Interview for a marketing position. What a marketer should know and how to pass an interview in a clothing store: examples of questions and tests for different specialties. Companies focused on traditional marketing

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When preparing an interview, the first thing to do is formulate goals, determine the type, type, form, method of conducting.

With a goal, as a rule, it is simple. It is necessary to determine whether the candidate meets the requirements or not.

But how to conduct an interview, what questions to ask depends on the preferences, experience of the HR manager and the characteristics of the declared vacancy.

Depending on the specialty, position, requirements for qualifications and practical experience of the candidate, it is possible to conduct in-depth testing, solve problematic problems, cases, and use non-standard methods.

And for more information on how a HR officer is interviewed when applying for a job and what questions HR asks an applicant for the position of HR manager, read.

General issues

Whatever the interview in its structure, type and form, the main tool of the HR manager are questions.

There are a number of common questions that any specialist is asked during an interview:

Questions general allowing to obtain information about the identity of the candidate: education, work experience, marital status.

Questions forcing self-characterization, frankness: Addictions, hobbies, hobbies? What do you like or dislike about yourself? What annoys you about others? What act in your life are you proud of? What would you like to remember? What are you ashamed of?

Questions about the previous place of work (study) Q: Why did you decide to change jobs? Why quit? Do you keep in touch with former colleagues?

Issues related to motivation, ambitions, career and personal aspirations, claims: ? Plans for self-education? What is your ideal place to work? How do you feel about the irregular work schedule? What exactly do you expect from the company? What financial reward do you think is acceptable?

Candidate Testing

There are several types of testing used in interviews.

Smart Tests

Called to determine the features of the course of cognitive mental processes: thinking, perception, sensation, imagination, speech, attention, memory, consciousness.

They are selected in accordance with the requirements for the vacancy and represent a number of mathematical, verbal,.

personality tests

Tests to identify the features of the emotional and volitional spheres are carried out for candidates for positions associated with frequent interpersonal communication.

And also with the need to work with conflicting clients or in extreme situations, with the ability to take responsibility (Schulte's table, "Strategies of behavior in conflict situation» Thomas-Kilmenn).

Professional tests

Competency tests determine the level of professional training, qualifications, and special skills.

As well as the ability to work with a PC, knowledge of foreign languages ​​(development of the Education Committee of the EAO).

Projective tasks, logical questions and cases

Projective questions

To collect truthful information, the candidate is offered to answer questions, answering which, without noticing it, he reveals his “true face”.

Why do you think the employee was delayed at work? The head went on a business trip, forgetting to leave the key to the closet with important documentation, what will his deputy do?

According to the British Association of HR Managers, 64% of applicants either provide incorrect information about themselves or are silent about facts that, in their opinion, may influence a decision not in their favor.

Logic tasks

Candidates for vacancies related to information technology, trade, management will also have to solve logical problems.

They will allow the interviewer to imagine the behavior of the candidate in non-standard situations, evaluate his ability to solve problems with several unknowns or variables.

Cases

They are situational tasks..

The applicant must find a way out of the described situation based on his experience: The client was late for an appointment for half an hour and spilled a cup of coffee on another visitor at the entrance. Your actions?

When solving cases, the model of the applicant's behavior in stressful and conflict situations, the ability to control himself is clearly visible.

Features of conducting with applicants for various specialties

In addition to questions and tests common to all applicants, which form the basis of any interview, managers prepare special questions, tasks, tests related directly to the position for which the candidate is applying.

Read more about how to pass a job interview correctly.

Marketer

How is the marketing interview going? First of all, you need to be ready to answer questions and solve problems related to general concepts marketing, product promotion, pricing, performance evaluation marketing policy companies.

The employer will be interested in the ability to collect, process and analyze information, think logically, make decisions.

What a marketer should know in an interview:

• what definition of marketing is closest to you;
• give a forecast for the promotion of goods in the regional market;
• what is a SWOT analysis;
• give examples of successful use of an umbrella brand.

