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Diageo is the world’s leading premium drinks business, trading in approximately 180 countries. The selection process involves psychometric testing fairly early on in the initial assessment stage. Assessing candidates’ numerical and verbal ability ensures that Diageo maintain a workforce well suited to their job roles. This stage of the process typically requires successful completion of a verbal reasoning and numerical reasoning test, which are accessed online. At the assessment centre stage, different exercises are adopted depending on the job role and all candidates are informed in advance as to which tests or exercises they will be required to complete.

Diageo use (CEB) SHL for their tests. The function of these tests is to screen out candidates without adequate numerical and verbal ability, as required for employment roles in this area. This ensures that only those suited to a career with Diageo progress to the next stage of the selection process.

The Diageo Process

The Diageo selection process is made up of four stages:

  • Application: Applicants will be required to complete and online application, providing their contact details, education and work experience. An up-to-date CV will also need to be uploaded, along with a cover letter outlining the business area interested in, type of programme and preferable location.
  • Online Assessment: Suitable candidates will then be invited to undertake one or more psychometric tests online; which include Numerical and Verbal Reasoning. The tests used are published by (CEB) SHL and have strict time limits, so practice tests are recommended for optimum performance. This stage is largely to ensure that the candidates who progress further, meet the entry requirements for the selected job role.
  • Telephone Interview: Candidates successful during the online stages then undertake a telephone interview. The telephone interview consists of competency based questions and should last approximately 45 minutes. Diageo aim to inform candidates whether they have been successful at this stage within 1-2 weeks of completing their telephone interview.
  • Assessment Centre: The next stage is at an assessment centre, in which candidates will complete the following: a role play exercise, a presentation, a group exercise and a competency based interview; this is to gauge the candidate‚Äôs ability and understanding of what the job will entail. The assessment centre tends to last for approximately half a day and candidates are provided with all information necessary to complete the tasks on the day. Successful applicants at this stage will be given an offer of employment, or a place on one of the Graduate Schemes.
    • *Candidates wishing to work in the U.S.A must be aged 21 or over upon beginning their role and have unrestricted work authorisation.

    Diageo Verbal Test

    In these tests, candidates are provided with a passage of written information, sometimes workplace related, and asked to analyse and draw logical inferences from that written information. The questions will be multiple choice with the answer options being: true; false; cannot say. The key here is to answer the questions based on purely the information contained within the passage (ignore any prior knowledge you may have). Think literally and go only on what you have been told in the passage.

    Diageo Numerical Test

    In these tests, numerical data is provided to a candidate, usually in the form of graphs, tables, statistics and financial data. To answer these questions, candidates must analyse this data and make a logical conclusion from it, allowing them to select the correct answer. Typical numerical skills which are tested include addition/subtraction, multiplication/division, ratios, fractions and percentages. These tests require the use of a calculator.

    Diageo Assessment Centre

    The Diageo assessment day can consist of different exercises depending on whether an employment position or a place on one of the graduate schemes has been applied for, but generally the graduate schemes require candidates to complete a role play exercise, presentations and group exercises. All candidates will be given a chance to ask questions and learn more about the position once the assessment exercises have ended.

AssessmentDay AssessmentDay has insider tips and helpful advice for taking psychometric tests and assessments. Our psychometric test experts are here to help candidates.
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