What questions should a marketer ask the customer? What a marketer should know and how to pass an interview at a clothing store: examples of questions and tests for different specialties. An Internet marketer and digital leader must not only be found, but also retained.

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

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

First of all, we need specialists who have worked in online stores and services similar to us; Classifieds and online media often also produce smart specialists. We usually search through social networks, groups and communities.

During the interview, pay attention to the level of detail in 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 assigned to subordinates/contractors. Internet marketer is about numbers. I look at how often a candidate uses numbers in their interview responses. If he says “it turned out cool” about the result, then this is definitely not our story.

During an 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 management.” A good answer option: “I will find resources to do six tasks: outsourcing, additional budgets/hands, review of priorities together with stakeholders on current tasks" We also give test tasks- they are schematic, do not require precise calculations, but require a test of logic and knowledge.

Evgeniy Bondarev, Digital Director at CIAN

Questions to ask an internet marketer during an interview:

• How did you start your career in Digital?
• Tell us about your first Internet project or task.
• Which channels should you focus on for b2b marketing? Which ones for b2c?
• How to configure contextual advertising? Brief the new employee.
• What budgets did you work with and through what channels did you distribute? (per month)
• What are the main 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 application and why them? For example, you can name any other well-known company.
• What trends do you know about this year in internet marketing?

Hello Alexander.
I’m telling you the advice 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 as necessary come to this position.
I quote an example:
"No over 50, no under 20, and no Irish." This somewhat shortens the list of applicants. But there are still many of them left. There is no way to choose one of three hundred skilled people equipped with excellent characteristics. We have to admit that the system is incorrect from the very beginning. There is no need to attract such a mass of applicants. But no one knows about this, and the advertisements are designed in such a way that thousands of candidates will inevitably respond to them. For example, they report that a high post has become vacant because... the person who occupied him was 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, the side income is huge, you don’t have to go to work, you are provided with a company car, you can go on a business trip at any time. The applicant must submit, when available, copies (not originals) of the three certificates. What will happen? Statements will begin to pour in, mainly from the insane and from retired majors, endowed, according to them, with administrative abilities. All that remains is to burn them all and start over. It would be easier and more profitable to think about it right away. If you think about it, the perfect ad will attract one person, and exactly the one you need. Let's start with the limiting case:
An acrobat is required who can walk along the wire at a height of 200 meters above the raging flames. You will have to walk twice a day, on Saturdays - three times. The fee is £25 per week. There will be no pension or compensation for the 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 supplicant who knows how to do this and who will be attracted to it will appear. So you - compose your ad - for yourself - indicate a list of what you know and want and your salary. And select appropriate vacancies. The point is that you find an employer who needs just such an employee. As for the lack of experience, there are definitely employers who are ready to accept without experience. It’s important that you compensate for this lack with something, for example, you didn’t 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 hire someone without experience, but someone who is quick to learn, sociable, goal-oriented, etc. Write a list of your qualities that you can offer and you will definitely find a job that suits you.

Some time ago appeared in the blogosphere new topic for discussion: “Questions asked at Google during an interview.”

As usual: it is unknown how true this is, but for marketers it provides the following list of questions:

1. Why do you want to work at Google?
2. What do you know about Google products and technologies?
3. If you are a Google's Adwords promotion manager, how do you plan to do this?
4. What would you say in an AdWords or AdSense seminar?
5. Who are Google's competitor(s), and how does Google compete with them?
6. Have you ever used Google products? Gmail?
7. What creative path do you think can be taken to promote Google's brand and products?
8. If you were promoting Gmail, how would you achieve the goal of acquiring 100 million new users in 6 months?

As you can see, all questions, without exception, are in one way or another dedicated to the company, its products and its future development. This is the case when you need to study quite closely what the company does, and even prepare a couple of your own ideas.

