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P&G Interviews Btribe

The document outlines the agenda for a mock interview workshop organized by P&G. It includes sections on common interview myths, how to prepare for an interview through research and self-assessment, what to expect during an interview including popular questions, how to structure answers, how to evaluate an interview afterwards, an overview of P&G's testing process, a mock interview session, and a Q&A on the tests and interview process.

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SHIVANGI AGRAWAL
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185 views10 pages

P&G Interviews Btribe

The document outlines the agenda for a mock interview workshop organized by P&G. It includes sections on common interview myths, how to prepare for an interview through research and self-assessment, what to expect during an interview including popular questions, how to structure answers, how to evaluate an interview afterwards, an overview of P&G's testing process, a mock interview session, and a Q&A on the tests and interview process.

Uploaded by

SHIVANGI AGRAWAL
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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P&G

Interviews
Mock Interview Workshop Agenda

I. Interview Myths

II. Before the Interview

A. Background Research

B. Setting Objectives

C. Focused Self Assessment

D. Interview Planning

III. During the Interview


A. Interview Format
B. What Counts Factors
C. CAR Concept
D. Sample Questions

IV. After the Interview

A. Interview Evaluation

V. P&G Testing

VI. Mock Interview

VII. Discussions

VIII. Reception
Interview Myths

• Interviewers are just looking for a reason to say “no”.


• An interview is a one-way conversation.
• An interview is a good opportunity to test someone’s ability to think
on their feet.
• The questions the candidate asks aren’t really important to
theinterviewer.
• Trick questions are good for finding out if a candidate is telling the
truth.
• Interviews should be high-pressure to reflect stressful
businesssituations.
• Interviewers will be most impressed by a candidate’s in-depth
knowledge of their company’s business performance.
Before the Interview

Background Research
Determine exactly the types of skills, experiences, and accomplishments the
interviewer will want to see. Be as specific as possible.

• Field - Company - Position


• Periodicals, corporate material, trade journals
• Corporate Presentations, receptions, etc.
• Talk to alumni, friends, summer interns and professors

Setting Objectives
Determine exactly what you want to accomplish in the interview.
• Communicate your accomplishments in the most succinct, yet persuasive manner
possible.
• Learn more about the company (culture, opportunities for advancement, etc.).
• Learn more about the position.
• Polish your interviewing.

Focused Self Assessment


Thoroughly assess your own skills, experience and accomplishments,and
match them with those the employer will want to see.
• Draw from a variety of experiences. High school, college, grad school, Extra
curricular activities Community services Entrepreneurial ventures
• Find several examples to address each skill/experience area to companies’
desires.
• Focus on accomplishments -- not experience.

Interview Planning
Develop plans to ensure you are able to effectively/persuasively communicate
your most important accomplishments.
• Thoroughly review your position/self assessment.
• Anticipate key questions you’ll be asked in the interview and develop specific
answers.
• Anticipate potential problems you may face and develop plans to deal with them.
• Develop questions for the interviewer that will both help you better understand
the position and show some good thinking -- don’t be caught short of good
questions.
• Practice, practice, practice -- especially with other people.
A. Interview Format
B. What Counts Factors
C. CAR Concept
D. Sample Questions

What counts factors

Initiative and Follow- Working Effectively withOthers


Through

Leadership Creativity and Innovation

Thinking and ProblemSolving Priority Setting

Communication Technical Mastery

Brand key focus areas

1. Leadership:
• Recognizes opportunities
• Forms a vision
• Captures the commitment of people
• Champion of ideas

2. Thinking/Problem Solving
• Sorts through complex data
• Identifies important issues
• Draws well-reasoned conclusions

3. Initiate and follow through


• Sets specific, stretching goals
• Finds improved ways of improving results
• Overcomes obstacles
• Takes appropriate risks

4. Communication
• Seeks first to understand, then to be understood
• Organizes and expresses thoughts clearly
• Expresses ideas in a way that build commitment
Structuring your answers

C- Context
What is the background/ situation in which the action took place?

A- Action
What action did you specifically do?
What were your specific contributions?

R- Result
What result did the action produce in measurable and specific
terms?
Example Questions

Leadership
Give an example of when you accomplished something significant
that wouldn’t have happened if you hadn’t been there.

Initiative and Fol l o w - Th ro ug h


D escribe a goal you set that took a long time to achieve.

Thinking/Problem Solving
Give an example of a time when you had to analyze facts quickly,
define the key issues and develop an action plan.

Communication
Give an example of a time when you had to persuasively sell your idea
to someone else.
After the interview

Effective Self-Evaluation

Determine exactly what you did well/poorly in the interview


• Discuss/playback interview with a friend.
• Precisely identify what you did well and why.
• Also, precisely identify what you did poorly and why.
• Incorporate necessary changes for future.

P&G Testing

Why does P&G use pre-recruiting tests?

• Helps us in identifying people who will be successful with P&G long-term.


• We hire only at entry level and promote from within.
Questions and Answers

What is the Problem Solving Test (PST) and what does itmeasure?

• The PST measures problem-solving -- analytical reasoning and critical


thinking skills. It includes 50 questions and allows 65 minutes for completion.
• The test measures the candidates’ ability to solve the kind of problems
confronted by most P&G managers daily.

What is the Biographical Information (BIF) and what does it measure?

• Evaluates an individual’s future potential on past performance.

• Develop a solid measure of leadership and initiative.

• It includes 23 questions with about 50 data points to assess the applicant’s


experiences and attitudes.

• Is highly predictive of P&G’s managers’ ability to succeed.

The PST is a lot like GMAT’s or SAT’s. Why don’t you use these results?

• Academic tests do not correlate as well with success at P&G.

• PST is specifically designed for P&G work.

Is this a pass/fail test?

No. PSTs are balanced with other factors from individual interviews.

Are foreign language translations of the test available?

This test is available in 26 languages.


P&G Intern Interview Process

1st Round Interviews


Dates/Location: Tuesday, February 23rd on campus (open and closed) Wednesday, February
24th at the Orrington (closed)
Duration: 45 minutes
Attire: Business Casual
Notification: Phone call evening of February 24th if moving on to test and 2nd round.

Test - taken by everyone with a 2nd round interview


Date/Location: Thursday, February 25th at the Orrington Duration: 1 hour 10 minutes
Attire: Casual
*Note: Bring Calculators

2nd Round Interviews


Date/Location: Thursday, February 25th at the Orrington Duration: 45 minutes
Attire: Business Casual
Notification: Phone callFebruary 26th if moving to final round

Final Round Interviews


Date/Location: Tuesday, March 2nd at the Orrington Duration: 45 minutes
Attire: Business Casual
Notification: Offers will be made within 48 hours of interview

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