• intelligence structure test by Rudolf Amthauer;
• trade understanding test.

Jewelry store or clothing store worker

Often applicants for new job ask the question: how to pass an interview in a clothing store or how to pass an interview in a jewelry store? When applying for a job in a clothing store or a jewelry store for any vacancy - a cashier, a manager, you must carefully consider, think over.

It is worth knowing the world's leading brands, fashion trends.

It is advisable to first familiarize yourself with the assortment, rehearse situations for the presentation and selection of goods, your behavior in the event of unfair claims.

The ability to use the necessary equipment, maintain documentation is welcome.

Questions to the seller of the jewelry store:

• what types of weaving chains exist;
• choose earrings, a bracelet that matches the design and style of this pendant;
• talk about the latest fashion trends for youth jewelry.

Tests:

• methodology "TEMP-sales";
• test of the orientational style of professional communication by A. V. Morozova.

Questions to the seller of the clothing store:

• what colors will be relevant this fall or winter;
• determine the size that suits this client;
• what silhouette dress would you recommend for a full customer to choose;
• what is a print?

Tests:

• test “Ideal wardrobe” by Yulia Dobrovolskaya;

Engineer

The interview for the chief engineer is most often carried out according to the following algorithm: after answering the general issues, the applicant will be offered to pass an intellectual, professional testing. You will have to demonstrate the ability to work with a PC, answer questions related to working with equipment, talk about previous work, participation in projects.

Questions to the engineer:

• How does quantitative analysis differ from qualitative analysis?
• evaluate your level of Excel, World, MagiCAD, AutoCAD and their analogues;
• Describe your most successful project and unsuccessful one.

Tests:

• test questionnaire Bennett (George K. Bennett - Mechanical Comprehension Test);

Labor protection engineer

Candidates need to rethink job descriptions refresh your memory regulations, OSH legislation.

Get familiar with the specifics of the company.

At the interview, they may be asked to take a test or solve problems that reveal the type of behavior in conflict situations, demonstrating the skills of effective interpersonal interaction.

An example of an interview for an occupational safety engineer, questions for him:

• name the main legal acts on labor protection;
• what restrictions exist when performing these works for women;
• how would you organize the process of labor protection at our enterprise.

car dealership worker

How to pass an interview at a car dealership? When hiring for a car dealership, HR managers pay attention to appearance, sales experience, competent speech, courtesy, and competence.

Interview at the dealership, questions:

• What problems did you have at your previous job?
• Describe the features of this car model.

Read more about how to pass and pass a successful interview for a sales manager and how to conduct it, read in.

Designer

Must impress the interviewer with his portfolio, ability to work in graphic programs, creative thinking.

In addition, the employer is likely to be interested in what the candidate knows about their product, why he loves it, what ways he sees to improve it, why he wants to work in this particular company.

Interview for a designer, questions:

• advantages of processing raster images in the Lab color model;
• in which graphics editor prefer to work
• what kind creative projects you hope to realize by working with us.

Tests:

• visual-figurative test of the IQ of G. Eysenck;

Estimator

The best way to choose a good estimator is to offer him to perform a specific real task.

The estimator must have flexible thinking, good memory, attention to detail, be able to work with current and regulatory documentation, and communicate with customers.

Interview questions for the estimator:

• calculate the approximate cost of this work;
• describe the procedure for writing off materials;
• Describe the most difficult task you have ever had to complete.

Tests:

• numerical test of the IQ by G. Eysenck;
• methodology for determining stress tolerance and motivation (Schulte Tables).

Call center operator

An interview in a call center can be somewhat different from the usual. The requirements put forward can vary greatly in different companies, but there are also general norms: the optimal pace of speech, a pleasant timbre of voice, competent and clear speech, knowledge of speech etiquette, the ability to manage one's emotions, tolerance, and flexible thinking.

Questions to the call center operator:

• you call the client, your first phrase;
• What do you like to do most in your free time?
• What attracts you in the work of the operator.

