An interview is your chance to make a good impression on a potential employer and increase your chances of getting the job. By following these tips, you can make sure that you are prepared for your interview and give yourself the best chance of success.

• Do your research! 🤓

You'd be amazed at how many candidates turn up for their interview and get stuck on the very first question asked to them: "So, tell me what you know about our company?"

Before your interview, take some time to research the company you are interviewing with. This will show the interviewer that you are interested in the company and that you have taken the time to learn about them. You can find information about the company on its website, social media pages, and from news articles.

• Practice your answers to common interview questions 👏

There are a few common interview questions that you are likely to be asked. Practicing your answers to these questions ahead of time will help you to feel more confident and prepared during your interview. Some common interview questions include:

* Tell me about yourself.
* Why are you interested in this position?
* What are your strengths and weaknesses?
* What are your salary expectations?
* Why do you want to work at our company?
* Where do you want to be in 5 years?  

• Dress professionally 🕴️(goes without saying, right?)

First impressions really matter, so make sure to dress professionally for your interview. This doesn't mean that you have to wear a suit & tie (unless requested), but you should dress in a way that is appropriate for the company culture.

• Be on time (again, goes without saying!) ⏰

Punctuality is important, so make sure to arrive for your interview on time. If you are running late, call the interviewer as soon as possible to let them know.

• Be polite and respectful.

During your interview, be polite and respectful to the interviewer. Make eye contact, smile, and shake their hand firmly.

• Ask questions ❔

At the end of your interview, ask the interviewer some questions about the company and the position. This shows that you are interested in the job and that you have done your research.

• Follow up after your interview 

After your interview, send a thank-you note to the interviewer. This is a great way to reiterate your interest in the job and to thank the interviewer for their time.

By following these top tips, you can increase your chances of success in your next job interview.

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​When it comes to interviewing candidates for a marketing role, having the right questions to ask can be absolutely critical. It is important to assess the marketing experience, knowledge and skill set of any potential candidate in the most effective way to ensure that the successful candidate is the best match for the role they are applying for.

Asking the right questions can also help to ensure that the candidate has the right level of experience and knowledge to help make a successful contribution to your role and organisation.

This article will discuss five key questions to ask when interviewing marketing candidates and explain the importance of each.


Question 1: What experience do you have in marketing?

Asking a candidate what experience they have in marketing is an effective way to assess their general marketing knowledge and skill set.

When assessing a candidate's experience it is important to ask questions about their previous roles, the campaigns they have worked on, the results of those campaigns (in terms of KPI's / Metrics) and the strategies they have used. This can help provide a better understanding of their marketing experience and depth of knowledge.


Question 2: What strategies have you used to increase customer
engagement?

As customer engagement is an important element of marketing, it is important to ensure that any candidate applying for a marketing role is aware of the different strategies and techniques used to increase customer engagement.

By asking a candidate what strategies they have used to increase customer engagement it is possible to assess their knowledge of different strategies such as using social media (organic and paid), email marketing and content marketing.

In addition to understanding the different marketing strategies to increase customer engagement, it is important to assess the candidate's understanding of their effectiveness. This can be done by asking the candidate which strategies they have used and how successful they have been in terms of increasing customer engagement (again, what KPI's were they working to, or what metrics were they measuring?).


Question 3: How do you measure the success of a marketing campaign?

When assessing candidates it is important to understand how they measure the success of a marketing campaign. As marketing campaigns can often have different goals, such as increasing sales / revenues or brand awareness, it is important to assess the candidate's understanding of the different metrics used to measure the success of these campaigns.

In terms of metrics, it is important to understand what metrics the candidate is familiar with, such as website metrics or conversion rates. Asking questions about the different metrics they have used and how they have used them to measure the success of a marketing campaign is a good way to assess the candidate's understanding of metrics and how they can be used to measure the success of a campaign.


Question 4: How do you stay up-to-date on the latest marketing trends?

It is important to understand how a candidate stays up-to-date with the latest marketing trends. This is important as the marketing landscape can change very quickly, often necessitating new strategies, techniques and technologies in order to be successful. As such, understanding how a candidate keeps up-to-date with these changes is important in assessing their knowledge and capabilities.

When assessing a candidate's understanding of staying up-to-date, it is important to ask questions about the techniques they use to stay informed. This can include asking which websites or blogs they read or which conferences they attend to stay informed. This can provide a good indication of their commitment to staying up-to-date and employing the latest marketing techniques.