But don't think that everything is so simple! Questions for other positions include more than unexpected formulations. Eg:

• How many golf balls can you fit on a school bus?
• How much would you charge to clean all the windows in Seattle?
• Imagine that you were reduced in size to a one-cent coin and fell into a blender (coffee grinder). The blades will start rotating after 60 seconds. Your actions?
• If you are looking at a clock that says 3:15, what is the angle between the hour hand and the minute hand? (Answer: not 0)

What would you answer? ;))

Comments (17) on the post “What do marketers get asked during interviews at Google?”

Well, I already have answers to the first 8 questions;)

But as for the unexpected... about golf balls, I would probably answer “a lot”

With windows, the normal commercial approach is to clarify how many windows there are, take the time for 1 window, multiply by your time rate, add overhead costs (detergents, transport, insurance for high-altitude work) :)

And with a blender, if you can’t get out of there in 60 seconds, it’s best to spend that time climbing onto the axle or onto one of the knives - they don’t intersect with each other... that’s what I thought! ;)

Great post. I haven't read anything like this for a long time. All specifics.

Google, like any company that thinks about its promotion, is doing everything right. By asking these kinds of questions, firstly, you determine how loyal the applicant is to the company, how much he wants to work here, and secondly, you draw a huge number of new ideas (after all, no one will argue that the eye becomes dull over time, and it is not possible to hire the entire number of applicants for a job ).

This kind of interview always reminds me of a business show-off. The conversation is only about your loved one (about the company), and when it comes down to it, they fire you. A striking example of this is today’s continuous dismissal of workers.

Regarding the last answers. I would answer like this:

1. Full bus.

2. $10,000 per month.

3. I swore not to drink so much again.

4. Electronic watches do not have hands.

It will be interesting to hear from the employer based on the results of the responses. ;))

All, clean water IMHO. ;))

The 4th answer from the previous commentator is interesting, but you wouldn’t be hired) looking for easy ways to solve problems that are far from correct is clearly not Google’s job :)

• Looking for and finding easy ways in life is not a person’s goal. Otherwise, life becomes uninteresting.

  It is best to overcome difficulties created by man himself and then receive medals, orders, bonuses. Otherwise, why get everything? ;))

In the last answers, in my opinion, it is not the numbers themselves that are important, but the demonstration of marketing thinking.

For example, about balls - a useless answer like “a lot” or “333 times 1/333 of a bus” :)

It would probably be better for the employer to insert an answer (at an interview with a candidate for a marketing position) like “as much as the fleet can buy” or “enough for all the local newspapers to write about it” :)

Regarding windows, it is banal to voice sums of money (even when citing methods for calculating the total amount). The trick is not to earn money one-time, but to create a long-lasting service. Remember Google’s strategies... It’s probably better, after all, to talk about payment through some kind of long-term financial agreements.

Although, perhaps, the question reveals the creativity and ambition of the applicant for the position. In this case, a completely different response tactic...

when the minute hand is at 15 minutes, the hour hand is shifted from 15 hours to ¼ hour, because there are 4 15 minutes in one hour. That is, the hour hand travels ¼ of an angle of five minutes in a quarter of an hour.

There are 12 five minutes in one hour

one hour 360 degrees

one five-minute - 360/12=30 degrees.

30 degrees divided by 4 gives a 7.5 degree angle between the arrows.

About the blender - I’ll answer: Imagine that I can jump or fly cool or control blenders. In general, I, an iron one-cent coin, don’t give a damn about the blades of your blender. :) Why? Yes, because they will spin above my head :) and I will lie and watch their frantic rotation. The one-cent coin is flat and the thin blades cannot reach it.

In the answer about windows - Am I applying to Google for a vacancy as a window cleaner? It is unlikely that there is such a vacancy in Google. I won't wash the windows. I'd rather go to Microsoft or Apple. :)

How many balloons can you fit on a bus?

One is definitely possible if the bus is not a 1/100 model.