Tests:

• voice test;
• diagnostics of the speaker's psychological qualities by oral speech A. A. Zhuravleva, S. L. Koval.

logistician

For positions, they prefer to see a specialist with a specialized education and work experience of at least three years.

Knowledge of a foreign language is desirable various kinds transportation, warehouse and procurement logistics, the ability and skills to negotiate with drivers and contractors.

Logistics interview questions:

• the driver did not come to work, your actions;
• what documents need to be issued upon receipt of goods at the warehouse;
• What are the criteria for assessing traffic?

Tests:

• G. Eysenck's IQ test;
• test for interpersonal relationships in the BodySays Group team modified by NV Grishina.

Cook

Be sure to ask at the interview questions about education, specialization, previous place of work.

Often they offer to demonstrate the ability to own kitchen appliances, cook or tell the recipe for a particular dish.

Interview questions for a chef:

• what kind modern facilities care of kitchen appliances you know;
• make a menu for a dietary lunch;
• make an approximate calculation of the dish.

Tests:

Test tasks for the profession of the Education Committee of the EAO.

Chef

The boss should also prepare for projective questions or cases to identify the ability to get along with management, create an effective team, to accept the mission and traditions of the organization.

Interview questions for a chef:

• do you have any recommendations;
• what cuisine do you specialize in;
• What are your top priorities if you get this job?

Cashier

The duties of a cashier in a bank, store, factory differ significantly, but at the interview they always check information about qualifications and work experience.

Interview with a cashier, questions and scheme: motivation and interest in this position, diligence, attentiveness, perseverance, decency, communication are evaluated.

What questions are asked in a cashier interview?

• you noticed that your colleague is cheating, your actions;
• what security marks are on banknotes in denominations of 100 rubles;
• What do you know about our organization?

Tests:

• method "Account according to Kraepelin";
• Gorbov test for concentration.

Storekeeper

HP managers are interested in work experience, the opportunity to work overtime, flexible schedule, the ability to work with specialized computer programs.

Interview questions for a warehouse manager:

• How do you feel about cheating?
• to theft;
• in what situations it is possible not to repay a debt (loan);
• How will you take inventory?
• What will you do if there is a shortage?

Tests:

Gorbov's technique for the selectivity of attention. Test for responsible attitude to work.

Cafe worker

Many are surprised that when applying for a job in a cafe, they also have to undergo a full-fledged interview.

During an interview in a cafe, the applicant for the position will be offered to smile, invite a guest to a cafe, show a table, place an order, and demonstrate behavior in a conflict situation. The interviewer is interested in working capacity, physical endurance, politeness.

Questions to the cafe worker:

• what kind of people do you like? Describe your ideal client;
• What do you think service is?
• why do you think the visitor came to our cafe.

Merchandiser (merchandiser)

The merchandiser's interview is not much different from others, but it also has its own specifics. Employers are sure to be interested in his education, work experience in the specialty.

A merchandiser must be able to collect and analyze information about the availability of goods, build a workflow, work with suppliers and sellers.

Discipline, responsibility, communication skills are demanded from personal qualities.

Merchandiser interview questions:

• there is not enough goods in the store, your actions;
• what is merchandising;
• give recommendations on the design of the trading floor.

Tests:

• methodology for diagnosing the assessment of self-control in communication by M. Snyder;
• commercial test.

Courier

To some extent, he is the face of the company, therefore, at the interview, first of all, his appearance, demeanor, literacy of speech, and knowledge of etiquette are evaluated.

A good knowledge of the city, the ability to build the best route, work experience are welcome.

The courier interview includes the following questions:

• what attracts you to this job;
• build a route from point A to point B;
• what kind of employment do you expect;
• which schedule is best.

Tests:

• the methodology of behavior in stressful situations by S. Norman, modified by T. A. Kryukova;
• speech etiquette and principles of politeness.

