Sales applicants have rated the interview process at Procter & Gamble with 3.4 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 69% positive. To compare, the company-average is 66.4% positive. This is according to Glassdoor user ratings.
Candidates applying for Sales roles take an average of 46 days to get hired, when considering 62 user submitted interviews for this role. To compare, the hiring process at Procter & Gamble overall takes an average of 45 days.
Common stages of the interview process at Procter & Gamble as a Sales according to 62 Glassdoor interviews include:
One on one interview: 17%
IQ intelligence test: 16%
Phone interview: 13%
Personality test: 12%
Group panel interview: 11%
Presentation: 11%
Drug test: 7%
Skills test: 6%
Background check: 5%
Other: 2%
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The process took 4 weeks. I interviewed at Procter & Gamble
Interview
After uploading my cv and covering letter, I then had to complete an online psychometric test.
After a couple of weeks I received an email saying I had got through to the next stage. This is a video call and lasts about an hour.
I found out a week later I had gone through to the next stage, you are invited to their head office where I then had to do an hour long numerical and reasoning test.
They tell you straight away if you have passed the test or not, if you do pass you go through to the final interview stage which for me was about an hour long with 2 people.
Questions were "Give an example of a time when......" and you should answer in the structure of STAR.
Interview questions [3]
Question 1
Give an example of a time when you have had to deal with conflict.
I interviewed at Procter & Gamble (London, England)
Interview
2x tests, 2 interviews, interviews were in person and tests were online. I spoke with several different people. They also run career academy's which is more group work. All in all a very thorough process.
The process was straightforward and easy. It typically begins with an online application and a short assessment that evaluates cognitive and situational judgment skills. This is followed by one or two interviews, which are more conversational and centered around your motivation for the role, communication skills, and examples of leadership or initiative—often using the STAR (Situation, Task, Action, Result) method.
Interviews for the academy week application: there were two rounds of 1hr interviews on behavioural and situational questions. Interviewers have 5 behavioural and 2 situational questions to ask the interviewee. They will also ask follow up questions on what you have said.