Two is possible, and three too. Even separately :)

An interview with a marketer is usually quite simple for most and the key question for making a decision is the answer to the question “What is your experience as a marketer?”, and if the answer is quite long and informative, then the person is accepted.

If you have no experience, then you most likely refuse, or take the person purely on feeling, since there are not so many candidates from which to choose.

But in fact, it is better to do everything differently from the beginning. How to find a marketer and what questions to ask during an interview is the topic of today’s article.

There's a lot in my head...

When looking for a marketer for a company, a manager has a lot of questions in his head, but if you take them all and combine them, they will all sound something like this:

1. How to find a good marketer?
2. How to understand that he is smart?
3. What questions should you ask?
4. Which answers to the questions are considered correct?

You can find more detailed answers to the first two questions in our video, I highly recommend watching:

In general, this article is primarily aimed at managers (HR), so that they understand how to choose and what they should actually do, which ones.

Yes, this is a stone against managers, or rather those who imagine not a marketer, but a business partner with a salary of 20 thousand rubles.

Well, somehow...

But of course, this information will be no less useful for marketers themselves, so that they understand what is expected of them and better prepare for interviews (the stones are thrown into the garden not for far-fetched reasons, but for very real facts that we encounter weekly).

Instructions for managers

Let's do it this way. I'll start with the basic hiring fundamentals that most executives have ignored and continue to ignore.

And all because without them there is simply no point in asking the right questions at an interview, since, one might say, there will be no one to interview...

Advertisement

We are adults and understand that an interview is a sale. And the search good specialist(You don’t need another one, do you?) - even more so.

Gone are the days when you could simply post information on the Internet like: “Marketer wanted, call here.” This does not work.

Moreover, I remember the desire of every manager to find a good specialist for little money (of course, you are willing to pay him good money. But then... when he proves himself. Well, in general, never).

You need to attract a specialist, just as you attract new clients through advertising.

Therefore, the first thing you need to do is make a good, selling advertisement for the vacancy, in which you need to indicate your requirements for the applicant. Thereby:

1. You will remove unnecessary people and save your time;
2. Increase the likelihood of seeing a more professional specialist at an interview.

I understand that for now I’m not really writing about the interview, but don’t rush, everything will happen. Let's move on.

WE ARE ALREADY MORE THAN 29,000 people.
TURN ON

Sell ​​your company

You need to sell your company in an interview. That is, tell who you are, where you are going, what your plans are in general.

To be honest, I’m not very sure that the CEO of some large international company will read my article (but I will believe in it), so most likely your business is small or medium-sized.

This is why you need to sell the idea that working for your company is not only profitable and stable ( keywords at an interview ;-)), but also damn cool.

Because the team is cool, the specialist will be able to develop, because you pay for training (for example, with us), and in the end, because you have cookies.

Remember, a good marketer is a “creative” person, which means he will not come into a corner and a depressing atmosphere. And you will have to choose the best from the worst.

I want

Well, now let's move on to the interview itself. Or rather, to prepare it. One of your most important tasks is to decide who you still want on your team:

1. The executor of your ideas (read - your hands);
2. A creative person who will only come up with crazy ideas and implement them;
3. A universal soldier, otherwise a jack of all trades;
4. A marketer who will come up with ideas, and others will implement them.

I can say right away - if you want to find a specialist who will deal with marketing around the clock, at the same time independently study and do everything yourself, for example:

• not just know what it is, but also develop it, type it up yourself,
• not just know the essence, but also set up targeted advertising for you, design all the pictures for posts;
• not only to know that the script should be in the company and what it affects, but also to write to you,

and for a salary (of course, not the most luxurious one), then you can safely forget about it. If a person can and does all this, then it is easier for him to work for himself than for someone else. Therefore, do not think that a marketer must know and be able to do everything. Eg.

1. He must know what it is, what technical task give it to the programmer, but should not do it yourself;
2. He must know everything, but this must be done by the contractors he has found. Which, by the way, he will monitor and provide you with reports on their work;
3. He must find out which New Product your customers need it, but it should be searched and ordered by a logistician, not a marketer;
4. And so on.