Driver

Driver interviews should reveal the most important qualities needed for the job. He will certainly be asked questions about the driving experience, category, what or whom he drove in the same place, why he decided to change jobs, what schedule he worked on.

The interviewer will definitely try to find out the attitude towards alcohol.

Important for the driver and such qualities as responsibility, discipline, attention, memory.

Driver questions:

• what holidays and how it is customary to celebrate in your family;
• name specifications car "X";
• what are his merits;
• limitations;
• you have an urgent cargo, and you witnessed an accident, your actions.

Tests:

• stability of attention according to Riess;
• social test.

Candidate Evaluation

An experienced HR manager is able to evaluate the applicant in the first 15 minutes. First, pay attention to the appearance, demeanor, body language. Be sure to take into account motivation, attitude to work, intellectual level and level of claims.

Much depends on the assessment of professional knowledge, skills, work experience, specialized education.

The results of the interview are important for both the employer and the job applicant. It is important for an HR manager to prepare, correctly ask and analyze questions, select tests, tasks, cases.

The applicant should prepare for the interview by thinking over the most beneficial course of action for himself, formulating the necessary personal information in a favorable light, refreshing the necessary knowledge in his memory.

I often get asked questions about how to choose an intelligent marketer. These questions follow lamenting that even though the company has a serious personnel service, the identification of actual experience (in contrast to the definition of the psychotype of a marketer, life guidelines, loyalty) falls on the shoulders of the head of the marketing structure. Let me share my experience in selecting a marketer. Perhaps this will be useful.

Initially key

1. We select a marketer, not an advertiser, designer, "marketing accountant" or merchandiser;
2. Regardless of the size of the company and marketing budget, I select "universal soldiers" whenever possible. The thing is, there are two reasons for this:
   a). Especially for marketing-heads of "big" companies! Marketing management is, of course, a regular process, but marketing is a creative activity and I am not ready to work with people who do nothing but spend the money allocated for marketing in a clear and planned manner;
   b). The advice of experienced colleagues (marketers with experience) helps to resolve issues as soon as possible. I'm not saying that, on occasion, it is possible to redistribute responsibilities.

So, we will need a conditional employee commercial organization, which is engaged in the sale of goods and services and with our understanding of the benefits of "universal soldiers".

Responsibilities of a Marketer

We will compile a list of proposed areas of work (vectors) of the marketing department, regardless of its subsequent professional specialization of the candidate. At the same time, we will not detail these responsibilities, with the understanding that there are marketing goals and objectives, but there is a current work plan.
So, for the "universal soldier" of marketing, it may be typical to perform the following duties (this is an example, try to formulate these directions yourself according to the goals and objectives of marketing, guided by your segment, marketing environment):

• developing a go-to-market strategy;
• development of a trade marketing program;
• development of a loyalty program;
• segmentation target audience;
• analysis of the industry, development prospects, competitive analysis, analysis of the level of demand;
• calculation of marketing indicators;
• commodity marketing;
• marketing audit (internal and external);
• management of development, production of promotional products;
• maintaining communication with the market through advertising, information service to inform consumers;
• Internet Marketing;
• management of development and implementation of event events;
• media plan development advertising companies;
• developing a marketing budget;
• efficiency analysis marketing activities;

...and each of you list may be different and much larger.

Important and not important

Not everything listed above is necessary for the company. not everything that the company needs will be done by the candidate and not all of the above will be responsible. To hire a truly specialist and exactly who you need, select 3-4 areas from the list above, for which he will (can) be responsible. Rank them according to:

1. First direction- what he will actually do and what he will receive money for;
2. Second direction- for which he will be punished, since this is as important as the first, but he will not have enough time for this;
3. Third- what he will do "without straining", perhaps for his own pleasure;
4. The fourth is that he won’t do much, well, you don’t really need it.

