Should you give test assignments when searching for a marketer?

[subornaakter20]

When working on how to find a marketer, you always conduct an interview with the candidate. At a certain point, most employers have doubts: it is clear that the person has a good command of theoretical material, but I wonder how things are with their practical application? How to create a situation as close to work as possible to see if the applicant can solve specific production problems?

Some companies offer candidates to occupant resident lists complete test tasks in their specialty. Sometimes employers openly use applicants, "pulling" interesting ideas and developments out of them. Applicants share their experience in the hope of getting this position, but in the end they are rejected. People who have found themselves in such situations later, as a rule, refuse any testing.

Thus, a conflict of interests arises: the employer needs to identify the candidate’s potential, but the latter does not want to waste his time and energy, fearing that someone will simply take advantage of the results of his work.

Of course, it would be better if the candidate takes a test during the interview. Let's consider an example of identifying the candidate's analytical skills, which are the ability to analyze data, formulate conclusions and put forward hypotheses regarding the effectiveness of certain actions. Naturally, the task should be related to data analysis. Ask the candidate to tell the plan for analyzing the information, name the methods that he will use, predict the result and formulate conclusions.

Testing can be done during an interview or offered for homework (only if both parties are interested). Let's say you are looking for a content manager. The task may be as follows: write an article on a specific topic, specifying the required number of characters, or come up with clickable titles for sections or articles.

When looking for a department manager, you need to make sure that the candidate is able to take responsibility for the members of his team, control and check their work. Therefore, it is better to offer to check the task completed by another person, and then ask the future manager to express his opinion on the correctness of the decision or, if errors are found, to point them out.

How to attract a marketer

A similar approach can be used in any marketing area. The implementation formula is quite simple: create a job description of the candidate (what knowledge, skills and abilities he should have), highlight key competencies and decide how you can test them and what non-standard situation is best to offer the candidate. This approach will allow you to verify the presence (or absence) of the necessary professional skills, the ability to find a way out of difficult situations.