You can invest millions into your EVP and Brand but if you r candidate experience is non-existing - you won't be able to attract the right talent. I spoke to a recruiter over emails, we agreed to speak and then he was all over the place about scheduling that timeslot that came across super unprofessional. Then I joined a link (the only one I got sent) and was in the lobby for 5 minutes of our interview, waiting for him to join. Only to get an email from him asking where I was - turns out he was on some other call link and was annoyed that I joined late (totally not my fault, I joined conference call I got sent). The "interview" was rushed and he hasn't told me about the next steps or when I will be hearing back from him. Followed up a few days later - no response. Followed up with him a week and a bit later - no response. So - before you invest time in interviewing with this organisation, be aware that 1) I am not the first candidate that was left in the dark (read the below reviews about the same role) 2) if this is their candidate experience at the start of the process - I wonder how their final steps/offer and onboarding is. So recommendation to Diageo - if you are asking candidates to make time to speak to your recruiters, please train these recruiters on the importance of this candidate touchpoint.