Resume Analysis

Now we post a vacancy or look at resumes already posted on the sites with an understanding of the following logic:

1. Resumes are "self-written" - author's;
2. Resumes are "licked", with harmony of thought, with clear wording.

If the candidate's experience has exceeded 5 years, then the clarity of the wording is an indicator of the manager's systematic thinking and experience. If the clarity of the wording is shown by a first-year novice, most likely the resume was written off from "senior comrades". This, of course, is checked at the interview, but it’s better not to waste time on it at all.

The Rule of the Right Resume

To analyze any resume, "self-written" or "licked", I apply a rule that may not be completely true, but has been noticed for years by the stereotype of writing a resume, which allows us to say that this is most likely a rule:

1. First What a marketer writes in a resume, listing his experience and what he focuses on is what he actually did, what he actually did from the long list of work presented to you.
2. Second- what he was forced (!) to do or what he did along the way, in parallel.
3. Third- is formulated with the understanding that this is exactly what should have been done, but for which there was not enough time, strength or desire.
4. Fourth and all subsequent points of experience are written for "weight".

The foregoing works for marketing management of middle and lower levels. Most likely, the experience in the resume of the marketing director will (should be) ranked "correctly": from strategic to tactical, but even analyzing their resumes and during subsequent interviews, you can see the above pattern: first - the main responsibilities, at the end - enumeration " for the weight."

By the way, did you notice that this correlates with what I described in the previous paragraph, regarding the requirements of the company - the same 4 points?

Interview

An interview is not a conversation, but the identification of a correlation: how much do your 4 responsibilities, match " four points" marketing candidate resume. Do not talk, but look for confirmation - the candidate wrote the duties you are interested in related to the first paragraph, find out how much he did exactly that!

There is no need to "interview" on point 2, an express check of his knowledge in this area is enough.

It is not necessary to "interview" according to paragraphs 3-4 at all, it is enough to correlate these points from the candidate's resume with your points.

And that's almost all. The simplest method of "A / B" testing allows you to determine the suitability of the candidate's experience and knowledge for solving your problems. Then you can torment the candidate with tests for assessing personality development and torture him with other purely professional HR tortures ... That would be all if we had not selected a marketing specialist ...

Hello Alexander.
I'm telling you the story that I read.
One of Parkinson's laws states that it is necessary to select an employee for the appropriate position and draw up requirements in such a way that exactly as many candidates come to this position as necessary.
I quote an example:
"No older than 50, no younger than 20, and no Irish." This somewhat shortens the list of contenders. But still there are many of them. There is no way to choose one of three hundred skillful people equipped with excellent characteristics. We have to admit that the system is neven initially. There is no need to attract such a mass of applicants. But no one knows about it, and the announcements are made in such a way that thousands of candidates will inevitably respond to them. For example, they report that a high post has been vacated, because. the person who occupied him now in the House of Lords. They pay a lot, the pension is large, you don’t have to do anything, there are a lot of privileges, side incomes are huge, you don’t have to go to work, a company car is provided, you can go on a business trip at any time. The applicant must submit, when able, copies (not originals) of the three certificates. What will happen? By the end of the day, statements will be pouring in, mainly from the insane and from retired majors, endowed, according to them, with administrative abilities. it remains to burn them all and start over. It would be easier and more profitable to think at once. If you think about it, then the ideal ad will attract one person, and exactly the one who is needed. Let's start with the limiting case:
An acrobat is required who can walk 200 meters up a wire rope above a raging flame. You will have to go twice a day, on Saturdays - three times. The fee is 25 pounds per week. There will be no pension or compensation for injury. Appear in person at the Wild Cat 9 to 10 Circus.

The example, of course, is exaggerated, but the meaning is clear - only the applicant who knows how to do this and who will be attracted by it will appear. So you - compose your ad - for yourself - indicate a list of what you know and want and salary. And select the appropriate vacancies. The point is that you find an employer who needs just such an employee. As for the lack of experience, there are certainly employers who are ready to accept people without work experience. It is important that you somehow compensate for this lack, for example, you did not work as a marketer, but you know how to convince people around you. Or something else. There is definitely an employer who is ready to accept without experience, but quickly trained, sociable, purposeful, etc. Write a list of your qualities that you can offer and you will definitely find a job that suits you.

