1. How organized are you?

Your first staffer will make call sheets, keep track of volunteer schedules, the campaign's schedule, fundraising records, voter contact data and more. Ask the staffer specifically how he or she would organize it all. For instance, does she use project management software? Separate notebooks for communications, field and finance? There's no wrong way to stay organized, but disorganization spells disaster.

2. Can you pivot with the ball?

Ask the potential hire about a time something went wrong in a past campaign and how they responded. It's a common interview question, but helps reveal how the staffer would handle the challenges facing an upstart organization. Every campaign is going to make mistakes; what matters is how you respond.

Let's say you're working a congressional race and you mail out thousands of invitations to a town hall event with the incorrect address. Are you willing to drive to the address you put on the mailer and wait there all day until they agree to rent you the building for that night? That's the kind of pivot required early on in a campaign.

3. Are you afraid to pick up the phone?

Your first staffer will spend at least half the time with a phone to his or her ear setting up donor meetings, speaking engagements, recruiting local officials and even making low-dollar donor asks. With that in mind, candidates should look for a resume with finance or volunteer recruitment experience-jobs where the potential hire became used to making dozens of asks over the phone every day.

4. How do you handle disagreement?

We've established that your potential hire needs to have coordination and leadership abilities, but this person also needs to be able to execute on a decision he or she disagrees with. No matter how great your campaign team is not everyone will agree with every decision. Whether it's the consultant or the candidate, eventually the staffer will be over-ruled, yet still have to execute. Look for a resume that doesn't just have management experience and ask potential hires how they dealt with decisions they felt were wrong.

5. How would your former colleagues describe you?

This is a sure sign that the interviewer likes you and is already thinking about contacting your previous employer for a reference. And this is the time when you realise how important it is to choose your referees carefully. So answer this question in the way that you would like to think your employer would respond.
For example:
I have an excellent working relationship with my manager and we have mutual respect for each other. He considers me to be hard working, dedicated, reliable and able to work well using my own initiative.

6. Do you have campaign management experience?

Even if it's managing a legislative or municipal campaign, that kind of experience demonstrates that your potential hire has dealt with field, communications, and fundraising all at the same time. Excelling in a management position also shows that your potential hire has the ability to lead and maintain his or her composure while under pressure.

7. Give an example of how you have effectively used online marketing tools?

In answering this marketing manager interview question, focus on your skills in online marketing including search engine tactics and optimization, click-through advertising, writing for the Web using keywords, designing for customer usability, utilization of social media and tracking success of the online campaign.

8. Tell us What Types of Marketing Campaigns Have You Run in the Past?

As you answer questions about your accomplishments with other companies, be specific. Simply stating, "I ran several online marketing campaigns" does not adequately show what you can do for the company. Better answers should resemble, "I started a social media campaign that utilized targeted advertising systems to market the company's services to youth in North America." You will also need to elaborate. Use numbers that support the campaign, such as "Within three financial quarters, sales increased by 427% and brand recognition vastly improved by 10% within the target demographic."

9. Tell me about a marketing project that you brought in on time and under budget as Campaign Manager?

Key marketing manager competencies that this question explores include accurate research and analytical skills, the ability to develop realistic and workable objectives and the ability to initiate and monitor strategies and activities that support these objectives.

Efficient utilization of resources reflects sound judgment, planning and organizational skills. Use this question as an opportunity to highlight your strengths as a marketing manager.

10. Explain What Do You Think You Bring to the Company?

This common job interview question is often asked in every type of interview. But for marketing jobs this question is especially important. It provides you with a chance to tout your interview preparation by suggesting effective marketing strategies based on the research you completed on the company.

Start by discussing your overall qualifications and experience, but then amend those answers with statements such as, "As I researched your company, I noticed that while your online marketing presence was strong, there are several areas that could be built upon including…" and following up with your ideas. However, you should refrain from this answer if you are interviewing with the head of the marketing department, as you may be undermining their beliefs.

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