Our recruitment process is geared up to inspire you to play your part in our shared purpose: to connect more people with great stories and ideas. Our recruitment team are here to ensure you have a robust, inclusive process in which you can perform at your best.
Here are some tips, tricks, and resources to help you get the most out of each stage.
You’ll find all of our roles here, on our careers site. We usually ask for a CV and a cover letter but for some roles may also ask for a portfolio or for you to answer a relevant question in your cover letter. Once submitted, you will get an automated confirmation email. Below are some FAQs including tips and tricks for the initial application stage of our process.
Please don’t include an image of yourself as part of the CV. We assess all CVs irrespective of any demographic information about the candidate so there’s no need to include your photo!
There is no one-size-fits-all approach to structuring a CV! Usually, people include any key information about yourself, the most relevant skills you have and a history of your education, extra-curricular or work experience from most to least recent.
As long as you’ve used your CV to tell us about your key experience, and mention the skills or requirements most relevant to the specific job description, that’s great!
Our partner, Creative Access, have resources on their page here.
For our entry-level roles, we don’t expect you to have a degree or to have worked in publishing before. When we’re looking for specific skills (e.g., time management or creativity) please feel free to outline any relevant examples (from an extra-curricular sport or school for example).
Using the same CV for multiple roles is completely fine. If you have lots of skills or experience however, you may want to think about how to use the most relevant pieces of information for the role you’re applying to.
We advise you to keep your CV to one or two pages, maximum. If you’ve been asked to answer a specific question in your cover letter, it’s okay if it’s slightly longer than usual.
Throughout the recruitment process, we encourage you to discuss any reasonable adjustments you may have to ensure you can show up as your best self.
Please feel free to share any helpful information in the application form, so that we can take into consideration or help you discuss any reasonable adjustments.
We will treat your requests with confidence and will only share information with the hiring manager(s) if we need to let them know about any adjustments (for example, if you require rest breaks during the interview).
We’ll only share the information about your adjustment, rather than your condition itself, unless you ask us to.
There is no one-size-fits-all approach to structuring a cover letter! Some people choose to begin with their most recent experience, and others choose to group their experience by the skills they developed. The easier you can make it for the recruiter to understand, the better.
As long as you’ve used your cover letter to tell us about your interest in the specific role, and speak to the skills or requirements we’ve outlined on the job description, that’s great!
For our entry-level roles, we don’t expect you to have a degree or to have worked in publishing before. When we’re looking for specific skills (e.g., time management or creativity) please feel free to write about any relevant examples (from an extra-curricular sport or school for example). We’d also advise you to write about your interest in the specific role.
We strongly advise you to tailor your cover letter for the role and team you’re applying to! You’ll be in the best position if you can tell us why you’re interested and would be great for the specific role and team you’re applying to. Every role here counts and we all work together to achieve our company mission, but each role, team, and department can operate in very different ways.
Out of all the roles at Penguin, why this one? Is it because of the type of tasks, the skills required, or the genre of books you’d be working on?
It’s natural that you’d end up referencing the same skills or experience you have, but we advise you to keep linking it back to the role you’re applying to.
We advise you to keep your cover letter to one or two pages, maximum. If you’ve been asked to answer a specific question in your cover letter, it’s okay if it’s slightly longer than usual.
Throughout the recruitment process, we encourage you to discuss any reasonable adjustments you may have to ensure you can show up as your best self.
Please feel free to share any helpful information in the application form, so that we can take into consideration or help you discuss any reasonable adjustments.
We will treat your requests with confidence and will only share information with the hiring manager(s) if we need to let them know about any adjustments (for example, if you require rest breaks during the interview).
We’ll only share the information about your adjustment, rather than your condition itself, unless you ask us to.
We do not expect any candidate to know the name of the recruitment contact or hiring manager. All applications can be addressed to ‘the hiring team’.
We then review your application based on the criteria that is outlined within the job advert. You may be asked to complete a short video task on the HireVue platform so that we can hear more about your interests or experience. Below are some FAQs including tips and tricks for the selection stage of our process.
