Ministry of education and science of the Republic of Kazakhstanof internayional businessManagement
paper«Personnel management»a theme: «Recruitment and selection»
Made by:
course student
group managementDilyara
2011
Contents
recruitment selection interview
Introduction1. Theoretical basis recruitment and selection methods
.1 Internal or external recruitment
.2 Job resume
.3 Job interview
.4 Recruitment process design and development2. Evaluation of methods of recruitment and selection on example of Procter and Gamble LLC
.1 Procter and Gamble, job areas and job descriptions
.2 Procter & Gamble application processof used literature
Introduction
Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side. The Recruitment and Selection Process must be simple and must be robust enough to operate excellently in the moment of the insufficient number of candidates on the job market and the process must be also able to process a large number of candidates within given time limit. The clearly defined Recruitment and Selection Process is a key to the success of any Human Resources Department.Recruitment and Selection Process has several critical points. The Recruitment and Selection Process is very sensible to the changes in the internal organization of the company and to the changes on the external job market.whole Recruitment and Selection Process must meet several criteria:process must be easy to understand for the target audience of the Recruitment and Selection Process. The process is not created for employees of HRM, the process is developed mainly for the managers in the organization. The managers are the most important clients of the Recruitment and Selection Process, HRM has to follow the standard defined in the Recruitment and Selection Process. HRM cannot afford to draw the nice process maps and document flows in the organization and not to follow them. When HRM does not follow the rules defined, then HRM cannot expect the managers to define such a process.must be able to get a buy-in from the managers in the organization to use standards defined and to keep the process consistent. For example the graph illustrates one of the most common mistakes in the Recruitment and Selection Process. The HRM starts to fill the vacancy without a clear agreement about the profile and job content of the vacancy to be filled. This mistake takes a long time to correct and the whole cycle time of the recruitment gets too long and produces a confusion among all the participants in the process.Recruitment Strategy is a complete mix of the recruitment processes, targets to hire and approach to hire the best talents. The Recruitment Strategy is a document to define the approaches and to get the best talents from the job market. The recruitment strategy has to be connected fully with other strategic HR documents to provide the rest of the organization with a clear picture about the HRM approach to the issue.the Recruitment Strategy helps to face the issue of the organization and Human Resources - this is many times a case of the older population in the organization and how to get the young potential into the organization.recruitment strategy defines the following approaches:
-the target group of the recruitment
-how the target group will be approached
the recruitment sources to be used
the recruitment processes to be used to serve the loadrecruitment strategy can also define some special programs to get the best potential candidates to the company and to attract them to be employed with the organization. The recruitment strategy cannot define the general goals as "Being the employer of choice". The strategy should define the clear actions and steps to be the real employer of choice to keep the attraction of the target audience.recruitment strategy has to main sources of the information. The recruitment strategy has to be based on the organizational scan inside the organization and the market research. The recruitment strategy has to target the reachable goals and it cannot be focused on attracting the candidates, who are not available on the market. In case of lack of resources on the market, the Recruitment Strategy has to define another way to grow the potential inside the organization.
Chapter 1. Theoretical basis recruitment and selection methods
1.1 Internal or External recruitment
Internal Recruitment is the most favorite source of candidates in the stable and developed companies. The Internal Recruitmentneeds a strong support from other HR Processes, because the unmanaged internal recruitment process can lead to disappointed managers and employees in the organization. The Succession Planning and strong and consistent Performance Management are needed to ensure the success of the internal recruitment.internal recruitment can offer the chance to change the job position to anyone in the organization, but the efficient internal recruitment process needs a strong help from other processes to provide managers with the additional information to work with. In case of the unknown additional information, the internal recruitment process can not offer much of the value added. The internal job candidate should be known to the organization and the HRM Function should provide the hiring manager with the information about the background information.internal recruitment process has to be driven by strict and agreed HR Rules and HR Policies as the unclear rules for the process can bring a lot of tension inside the organization as the best employees can be easily stolen among different units and different managers. This issue looks pretty simple to solve, but the reality can bring difficult issues and conflicts among the management team and can affect the performance of the organization hardly.Internal RecruitmentInternal Recruitment is one of the basic HR Processes required by the employees and managers. For the employees, the Internal Recruitment process can offer more career opportunities inside the organization and for the managers can offer a delivery of skilled and oriented employees for their vacancies.
