The Ultimate Guide for Acing the P&G PEAK Performance Assessment

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This comprehensive guide will help you ace the P&G PEAK Performance Assessment, a critical step in landing your dream job at P&G.

This online assessment goes deeper than you might think – we’ll uncover what it really measures and give you the strategies to showcase your best self.

Let’s dive in!

What Is the P&G PEAK Performance Assessment?

The P&G PEAK Performance Assessment is a key part of the P&G hiring process. This test combines situational judgment tests (SJT) and personality assessments to measure your decision-making, leadership potential, and fit with P&G’s values. It’s untimed, typically taking about 20 minutes.

Get a feel for the test with our free PEAK Performance Assessment practice test.

Now, for some positions, you’ll only receive the PEAK performance assessment.

But in most cases, you’ll need to complete one or more additional online assessment tests:

(each of these three online assessments is officially called an “interactive assessment”)

What Questions to Expect on the P&G PEAK Assessment?

The Procter & Gamble PEAK Performance Assessment comprises 4 sections:

  1. Situational Judgement Test
  2. Leadership Questionnaire
  3. Motivation Questionnaire
  4. Personality Test

Scroll below for PEAK Performance Assessment questions samples that resemble the actual test.

Master the P&G PEAK Performance Assessment using these accurate practice simulations.

PEAK Performance Situational Judgment Sample Question

These questions consist of a description of a work-related situation and a list of possible responses to the situation described.

Situations will focus on the competencies and skills needed as an employee, team member, or manager.

Your boss has given you permission to order new office supplies. You need to build procedure manuals for new hires, so you need binders. You look in the office supply catalog and see 15 different types of binders that all look the same.

What would you do?

A. Order the least expensive binder to save money
B. Call the office supply company and ask them about the difference in the binders and choose the one that best meets your needs.
C. Send an electronic message to the other people in your department asking them which binders they have used in the past and order that binder.
D. Ask the person who places the orders if she has a record of what others have ordered in the past.
E. Order the most expensive binder because it has a brand name you recognize

The best answer is B.

Proactively seeking information to make an informed decision aligns with P&G’s focus on taking ownership and finding solutions.

Why other options are less ideal:

  • A: Ordering the cheapest might save a little initially, but risks getting low-quality binders that need replacing (wasteful). P&G promotes using the right resources for the job.
  • C: Asking colleagues is helpful, but might not address your specific needs and could delay your decision.
  • D: Checking past orders might not reflect the best current option.
  • E: Picking a name brand is unnecessary; focusing on features gets the best value.

PEAK Performance Leadership Sample Question

The Leadership questionnaire assesses skills essential for P&G employees, with a focus on your leadership potential. It asks about your past behaviors and performance to understand your drive, attitude, and both professional and interpersonal skills.

This type of test helps predict your success in future roles based on your demonstrated experience.

How at ease have you felt taking measures when the outcome is uncertain?

A. Far superior to others
B. Superior to others
C. On par with others
D. Not quite as competent as competitors
E. Significantly worse than others

Preferred answers:

Entry-level/ Team member: c, b

Manager/ experienced professional: a, b

This question assesses your decision-making skills and strategic thinking. The confidence to proceed forward with an eye on the relevant strategic goals even when immediate outcomes are uncertain is an important component of the P&G culture.

As an entry-level employee or a team member, it is advisable to mark at least an average level of this skill. As a manager, it is advisable to demonstrate a superior or far superior level of this skill.

PEAK Performance Motivation Sample Question

The Motivation Questionnaire explores what motivates you at work. You’ll rate various work aspects on a scale of 1 (not significant) to 3 (very significant), revealing your work preferences.

Have the authority to make decisions in the company

A. Not significant
B. Somewhat significant
C. Very significant

The preferred answer is C. Very significant

Why “Very Significant” Aligns with P&G Values:

  • Empowerment and Ownership: P&G emphasizes a culture of ownership. Employees who value making decisions feel more responsible and invested in their work, leading to better engagement and results.
  • Leadership Development: Decision-making is a crucial leadership skill. It fosters strategic thinking, and problem-solving, and builds confidence – all qualities P&G seeks in its workforce.
  • Innovation and Agility: Empowering employees to make decisions allows for quicker responses and adaptation to changing circumstances. It removes unnecessary bottlenecks and fosters an environment where fresh ideas can flourish.

Considerations for Other Options:

  • A. Not Significant: This suggests a more passive approach that might hinder your growth and limit your impact within the company.
  • B. Somewhat Significant: While some desire for autonomy is positive, “somewhat” may indicate a hesitancy to take ownership and embrace leadership opportunities.

PEAK Performance Personality Test Sample Question

Choose the answer that best describes you most of the time.

After I have said or done something hurtful to others, I can’t tolerate facing them again.

A. Strongly Disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly Agree

Preferred answer: B.

This statement is related to the quality of self-consciousness, which reflects how preoccupied you are with your behavior and how you are perceived by others.

A high score indicates high sensitivity to embarrassment and a tendency to behave defensively, which may negatively affect interpersonal interactions with colleagues, employers, or clients.

Therefore, it is advisable to get lower scores in this trait, which are associated with self-confidence and less related to shyness and shame.

