Work sample test and structured interview for {role_name}

After shortlisting, assess candidates' skills with a work sample task, followed by an assessment and thorough evaluation.

How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

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Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

  • Title: Develop a Digital Marketing Strategy
  • Objective: To assess the candidate’s ability to create a comprehensive digital marketing strategy.
  • Requirements:
    • Develop a digital marketing strategy for a new product launch.
    • Include channels such as social media, email marketing, SEO, and PPC.
    • Define key performance indicators (KPIs) to measure success.
    • Provide a timeline and budget estimation.
  • Time Frame: 5 days

Questions based on home assignment : 

Recruitment Bullet

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: How would you allocate a $10,000 budget across various digital marketing channels for the product launch?
    • Expected Answer: The candidate should provide a detailed budget allocation with justifications for each channel based on expected ROI.
    • Sample Answer: "I would allocate $4,000 to Google Ads for search campaigns, $3,000 to Facebook Ads for targeted social media campaigns, $2,000 to influencer marketing, and $1,000 to email marketing. This allocation is based on past performance data and expected ROI from each channel."
  • Question: What KPIs would you track to measure the success of your digital marketing strategy?
    • Expected Answer: The candidate should mention relevant KPIs such as website traffic, conversion rate, cost per acquisition (CPA), and return on ad spend (ROAS).
    • Sample Answer: "I would track website traffic, conversion rate, CPA, and ROAS. Additionally, I would monitor the click-through rate (CTR) and engagement metrics on social media."
  • Question: How would you optimize an underperforming PPC campaign?
    • Expected Answer: The candidate should discuss analyzing the campaign data, identifying issues, and making adjustments to keywords, ad copy, targeting, and bid strategy.
    • Sample Answer: "First, I would analyze the campaign data to identify which aspects are underperforming. I would then adjust the keywords to improve relevance, update the ad copy to enhance engagement, refine the targeting to reach a more relevant audience, and optimize the bid strategy to improve cost efficiency."

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Tell me about a time when you had to manage a tight marketing budget. How did you prioritize your spending?
    • Expected Answer: The candidate should describe a specific situation, the actions they took, and the results they achieved.
    • Sample Answer: "In my previous role, I was given a $5,000 budget for a product launch. I prioritized spending on high-ROI channels like Google Ads and social media campaigns. I also negotiated with influencers for lower rates. The campaign resulted in a 20% increase in sales."
  • Question: Describe a situation where you had to adapt a marketing strategy due to unforeseen changes. How did you handle it?
    • Expected Answer: The candidate should demonstrate adaptability, problem-solving skills, and the ability to stay calm under pressure.
    • Sample Answer: "During a campaign, a key social media platform changed its algorithm, affecting our reach. I quickly shifted our focus to email marketing and Google Ads, which stabilized our engagement and resulted in a successful campaign."
  • Question: How do you handle disagreements with team members about the direction of a marketing campaign?
    • Expected Answer: The candidate should show effective communication skills, conflict resolution, and teamwork.
    • Sample Answer: "When disagreements arise, I listen to all perspectives and encourage open dialogue. I use data and past performance to support my suggestions and seek a consensus that aligns with our goals. This approach fosters collaboration and ensures we make informed decisions."

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Recruitment Bullet

Sample scorecard based on pre-defined criteria. Here’s an example:

Candidate Evaluation Table
Criteria Sample Question Rating (1-5) Comments
Technical Knowledge How would you allocate a $10,000 budget across various digital marketing channels?
Analytical Skills What KPIs would you track to measure the success of your digital marketing strategy?
Problem-Solving Ability How would you optimize an underperforming PPC campaign?
Budget Management Tell me about a time when you had to manage a tight marketing budget. How did you prioritize it?
Adaptability Describe a situation where you had to adapt a marketing strategy due to unforeseen changes.
Communication Skills How do you handle disagreements with team members about the direction of a marketing campaign?
Cultural Fit Overall alignment with company values and team dynamics

"Standardize interviews" – Use our customizable scorecard templates

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What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

Recruitment Bullet

How to communicate the decision to candidates

Sample offer letter for {role_name}

[Your Company Letterhead]
[Date]

[Candidate’s Name]
[Candidate’s Address]

Dear [Candidate’s Name],

We are pleased to offer you the position of Digital Marketing Manager at [Your Company Name]. We were impressed with your skills and experience, and we believe you will be a valuable addition to our team.

Position: Digital Marketing Manager
Start Date: [Start Date]
Salary: [Salary]
Benefits: [List of Benefits]

Please review the attached document outlining the terms and conditions of your employment. If you have any questions, feel free to contact us.

We look forward to welcoming you to our team.

Sincerely,
[Your Name]
[Your Title]
[Your Contact Information]

‍

Sample rejection letter for {role_name}

[Your Company Letterhead]
[Date]

[Candidate’s Name]
[Candidate’s Address]

Dear [Candidate’s Name],

We appreciate your interest in the Digital Marketing Manager position at [Your Company Name] and the time you invested in the interview process.

After careful consideration, we regret to inform you that we have chosen to move forward with another candidate who more closely matches our current needs and qualifications for this role.

We were impressed with your qualifications and experience, and we encourage you to apply for future openings that match your skills.

Thank you again for your interest in [Your Company Name]. We wish you all the best in your job search and future endeavors.

Sincerely,
[Your Name]
[Your Title]
[Your Contact Information]

‍

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary