Introduction Procter and Gamble (P&G) has evolved to become one of the world’s companies with market capitalization far greater than GDP of many countries of the world (Procter and Gamble, N.d). Today, the company serves consumers in more than 180 countries and this has presented the company with responsibility of being ethical corporate citizen. In addition, its opportunity is embedded in the organization’s purpose that articulate that the company will be at forefront in providing branded products and services that are designed in superiority, quality, and value for providing sustainable best customer satisfaction. As a result, the company expects that “consumers will reward us with leadership sales, profit and value creation, allowing our people, our shareholders and the communities in which we live and work to prosper” (Procter and Gamble, N.d). The report assessment will largely investigate P&G’s recruitment, selection, and induction management policy then make an evaluation of P&G policy before suggesting the necessary recommendations. Identify the recruitment, selection and induction processes and policies for the organization P&G utilizes a unique ‘Build from Within’ approach that has seen executive engagement in setting clear course for effective growing of leadership that has characterized P&G differently from other companies. The company values people, who form the vital asset and source of competitive advantage for the company. As a result, the company interprets its success to strength of talent stream that it builds from within, and manages through a unique process led by the company’s CEO and other senor leadership team. Throughout the hiring process, a prospective candidate undergoes a thorough assessment aimed at deriving the competences of the candidate. Moreover, the hiring process at the company has been guided by the company’s philosophy that, “we hire the person not the position” (Procter and Gamble n.d, par.5). P&G has favored a teamwork approach in their method of conducting their business. The company in an elaborative effort to receive applications from new hires has designed a free online interactive case-study game, which in most instances is carried out in classrooms, which in turn has evolved to become a centerpiece for the company’s recruitment efforts (Management, 2004). Generally, before students can participate in the game, they are required to fill out an online application form, and thereafter, the students become eligible to play the game, with the eventual winner presented with an opportunity to attend a job interview. The game is usually played in the classroom in an online chat room whereby P&G present a real product to the students and during the entire period of the game, the student and the company’s presenter in the chat room continue talking over marketing, pricing and production issues of the particular product (Management 2004). As the game continues, P&G employee monitors the results in the chat room for around one hour. Therefore, the site provides a personalized way of interaction which is absent in other recruitment sites. In terms of assessment, the company uses these particular online assessments to measure the vital skills and other critical accomplishments, which may not come out from the usual interviews. The asse