Recruitment Selection and Onboarding

Business- Management

Recruitment, Selection & Onboarding

Current Process

The hiring process at Proctor & Gamble, headquartered in Cincinnati, OH is a very impressive one. Procter & Gamble is a global company that provides consumer products in the areas of pharmaceuticals, cleaning supplies, personal care, and pet supplies. P&G is recognized as a leading global company and a company committed to creating a diverse workplace (Proctor & Gamble, 2011). Upholding this reputation can only be done by making sure that as a company they are recruiting, hiring and retaining the right talent. This is done by way of a process that involves recruiting, selecting and onboarding.

If one looks at P&G's career website they will find a lot of very useful information. The application process consists of many steps. The first step is to submit an application. Once the application is filled out then the applicant must fill out an assessment. P&G uses online assessments to measure skills and accomplishments that generally do not emerge from interviews. They feel that these assessments are critical as they help determine if it is equally beneficial for a person to continue through the hiring process (Hiring Process, n.d.).

Based upon this first assessment if a candidate is passed on to the next step then they must complete a Success Drivers Assessment. This assessment looks at the candidate's background, experiences, interests, and work-related attitudes and measures ones compatibility against P&G competencies for defining successful job performance. Depending on the desired position one may be asked to complete a Reasoning Test. This assessment is given both online and in person. The Reasoning Screen measures a person's cognitive ability. It measure ones reasoning skills using numerical and logic-based reasoning type questions. This is important because the nature of P&G's our work is complex and continually changing (Hiring Process, n.d.).

The next step in the process is the initial interview. The company uses behavioral-based interviews to get to know a person, the real person. They want to know what makes one tick and what one has accomplished. This is also an opportunity for the candidate to find out all about the company. P&G believes that two-way communication starts from day one and frequently encourages people to ask questions. The next step in the process is a final interview that goes into greater detail around a candidate's skills and capabilities. This is a good opportunity for one to get a more in-depth understanding of P&G's unique culture, values and endless opportunities (Hiring Process, n.d.). Predominantly, interviews are used to figure out if a candidate will be a high quality worker and a good fit with the company (Howard & Johnson, 2010).

Strengths

One of the company's strengths is its use of standardized assessments and an interviewing framework that is designed to identify a person's unique strengths and provide a comprehensive overview of ones skills, experiences and abilities. P&G has used the assessment process for more than 80 years. They find that they achieve the best match of Company and employee when they use a total assessment process consisting of sound resume screening, multiple interviews, and multiple tests. Their approach is geared towards helping them find the best people (Hiring Process, n.d.).

Another identifiable strength in the whole hiring process is that they are taking advantage of a number of different social media outlets in order to find employees. On their website it can be seen that they are using Facebook, YouTube, Twitter and LinkedIn as outlets to recruit potential employees. With the economy growing and hiring demands increasing, conventional methods of posting jobs and contacting candidates are losing effectiveness. Companies are taking ground-breaking approaches to finding talent. Technology advancements and social media platforms are providing many opportunities in today's marketplace (2010 Recruiting Survey Results the New Age of Recruiting, 2010).

Proctor & Gamble is a build from within organization which sees 95% of their people start at an entry level and then progress and prospers throughout the organization. This not only creates many wonderful opportunities to grow and advance, it creates a special camaraderie among fellow employees, many of whom came up through the ranks together (P&G Careers, 2011).

Weaknesses

One thing that might be considered a weakness in the P&G hiring process is that it does not seem to make any accommodations for people who don't do well on standardized tests. The process relies very heavily on assessments that are given in the form of a standardized test. There are many people who are perfectly qualified for a job that may not make it very far in the process only because they can't take standardized tests very well.