Yes of course! However, if you do have access to a laptop or desktop, we found that the platform is easier to navigate.
No – you are welcome to finish your answer early if you have said everything you wanted. However, we would really recommend utilising the full prep time. Maybe have a notepad and pen to make rough notes in the prep time, so you feel prepared when answering afterwards.
Sometimes these things happen. If there are any distractions, please don’t panic – just take a moment to refocus yourself on the question. We recommend telling any housemates or family that you’re planning to begin, and reducing any distractions from the area you’re filming in. You’re also allowed to just pause and take a moment for yourself to think on camera.
There will be a mixture of ‘get to know you’ questions and competency-based questions (where we’re looking for specific skills on the job ad) – we recommend using the STAR method to help you answer fully!
The questions asked are usually a combination of questions to get to know you and some that look for specific skills we’ve outlined on the job description. We recommend using the Situation, Task, Action, Response (STAR) method to help you answer fully:
S- outline the situation you were in
T- summarise the task you needed to carry out
A- summarise the actions that you took in that situation
R- summarise the result that was achieved or reflect on how the result could have been better
No, it only starts when you start the questions – use this prep time to familiarise yourself with the platform and complete the practice questions first.
We believe that the HireVue platform creates a faster and fairer recruitment process. HireVue is a convenient and fast first step in our recruitment process that involves person-to-person interviews with finalists later on.
It allows people to complete this stage of the process at a time and location that suits them, often from the comfort of their own home. Seeing candidates on video also helps us to get to know you better.
Throughout the recruitment process, we encourage you to discuss any reasonable adjustments you may have to ensure you can show up as your best self. Previous candidates have been supported with questions in advance and extra time for example.
Please feel free to share any helpful information with your recruitment contact who will help you discuss any reasonable adjustments.
We will treat your requests with confidence and will only share information with the hiring manager(s) if we need to let them know about any adjustments (for example, if you require rest breaks during the interview).
We’ll only share the information about your adjustment, rather than your condition itself, unless you ask us to.
The hiring team will be able to see any of the background on your screen, but this will not impact the outcome of your application at all. We only advise that you’ve chosen a space that is comfortable for you, and that is ideally well-lit with a good internet connection so that you can do your best interview.
We don’t have a dress code for any of our interviews. Please wear whatever is comfortable and feels most appropriate for you.
Please let your recruitment contact know about anything that would stop you from completing the video task and we will explore other arrangements for you. We also recommend looking into your local library, who often offer interview support via free laptop loans and meeting room bookings.
We recommend that you do a bit of research around our careers site and the job description so that you feel more comfortable with what it’s like to work here and what we’re looking for. You could also practise answering some timed questions about the key skills linked to the job description so that you get used to answering in this way.
Unfortunately, due to the volume of applications we receive, we are unable to provide personalised feedback for the HireVue stage, but do provide feedback at the finalist interview one to one stage.
In the first instance, please email the recruitment contact who has sent you the HireVue invitation link as they will be the most familiar with the role you’re applying to. As a back up, you can contact our inbox at [email protected]
Your recruitment partner will clarify whether your interviews are either virtual or face-to-face. Each role has between two to three interview stages with your hiring manager and some of the key stakeholders you’d be working with. For some roles you may be asked to complete a task as part of the process so you can show us your skills! Below are some FAQs including tips and tricks for the person-to-person application stage of our process.
Yes of course! However, if you do have access to a laptop or desktop, you might find it easier to navigate the Microsoft Teams platform. It’s entirely up to you.
Sometimes these things happen. If there are any distractions, please don’t panic – just take a moment to refocus yourself on the question. We recommend telling any housemates or family that you’re planning to begin, and reducing any distractions from the area you’re calling in. You’re also allowed to just pause and take a moment for yourself to think on camera.