It seems logical and understandable, but... “I don’t have the money to maintain such a staff.” Well then, don’t be surprised that a specialist who is not assigned responsibilities works slowly and ineffectively.

Because it is IMPOSSIBLE to know everything in marketing. The sphere is too large and at the same time very dynamically developing. For example, there are 12 of us in the team and we all learn from each other.

Important. If you think that this is advice only for beginner businessmen, then you are very mistaken. This applies to all companies, including large ones. And yet, many managers are still looking for a “jack of all trades.”

Limits of responsibility

Consider the limits of his responsibility. Clearly and clearly. “Will be involved in marketing” is not the limit of responsibility.

1. Will he be responsible for monitoring competitors and their prices?
2. What about internet marketing?
3. What about the development and creation of a new product?
4. What about bringing it to market?
5. What about pricing?

Based on this, it will become clearer to you what tasks to set and what tasks to prescribe for him to evaluate his performance.

All this will help you not only create a more complete job profile, but also understand who you are looking for, both for yourself and the specialist who will come to fill the vacant position.

Interview Questions

So we come to the most interesting thing, what tricky questions need to be asked in order to see the whole truth. And we will divide all the questions into two blocks: theoretical and practical.

Theoretical block

In any case, questions are formed based on your needs, which we discussed above. You can't go anywhere without them.

And also, based on whether you are a beginner or an old man. Therefore, adapt everything that is written below to suit yourself and the situation. And I also draw your attention to the fact that the questions are written in a chaotic order.

General issues :

1. Have you already become familiar with our company? (We check whether the person has prepared for the meeting at all or just goes to everyone)
2. What is marketing to you? What do you think a marketer should do? (Please pay attention to how much its presentation matches your tasks)
3. How do you imagine your typical working day in this position, of course, after you adapt? (An alternative to the previous question, if you suddenly left the answer)
4. What trainings or books on marketing have you studied?
   (Usually no one reads or passes anything, so the following question will help you)
5. Perhaps you read some specialized sites or groups in in social networks? If yes, which ones?

   (Here it will immediately be clear whether it is developing at all or not. And if it is developing, then in what direction. Usually we hear that these are groups about)

6. Tell us about your actions in your last job as a marketer? (Ask in more detail to understand how deeply he really worked on this, and is not talking for the sake of volume)
7. What were the results in your previous work? (Moreover, ask not only about money, but also about conversion, ctr and other indicators)
8. Do you know what ROI/CTR/LTV is? ( Alternative question the previous one, if you have a candidate with no experience).
9. Where do you see yourself in a year/two/three? (Often marketers are people who plan to open their own business in the future, whether to take them or not, make the decision yourself)

Specialized questions:

1. What's happened ?
2. What is it needed for ?
3. Name ten marketing tools
4. ? (Please note here whether the marketer thinks in terms of attracting customers only or in terms of categories and pricing, increasing the average bill, returning customers, increasing loyalty)
5. What is better offline or online promotion?
   (A normal marketer will not say which is better, there are pros and cons everywhere)
6. What channels for attracting customers do you consider the most relevant now?
7. What is better VKontakte or Facebook?
   (Also like the previous question, there is no better one)
8. Why do you need to define your target audience? What are the top 5 questions you will ask to determine it?
9. What models of advertising creation do you know?
10. How to increase the average bill, tell us a few different options?

Thanks to this type of question, you will understand whether the applicant understands or is just pretending.

Moreover, I would like to draw your attention to the fact that many people understand only vaguely and to find out, ask probing questions like “What else?”, “How did they do it”, “What does it look like”, “Why was this chosen”, “Tell me in more detail” .

Practical block

Theory is good. But better practice. One of our favorite and, I would say, universal questions will help you make the final decision either yes or no. And it looks like this:

“We have our company, our products/services and an unlimited advertising budget. The task: to attract customers and make sure that, at a minimum, advertising pays off zero. What do you suggest?