Want to improve your ability to solve each of these question types? Take these realistic PEAK Performance practice tests with detailed explanations.

How to Ace the P&G PEAK Performance Assessment: The Key is Preparation

Passing the Procter & Gamble PEAK Performance Assessment requires more than just showing up. Here’s why preparation matters:

  • Understand the Questions: Practice helps you feel comfortable with the format, so you’re not caught off-guard during the real test.
  • Refine Your Answers: Prepping lets you carefully consider how your skills align with different P&G roles, leading to stronger answers.

Beware of Outdated “Solutions”

  • YouTube “answers” aren’t tailored to your role: Every P&G position needs specific skills. Generic answers won’t cut it.
  • Questions change often: Relying on old YouTube examples could lead you astray.

And this leads us to a better practice option, which will help you get ready for every question that’s being thrown at you:

The Best Way to Prepare for Your P&G PEAK Assessment

For the most accurate, up-to-date practice tailored to the PEAK Assessment, consider JobTestPrep’s P&G Assessment Practice. Here’s what sets it apart:

  • 24 Realistic Simulations: Get familiar with the actual test format and question styles.
  • In-depth Study Guides: Develop the right mindset and learn strategies for answering effectively.
  • Bonus Practice: Hone your personality and behavioral answers with additional resources.

Prepare with confidence using this realistic P&G Assessment Practice.

Or, check our in-depth review of this practice to see how it resembles the real assessment and what it includes inside.

Key Factors to Consider Before Taking the PEAK Assessment

To maximize your chances of success, carefully review these two areas before starting the assessment:

P&G PEAK Performance Factors & PVP Values

What they are: P&G’s PEAK Performance Factors outline the ideal employee’s traits. Here’s a list of these PEAK factors:

  • Lead with courage
  • Innovate for growth
  • Champion productivity
  • Execute with excellence
  • Bring out our best

The assessment is designed to measure your alignment with these.

Understand them deeply: Read the descriptions of each PEAK factor and P&G’s core values (PVP) thoroughly.

Why it matters: Knowing these lets you tailor your answers to demonstrate the qualities P&G is looking for.

The Specific Job Requirements

  • Carefully read the job description: What skills and responsibilities are emphasized? Is it an entry-level role or a leadership position?
  • Tailor your answers: Think about how your experiences and strengths match what the job demands. This shows you understand the role and are a good fit.

Understand the Hidden Deadline with the P&G PEAK Assessment

P&G doesn’t set an official deadline for completing the PEAK Assessment, which can be confusing. However, here’s the key point:

Delaying the test risks losing your spot. 

Positions fill quickly, and if you wait too long, your application may be closed.

Our Recommendation:

  • Aim to complete the assessment within 10 days of receiving the invitation. This gives you time to practice but also shows your eagerness for the position.

What if you don’t make it?

  • Application canceled: You can reapply to other roles and likely get another test invitation.
  • Failed assessment: You have a mandatory 12-month wait before retaking it.

In Summary:

While there’s no hard deadline, treat the assessment as urgent. Prepare thoroughly and complete it as soon as possible for the best chance of landing the role.

5 Tips to Ace the P&G PEAK Performance Assessment

Here are several tips to help you better understand what goes on “behind the scenes” on this assessment as well as how to beat it.

Understand “Right” and “Wrong” Answers

While all answers are technically valid, P&G looks for alignment with the specific role you’re applying for. Think about how your best qualities fit the job’s requirements.

Focus on Your Work Persona

Consider how you act professionally, not just your general personality. If your job requires leadership, you might naturally be more assertive at work than with friends.

Avoid Extremes

Phrases like “always” or “never” can be red flags. Show balance and adaptability by using slightly less extreme wording in your answers.

Think Critically About Each Scenario

Don’t just go with your gut feeling in “What would you do?” situations. Analyze the situation and choose the action that best demonstrates your skills and aligns with P&G’s values.

Maintain Consistency

Your assessment answers should support the skills and experiences highlighted in your resume and cover letter. This builds a cohesive picture of you as a candidate.

How Your P&G PEAK Assessment Prepares You for the Interview

Passing the PEAK Assessment is a huge step, but the process isn’t over! Next come the interviews, focusing on competency and behavioral questions.

  • What to Expect: You’ll discuss past experiences and how you’d handle potential work situations. Interviewers are assessing your alignment with P&G’s PEAK Performance Factors and PVP values.

The Connection: Assessment vs. Interview

Some interview questions will echo those on the PEAK Assessment (e.g., conflict resolution, handling challenging projects).

  • Key Takeaway: Aim for consistency between your assessment answers and how you present yourself in the interview. Drastic contradictions could raise concerns.

Why Consistency Matters

P&G wants to see that your strengths and values shine through consistently in different situations. Your interview performance should reinforce the positive picture you created on the assessment.

Which Positions at Procter and Gamble Require the PEAK Assessment Test?

Here’s a partial list of the positions that require you to take the PEAK Performance Assessment:

  • Business analyst
  • Brand manager
  • Brand camp
  • Supply chain
  • Driver
  • Data scientist
  • Data analyst
  • Marketing
  • Other managerial roles