At Guinness we want to make sure that we recruit the very best people with the skills and attitude we need, both now and in the future. Our selection process is designed to make sure that you have the very best opportunity to demonstate your skills and experiences for the role you have chosen, and typically we will ask you attend an interview so that we can explore your experience, what you have done previously, and most importantly, how you deliver – your style, approach and behaviours.
In order to give our candidates the chance to display their competencies and abilities we offer different methods alongside the interview, some of which are detailed below. In some cases we will combine a number of them and run assessment centres that will usually last for half a day.
Ability tests look at the extent to which you are able to carry out various aspects of a job; for example, your verbal reasoning and numerical reasoning abilities.
Personality Questionnaires look at behavioural preferences, that is, how you like to work. They are not concerned with your abilities, but how you see yourself in terms of your personality; for example, the way you relate to others, and how you deal with feelings and emotions.
There are no rights or wrongs in behavioural style, although some behaviours may be more or less appropriate to certain situations.
These exercises are designed to simulate a particular task or scenario needed for the target job.
- Group Exercises will involve you working with other candidates to achieve a task and will help you display your team working style.
- Presentations that are sometimes prepared before the day of the assessment or even on the day, aim to explore not only your presentation skills but also your experience and knowledge in a specialised area.
- Role Plays will give you the chance to show us how you deal with various situations that you will come across if you were successful in securing the role of your choice.