There will be a mixture of ‘get to know you’ questions and competency-based questions (where we’re looking for specific skills on the job ad) – we recommend using the STAR method to help you answer fully!
The questions asked are usually a combination of questions to get to know you and some that look for specific skills we’ve outlined on the job description. We recommend using the Situation, Task, Action, Response (STAR) method to help you answer fully:
S- outline the situation you were in
T- summarise the task you needed to carry out
A- summarise the actions that you took in that situation
R- summarise the result that was achieved or reflect on how the result could have been better
If you’ve been asked to prepare a task, we may ask you to explain your process for completing the task, and any clarifying questions about your work.
Please let your recruitment contact know at your earliest convenience. They will do their best to rearrange the interview wherever possible.
We use a mix of interview formats, with some in-person and some online. Your recruitment contact will discuss the format. If you have any restrictions on how you can take the interview, please do let them know at your earliest convenience.
Throughout the recruitment process, we encourage you to discuss any reasonable adjustments you may have to ensure you can show up as your best self. Previous candidates have been supported with questions in advance, video transcripts, closed captioning, and extra time for example. Any assistance dogs are welcome too.
Please feel free to share any helpful information with your recruitment contact who will help you discuss any reasonable adjustments.
We will treat your requests with confidence and will only share information with the hiring manager(s) if we need to let them know about any adjustments (for example, if you require rest breaks during the interview). We’ll only share the information about your adjustment, rather than your condition itself unless you ask us to.
For more general information on building accessibility can be found on each location page, or by contacting your recruiter.
The hiring team will be able to see any of the background on your screen, but this will not impact the outcome of your application at all. We only advise that you’ve chosen a space that is comfortable for you, and that is ideally well-lit with a good internet connection so that you can do your best interview.
At Penguin, we do not have a company-wide dress-code policy for colleagues or interviews.
Colleagues are encouraged to wear whatever they feel is most appropriate and comfortable for them. As you can see from the colleague photography on this site, most of our colleagues come to the offices in casual clothing (including jeans and trainers), or smart-casual where necessary.
Our warehouse colleagues are required to wear the relevant protective clothing e.g., closed-toe shoes and high-visibility jackets, which are issued on-site for all new joiners.
We welcome any religious and cultural dress and jewellery, all hairstyles, and forms of gender identity and expression. If you have any questions about this, please speak to your recruitment contact.
Please let your recruitment contact know about anything that would stop you from completing the video task and we will explore other arrangements for you. We also recommend looking into your local library, who often offer interview support via free laptop loans and meeting room bookings.
We recommend that you do a bit of research around our careers site and the job description so that you feel more comfortable with what it’s like to work here and what we’re looking for. You could also practice answering some questions about the key skills linked to the job description so that you get used to answering in this way.
If you want to ask any clarifying questions or thank your interviewer, that’s okay, although we wouldn’t say this is necessary to secure a role with us!
Our interviews are competency-based, meaning we ask you about relevant skills that are required for the role, but that doesn’t mean they have to be super formal! We want everybody who interviews with us to feel comfortable and able to present themselves in the best way they can.
Our interviewers are not looking to catch you out, so remember to treat it as a conversation, not a test. We understand that interviews can feel daunting, and will do what we can to make this an enjoyable experience!
We will give feedback to all finalist candidates who attend a one to one interview with us. This is usually via email or phone with your recruitment contact or hiring manager.
If you feel stuck on an answer to a question, stay calm where possible. You’re welcome to take a moment to think, ask any clarifying questions, or for the interviewer to repeat what they’ve asked. If you can’t answer after the above, it’s okay to say so and ask to move onto the next question.
We’re looking to get to know you better, why you’re interested in the role, and understand how suitable your experiences or skills would be for the role you’re interviewing for.
In the first instance, please email the recruitment contact who has sent you the interview invitation link as they will be the most familiar with the role you’re applying to. As a back up, you can contact our inbox at [email protected]
For more information on the specific stages of our recruitment process, and accessibility information, please see the ‘How we hire’ page.
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