Question 5: What tactics have you employed to help build an effective marketing team?

When assessing a candidate for a senior marketing or marketing manager role (with man management involved), it is important to ask questions about their ability to lead a team. This includes understanding what techniques and strategies they have used in their previous roles in order to build an effective marketing team.

It is important to assess their understanding of how to effectively recruit, train, manage and performance measure marketers in a team in order to ensure that the team is successful.

In order to assess the candidate's understanding of how to build an effective team it is important to ask questions about their team recruitment process, their team management techniques, and any team training they have done. This can provide a good indication of their level of knowledge when it comes to leading a marketing team.


Conclusion

When interviewing marketing candidates, it is critical to ask the right questions in order to assess the candidate's experience, knowledge and skill set. This article has discussed five key questions to ask when interviewing marketing candidates and discussed their importance in assessing a candidate's suitability for a role.

Asking these questions can provide an excellent indication of a candidate's knowledge and capabilities when it comes to marketing, and as such can be invaluable in helping to make the right hiring decision.

Happy hiring!

You’ve found the ideal candidate with perfect qualifications, but do they have the right attitude?

Attitude is something we can’t see and yet tremendously influences the outcome of our decisions. When it comes to an interview, testing a candidate’s attitude is vital to find the best person for the job. In this post, we'll take a look at 10 essential questions you can use to determine a candidate’s attitude during the interview process.


Introduction

Attitude can be hard to gauge from a CV or cover letter, making it all the more important to ask the right questions to test a candidate’s attitude in an interview.

10 Essential Interview Questions to Test a Candidate’s Attitude

To better understand a candidate’s attitude, consider the following 10 questions to explore their experiences and mindset. The answers that the candidate will give can provide valuable insight into a candidate’s attitude and how they could potentially fit into the company.

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• Describe a time when you encountered a challenging situation and how you dealt with it.
  This question reveals a candidate’s problem-solving skills and how they think on their feet. Challenging situations arise in any job, and the way a candidate has handled difficult scenarios in their past job can give you insight into how they’ll respond in the future.

• What do you think makes a successful team?
  A person’s attitude towards teamwork is essential, especially for most jobs. A person’s answer to this question will tell you a lot about how they work with others, be it collaboration, leadership, communication, or problem-solving.

• Describe a time when you had to take the initiative and show leadership.
  This question can help you determine if a candidate is self-motivated and capable of leading and taking initiative. Leadership is a skill that’s essential for any role, so this question should be asked to get an idea of how a candidate handles a management or leadership function.

• What has been the most difficult decision you had to make in your career?
  Asking this question gives you an insight into a candidate’s ability to make tough decisions often required in a workplace. It can also show their attitude towards sticking with their decision and how they reflect on it in hindsight.

• What do you think it takes to be successful in this job?
  The answer to this question can give you an idea of how a candidate sees their role and what they need to do to excel in it. It will also provide insight into their attitude towards success and how they view their responsibilities.

• Describe a time when you had a conflict with a colleague or supervisor and how you handled it.
  Conflict is inevitable in any workplace. Asking this question allows you to get a clear idea of how a candidate sees themselves and how they interact with others in a professional setting. It can also help you understand how a candidate responds to criticism and handles difficult conversations.

• Tell me about a project that you are proud of.
  This question gives you a glimpse into a candidate’s attitude towards the work they do and the pride they take in their accomplishments. It can also help you understand their approach to problem-solving and the obstacles they faced to complete the project.

• Describe a time when you had to go above and beyond the call of duty.
  This question speaks to a candidate’s work ethic and whether they’re willing to go the extra mile to get the job done. It can also show their attitude when it comes to dedication and hard work, which may be indicative of their future performance on the job.

• How do you handle stress and pressure?
  No matter the job, there are going to be moments of stress and pressure. Asking this question allows you to see how a candidate handles these situations and how their attitude can help them cope with the demands of the job.

• What do you think are the most important qualities for someone in this role to have?
  Answering this question tells you how a candidate views the role, and what skills and qualities they think are important for success. Their attitude towards the role can help you determine whether they’re the right person for the job.

Conclusion

Asking these questions can be a great way to gauge a candidate’s attitude during the interview process. A person’s attitude can tell you a lot about their work ethic, how they interact with others, their problem-solving skills, and whether they’re the right fit for the job.

By asking the 10 essential questions outlined above, you can be sure you’re making the right decision when it comes to finding the best candidate.