At nexus-security, we understand the challenge of finding the perfect candidate for a position, especially during periods of rapid growth and multiple ongoing interviews. Our marketing team is currently hiring, and we’ve had the opportunity to receive valuable interview training from our talented recruiter, Michelle Cataldo, and our exceptional HR manager, Hillary Reilly. We’re excited to share these insights with you.

This article will delve into the essential marketing interview questions you should ask every candidate during an interview. If you’re the one applying for the marketing role, be prepared to provide compelling answers!

Behavioral Interviewing in Marketing

While hard skills are teachable, soft skills are more ingrained. Behavioral interviewing operates on the principle that past behavior predicts future performance. This technique aims to build a profile for each candidate, facilitating comparisons when making a hiring decision. Avoid yes-or-no questions! Encourage detailed responses by asking open-ended questions.

Pro Tip:

Michelle, our recruiter, suggests creating a standardized list of interview questions that assess behavioral qualifications and dividing it among the interviewers. Each interviewer can then focus on a specific subset (e.g., List A, List B), ensuring comprehensive coverage and consistency during team discussions.

Assessing Background and Experience

Begin the interview by easing the candidate into a conversational flow with a general background question. “Walk me through your career journey so far.”

Ensure the right candidate arrives for the interview…avoid a “Good Will Hunting” situation. Allow the candidate to guide the conversation. Pay close attention to their resume highlights, as these often indicate significant career points. Follow up with more specific inquiries, such as: “What is the most significant responsibility in your current or previous role?” Subsequent questions should gauge the candidate’s drive and motivation. Every marketing leader seeks passionate individuals. Try to determine their level of enthusiasm and initiative. “How has your current role evolved since you started?” This question reveals professional growth. Did they pursue learning opportunities and demonstrate increased experience and skills? Finally, address the elephant in the room. “What motivates you to seek a new opportunity?” This question uncovers both weaknesses and aspirations. Be mindful of red flags like negativity towards previous employers.

Role-Specific Questions

Before delving into specific qualifications, ensure a shared understanding of the role. Clarify any confusion the candidate might have. “What do you know about this position? What prompted you to apply here?”

Perhaps pictures of your cool office on VentureFizz caught their eye… Success metrics vary across marketing roles and teams. Some focus on hitting traffic targets or flawless execution, others on work quality, and some on quarterly goals. Assess how the candidate ensures they’re meeting expectations. “How do you measure the quality of your work? What steps do you take to ensure the desired quality is consistently achieved?” Use this opportunity to discuss essential tools. Inquire about their familiarity with analytics tools like Google Analytics and the marketing metrics they prioritize (e.g., CPC, CPA, CTR, CTO, CVR). “What are the most important skills you’ve acquired that would be directly applicable to this position?” If the role involves team management, address leadership skills: “What is your biggest personal challenge or limitation when supervising others? Can you provide an example of overcoming a limitation and resolving a problem?” This is where things can get specific. For example, graphic design and content writing require different technical skills. Let’s explore role-specific questions.

Content/SEO Marketing Roles

Content and SEO are intertwined, as optimizing content pre-publication is more effective. Ensure the candidate is not only a skilled writer (strong voice, attention to detail, grammar proficiency, published work) but also a savvy marketer. “How did you drive traffic growth in your previous role?” Encourage them to share concrete numbers.

Via Salesforce “What content promotion strategies did you employ?” Emphasize the importance of content promotion beyond writing. A top candidate understands how ranking on SERPs and leveraging channels like email and social media are crucial. “What recent piece of content resonated most with you?” A passionate content marketer should easily discuss a recent favorite project. Our content marketing manager, Elisa, always asks about blogs candidates follow to stay current with marketing trends.

Email Marketing Roles

Like most marketing roles, email marketing demands a blend of hard and soft skills. Look for management skills, attention to detail, and analytical thinking. “Tell me about a time you managed an email campaign from start to finish.” Assess their understanding of key concepts: subject lines, creative, CTAs, A/B testing, and list management. “Which tools do you use to analyze email campaign success?”

