Our recruiters share their top tips to help you on your career journey.
Our Talent Engagement teams specialise in sourcing high-calibre people to join us, opening doors to outstanding career opportunities. Hear their career advice as well as hints and tips for the different stages of our recruitment process.
Before you apply
“Be active on LinkedIn. Not everyone is actively searching for a job at every point in time, however having an active LinkedIn account cannot be overemphasized. Your next job might just be searching for you.” - Tolulope, Talent Engagement Manager
How to optimise your LinkedIn profile
- Perfect your professional photo - make sure it gets across your personality, but is also professional. Profiles with a photo get 21x more views and 36x more messages.
- Your headline (the text right under your name) - it is a fantastic opportunity to make a mission. statement that is impactful and concise.
- Ensure you're “Open to opportunities” - this allows recruiters and connections to see that you are proactively looking for your next role.
- About you section - make it bespoke to you and allow your personality to shine through. Keep it to 3 impactful sentences.
- Your profile is 27x more likely to be found by recruiters if you fill out all sections of your profile.
“Tell a story but keep it simple: have a direction, a plan and purpose in place, don’t make your CV too lengthy, focus on results and don’t get lost in the detail.” - Julia, Talent Engagement Manager
“Do your research and hit on the pain points of the company so that when the employer reads your resume they should say “that’s exactly what I need help with!” - Robin, Talent Engagement Manager
CV Top Tips
- You don't need to share all of your personal information on your CV; your name and contact number is fine.
- Your personal profile should change with every role you apply for. Make it specific to the job you're applying for.
- Some of your experience may not be relevant to the job you're applying for, so keep information to a minimum. Always think about your transferable skills.
- Show your star quality- create an achievement's section to showcase what you do well in your job, as well as what you do.
- What to include - what is your motivation for applying to this role? How do your skills transfer to the role profile of the job?
- Ensure your cover letter is set in letter formatting.
- Less is more - aim for around 1-2 pages.
“Take advantage of the practice questions before your interview. It will give you an idea of how the interview will work, how to move through the questions and most importantly it will give you more time to focus on bringing your character to life.” - Darren, Talent Engagement Specialist
“Easier said than done but relax. We want to get to know more about the real you so let your character shine through.” - Cara, Talent Engagement Manager
“No distractions. Make sure your equipment works and that you're in a quiet place where you won’t be disturbed so that your total focus is on the task in hand.” - Neil, Talent Engagement Manager
- Ensure everything works. We recommend using the app rather than the web browser, via desktop or other device.
- Be in an environment that sets you up for success. Think about a Zoom background if you’re in a distracting home environment.
“Take a deep dive look at the job description for each role you apply for – take your time to go through every line and really understand what relevant experience you have and also what things could be a challenge and position those as areas of learning/development.” - Caylee, Talent Engagement Manager
“We know that the unexpected can happen during virtual interviews. If your video interview happens to get interrupted by a family member or a pet, do not worry, we are all in the same situation.” - Farrah, Talent Engagement Manager
“Interview preparation builds confidence, transparency, and ambition. We want to hear your success stories and how you’ve overcome obstacles to win at the finish line. We are interested in your character and how you’ll leverage your functional and leadership expertise over the course of your career at Diageo.” - Vanessa, Talent Engagement Manager
“If the office that you’re applying to is temporarily closed, use your virtual interview to find out as much as possible on the office environment and culture to help you make an informed decision as to whether we are the right company for you.”- Eileen, Talent Engagement Manager
- Character is everything at Diageo. We want to know what makes you bespoke and individual.
- Use the STAR Method: Situation, Task, Action, Result.
- Have a library of examples ready to illustrate your answer.
- Prepare your questions for the interviewer. You need to ensure that this is the right role for you.
- If you need an interview question rephrased, don't be afraid to ask!
“Assessment centres can be seen as stressful and challenging, but just ensure that you're well-prepared. Make sure you are fully aware of your strengths at the very beginning; it is not only about showing your best as an individual but also a snapshot of how you play your role in a team.” - Karlie, Talent Engagement Specialist
“At Diageo, character is everything, everyone is valued for their unique ways of thinking and working. So, on the day make sure to be yourself and showcase your character to our assessors. It is your first step to making history and unleashing your potential to produce something extraordinary at Diageo” - Aimee, Talent Engagement Manager
“If your assessment centre is virtual, remember to be in an isolated place with as little noise as possible and where you have no distraction. How you interact with the other candidates is particularly important - allow everyone to bring their opinion to the table.” - Juan, Strategic Sourcing Manager
- Our Assessment Centres are increasingly likely to be virtual so we recommend you know and understand how the technology works. How to mute and unmute etc.
- Be aware of the device you are using (For example, on your phone if you get a call your camera may switch off).
- Be in a quiet space where you can give the day your full attention, let others in the house know that this is important to you and for them to give you space.
- Really understand why you want this role and what your vision is for it.
- Get involved, don’t hang back and be a positive presence in the room.
“Virtual onboarding may sound complicated but there are steps that can make it easier. Work with your new manager to understand who the key people are that you need to meet and set up informal 1:1 sessions with them to help begin building relationships.” - Claudia, Talent Engagement Manager
- Be organised - make sure you complete the onboarding tasks that we ask of you quickly. Everything slows down if this doesn’t happen and can mean your start date has to move back.
- If you are not sure then ask. We are here to help, and no question is a stupid question.