Recruitment and selection

Associate Manager

Our core work is the integration of consumer, shopper, and market understanding to catalyze business growth across all of our brands. From global strategy to local market execution, CMK managers shape the direction of our businesses by

1) Growing leadership brands

2) Guiding strategy development and portfolio choices

3) Optimizing our initiatives, brands, and brand portfolios

4) Driving retail advantage.

CMK is a consumer understanding powerhouse that is unparalleled in the industry for designing and leveraging proprietary tools and methodologies that fuel business growth and lead breakthrough innovation.

A career in CMK provides limitless opportunities to drive the business and the organization via its unique, balance of both leadership and collaboration objectivity and passion

Account Manager

You will develop your strategic selling skills by building diverse, collaborative relationships with P&G accounts to develop consumer preferred solutions and to meet the needs of our customers and consumers. You could help a national retailer strengthen its business, or help a smaller part of our business grow into a category leader. Key responsibilities include: developing excellent working relationships with small/large retail stores to achieve business objectives; acting upon a deep understanding of in - depth shopper/consumer knowledge; increasing merchandising opportunities; and overseeing retailer promotions and events to include new product launches.

Design

"Breathing life into our brands."

P&G Design infuses design thinking into the DNA of P&G in order to build irresistible brands that create an emotional connection and delight consumers. Design provides strategic design management excellence to consumer product development, brand identity, and consumer interactions including the in-store experience for P&G products worldwide. Our work includes: brand identity (graphic art), product innovation (industrial design) architecture, in-store design, and industrial design.

Design Manager

You will serve as the creative force behind the development of designs that best fit our brands' image to ensure holistic communication across all consumer touch points. We work to understand consumer needs, business strategies, and relevant cost criteria. Key responsibilities include executing the elements of a brand's holistic visual identity, developing new and innovative products, creating innovative primary and secondary packaging, and developing in - store communications, counters, and displays.

What are P&G looking for?

Academic Background

Our administrative professionals come from a variety of backgrounds, bringing an assortment of knowledge and skills to every area of our business. To qualify, you should be a results-driven individual with very strong communication and technical skills and a minimum high school diploma/GED.

Experience Level

Our non-management/administrative roles are very unique, and require unique skill sets to accommodate. So while the experience levels differ from position to position, typically, we require 1 to 2 years of previous administrative experience.

Specific Requirements

An exceptional set of skills that include problem solving, proactive thinking, priority setting, collaborating, and attention to detail. You should be open to learning new skills, accepting new job responsibilities, and adapting to change to ensure the Company's success. To be successful, you must be able to work independently and manage a high-volume workload while taking frequent interruptions in stride.

Must be proficient in standard computer software (i.e., Word, Excel, and PowerPoint) with effective verbal and written communication skills.

Consumer & market knowledge (CMK)

"Driving Strategy through Consumer Expertise"

At P&G our mantra is the "Consumer is Boss". CMK's unique responsibility to champion the voice of the consumer and be on the forefront of market trends makes CMK Managers critical leaders on multi-functional business teams

2.2 Procter & Gamble Application Process

Graduate Schemes at Procter & Gamble

Procter & Gamble hire approximately 100 graduates for their operations in the UK each year. Graduates are hired for the following business areas:

- Accountancy

- Finance

- General Management

- Human Resources

- IT

- Logistics

- Manufacturing / Engineering

- Marketing

- Purchasing

- Research & Development

- Sales

Applying to Procter & Gamble

Graduate applicants should have, or be expecting a minimum of 2.1 degree and 280 UCAS points.

The application and assessment process at Procter & Gamble is as follows:

- Online Application

- Online Questionnaire

- Reasoning Test

- First Interview

- final Interview

Online Application

You will need to apply online for a graduate position at Procter & Gamble. Visit the Procter & Gamble website and check current job vacancies. If you find a position that suits you, click 'apply now' to begin your application.

To make an online application you will need an electronic copy of your CV (in English) and a summary of your latest grades to input into your application. Once you have successfully applied for a graduate role you will receive a confirmation email.

If rejected you will not be allowed to re-apply for 12 months. Successful applicants will be invited to complete an online questionnaire (although not all roles require candidates to complete this).

Online Questionnaire

Based on the position you have applied to, you will be asked to complete a 20 - 30 minute online questionnaire. This will be relatively straight-forward but will be used to discern which candidates to invite to the next stage of the assessment.

The online questionnaire is composed of two parts:

1. Success Drivers Assessment - Involves a series of short questions that ask how you would respond to a particular situation or problem in the workplace. Some questions will also ask you to evaluate your own academic standing and leadership qualities.

2. Reasoning Screen - Involves 15 questions that test your figural reasoning. This test is strictly timed, 2.5 minutes per question. Make sure you accomplish this test in an environment free of distractions.