Lead/Demand Generation Marketing Roles

Consider these roles the “test-takers” of the marketing team. They must be adaptable, metrics-driven, and adept at balancing quality and quantity. “What marketing channels are you experienced with?” “Which channels were most effective in your last role, and why?” Bridge the gap between B2B and B2C experiences, ensuring adaptability. “How did you measure lead quality?” “Describe a goal you had to achieve, the metrics you used, and your strategy. Did you succeed?”

Social Media Marketing Roles

These interviews can be the most enjoyable! Candidates should be quick-witted, engaging, and adaptable. “What social media platforms are you experienced with?” B2C e-commerce marketers should be familiar with Instagram, Pinterest, and Facebook. B2B depends on the target audience, but Facebook, Twitter, and LinkedIn are generally essential. Expertise in less common platforms (e.g., Inbound, Reddit) is a plus. “Which platforms were most effective for your business, and why?” Go beyond their words. Review their past account management, noting activity, audience growth, and handling of customer service and promotion. “Social media is both a marketing and customer service tool. Describe a time you successfully combined both.”

Marketing Analyst Roles

For analyst roles, explore their versatility. “What analytics platforms are you familiar with?” The team might need support across various areas: website traffic, email performance, paid search, and social conversions. “Have you ever reconciled conflicting or misleading metrics from different platforms?” Platform proficiency is teachable, but the ability to communicate success or failure effectively is more nuanced. “Tell me about a time a recommended action proved incorrect.”

Team Dynamics

This is crucial. Skills can be learned, but team fit is paramount. Involve relevant team members in the interview process. For management roles, include potential subordinates. For lower-level positions, include potential peers.

Start from the top: “What management style do you thrive under?” Do they prefer autonomy or close guidance? Marketing blends creativity and structure, which can sometimes clash. Ensure the candidate maintains professionalism, composure, and diplomacy. “Describe working with highly creative individuals. What was your working dynamic?” Gain insight into their communication style. Or, similarly: “Tell me about a significant conflict with a coworker or manager. How did you handle it? What was the outcome?”

Our communal workspaces foster a “Winning Together” mentality!

Company Culture Fit

At nexus-security, we celebrate individuals who embody our core values, with “Winning Together” being paramount. This question is vital: “How have you fostered positive team spirit in a new group?” This is a good opportunity to discuss the company structure beyond marketing, including teams and collaboration towards goals. With countless tech startups offering perks that promote a “work hard, play hard” culture, it’s insightful to understand what motivates the candidate. Do they value bonuses, summer Fridays, unlimited vacation, or seeing their team succeed? “What motivates you?” Next, ensure a cultural fit within the close-knit and collaborative marketing team. A bad apple can spoil the bunch. Do they thrive in silence or an open workspace? Do they prefer phone, email, or face-to-face communication? “Describe your ideal work environment.” The best candidates are inquisitive about company culture—after all, we spend much of our lives with colleagues!

Our fantastic Customer Success team!

Bonus: Interview No-Nos and Desirable Responses

Our training emphasized absolute interview don’ts:

• Race or Skin Color
• National Origin
• Religion or Creed
• Sex, Marital Status
• Children
• Age
• Disability
• Address
• Place of Birth
• Citizenship
• Criminal Record
• Height and Weight
• Personal Finances/Debt
• Political Affiliations
• Military Experience Avoid starting with, “You have a Midwestern accent. Are you from Minnesota? How tall are you? I hear Midwesterners are quite tall.” You get the point.

When asking these situational questions, keep in mind: What competencies are non-trainable? How much time can you dedicate to training? How strong and believable are their behavioral examples? Our VP of Marketing, Laura Taylor, appreciates candidates who ask, “Did I answer your question?” to ensure clarity. Our nurture marketing specialist, Michelle Grupinski, wants to know about their proudest project. Finally, take notes! Analyze their stories. Do they use “we” or “I” when discussing accomplishments? Trust your instincts while remaining reasonable and unbiased. What qualities do you prioritize in marketing candidates? Share your go-to interview questions! We’re hiring! Explore open positions here.