Content Marketer Interview Questions
About the role
Content Marketers are responsible for planning, creating and publishing content to grow an organisation's reach, online presence and leads. This content is designed to drive inbound traffic through strategically targeting specific keywords.
Content may take the form of blog posts, videos, social media, email etc.
Content marketer responsibilities
- Creating blog posts, guides, email copy, and other collateral — as well as experiment with different formats and mediums — to help educate, inspire, and persuade potential leads and customers.
- Attracting visitors to our website through search, social and email.
- Experimenting with content distribution across different channels.
- Refine and articulate distinct and compelling messaging for a company's brand.
- Spending time with customers and craft powerful user stories/case studies.
What skills should you be looking for?
How do you decide on what topics to create content for? How do you decide whether an idea is worth pursuing?
Give an example of a company that is doing content marketing really well, explain why?
Bearing in mind our audience, craft the first 250 words of a blog post about the benefits of/pitfalls of/importance of/the truth about [topic X]
1. Imagine you’ve just finished this blog post and published it on our website. What would be your next steps?
a. How would you get more people to view the post?
b. How could this blog post be used by other team members?
You've just had a great content idea, how do you decide what medium/channel you should publish on?
What are structured interview questions?
Structured questions (or work samples) are highly predictive, job-specific questions designed to simulate parts of a job.
Structured work sample questions are the most predictive form of assessment you can use. Why? Because they directly test for skills by asking candidates to think as if they were already in the job.
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Diversity
Testing for skills instead of just experience makes interviews a more inclusive process. 60%+ of candidates hired through our process would've been missed using CVs/traditional interviews - most of whom are from underrepresented groups.
Accuracy
By simulating tasks that would realistically occur in the role, you can see how candidates would think and work should they get the job.What could be more predictive than having candidates do small parts of the job before actually getting it?
Candidate experience
Candidates genuinely enjoy being given a chance to showcase their ability - this is why we have a 9/10 average candidate experience rating (including unsuccessful candidates).
Decide on the skills you’re looking for
Choose 6-8 core skills required for success in the role. These can be a mix of hard, technical skills as well as soft skills and general working characteristics.You could also include one or two of your organisation's most relevant values.
Think of scenarios that would test these skills
Next, come up with either everyday tasks or rarer, more challenging scenarios that would test some of these skills. They can be day-to-day duties, bigger projects or specific dilemmas that a candidate may realistically face. Should they get the job.
Pose scenarios hypothetically to create your questions
Instead of your typical ‘tell me a time when’ questions, ask candidates what they would do if faced with a given scenario.It's not that experience doesn't have any value… it's just more predictive to test directly for skills, without making assumptions based on background.
Give yourself scoring criteria
Want to make more data-driven hiring decisions? Score candidates against set criteria.We’d recommend starting out with a simple 1-5 star scale and a few bullet points noting what a good, mediocre and bad answer might include.
Use review panels
Having team members join your interviews will result in fairer, more accurate scores.Three is the magic number - you’ll start seeing diminishing return after that