An internet marketer handles all online channels in a company. These are both performance channels (context, target, CPA) and content (social networking, blogging, email marketing). The task of an Internet marketer - generate demand for goods or services, increase brand awareness, generate sales.

A good Internet marketer, or, say, an ideal one, is able to analyze indicators, predict sales based on metrics. But at the same time, he can write an article for a blog or some online media about his product or service.

First of all, we need specialists who worked in online stores, services similar to us; Smart specialists often grow out of classifieds and online media. We usually search through social networks, Groups and communities.

In the interview, pay attention to the level of detail of the answers. If the candidate's story is superficial, it means that it is not a fact that he participated in the projects himself, most often it means that the tasks were given to subordinates / contractors for execution. Internet marketer is about numbers. I monitor how often a candidate uses numbers in their responses during an interview. If he says about the result “it turned out cool”, then this is definitely not our story.

At the interview, I like to ask: “What will you do if you have 5 tasks for the quarter, and the sixth one comes?” Bad answers: "I'll do five, as expected" or "I'll go to the management." Variant of a good answer: “I will find resources to do six tasks: outsourcing, additional budgets / hands, reviewing priorities together with stakeholders on current tasks.” We also give test tasks- they are schematic, do not require precise calculations, but they require a test of logic and knowledge.

Evgeny Bondarev, Digital Director at CIAN

Questions to ask in an interview with an online marketer:

• How did you start your career at Digital?
• Tell us about your first Internet project or task.
• What channels to focus on for b2b marketing? Which ones for b2c?
• How to set up contextual advertising? Brief the new employee.
• What budgets did you work with and through what channels did you distribute them? (per month)
• What are the key metrics in email marketing?
• How to convert CPA to CPC?
• What are the main differences between Yandex.Metrica and Google Analytics?
• What channels would you suggest for the LinguaLeo app and why them? For example, you can name any other well-known company.
• What trends of this year in Internet marketing do you know about?

“Greetings, dear reader of the blog about marketing. It's time to continue the series of articles for novice marketers. Last time, as part of this course, I focused on ways to find a job for all of us, our favorite position as a marketing manager. Today, we will talk about preparing for an interview for the vacancy of a marketer.

Preparation for an interview, in principle, is a necessary thing and in most cases does not depend on the chosen vacancy. However, a marketer is a position that requires not only knowledge, but also an originality of thinking, the ability to find non-standard solutions and a clear understanding of the work of the main processes. In this regard, a person without a certain potential is usually not taken to such a vacancy. And I'm not talking about experience now. I agree that experience is a necessary thing, but sometimes the desire and desire to acquire it is much more important.

So, we have already found and selected interesting companies in which we would like to be responsible for marketing. Don't forget to create perfect resume, and even sent it to potential employers. The answer was not long in coming, and an interview is scheduled for tomorrow. Half the job is done, it remains to be done good impression and work in our pocket. However, for this impression to be really good, careful preparation is needed.

Preparing for an interview is key.

We study the employer. Once an invitation has been received, it is essential to dedicate some time to researching the employer. Perhaps, if at the stage of choosing a company we carefully analyzed it, after the invitation you should not pay this study a lot of time, but it is still necessary to refresh the memory. In the course of the study, we pay attention to the history of the company's development, its achievements and, in fact, the field of activity. It will not be superfluous to find reviews about the company. We pay very close attention to marketing activities potential employer, what methods of promotion are used in the market. The Internet is simply irreplaceable for this. Studying the external image of the company, do not forget to fix the questions that have arisen for a substantive conversation at the interview.

The main thing is to sleep. Get a good night's sleep before the interview. Even if the employer is in the house next door, and the interview is scheduled for three in the afternoon, it is still better to go to bed early. This is necessary in order to look cheerful and happy at the interview. And it doesn’t matter that you will sleep later at work, due to chronic sleep deprivation, the most important task is to make a good first impression.

