If you’re reading this, then congratulations! You’ve made it to the interview stage in your job search. Now comes the hard part!
Of course if you’ve got an interview lined up, there’s nothing to stop you working with a digital recruitment consultant. Our Herd recruiters give their candidates advice on how to navigate the interview process as well as help them secure other job opportunities. If you’re applying for your next digital role, you should make sure that your CV is helping you stand out and securing you those interviews with our digital marketing CV guide here.
The first step to acing your interview is researching the digital marketing interview questions you will face. We coach digital marketing professionals like yourself through the interview process every day here. And because we work directly with clients to find the candidates they want, it means we know exactly who and what they’re looking for. And we’re here to pass what we’ve learned directly on to you.
We’ve found from our experience that digital marketing interview questions are generally broken down into a few different groups of questions.
How many of each type of question you face can depend on the stage of the interview you are at, and the position you are applying for. For example:
In the 2nd or 3rd stage you are likely to be given a task to complete as well. These are designed to provide evidence of your technical skills, experience, and understanding of the business you’re applying for.
But let’s have a look at the reason why you’re here, some examples of common digital marketing interview questions and the answers.
While these questions aren’t as technical as the ones that follow, they’re just as important. These kinds of questions aim to give the interviewers some information about your attitudes and values; to make sure that you’re a cultural fit for the business.
A lot of people don’t believe these questions are as important as the later questions on our list. But they are. 92% of Senior Management consider company culture as a driving force behind their business, and as one of their most valuable assets. Read here to find out just how important company culture is to hiring managers.
These questions are designed to help the interviewer assess your background and experience: your certifications, the software and tools you can use and the channels and verticals you have worked on
These are the questions that will delve deep into your skills and give your interviewer an accurate idea of if you have the technical capabilities to do the job at hand. The candidates we work with tell us these are typically the most complicated questions and hardest to answer, which means these are also the most important to prepare yourself for.
Here are some common interview questions that our candidates hear all the time, why the interviewer asks them, and how you should answer.
This tells an interviewer how you approach a project or new campaign, and that you understand the importance of each step. If you’re applying for a senior position, they may be seeing how well you delegate tasks as well.
Example: “In my previous role I created buyer personas from scratch by reaching out to customers and asking for feedback. This meant collaborating with the sales team to send out questionnaires and arrange some over the phone interviews. I used this feedback and research to create adverts that were better targeted at our ideal audience. This improved the businesses ROAS by 30% in the first 6 months.”
This one is a bit more clear on what your interviewer is trying to find out: How do you handle conflict in the workplace, whether it’s with a subordinate, colleague or a superior?
Example: “On a previous paid social campaign I worked on, we held a brainstorming session on campaign strategy. Myself and a colleague disagreed on which platforms and channels would be best use of the limited budget we were working with. We both argued our case and had valid arguments. So we decided to run A/B tests on both channels, to find out which was better. This led to the most efficient use of the budget, and gave us the greatest ROAS.”
While a lot of this will be on your CV, your interviewer may still ask this question to get an idea of the full range of your technical skill set. This lets them know if you’re right for the position, and if there is any extra training you may require.
Example: “As my specialty is in content marketing, I have extensive experience in SEMrush that I use for keyword research, competitor analysis, and content gap analysis. For technical SEO I also use SEMrush and Screaming Frog for Site and Backlink audits. For social media I used Hootsuite for scheduling posts and developing reports on engagement and effectiveness of social media campaigns.
This question is designed not for you to show how you measure success for your campaigns. What were the goals of the campaign? Did the results you achieve align with what you expected to see? And did you learn anything from it that you could use to recreate this success?
Example: “My most successful campaign to date was a paid social campaign for a client who was looking to launch a brand new product. We used the audience research they had already conducted in their development process to create adverts that targeted their ideal audience’s pain points. Because we had this head start, we managed to beat their initial target and beat their revenue goals by 130%.
Questions like this are designed to let your interviewer know about a time a campaign or your work failed to meet the desired expectations, and how you reacted to it. It’s important you show professional growth and detail what you learned from your failure.
Example: “I worked on the paid search section of a large, multi-channel campaign for an international client. The results weren’t as good as I predicted to see, and the client wasn’t impressed. After I reviewed the adverts that were being run, I realised that the different departments’ adverts weren’t aligned in their message, or with the landing pages on the client’s site. After I tweaked the landing pages and adverts to broadcast a more consistent message across the different channels, I saw an increase in the ROAS and clients were happier. This demonstrated to me the importance of communicating effectively with other departments, especially on a multi-channel campaign.”
Researching the common digital marketing interview questions is a great way to prepare yourself. But it’s unlikely that you’ll be able to prepare yourself for every conceivable question you’ll face in your digital marketing interview.
Which is why techniques like the STAR interview technique are
Focus on your achievements, and structure your answers using the STAR interview technique. STAR stands for Situation – Task – Action – Result, and is a useful method to answer those difficult, situational questions that interviewers love to ask.
Setting the scene about a specific instance of your experience that relates your answer to the interviewer’s question.
Example: “In my first role I was responsible for taking control of a company’s content writing and organic traffic. They had been posting irregular blogs that were gaining low amounts of traffic.
Next you need to describe your responsibilities in the situation. What was your responsibilities?
Example: “As I was now responsible for the content marketing of the business, it was my job to research and write blogs and social media posts that would generate traffic for the website.”
Here you should go into more detail, offering an in-depth description of the actions you took to complete your task. What was your plan of action, and how did you execute it to find success?
Example: “I created audience persona research by speaking to customers; finding out their problems and how best our products could solve them. I then combined these audience personas with keyword research to identify keywords to target and articles to write. I then created a content plan and began writing regular blogs for the clients website.”
This is one of the most important areas, as it shows the impact of your work, what you achieved and what you learned.
Example: “By conducting extensive research and planning out content beforehand, I was able to build up a pipeline of quality content that satisfied customer needs and increased traffic to the businesses site by 300% in the first year.”
For a more in-depth guide on how to use the STAR technique, see the video below to better prepare yourself for your digital marketing interview questions.
We support the candidates we work with through the full length of their job search process. This means helping prepare our candidates with the questions to expect, as well as digital marketing specific and general interview tips.
If you’re interviewing at a digital agency, there are a few things that your interviewer will be looking for.
Naming the clients you’ve worked on can impress an interviewer. But what will impress them more, is the results of the work you did. So prepare yourself to talk about the work you’ve done as well as how you increased revenue for your agency. This could be upselling, suggestions to lower costs, cross selling, or new business acquisition.
Similarly for an in-house role, they will be more concerned about how your work impacted their bottom line. How have you increased their revenue? How have you reduced costs?
Increasing the traffic by X amount is great to show your skill, but what impact did you have on the revenue for the business? And it’s a great time to mention any large projects that you worked on, site migrations or successful campaigns.
One of the best ways to prepare for your digital marketing interview is to work with a recruiter.
Here at Herd, our digital recruitment consultants coach the candidates we work with through every step of the interview process, and can offer advice on exactly what their clients want to hear. They can also offer insight into why previous potential candidates had failed to secure the job, making sure you don’t make the same mistake.
Of course, despite your best efforts, sometimes all the preparation in the world isn’t enough. Maybe there’s someone more qualified for the job. Or maybe they choose someone from within the business for the position.
As digital recruitment experts, our advice is to make sure you’re aware of all the options available. A great place to start is by having a look at our open vacancies here, to see if we have any positions that sound right for you.
We're here to help. Check out our FAQs, send us an email or call us on 0208 629 6006.