Based on the answers, you will understand whether the person is savvy in practical marketing or is he just a naked theorist who has seen enough.

Important. Almost 8 out of 10 marketers immediately talk about discounts and this should alert you, because they will often reduce prices. A more thoughtful option instead of discounts is, for example, bonuses.

Instructions for marketers

Dear managers, you should also read this to know how an ideal marketer should prepare for your meeting and by what criteria you can immediately understand that he is “yours.”

And now, dear marketer, I think you have already read the instructions for managers and are shocked. They expect the impossible from you, and for such a small salary!

That's it, so that your salary is higher and you are valued more, and read the instructions for you.

I won’t say that you need a selling resume with your achievements, courses and certificates. This is all very necessary. You can just read about this in any other article about resumes.

Also, I won’t tell you that a resume should be written without errors. You should already know this.

But yes, you need to prepare for every interview. Now I will explain what I mean. You need to research the potential employer. What kind of company is this, what does it do, how long has it been on the market, what is it famous for, who are the competitors.

You have no idea how important this information is for the company manager who plans to hire you.

And what a huge plus you will earn if you devote 20-30 minutes of your time to this issue before the interview. This is important (even vital!) for 2 reasons:

1. You will understand whether it is worth working in such a company. High salary the advertisement does not always turn out to be like this in reality and bad reviews on the Internet will dispel or confirm your doubts;
2. You will immediately establish yourself as a professional, thereby significantly increasing your expertise.

Just imagine the situation. You come to an interview and in the process take out printed advertising materials from the company, for which you begin to propose your changes to the manager, justifying them with your knowledge.

And I'm already your employee

Speaking now as a manager, I would consider hiring such a specialist first, even if his experience is insufficient.

Again, clothes and appearance are important (I remembered a recent interview with a guy dressed in an outfit like from the Italian catwalk, and I’m not exaggerating), but still they don’t guide you by your clothes.

Which will increase your chances of getting the coveted position next. Study the methods of attracting clients that your potential employer currently uses.

Write down what he doesn't use and... at the right moment, take this trump card out of your sleeve. Everyone is looking for new ways to attract customers, and managers even more so.

And if you also inform the manager about the costs of this or that method, he will definitely remember your candidacy.

Well, here is a list of questions that will help you understand a lot about the company and this will help you make the right choice:

1. Who does the marketer or marketing department report to?
2. How does a manager feel about marketing? Is this a “do something to attract clients” series or is there a clear understanding and a specific strategy?
3. What tools have you already used, what worked, what didn’t?
4. Does the company have a monthly marketing budget? And in what size?
5. And the most important thing! What are your responsibilities? And God forbid they show you that you can take on everything! They will blame you for everything and even more.

Briefly about the main thing

Now watch this video and cheer yourself up! Questions are questions, but no one canceled stressful interviews 😉

And now a short summary of the article: finding a good marketer, I’ll tell you, is a whole quest. We’ll have to review more than a dozen, because, honestly, now everyone who is not too lazy is going into marketing; previously there was such an offer for an advertiser.

And the most interesting thing is that no one wants to study this “deeper”; they pile on chips and try to increase sales using them.

But we, as managers, understand that without a good fundamental base, chips remain chips, and not tools for stable growth.

So never stop with the first marketer. If you’ve already started hiring, then approach it according to the principle “can I see everyone?”

, ), all types, trainings, role-playing and business games.

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

The goal is usually 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 advertised 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.

Read more about how a HR officer is interviewed when applying for a job and what questions HR asks an applicant for the position of HR manager.

General issues

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

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

General questions to obtain information about the candidate’s personality: education, work experience, marital status.

Questions forcing self-characterization and frankness: Passions, hobbies, interests? What do you like and dislike about yourself? What irritates you about others? What action in your life are you proud of? What would you not like to remember? Why are you ashamed?