In case, the Internal Recruitment Process <#"justify">-How to be successful with the External Recruitment
-The Job Market Analysis
Sources for the External Recruitment
Newspapers
Agencies
Headhunting
Internet
Recommendation
What kind of the sources to be used? Decision process
Pre-screening
Assessment
Job offer
Process monitoring
External Recruitment Success Factorsexternal recruitment is the HR Process, which is not fully manageable by the HRM Function. The external recruitment involves other external parties and they have to cooperate closely to bring a common success for the organization. The external recruitment is a difficult HR Process when it has to be done properly and meeting stretching requirements and goals of the top management.HRM Function has to take initiatives in four important areas to make the external recruitment efficient, quick and bringing the right quality of candidates:
-Organization Brand Name
-Correct Positioning of Job Posting
Channels Used to promote the job vacancy
Speed of the Recruitment Processbrand name is very important for the external recruitment. The potential job candidates will not apply for the position with the organization, which has no name. The trust of the candidates is the essential for the successful external recruitment. The only way how to hide no name organization is the use of the recruitment agency, which can work without announcing the name of the client.Positioning of the job vacancies is a role of the HRM Function. The HR Recruiter has to recognize the correct media and approach to the advertisement of the job vacancy. The job posting is the same as the commercial advertisement. The target group has to have a chance to be approached by the job advertisement to know about it.channels used to advertise the job vacancy. The common answer of the HR Recruiters is - use the Internet, you cannot lose anything. But the candidates for the position do not have to browse the Internet every day to look for the vacancies. The HR Recruiter has to know the habits and emotions of the target group to select the best channel, which mix the quality of the candidates and the price per one candidate.speed of the external recruitment process is crucial condition for the success. The candidates have to catch and followed very quickly not to lose them in favor of a different organization. When the candidate decides to look for a new career opportunity, then he or she expects to find a solution pretty quickly. The candidate will not wait for a long time to be invited for the job interview and then for the final decision of the organization. The HRM Function has to arrange everything before the external recruitment starts.Recruitment ChannelsExternal Recruitment Channels are the channels used to communicate job vacancies to the public audience and the correct usage of the external recruitment channels brings the right candidates for the positions., the HRM Function is responsible for monitoring the job market and react appropriately to the changes on the job market with the right mix of the channels used to bring the expected level and number of candidates at the affordable costs. The external recruitment is a very costly HR Process and it is under the pressure for the cost savings all the time.HR Recruiter has always to make a complex decision based on the following criteria:
-Speed
-Cost
Quality
Confidentiality
Job Position Requirements
Job Openings Plan and Forecast
Available external recruitment budgetfirst, the external recruitment channels are restricted by the available funds in the allocated budget and the overall job openings plan and forecast. The HRM Function has to prepare the recruitment plan in the beginning of the year as it can allocate funds per channel. Some channels are paid on case-by-case basis, but other channels (mainly the Internet ones) can run on the flat fee basis. The HRM Function has to make the analysis of the cost per hire and to take the right decisions on the level of the whole organization.individual channels used by the HR Recruiter depend on the needs by the position and the requirements of the hiring manager. The HR Recruiter follows the criteria, which can disqualify the least expensive external recruitment channels in favor of more expensive ones.RecruitmentSourcesRecruitment Sources in the recruitment process are the sources of candidates. Generally, the HRM Function recognizes two main sources of candidates for the job positions: internal andexternal sources of candidates.internal recruitment sources are very important, but they cannot be used to fill every vacancy in the organization. It is very important to realize, that in many organization, the internal recruitment is divided into two separate processes: internal recruitment and promotions. The promotion is the move of the employee when the organization initiates the whole process. The real internal recruitment is than a move of the employee initiated by the employee him or herself.external recruitment sources bring job candidates from the external environment using different techniques. The oldest, but still pretty efficient is a newspaper job advertisement. Many HRM Professionals do not believe in the power of the newspaper advertising, but for many jobs it is still one of the best techniques with the best cost/income ratio.modern recruitment source fully managed by the organization is the web job advertisement. It is very cheap, but it can flood the organization with many useless job resumes. This can make the final decision almost impossible. The cost/income ratio is always attractive, but the success rate can be really low.very special kind of the recruitment source is the referral recruitment, when the employees are paid to provide the organization with their friends as potential employees. This can look strange, but it can provide the organization with many interesting candidates, who are not