11 Creative Digital Marketing Interview Questions Candidates Won't Expect
Over the last few years, there's been a major uptick in the demand for digital marketing experts.
From SEO specialists to digital content creators, businesses are opening up tons of new positions for those with digital marketing experience and expertise.
Are you looking to bring on a digital marketing professional to your team? Do you want to ensure you're investing your money well and choosing the right candidate?
The questions you ask during the interview can help you make the hiring process a lot easier. Read on for a list of 11 essential digital marketing interview questions you ought to ask.
If you factor in the answers to these questions, you'll have an easier time sifting through all your candidates and making sure you're hiring the best person for the job.
1. Can You Tell Me About Your Digital Marketing History?
This is an important question to ask even if you're hiring for a position that doesn't require much (if any) digital marketing experience.
Even if it's an entry-level position, you still ought to get a sense of how much experience each candidate has. Maybe the candidate has taken some digital marketing-related classes in school or has a hobby that relates to digital marketing in some way.
If you are hiring for a skilled position, you definitely need to know about their digital marketing background. Find out what classes they've taken, what areas of digital marketing they specialise in, and how long they've been working in the field.
2. What Do You Know About the Different Types of Digital Marketing?
An easy way to tell how much digital marketing experience and knowledge a candidate has is to ask them if they can explain the different types of digital marketing.
A good candidate will be able to tell you a little bit about each of these different types:
- Content Marketing
- Email Marketing
- E-Commerce Marketing
- Social Media Marketing
If they miss one or two but seem knowledgeable about the others, don't automatically count them out. The more baseline knowledge they have, though, the better they're likely to fit into your company.
3. What Strategies Will You Use to Increase Website Traffic?
Whether you're looking to hire a digital marketing expert to help your business or someone to help your clients' business, increasing website traffic is most likely going to be a primary part of their job.
Because of this, it's important to get practical and find out what specific strategies each candidate will use to help boost traffic and bring more people to your (or your clients') website.
Encourage each candidate to be as specific as possible. Don't accept vague or generic responses. This may also be a good time for you to present them with a hypothetical problem and ask them how they'd solve it.
4. Can You Define SEO?
No matter what specific tasks they'll be performing for your company, anyone you hire for a digital marketing role ought to have at least some knowledge of SEO. This knowledge ought to go beyond knowing what SEO stands for, too.
Even if you're hiring for an entry-level position, each candidate you interview should be able to give you a basic definition and explain some key tenets of search engine optimisation.
If they can't do this, they probably aren't the right fit for your company. Being able to provide you with the basics shows you that they care enough about the position to do some preliminary research.
5. Can You Explain the Different Types of SEO?
Depending on the type of position you're hiring for, you may want to dig a little deeper and ask your applicants to tell you more about the different types of SEO. If they're going to be an SEO specialist, this is information they need to know.
Make sure they can tell you the differences, as well as the pros and cons of the following types of SEO:
If they're not able to break down these three types of SEO, that's a sign that they might not be ready for a more in-depth SEO position. They may be better off applying for lower stakes, entry-level digital marketing job instead.
6. Can You Explain Keywords and Their Importance?
Any good digital marketing executive will tell you that the ideal applicant will have knowledge of keywords and keyword research, too. This is especially important when you're hiring for higher-level digital marketing jobs.
Your applicants should be able to tell you what keywords are. They also ought to be able to explain why keywords matter and be able to tell you the difference between different types of keywords (long-tail keywords, single-word keywords, etc.).
In addition to defining these types of keywords, they should understand the differences between them and what makes some better than others.
7. What Do You Know About Google Ads?
Make sure the candidates you're considering for your digital marketing position have an understanding of Google Ads (previously Google Adwords), too. Google Ads is an essential tool for any digital marketer looking to make use of PPC campaigns to help boost their client's visibility and website traffic.
It might be a good idea to ask each candidate to differentiate between Google Ads and AdSense. If they can tell you the key differences between these two tools and also explain how they work together, that's a sign that they've done their homework and are able to synthesise different tools to help you or your clients see better results from their digital marketing efforts.
8. What Do You Know About PPC Campaigns?
In addition to understanding Google Ads, your ideal candidate will also have a thorough knowledge of PPC campaigns.
They should understand PPC ads work, and they also ought to be able to tell you, from a practical standpoint, what steps they have taken in the past that help to make PPC campaigns more effective.