Questions about your previous place of work (study): Why did you decide to change jobs? Why did you quit? Do you maintain relationships with former colleagues?

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

Testing of applicants

Several types of testing are used during the interview.

Intelligence tests

Designed to determine the peculiarities 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 series of mathematical, verbal,...

Personality tests

Tests to identify the characteristics of emotional and volitional sphere are carried out for candidates for positions involving frequent interpersonal communication.

And also with the need to work with conflicting clients or in extreme situations, with the ability to take responsibility (Schulte Table, “Behavior Strategies in conflict situation"Thomas-Kilmann).

Professional tests

Competency tests determine the level vocational training, qualifications, special skills.

As well as the ability to work with a PC, knowledge of foreign languages ​​(developed by the Education Committee of the Jewish Autonomous Region).

Projective tasks, logical questions and cases

Projective questions

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

Why do you think the employee was late at work? The manager went on a business trip, forgetting to leave the key to the cabinet 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, could influence the decision against them.

Logic problems

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

They will allow the interviewer to imagine the candidate’s behavior in non-standard situations and assess his ability to solve problems with several unknowns or variables.

Cases

Represent situational tasks.

The applicant must find a way out of the described situation based on his experience: The client was half an hour late for the scheduled meeting and, upon entering, spilled a glass of coffee on another visitor. Your actions?

When solving cases, the applicant's behavior pattern in stressful and conflict situations and the ability to control oneself are 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 conduct a job interview correctly.

Marketer

How does a marketer interview work? First of all, you need to be ready to answer questions and solve problems related to general concepts marketing, product promotion, pricing, assessing the effectiveness of the company's marketing policy.

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

What a marketer should know during an interview:

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

• Rudolf Amthauer Structure of Intelligence Test;
• test to identify trading understanding.

Jewelry or clothing store worker

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

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

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

Ability to use is preferred necessary equipment, maintain documentation.

Questions for a jewelry store salesperson:

• what types of chain weaving exist;
• match this pendant with earrings and a bracelet that match the design and style;
• tell us about the latest fashion trends for youth jewelry.

Tests:

• “TEMP-sales” methodology;
• test of orientation style of professional communication by A. V. Morozov.

Questions for a clothing store salesperson:

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

Tests:

• “Ideal Wardrobe” test by Yulia Dobrovolskaya;

Engineer

The interview for chief engineer is most often carried out according to the following algorithm: after answering general questions, the applicant will be asked to undergo intellectual, professional testing. You will have to demonstrate your ability to work with a PC, answer questions regarding working with equipment, talk about previously completed work, and participation in projects.

Questions for an engineer:

• how quantitative analysis differs from qualitative analysis;
• evaluate your level of proficiency in Excel, World, MagiCAD, AutoCAD and their analogues;
• Describe your most successful project and your most unsuccessful one.

Tests:

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

Labor safety engineer

Applicants need to study again job descriptions, refresh your memory of regulations, legislation on occupational safety.

Familiarize yourself with the specifics of the enterprise in advance.

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 a labor protection engineer, questions for it:

• name the main legal acts on labor protection;
• what restrictions exist when performing these jobs for women;
• How would you organize the labor protection process at our enterprise?

Car dealership worker

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

Interview at a car dealership, questions:

• what problems did you have at your previous place of work?
• Describe the advantages of this car model.

Read more about how to pass and successfully pass an interview for a sales manager and how to conduct it.

Designer

You must impress the interviewer with your portfolio, ability to work in graphics programs, and creative thinking.

In addition, the employer will most likely ask what the candidate knows about their product, why he loves it, what ways to improve it he sees, and why he wants to work for this company.

Interview for a designer, questions:

• advantages of raster image processing in the Lab color model;
• what graphic editor do you prefer to work in?
• which creative projects you hope to achieve by working with us.

Tests:

• visual-figurative IQ test by 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.