reachable via any other recruitment source.is War for Talents?competition on the market grows, including the job market. On the job market, it has a nice marketing name War for Talents as it can make the communication with the Top Management of the organization much easier.War for Talents means the tough competition for highly skilled employees, who can help the organization to survive on the market. The War for Talents is not just about the recruitment, it is also about the Leadership Development and other related HR Processes.War for Talents has a huge impact on the recruitment capabilities of the organization as the staffing procedures have to become more complex and with a lot of creativity in mind. The organization has to keep its ability to raise the attraction and to make the people to send their resume for a consideration.the past, the external recruitment was about posting the vacancies in newspapers and waiting for the reaction from the potential candidates. The whole recruitment process was long and the organization had a lot of time to make a final decision as the job candidates waited for a decision., the organization has to find a creative way of job posting to make the people attracted to send their job resume and the organization has to make the selection process as quick as possible. Many organization fail in the proper execution of the recruitment process and they lose a lot of good potential on the way of selecting the brilliant one job candidate.War for Talents means the creative way of job posting and quick selection of the right final job candidate. It is pretty simple.Strategyrecruitment strategy is a complete mix of techniques and procedures used by the HRM Function in the recruitment and staffing area to bring value added to the organization. The recruitment strategy can be simple or very complex and it depends on the sector of the market, the organization lives in.recruitment strategy should be one for the whole organization and it should cover internal and external recruitment in one document to show consistency and links between these two recruitment sources. Many organizations do not distinguish between the internal and external recruitment, but the majority of organization does.recruitment strategy describes the position of the organization on the job market and finds the best ways to bring the right candidates to the organization. The recruitment strategy clearly defines the preference of the channels to be used and it states the relationship of the internal and external recruitment.recruitment strategy describes the ideal candidate. The ideal candidate has the set of values and skills, which are requested by the organization. The salary requested is clearly in the boundaries defined by the organization. The mindset is compatible with the organization. The ideal candidate usually does not exist.Process Key Issuesrecruitment process has its issues in almost every organization. As the recruitment process is complex, the small issues for every organization are unique, but the key issues are pretty general for all of them.
The HRM Function usually has a lack of the job market knowledge and the organization suffer from the bad competition on the job market. The organization usually know excellently the market with its products and services, but they lack the knowledge about the job market and they do not use proper marketing channels to bring the best job potential to the organization. The HR Marketing <#"justify">-design
-structure
clear message of the contentdesign of the job resume is the first thing to notice. The design of the job resume express the personality of the job candidate. The design of the job resume should correspond with the corporate culture as the organization with the a clear and quick decision process should have a mirror in a very clean job resume design. On the other hand, the design is the easiest part of the job resume to get from a specialized job resume web services, which can provide the job candidate with many job resume templates and the HR Recruiter cannot decide just on the basis of the cute job resume design.structure of the job resume is very important as it helps to recognize the personality of the job candidate. The structure and logics behind the job resume is very important sign about the personality. When the job resume is excellently structured, the HR Recruiter can expect the same at the job candidate. The structure of the job resume looks pretty simple, but in the reality is not an easy task to accomplish. The structure of the job resume is one of the most important factors to observe during the job resume preselection phase.clarity of messages in the job resume is very important as well. The design of the job resume can be very cute, but the unclear messages can destroy the whole job resume. The clarity and structure of the job resume make the final decision about the job candidate at the HR Recruiters side. The clarity of the messages cannot be changed for the HRM Buzzwords, the clarity is about the clear statements and a clear focus of the job resume.
1.3 Job Interview
Job Interview is a key step in the recruitment and staffing process. The job interview can be different for the internal and external recruitment, but the job interview is a key step in the process with a significant impact on the result of the whole recruitment and staffing process.job candidate also decides about the job position and the impression from the job interview is very important part of his or her decision. The job candidate can just decide based on the professionalism and information provided during the job interview.role of the HRM Function is to prepare the job interview and be the professional part of the job interviewing, guiding all the involved parts to the successful decision at the end. The role of the HR Recruiter is to let all the participants feel they did the best.
