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015getting hired

By Barry Gray,2014-05-08 10:16
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015getting hired

Overview of the Hiring Process

    Procter & Gamble recruits for its management-track jobs at most prestigious business schools and undergraduate colleges. It also prefers to hire through its internships rather than directly into the company. Internships last about 12 weeks in the summer. The company asks that applications be submitted by January for the internships, as they try to fill them by March. Recruiting schedules, and in some instances P&G contacts who are alumni of certain schools, are posted on the company‟s career center web pages.

    The screening process is very selective. It usually involves several rounds of interviews and always includes a multi-page Management Application Form and a company-designed multiple-choice test designed to test critical thinking skills. Procter & Gamble is primarily concerned with the character and personality traits of its hires, and their thinking skills, and these two tests are designed to gauge these.

    Immediately available job listings are also posted on the web site, although these are primarily for sales or support-staff positions.

    For its brand management department, Procter & Gamble says it requires a master‟s degree and prefers an MBA– though outstanding undergraduates are

    also hired into the department. For the finance/accounting path, an accounting undergraduate degree is required, or an MBA finance or accounting major. In the technical departments, engineering or computer science degrees are often required. For other departments, such as human resources, or customer business development management, Procter accepts candidates from all majors.

    As much as it looks at a candidate‟s academic background, Procter &

    Gamble stresses certain personality traits and other skills:

    . an outstanding record of leadership

    . strong verbal and written communication skills

    . strong critical thinking ability

    . the ability to innovate

    . the ability to work as part of a team

    Getting Hired

    Procter & Gamble

    Getting Hired

    This is not just company hoopla: Many employees say leadership and initiative are not only integral to getting hired, but to being successful in the company. “They‟re not looking for „yes‟ people, but want you to challenge

    and question,” says one. “Don‟t wait for people to tell you what to do. Trust

    your instincts… and make things happen,” says another.

    To Apply

    Cover letters and resumes can be e-mailed to careers@pg.com. They can be snail-mailed to:

    Procter & Gamble

    Recruiting Services Center

P.O. Box 599, TN-4

    Department WWW

    Cincinnati, OH 45201-0599

    Conventional and e-mail addresses for applications to Procter‟s many

    overseas offices can be found at the company‟s career website, located at

    www.pgcareers.com. Here are a few major ones:

    In Canada

    Corporate Recruiting

    Procter & Gamble Inc.

    P.O. Box 355, Station A

    Toronto, Ontario

    M5W 1C5

    P&G Canada does not currently accept applications via e-mail. In Japan

    P&G Japan

    Internships

    17, Koyo-cho Naka 7-chome

    Higashinada-ku

    Kobe 658 Japan

    internjapan.im@pg.com

Procter & Gamble

    Getting Hired

    In the U.K. and Ireland

    Procter & Gamble

    Corporate Recruitment Manager,

    The Heights

    Brooklands

    Weybridge, Surrey

    KT 13 0XP

    recunitedkingdm.im@pg.com

    In Germany

    Procter & Gamble GmbH

    Corporate Recruiting Department

    65823 Schwalbach am Taunus

    recgermany.im@pg.com

    Preparing for the Interview

    For most management-track employees, Procter & Gamble has a three-round interview process and a test, although some outstanding candidates only go through two interviews. Again, these employees are primarily culled from recruiting at prestigious schools and are introduced to the company through the internship program.

    The first two interview rounds generally take place on a school campus, and are given by either an alumnus of the school at which P&G is recruiting, or

    by a member of the company‟s human resources department. The last interview is a “panel interview,” in front of two or three P&G managers. The questions at each of these interviews are essentially identical. The interview

    process can take several weeks.

    Despite the many rounds, the interview process is not especially nervewracking,

    employees report. “They make it relaxed, they make you feel comfortable,” according to one employee. “There‟s never any point where they try to do a psychology part and try to stress you out.” The critical-thinking test, called the P&GMAT, is given before the final

    round. It‟s a pass/fail multiple-choice test similar to the GMAT that asks testtakers

    to find the solutions to real-life business situations. The test won‟t not a problem for students at prestigious undergraduate and business schools, we

    hear. And because they have the test, P&G interviewers do not spend a great

    deal of time asking applicants about grades during the interview process.

Procter & Gamble

    Getting Hired

    Employees also fill out a Management Application Form (MAF), which some

    employees refer to as a personality/psychology questionnaire. Although it is

    a subjective test with supposedly no “right” answers, keep in mind what

    Procter looks for in an employee. This questionnaire, one employee says, is

    also used to learn about an applicant‟s probable loyalty to P&G. Questions to Expect

    The basis of Procter & Gamble‟s recruitment and evaluation for managers are what it calls the “What Counts Factors.” The most important of these, employees say, are leadership, initiative and follow through (execution), and

    critical thinking. Others include teamwork, communication, creativity and

    prioritization. The interviews for P&G are geared entirely toward determining

    whether a candidate possesses these characteristics. “There was not a single specific marketing question,” one employee says. “You won‟t be asked about marketing case studies,” says another.