Questions for the surveyor during the interview:

• calculate the approximate cost of this work;
• describe the procedure for writing off materials;
• Describe the most difficult tasks you have ever performed.

Tests:

• G. Eysenck's numerical intelligence quotient test;
• methodology for determining stress resistance and motivation (Schulte tables).

Call center operator

An interview in a call center may be slightly different from what you are used to. The requirements put forward may vary greatly in different companies, but there are also general standards: optimal speech rate, pleasant timbre of voice, competent and clear speech, knowledge speech etiquette, ability to manage your emotions, tolerance, flexible thinking.

Questions for a call center operator:

• you call a client, your first phrase;
• what do you like to do most in your free time?
• What attracts you to being an operator?

Tests:

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

Logistician

They prefer to see a specialist with specialized education and work experience of at least three years for the position.

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

Questions for an interview with a logistician:

• the driver did not show up for work, your actions;
• what documents need to be completed when goods arrive at the warehouse;
• What criteria are used to evaluate cargo flow?

Tests:

• G. Eysenck IQ test;
• test for interpersonal relationships in the BodySays Group team, modified by N.V. Grishina.

Cook

During the interview, they will definitely ask questions about education, specialization, and previous place of work.

They are often asked to demonstrate their ability to use kitchen appliances, prepare or tell the recipe for a specific dish.

Chef interview questions:

• which modern means you know how to care for kitchen appliances;
• create a diet lunch menu;
• make an approximate calculation of the dish.

Tests:

Test tasks on the profession of the Education Committee of the Jewish Autonomous Region.

Chef

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

Questions to ask a chef during an interview:

• do you have any recommendations;
• what cuisine do you specialize in;
• What priority tasks will you solve if you get this job?

Cashier

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

Interview with a cashier, questions and diagram: motivation and interest in this position, hard work, attentiveness, perseverance, decency, and communication are assessed.

What questions are asked to a cashier during an interview:

• you notice that your colleague is cheating, your actions;
• what security signs are on 100 ruble banknotes;
• what do you know about our organization?

Tests:

• method “Counting according to Kraepelin”;
• Gorbov's test for concentration.

Storekeeper

HP managers are interested in work experience, the ability to work outside of school hours, on a flexible schedule, and the ability to work with specialized computer programs.

Interview questions for a storekeeper:

• How do you feel about deception?
• to theft;
• in what situations it is possible not to repay the debt (loan);
• how you will conduct inventory;
• What will you do if a shortage is detected?

Tests:

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

Cafe worker

Many people are surprised that when applying for a job in a cafe, they also have to go through a full interview.

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

Questions for a 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?

Commodity expert (merchandiser)

A merchandiser's interview is not much different from others, but it also has its own specifics. Employers are definitely interested in his education and work experience in his specialty.

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

From personal qualities discipline, responsibility, and communication skills are in demand.

Interview questions for a merchandising position:

• there is not enough product in the store, your actions;
• what is merchandising;
• give recommendations on the design of the sales area.

Tests:

• diagnostic method for assessing self-control in communication by M. Snyder;
• commercial test.

Courier

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

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

The courier interview involves the following questions:

• what attracts you to this work;
• build a route from point A to point B;
• what kind of employment do you expect;
• Which schedule is preferable?

Tests:

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

Driver

The driver interview should reveal the most important qualities required for the job. He will certainly be asked questions about his driving experience, category, what or who he drove in his previous place, why he decided to change jobs, what schedule he worked on.

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

Such qualities as responsibility, discipline, attention, memory are also important for the driver..

Questions for the driver:

• what holidays and how are they celebrated in your family?
• name specifications car "X";
• what are his merits;
• flaws;
• you have urgent cargo, and you witnessed an accident, your actions.

Tests:

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

Candidate assessment

An experienced HR manager is able to evaluate an applicant in the first 15 minutes. First, they pay attention to appearance, demeanor, and body language. Motivation, attitude to work, intellectual level and level of aspirations must be taken into account.

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

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

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