This is seen off by the mind, and met by clothes. Even if the company where you were invited for an interview does not have a dress code (at least go in shorts), we simply have to appear in the classics for the first interview. So, in the evening everything should be ironed and polished to a shine.

Whiskers, paws and tail - these are our documents. This principle does not apply here. Documents must be prepared in advance. Copies of diplomas, certificates, recommendations and a couple of copies of resumes - in without fail. You can, of course, postpone making copies for the last 15 minutes before the interview, but where is the guarantee that the copier in the neighboring building will work. And no one has canceled the law of meanness yet.

Location orientation. Even if in geography at school there was a solid five. Even if you have the latest version of the GPS navigator in your phone. Even if you spent all your childhood with your grandmother in that area. Play it safe! Or, as detailed as possible (up to the number of poles, before turning), ask the staff member for directions. Or, even better, visit the company in advance. And it certainly does not hurt to lay at least 30 minutes plus the calculated time on the road (in case of force majeure). An example from life. I once blew a pretty good job just because I couldn’t find the right house in a very familiar area and was late for an interview by 20 minutes. There I was told that because I didn't show up on time, the director went on vacation 5 minutes ago (he was supposed to be interviewing), and they approved another candidate.

Preparing for an interview, or what questions to ask.

Above I have given the key points of preparation for the interview. In fact, this way you can prepare for an interview for any vacancy. However, the vacancy of a marketer or marketing manager implies a certain attitude towards the company you are interested in. If the company is not interested, then you will not go to the interview (without extremes in life). And this attitude will be expressed by the questions that you ask at the interview.

No wonder I put employer research as the first point of key points. It is during the analysis of a potential employer that you should form certain questions. Below is a list of the most correct and important in terms of marketing:

• Who is responsible for the marketing department? The answers here may be a commercial director, a hired CEO, owner. Each has its own approach and tasks. For example, I have not yet met commercial directors who are happy to spend the company's money (their task is to save). The owner is also not a gift - he only has profit maximization on his mind (you can forget about experiments).
• What is the manager's attitude towards marketing in general? Also a key question. If the head of the company does not approve of any marketing ideas and believes that the marketing department is, in general, a useless fighting unit, but it’s just so fashionable (it’s unfortunate that there are still a lot of such managers in Russia), then there is a chance that your stay in the company will not be long.
• What does the word marketing mean in a company? I think there is no point in commenting. With this question, we want to understand what is expected of you as a marketer.
• What is the marketing budget? And does he exist at all? There is simply a big difference (including in the tools used) between marketing for 100 thousand rubles a year and 100 million per month. Are you ready to take on this responsibility?
• What marketing tools this moment used in the company? This is also extremely important to know in advance. Does your experience or willingness to learn match these tools? In the first month of work, your incompetence will definitely emerge (it, like many things, does not sink ). However, you will have time to make every effort to study this issue. Now, in principle, there is no shortage of sources of information. But the main thing is to know the direction of the search.
• What are the responsibilities of a marketer in a company? Here we just want to understand what will be entrusted to us, what the marketer should be responsible for and whether it will be interesting for us.

Perhaps these are the key questions that a marketer should ask at an interview. Naturally, no one excludes questions about the schedule, white salary and its level, benefits and the cost of the corporate pool. But this is all standard for any interview.

There is a subtle point, all of the above questions (perhaps, except for the first and last) are best asked to the leader. Firstly, he is more competent, and secondly, you can understand by his eyes where the truth is.

To be honest, I didn’t expect so much to come out, I hope I didn’t get tired of reading. At least, I tried to tell in as much detail as possible about the preparation for an interview for the position of a marketer. If you have any questions, I will be happy to answer them in the comments, write, ask. This is not the last article in the course of a young marketer, so I highly recommend subscribing to the updates of this blog (I described in detail how this can be done in this article). And that's all and successful marketing for all of us.