1.4 Recruitment Process Design and Development
good design of the recruitment process is a key to the successful recruitment and staffing process. The HRM Function has to focus on the design of the process and to cooperate with all the involved parties - managers, employees, agencies and web recruitment services.recruitment process is unique for each organization and the HRM Function has to make adjustments in the general design of the recruitment process, which can be taken from any source.recruitment process design is not an easy job, but the HR Recruiter has to be smart enough to bring the recruitment design, which will fit the organizations need.recruitment and staffing process can be designed without the actual needs of the organization, but the HRM Function should invest time and effort into designing the correct recruitment process to make sure, the organization will take the result of the design as a benefit. The design of the recruitment process is about the cooperation of the involved parties, it cannot be just a result of the individual job of the HRM Function.design of the recruitment process needs a lot preparation before the designing and drawing the recruitment process. The HR Recruiter has to make several steps to be sure to design the process, which will fit the organization.HRM Function should focus on the following areas to make a deeper research:for managersfor recruitment agenciesquestionnaire for the managers can help to give the basic idea of the expectations of the organization. The managers are a real users of the recruitment process and they should be fully involved in the design of the recruitment process in the organization. They can provide useful information about the speed, cost and quality of the recruitment process.recruitment agencies are usually interested in the cooperation with the client as a good design of the recruitment process can help to increase their income, which is always good for them. The recruitment agencies can provide the design of the recruitment process with a very useful information - the best practices collected at the clients. They provide these best practices for free as they want to help.measurement is the most important part of the design of the recruitment process. The measurement shows the performance of the current recruitment process and help to identify the weak points in the current set up. The measurement can identify real quick wins, which can help to improve the performance quickly and without any major effort.Recruitment Process: Recruitment Measuresmeasurement of the recruitment process can to design the better recruitment process. The measurement of the recruitment process helps to identify gaps in the process and document them on the basis of numbers. The design of the recruitment process must be done on the basis of the numbers as the managers will try to make a benefit of the new design in their favor and the numbers are the only argument to make them sure about the benefits for the whole organization.HRM Function has to identify the correct measures to measure the recruitment process end-to-end as the design of the new recruitment process covers all the identified gaps.measures should include:
-time
-number of candidates
positions open
sources of the recruitment
cost
quality.time helps to set the realistic expectations from the new recruitment process. The HRM Function can promise a significant improvement in the time to fill the position, but it has to know the time of the recruitment process right now.of candidates, measured per position and in total helps to find out the potential issues in the area of insufficient number of candidates, which can identify the issue in the recruitment sources or bad cooperation with the recruitment agencies.number of open positions at one time can indicate many issues in the organization and help the HRM Function to move more responsibilities to the line management to make the recruitment process more smooth.sources of the recruitment are very important as the sources with the highest number of candidates and with the highest success rate should be the favorite source of candidates in the future and the newly designed recruitment process should be built around.costs of the recruitment are very important. It is easy to use executive search for all the positions, but the cost per hire is enormous then and the HRM Function has to find the optimum way to hire the new hires at affordable cost to the organization.quality of the recruitment is also very important. Nothing can beat the Internet job posting in number of job resumes received, but when the quality has to be proven, the Internet based recruitment can be easily the least efficient source of candidates.Recruitment Process Stepsaim of the HRM Function is keeping the recruitment process design as simple as possible. The HR Recruiters should not forget about this main goal during the design phase of the recruitment process development.recruitment process is simple on the high level, but it contains a lot of interaction among different participants in the recruitment process. The HRM Function, the line manager and candidates need to receive and share a lot of information and their interaction is usually the main issue during the recruitment process.main steps of the recruitment process are:
1.Job Design
2.Opening Job Position
.Collecting Job Resumes
.Preselection of Job Resumes
.Job Interviews
.Job Offerjob design is the most important part of the recruitment process. The job design is a phase about design of the job profile and a clear agreement between the line manager and the HRM Function. The Job Design is about the the agreement about the profile of the ideal job candidate and the agreement about the skills and competencies, which are essential. The information gathered can be used during other steps of the recruitment process to speed it up.
Chapter 2. Evaluation of methods of recruitment and selection on example of Procter and Gamble LLC
and Gamble Company Recruitment and Selection Processes
Procter & Gamble (P&G) is a large multinational manufacturer of various product ranges sold in supermarkets all around the world. Procter & Gamble produce goods including personal care products, household cleaning products, laundry detergents, prescription <#"justify">üLeadership & Responsibility from Day 1
üChallenging & Innovative Work Every Day
üThe Best Training & Career Development
üOpportunities to Customize Your Career
üGlobal Leadership with a Social Consciencea "build from within" organization, we see 95% of our people start at an entry level and then progress and prosper throughout the organization. This not only creates many wonderful opportunities to grow and advance, it creates a special camaraderie among fellow P&Gers, many of whom came up through the ranks together., we want you to get your career off to a fast start. That's why we don't have any rotational development programs or gradual ramping-up periods. From day one, you'll help develop or support exciting brands you know while working on projects that have a direct impact on our global, $76.7 billion business.'s more, you won't get lost in the shuffle of a big, huge organization (even though we are one). We operate under the belief that everyone's desk is a help desk. This means you'll work with truly brilliant innovators who are not only tops in their field - they're approachable, friendly, and happy to take the time to mentor, teach, and pass on their experience.
