Assessment Overview

P&G uses assessments to measure skills and abilities that generally do not emerge from interviews. These assessments are critical, as they help determine your potential for success as a P&G employee. Although the below processes are what most candidates can expect, candidates applying to certain roles may have different experiences. This is due to different roles requiring different types of assessments, and our assessments being provided in different mixes/matches.

Our research has shown that using the screening assessments provide a more valid fair, and informed employment decision ā€“ meaning that you can be more certain of a successful career at P&G if you receive an offer.

To help you prepare, we have provided detailed information about each of our assessments below:

Portfolio Assessment

During the application process, applicants will be asked to submit a Design Portfolio to review. This process is unique to only candidates that are applying to roles in the design function. If you are not applying to a design role, you can see the traditional assessment process here. Below are the criteria in which your design portfolio will be assessed:

Peak Performance Assessment (Online)

Assesses your background, experience, interest and work-related attitudes, and measures your compatibility against P&G competencies for predicting successful job performance.

  • Description:
  • Online delivery allows 24/7 access
  • Fully mobile enabled
  • Take as much time as you need to complete ā€“ most applicants take about 20 minutes to complete
  • Available in over 20 languages

The guide below will provide more detailed information about the PEAK Performance Assessment:

Why We Use Employment Assessments:
A Message To Candidates

At P&G, our Purpose is to touch and improve lives, now and for generations to come. Our Purpose is pervasive in all that we do. And, to ensure we fulfill it, consistently, over time, we place a tremendous priority on hiring the right people. We hire for leadership and character as much as we hire for intelligence. We want to attract people whose personal Purpose and Values are highly congruent with the Company's.

That is why at P&G talent development is a top priority. As a build-from-within company, the capability of our future management and P&G's long-term growth depends enormously on the caliber of people we hire today.

In the end, we both succeed by strengthening an organization focused on improving lives of consumers and employees alike. We get better at improving lives every year; precisely because of who we hire and how we invest in their growth and success.

It is a very demanding process, but it should be. After all, both our futures depend on it.