What I see is the online test just gets tougher and tougher as I have tried many times over the years from the start of my career till now. Through a recruiter, I finally got a chance to pass and went for an interview last year with a foreign Brand Manager who didn't pass me. (By the way, the trick is to create a new email address and pretend to be a first-time applicant as it is likely that applicants with history will not be considered) Yet this year, the logic test part has changed to an even harder fast-paced memory game testing you to remember all the positions of dots in sequence which I don't see how this can show how smart or logical candidates are. There are many ways to cheat at home by using tools like stickers ;) Overall, I am frustrated with the company's hiring process as I see job postings for the same position appearing over and over and the funniest thing is I keep getting calls from multiple recruitment agencies for the same role yet P&G just refuses to review their old-fashioned recruitment process. The position requires fluency in a foreign language which makes it more niche to 1) get relevant local candidates 2) who have to pass the ridiculous online assessment followed by 3) the interview by a Brand Manager who probably doesn't care if the position is an urgent hire (and probably it isn't). The fact that they are not urgent in getting people to fill the positions tells a lot about how slow-moving things may be. They fail to keep up with times to give opportunities to people based on their skills and experiences keeping in mind the size of available talents vary from country to country while some other MNCs like Shell have already removed such online assessments for experienced hires. So much for wanting to hire the 'best people' in their own definition, they trust the online assessment more than their human HR personnel or hiring managers (who most likely have passed that very test to be employed) to practise good judgement in picking candidates relevant to the positions. I'm sure there are many other people of good calibre out there who have found success in their career in other MNCs but probably wouldn't have passed the P&G assessment. I have known of a few types of employees in P&G; 1) foreign people with problematic personalities who managed to go in, 2)people who are just using P&G as a stepping board to join other companies 2-3 years later and 3) complacent people who work there for decades causing stagnant progression for people in 2). Good luck to the company if they are not seeing that the high hurdle they set for entry versus the low hurdle for their current pool of talents to leave for other companies would mean that they will not be able to maintain their size of talent pool at this rate. Or maybe the recruitment process is just to facilitate easier hiring of foreigners by foreign hiring managers. I know through a foreign acquaintance working inside that one of the conditions in their employment is they have to try applying for PR until they succeed. That tells a lot.

P&G est très organisé et structuré dans son processus. Sur trois interviews, il y en a un toutes les semaines, donc le processus se déroule sur un peu moins d'un mois.