Procter & Gamble's recruitment, selection, and onboarding process

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).

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.

Key Recommendations

Overall the recruiting, selection and onboarding process at P&G is very impressive. In general the company does a great job of having multiple layers to their selection process. The one thing that could be improved is that of providing alternative assessments for those who cannot take the standardized tests that they presently use. In regards to their recruiting process they need to continue to utilize the social media avenues that are available in order to reach as many candidates as possible. The world has really gone social and increasing their use of this area will only help them in the future. Overall the company may want to scale back their process just a bit as it can appear to be very over whelming upon first look, which may scare away good potential candidates from even applying.