"Influencing customers to best meet consumer needs."is more than mere "selling" - it's a P&G - specific approach which enables us to grow our business by working as a "strategic partner" (as opposed to just a supplier) with those who ultimately sell our products to consumers.resources
"In Touch. Connecting People to Purpose"Resources (HR) strategically partners with our Business Units and Leaders to achieve goals and ultimately drive P&G's growth. We do this by delivering two key outcomes: We Touch & Improve the Lives of our 129,000+ P&G employees AND Enable P&G People and Organizations to Perform at their Peak. When we do these two things successfully, we enable P&G to deliver its Purpose - To touch and improve more consumers' lives in more parts of the world more completely.it's designing or delivering tools, processes and systems to attract, inspire and develop our talent (people), designing organizations to maximize productivity and reduce complexity to enable peak performance, developing HR and people systems (benefits, payroll, etc.) that are User-Focused, Nurturing our P&G Purpose driven Culture through inclusion, coaching, policy and stewardship, or investing in HR Capability to accelerate the capability of our HR employees, we ensure the work of HR adds value for P&G, shareholders and employees.&G career model values breadth, depth and leadership. HR at P&G offers variety, the chance to explore, and to develop as a well-rounded business integrated partner across various parts of the P&G business./non-management
"The backbone of the business."/Non - Management positions are available within every department at P&G. Here, you will utilize your exceptional administrative and technical skills to help manage and analyze complex data in order to offer strategic recommendations and provide support in all areas and levels of the business. You'll become a valued partner in reaching team objectives by creating and improving processes that help our business maintain its competitive edge.
2.1 Procter and Gamble, Job Areas and Job Descriptions
Supply Network Operations (SNO)/Logistics <#"justify">-Accountancy
-Finance
General Management
Human Resources
IT
Logistics
Manufacturing / Engineering
Marketing
Purchasing
-Research <#"justify">Applying to Procter & Gambleapplicants should have, or be expecting a minimum of 2.1 degree and 280 UCAS points.
The application and assessment process at Procter & Gamble <#"justify">-Online Application
-Online Questionnaire
Reasoning Test
First Interview
final InterviewApplication
You will need to apply online for a graduate position at Procter & Gamble <http://www.wikijob.co.uk/wiki/procter-gamble>. Visit the Procter & Gamble website <http://www.pgcareers.com/> and check current job <http://www.wikijob.co.uk/wiki/procter-gamble-application-process> vacancies. If you find a position that suits you, click 'apply now' to begin your application.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.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).Questionnaireon 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.online questionnaire is composed of two parts:
. 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.
. 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.Testyou successfully complete the online questionnaire youll be invited to complete the Procter & Gamble Global Reasoning Test at an office location, or on campus during a company recruitment event.Reasoning Test is an important part of Procter & Gamble's total assessment process.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., 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.help you prepare, we have developed a practice test. Please review in the language that you can read best.multiple-choice test lasts for 65 minutes and contains 40 multiple-choice questions. This test has three sections: (1) Numerical Reasoning <http://www.wikijob.co.uk/wiki/numerical-reasoning>, (2) Logic-based Reasoning, or (3) Figural Reasoning questions. A calculator and extra paper are provided.an example of Numerical Reasoning <http://www.wikijob.co.uk/wiki/numerical-reasoning>:
. 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?. 5,000 units B. 4,000 units C. 2,000 units D. 1,100 units E. 1,000 units Correct answer: Ban example of Logic-based Reasoning:
. Purchasing can have a significant effect on an organizations 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 organizations 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 organizations 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:. If an organizations 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 organizations 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: Dpreparation would be to answer sample GMAT <http://www.wikijob.co.uk/wiki/GMAT> questions under timed conditions. Work <http://www.wikijob.co.uk/wiki/procter-gamble-application-process> 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.: 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.you successfully pass all the testing stages of the Procter & Gamble <http://www.wikijob.co.uk/wiki/procter-gamble> assessments, you'll be invited to an interview <http://www.wikijob.co.uk/wiki/general-interview-advice> 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.interviews are competency based <http://www.wikijob.co.uk/wiki/competency-based-interview> and you should prepare for competency based questions <http://www.wikijob.co.uk/wiki/competency-based-questions> about your academic and personal history.
Conclusion
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.& 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.& Gamble <http://www.wikijob.co.uk/wiki/procter-gamble> "Success Drivers" fall into three categories: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., you need to show interviewers that you are willing to "think outside the box" and should show evidence of this if asked competency based questions <http://www.wikijob.co.uk/wiki/competency-based-questions>about your past.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.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.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/>