Tài liệu WHY TESTS ARE A CRUCIAL PART OF P&G''''S SELECTION PROCESS docx

Resource/Why_Test.doc 15-10-09
WHY TESTS ARE A CRUCIAL PART OF P&G'S SELECTION PROCESS


Procter & Gamble's approach to employee selection is based on the fact that people are our
most important asset, and we are committed to employ the best people we can find. Our
selection criteria are particularly demanding because we are committed to build our
organization from within, and to hire people who will be effective in a variety of
assignments over an entire career. Our goal in selection is to produce a thorough,
objective assessment of each candidate's abilities in the factors important for success at
P&G.

Research shows that a combination of interviews and testing will produce a more
accurate, thorough assessment of a person's abilities than interviewing alone.

Data to support this point are abundant. The U.S. Federal Government has concluded this
in numerous studies since World War I; virtually all major human resource consultants and
literature support this point; many U.S. court cases have validated this point. Procter &
Gamble has done dozens of studies which show that tests plus several interviews are the
optimum system of predicting long-term job success. P&G has used testing in
management selection for over 60 years, and we have evidence that this has contributed to
a superior workforce, which is a key competitive advantage.

Following are the key reasons that testing is particularly effective:

1. Tests objectively focus on factors that count. Tests are designed to measure
specific factors which have proved to be essential for job success, using
measurement scales which focus on those factors.The questions are asked the same
way each time, and each person has the same possible answers from which to
select. This gives every applicant a fair, unbiased opportunity to demonstrate their
capabilities, and extraneous and irrelevant data about the person cannot influence

the assessment. In addition, answers result in test scores which are objectively
calibrated relative to the on-job performance of hundreds of employees.

2.
Tests measure factors that are less readily observable in an interview. For
example, applicants easily demonstrate oral communication skills during
interviews, but it is much more difficult to demonstrate problem solving skills.

3.
Tests are comprehensive and efficient. The Problem Solving Test uses 50
questions to judge problem solving ability. The Personal Data Form has 39
additional questions relating to leadership, initiative and problem solving. It would
take hours of interviewing to collect the data that these tests obtain.

In summary, the Current Best Approach for
selecting people who have the highest
likelihood of a successful career with P&G is a combination of comprehensive interviews
(experience shows at least three) and the
full use of the P&G tests that have been validated
for that type of work.
R. P. Braun
Manager, Personnel Research

(RPB511:kgc 12/1/92 Revised 1/19/94)