variety of situations which will be simulated through emails.
Part 2: Stats and sales analysis - This section of the Procter and Gamble Virtual Job Preview examines your proficiency with number, and you will be given the role of a Procter and Gamble employee in the sales division of a large shop.
Part 3: Calendar management - Procter and Gamble value productivity, and thus this section of the Procter and Gamble Virtual Job Preview aimsto determine how good you are at managing time, prioritizing daily and weekly tasks.
Part 4: Personality analysis -This section examines your expectations, values, and motivation. Consider the Procter and Gamble core values when preparing for this section.
Part 5: History and background -This partof the Procter and Gamble Virtual Job Preview examines your history, background, and experience, you will encounter multiple-choice questions that will require you to share information about your work experience and skills.
Part 6: Communication with colleagues -This section examines your way of communicating with your work environment, aiming to predict how you will interact with your future Procter and Gamble colleagues.
The P&G Online Assessment includes tests unlike any you have met before, and encountering them on the day of the actual assessment can be overwhelming and damage your score. To make sure you take the deciding test calm and well-prepared, accurate practice is the only way to go.
Nail Your P&G Online Assessment
Stand out from the competition and land that job with the ultimate Prep Pack, backed by 30 years of experience and expertise.
The P&G Virtual Job Preview Test is a six-section test that measures prior sales experience and takes about 60 minutes to complete.
This test is not part of the regular P&G exam and is mainly used for applicants that apply for sales positions that require previous experience.
The six sections of the test:
Part 1: Situations with customers and colleagues.
Part 2: Stats and sales analysis.
Part 3: Calendar management.
Part 4: Personality analysis.
Part 5: History and background.
Part 6: Communication with colleagues.
Press to see more information about the Test.
Click here to go to our main AON page.
The P&G Candidate Assessment is unlike any other pre-employment assessment test.
Here are some unique characteristics of the test:
- The Test Is Adaptive.The better you are, the harder it gets. That means it is super important toace the first questionsof every reasoning test you’re taking - once you get a question wrong, you are demoted to less difficult questions.
- Tight Time Limit.You need to answer correctlyandfast. The Switch and Digit challenges are limited to 5 minutes, during which you’ll be required to answer as many questions as you can.
- Unique Question Types –These questions do not resemble anything you’ve encountered in high school, college, or even other psychometric tests. The solving techniques are different, and you need to know how to approach every question correctly.
The P&G Online Online Preparation
Our test experts developed a product that provides you with everything you need to prepare for what's coming your way.
Timed Practice
Become sharp and quick to achieve high scores.
Expert Guidance
Constant Improvement
Practice infinite questions with the only gamified P&G online preparation.
Available for only£39, you can ensure the success you deserve and unlock your potential.
The P&G recruitment process could be a bit exhausting. Therefore, each step needs to be considered carefully and delicately to help you beat the competition:
1. Online Application Process
The first step of the P&G hiring process is filling out the Online Application Form which you can find by submitting a request in the P&G careers (258) area.
This is your chance to show off your strengths, and highlight skillsrelevant to the position you are applying for.
Read the job requirements and skills needed carefully, and answer the questionnaire accordingly.
2. Online Assessment Test
After submitting the online application form, you should receive an invitation to take one or more of the P&G online aptitude tests.
It is essential to practice for this step with accurate prep material. Unfortunately, the internet is packed with practice questions that are not similar to the actual exam.
3. P&G interview
The Procter and Gamble final interview stage is the final step of the hiring process, just before the job offer. It is your chance to demonstrate every skill relevant to the position and to ask questions about the position, managers, culture, values, etc.
The P&G interview could be a panel or one-on-one interview and could be held via phone or online (that varies between countries).
4. Job Offer
Click here for more info about the hiring process.