Reasoning Test

If you successfully complete the online questionnaire you'll be invited to complete the Procter & Gamble Global Reasoning Test at an office location, or on campus during a company recruitment event.

The Reasoning Test is an important part of Procter & Gamble's total assessment process.

The results of this test provide us with information on your reasoning skills - information that is difficult to assess from resumes, application forms, or interviews alone.

Also, our research has shown that using this test results in more valid, fair, and informed employment decisions - 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 developed a practice test. Please review in the language that you can read best.

This multiple-choice test lasts for 65 minutes and contains 40 multiple-choice questions. This test has three sections: (1) Numerical Reasoning, (2) Logic-based Reasoning, or (3) Figural Reasoning questions. A calculator and extra paper are provided.

As an example of Numerical Reasoning:

1. In 2001, a company marketed 730,000 units of its product. In 2001 its yearly volume was 50% of its volume for 2004. The 2004 volume represents how many units for each of the 365 days of 2004?

A. 5,000 units B. 4,000 units C. 2,000 units D. 1,100 units E. 1,000 units Correct answer: B

As an example of Logic-based Reasoning:

2. Purchasing can have a significant effect on an organization's total profit. However, the success of a purchasing function relies on competent buyers and a purchasing manager who employs systematic purchasing methods and implements technological advances. If an organization's profitability is in jeopardy, the efficiency and skill of its purchasing function may determine whether it operates at a profit or at a loss. As such, the purchasing function bears a significant amount of the responsibility for an organization's profit, and, whenever an organization strives to produce profit, it will expend the effort required to hire capable and qualified buyers as well as a knowledgeable, intelligent purchasing manager. From the information given above, it can be validly concluded that:

A. If an organization's profitability is not in jeopardy then the competence of its purchasing function will not determine whether it operates at a profit or at a loss. B. There are at least some purchasing functions that are not responsible for a significant amount of an organization's profit. C. A non-purchasing function will not bear significant responsibility for the profit of an organization. D. An organization whose profitability is in jeopardy may depend on the efficiency and skill of its purchasing function to determine whether it operates at a profit or at a loss. Correct answer: D

Recommended preparation would be to answer sample GMAT questions under timed conditions. Work as fast and as accurately as you can. This test is not negatively graded, so DO guess if you need to, or if you are running out of time.

Note: The Reasoning Test replaces the P&G Problem Solving Test. If you have taken the Problem Solving Test in the past, you are still required to take the new Reasoning Test.

Interviews

If you successfully pass all the testing stages of the Procter & Gamble assessments, you'll be invited to an interview at an office or possibly on campus. Most interviews last 45 - 60 minutes and typically involve up to two senior leaders from the function you are applying to.

Most interviews are competency based and you should prepare for competency based questions about your academic and personal history.

Conclusion

In free market countries, the personnel profession has adopted a 'best practice' model which fits the prevailing business ideology. This model prescribes a quest for the 'right (best) person for the job'. To achieve this goal, criteria are used to rate prospective applicants by means of selection techniques, including biographical data, interviews, psychometric tests, group exercises, simulated work samples and even handwriting analysis. The most definitive form of selection is likely to take place within the context of assessment centres, which involve several assessors and a variety of selection techniques. The 'best-person' or psychometric model has achieved the status of orthodoxy in free market countries. Elsewhere different models of resourcing apply.

Procter & Gamble are looking for evidence of what they call “Success Drivers” at the interview. These are specific core competencies that define how P&G people succeed in today's business environment. They are also how P&G measures performance in the Company.

Procter & Gamble "Success Drivers" fall into three categories:

The Power of P&G Minds - This is about your attitude to display an infinite curiosity, be eager to create with a healthy disregard for conventional thinking, to discover the world around you and your profession and form your idea of all this to then move your business forward.

Essentially, you need to show interviewers that you are willing to "think outside the box" and should show evidence of this if asked competency based questionsabout your past.

The Power of P&G People - Procter & Gamble want to establish a working environment where everybody feels free to contribute at their own best. You will need to show interviewers that you listen to other people's opinions and are prepared to keep an open mind to new ideas.

The Power of P&G Agility - Procter & Gamble are looking for potential employees who can jump from issue to issue quickly and decisively. You will need to show evidence of this in your interviews.

If you are successful in your first interview, you will be invited to a second (and possibly final) interview.

List of used literature

1. http://recruitment.kz/

2. http://www.hrmguide.co.uk/

3. http://www.wikipedia.org/

4. http://www.thetimes100.co.uk

5. http://recruitment.naukrihub.com

6. http://www.hrmguide.co.uk

7. http://www.pg.com

8. http://hh.kz/employer

9. http://www.sap.com

10. http://jobs-pg.com

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