Find out how their past experience with PPC campaigns will inform their work in this new position. This will help you determine whether or not they're a good fit for your company and know how to implement specific strategies to get you the results you're after.
9. What Are Your Favourite Digital Marketing Tools?
If they're applying for a higher-level digital marketing job, your candidates should have experience using at least a few common digital marketing tools.
Ask them which tools are their favourites and which ones they use most often. This will help you to find out what kinds of tools they've used in the past and whether their knowledge will benefit your business.
This may also give you a chance to learn about some new tools that you can start implementing in your business even if you don't end up hiring the particular candidate who told you about them.
10. How Do You Use Social Media for Marketing Purposes?
Social media marketing is a huge component of digital marketing. Make sure your potential new hire has an understanding of how to use social media to grow a business and attract more traffic to a business's website.
They need to have a thorough understanding of the ins and outs of social media. This includes how to work with the current algorithms and how to conduct research to find out what types of posts attract the greatest number of people.
The more specific knowledge and experience they have with social media marketing, the better.
11. How Do You Measure Social Media Marketing Success?
It's a good idea to ask them how they measure social media marketing success, too. This gives you a chance to see how well they really do understand the social media marketing landscape.
For example, and they focused only on post likes, or do they have knowledge of things like post engagement and click-through rates?
If their social media marketing knowledge goes beyond posts and post likes alone, that's a good sign that they're ready for higher-level social media marketing jobs.
Bonus Tips to Choose the Right Candidate
You can learn a lot about a candidate based on the way they answer these questions. There's more to keep in mind when choosing the best person for your digital marketing job, though.
Here are some other factors to consider to help you pick the perfect candidate:
Consider Their Body Language
A candidate's body language can tell you a lot about how interested they are in the job you're offering.
It doesn't matter if you're hiring for an entry-level job or an advanced management position. Either way, you want someone who's excited about possibly working for your company, right?
Is the candidate sitting up straight? Do they make eye contact? Does the tone and inflexion of their voice indicate enthusiasm?
These are all signs that they're a viable candidate who's eager to get to work.
Assess Work Ethic and Attitude
What do you know about each candidate's work ethic?
During the interview, you can learn a lot about their work ethic and attitude toward hard work by asking about their experience handling difficult situations. How did they overcome a challenge at a previous job (digital marketing-related or not) and what did they learn from that challenge?
Asking questions like this can help to determine whether or not they're a good, positive fit for your team.
Talk to People Outside of the Interview
When you're considering certain candidates, be sure to look beyond the interview. Talk to people who interacted with them before and after the interview.
For example, ask your receptionist how they acted when they arrived and were waiting to be seen.
Were they polite and professional? Did they seem interested and eager for the interview to start, or were they disconnected and bored-looking?
You may want to talk to other employees who interacted with them as well and find out what their assessment was before you make your final decision.
Give Them a Sample Project
Giving candidates a sample project or chance to create a sample SEO plan is an excellent way to see what they have to offer. Some people might not be great interviewers, but they have skills that put them far ahead of their peers.
Of course, factors like personality, work ethic, and attitude still matter. However, it helps to see a candidate in action, too.
Watching the way they work and learning about their process can help you avoid counting out someone who might be a wonderful addition to your team just because they were a bit nervous or standoffish during the interview.
Focus on Their Questions
Finally, don't forget to take note of the types of questions each candidate asks.
Are their questions insightful? Do their questions show that they're excited about the job and eager to start helping your company improve? Are they interested in learning more about the company culture?
Pay attention to their follow-up questions as well. Are they able to have a legitimate dialogue with you? Do they know how to ask leading questions to get the answer they're looking for?
This can tell you a lot about how they'll solve problems and tackle areas of confusion on the job.
Be wary of candidates who don't have any questions as well. This might be an indicator that they're not that interested in the job, or that they don't have enough knowledge about the position to know what kinds of questions they should ask.
Put These Digital Marketing Interview Questions to the Test
As you can see, there are a lot of digital marketing interview questions you ought to ask to help you sort through all your applicants.
If you've been feeling overwhelmed at the idea of interviewing candidates, hopefully, these questions have helped you structure your interview and figure out what you need to look for. Don't forget these additional tips on choosing ideal employees as well.
Now that you know what to ask and what to look out for, are you ready to start interviewing? Whatever you need, we've got resources for you.
We also make it easy for you to create a killer digital marketing job ad. Check out our job board today to post an ad and start attracting the right applicants in no time at all.
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