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)

Recruitment Bullet

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

  • Title: Social Media Campaign Plan
  • Objective: Create a comprehensive social media campaign plan to promote a new product launch.
  • Requirements:
    • Develop a campaign strategy outlining goals, target audience, platforms, and key messages.
    • Create a content calendar for one month, including post ideas and formats.
    • Suggest metrics to measure the campaign's success.
    • Include a budget estimate for the campaign.
  • 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: Explain your strategy for identifying the target audience for the social media campaign.
    • Expected Answer: The candidate should discuss using market research, analyzing existing customer data, and creating buyer personas.
    • Sample Answer: "I would start by analyzing existing customer data to identify key demographics, interests, and behaviors. I would also conduct market research to understand trends and preferences in the industry. Using this information, I would create detailed buyer personas to target the campaign effectively."
  • Question: What metrics would you track to measure the success of the social media campaign?
    • Expected Answer: The candidate should mention metrics like engagement rate, click-through rate, conversion rate, and ROI.
    • Sample Answer: "I would track metrics such as engagement rate (likes, comments, shares), click-through rate (CTR), conversion rate, and return on investment (ROI). These metrics will help assess how well the campaign resonates with the audience and its impact on sales."
  • Question: How would you adjust the campaign if it’s not meeting its goals?
    • Expected Answer: The candidate should discuss analyzing performance data, identifying areas of improvement, and making strategic adjustments.
    • Sample Answer: "First, I would review the campaign’s performance data to identify any underperforming areas. I would analyze which posts or strategies are not working and adjust the content, targeting, or budget allocation as needed. Continuous monitoring and tweaking are crucial to achieving the campaign’s goals."

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Describe a time when you had to adapt to a significant change in a marketing project.
    • Expected Answer: The candidate should provide a specific example, explain the situation, how they adapted, and the outcome.
    • Sample Answer: "In a previous role, we had to pivot our campaign strategy midway due to changes in the product’s features. I quickly adjusted the campaign to focus on the new features, communicated the changes to the team, and revised our content calendar. This flexibility led to a successful relaunch with positive feedback from our audience."
  • Question: How do you prioritize tasks when working on multiple marketing projects?
    • Expected Answer: The candidate should discuss using project management tools, setting deadlines, and communicating with the team.
    • Sample Answer: "I use project management tools like Trello or Asana to organize and prioritize tasks. I set clear deadlines and break projects into manageable steps. Regular communication with the team ensures that everyone is aligned and that we address any issues promptly."
  • Question: Tell me about a time when you had to handle a difficult team member or stakeholder.
    • Expected Answer: The candidate should describe the situation, how they handled it, and the resolution.
    • Sample Answer: "I once managed a project where a team member was not meeting deadlines, which affected the overall progress. I scheduled a one-on-one meeting to understand their challenges and provided support and resources to help them meet their goals. By addressing the issue directly and offering assistance, we were able to get back on track and complete the project successfully."

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:

Evaluation Criteria
Criteria Sample Question Rating (1-5) Comments
Market Research "Explain the steps you take to conduct a market research study."
Data Analysis "How do you interpret data from Google Analytics?"
Social Media Management "Describe your experience with managing social media campaigns."
Communication Skills "How do you ensure clear communication within your team?"
Adaptability "Give an example of a time you had to adapt to a sudden change."
Creativity "Describe a creative marketing campaign you have executed."
Problem-Solving "How do you approach solving marketing-related problems?"

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]
[City, State, ZIP Code]

Dear [Candidate's Name],

We are pleased to offer you the position of Marketing Coordinator 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: Marketing Coordinator
Start Date: [Start Date]
Salary: [Salary Amount] per year
Benefits: [Brief Overview of Benefits]

Please confirm your acceptance of this offer by signing below and returning this letter by [Acceptance Deadline].

We look forward to welcoming you to our team.

Sincerely,

[Your Name]
[Your Title]
[Your Company Name]

Sample rejection letter for {role_name}

[Your Company Letterhead]

[Date]

[Candidate's Name]
[Candidate's Address]
[City, State, ZIP Code]

Dear [Candidate's Name],

Thank you for your interest in the Marketing Coordinator position at [Your Company Name] and for taking the time to meet with our team. We appreciate your effort in the application process.

After careful consideration, we have decided to move forward with another candidate who more closely matches our current needs for this role. This decision was not easy, as we received applications from many qualified candidates, including yourself.

We will keep your resume on file for future opportunities that may align with your skills and experience. We encourage you to apply again in the future and wish you the best of luck in your job search.

Thank you once again for your interest in [Your Company Name].

Sincerely,

[Your Name]
[Your Title]
[Your Company Name]

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary