Loading content…
Loading content…
PEAK explores your experience, working style and values. Common formats include rating statements, choosing which of two approaches is more like you, and workplace scenarios. Each round draws 10 statements, 5 pairs and 3 scenarios at random from a bank of 88 original items. These are not official questions and there is no “correct personality”. Official overview
Answer from real experience instead of guessing what an employer wants. Inconsistent answers stand out more than imperfect ones. This page does not save personal responses or calculate hiring probabilities.
Drawing questions…
P&G describes the PEAK Performance Assessment as an untimed online questionnaire about your background, experience, interests and work-related attitudes, compared against P&G competencies. P&G says most applicants take about 20 minutes. It is usually the first online step after you apply.
There are no right answers to memorise. What helps is knowing the question formats in advance, so that you answer from real examples instead of reacting to an unfamiliar layout.
Answer honestly and consistently, and tie each answer to something you have actually done. Similar ideas come back in different wording, and contradictory answers stand out more than any single strong or weak answer. The practice here draws statements at random and flags pairs where your answers point in different directions.
P&G says you can take as much time as you need, and that most applicants finish in about 20 minutes.
It is used to compare your answers with the competencies P&G looks for, so some applicants do not progress after it. It is not a knowledge test, and trying to guess an ideal profile usually produces inconsistent answers.
Practise the format, not the answers. Knowing what rating, forced-choice and scenario questions look like lets you spend your attention on giving accurate answers.