    In many cases, employees say they already knew what questions would be

    asked at the interviews. “It‟s extremely predictable. They tell you what they‟re going to ask you, then they ask you,” reports one employee. That employee was asked to write short essays after his first interview. In his

    second interview, he was asked to talk about his answers. Another employee

    says she was given the MAF before her first interview, and that the test

    essentially approximated the questions she was asked.

    1.Give me a recent example where you exceeded expectations.

    Remember, Procter & Gamble stresses initiative. So a good prepared answer

    won‟t just be, “Well, I had been averaging 10 points a game, and I scored 15,” but some way in which your action went outside the boundaries of what was

    expected: creating your own combined major in school, forming a new

    organization, etc. When given these questions, try to provide examples from

your entire life, including high school, junior high, even elementary school.

    2. Why did you decide to go back to school? or Why did you decide to

    start working immediately after undergraduate school?

    This is an example of a “explain your decisions” type question that P&G likes to ask. Like the personality test, it is designed in part to gauge your

    commitment to the field, and by extension, the company itself.

Procter & Gamble

    Getting Hired

    3. Which word best describes you?

    Choose a “What Counts Factor” and be prepared to give a few stories about why you think you are best characterized as a leader, or having initiative, etc.

    4. Give me an example of when you had to use thinking and problem

    solving skills.

    One of the high-ranking “What Counts Factors,” this is not the easiest of traits to illustrate with a story, so you should prepare for this one.

    5. Tell me about one of your activities during school and what you think

    you gained from it.

    Remember “What counts?” And don‟t you forget it.

    6. What is your definition of success? or Tell us about an experience that

    you think was successful.

    A brand manager is supposed to define success for his or her group. And, yes,

    we‟re beating you over the head with this one. It‟s worth noting that the “What Counts Factors” are called “Success Factors” on P&G‟s Europe, Middle East and Africa Group website.

    Questions to Ask

    Employees said that recruiters are looking for a demonstrated interest in the

    company. This means knowing the basic background info. “P&G is an easy company to find information on, so it makes you look unmotivated if you

    don‟t have anything to talk about,” said one brand management intern. If you‟ve read this report, you should be prepared, but here are some primers: 1. What types of courses can I take while at P&G? I‟ve read a little about P&G College, but how will skills I pick up there help me to continue to

    grow?

    The company is proud of its P&G College, and its emphasis on training. Also,

    they are looking for employees who are motivated to keep learning.

    2. If P&G‟s pharmaceutical business grows as anticipated, does the company envision that it will deviate from its promote-from-within

    policy to gather talent experienced in that category?

    Knowing about the company‟s plans to expand its presence in the drug industry is a must.

    Procter & Gamble

    Getting Hired

    3. I understand that Procter expects to greatly increase its business in

    emerging markets. What opportunities and responsibilities does this afford?

    If you have any international expertise (fluency in foreign languages, travel, detailed knowledge of or experience with foreign markets), this is a good way to try and flaunt it. Many top managers at P&G spent time in international divisions (former CEO John Pepper was a general manager in Italy and a VP for the company‟s European operations). A managing director in Europe said

    in a recent interview that “international mobility has always been a common

    feature of a career at P&G.”

    4. How is P&G‟s recent restructuring effort affecting management-level

    jobs?

    5. For what other products does the company envision using olestra? Olestra is the chemical name; Olean is the brand name being used with fatfree Pringles. P&G is selling olestra to Frito-Lay and Nabisco for use in such products as Lays and Doritos. Consumer reaction is thus far mixed. While some consumers crow about being able to upsize their potato chip consumption, others complain the fake fat causes diarrhea and other bowel disruptions.

    6. With so many options for consumers these days, and brand loyalty seemingly on the decline, what is P&G‟s strategy for the 21st century to

    keep and attract customers?

    Pay

    MBAs in Brand Management or Finance: $65,000 to $70,000, with about $12,000 signing bonus for former interns and a $6,000 signing bonus for an interns

    Undergrads on management tracks: $35,000 to $40,000

    Summer internship: $1,000+ a week for MBAs; $500 a week for

    undergrads.

Procter & Gamble

    Getting Hired

    Perks

    . Lucrative profit-sharing plan

    . Free products

    . Maternity leave (one year); flexible schedules that allow employees to reduce hours for five years to take care of young children

    . Health plan

    . Company car for field reps

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