Interview Guide for

Marketing Communications Manager

This comprehensive interview guide for the Marketing Communications Manager position offers a structured framework for evaluating candidates' skills, experience, and cultural fit. With detailed questions across various competency areas, this guide streamlines the interview process while ensuring objectivity and consistency across candidates. By implementing this systematic approach, you'll identify high-performing candidates who can develop and execute effective marketing communications strategies that align with your company's business goals.

How to Use This Guide

This interview guide is designed to help you conduct structured, fair, and effective interviews for your Marketing Communications Manager position. To get the most value from this resource:

Customize the guide to match your specific company culture, industry, and the particular needs of your marketing team
Share with all interviewers on your hiring team to ensure consistency across candidate evaluations
Use the provided questions as a framework, adapting follow-up questions based on candidate responses
Leverage the behavioral questions to understand candidates' past performance as a predictor of future success
Score candidates independently before discussing impressions with other team members
Use the work sample exercise to evaluate practical skills and see candidates in action

For more guidance on conducting effective interviews, check out Yardstick's article on how to conduct a job interview. You can also find additional marketing communications manager interview questions to supplement this guide.

Job Description

Marketing Communications Manager

About [Company]

[Company] is a [description of company] based in [Location] that specializes in [products/services] for the [Industry] industry. We are passionate about [company mission/values] and are looking for a talented Marketing Communications Manager to join our team.

The Role

We're seeking a skilled Marketing Communications Manager to develop and implement comprehensive marketing communications strategies that effectively promote our brand, products, and services. This role is vital to our company's ongoing success as you'll be responsible for ensuring consistent messaging across all channels while driving brand awareness and engagement with our target audiences.

Key Responsibilities

Develop and execute strategic marketing communication plans aligned with business objectives
Create compelling content for various channels including websites, social media, email campaigns, press releases, and marketing collateral
Collaborate with internal teams and external partners to ensure consistent messaging and brand voice across all communications
Manage social media channels to increase brand awareness, engagement, and community building
Implement and analyze metrics to measure the effectiveness of marketing communications efforts
Coordinate with cross-functional teams (Sales, Product, Customer Service) to gather insights and tailor communications accordingly
Oversee the development and distribution of press releases and media relations
Manage marketing communications budget effectively
Stay updated on industry trends and best practices in marketing communications

What We're Looking For

Bachelor's degree in Marketing, Communications, Journalism, or related field
3-5 years of experience in marketing communications, public relations, or related field
Exceptional writing, editing, and verbal communication skills
Experience developing and implementing communication strategies
Proficiency with marketing automation tools, CRM systems, and social media platforms
Strong project management and organizational skills
Ability to translate complex information into clear, engaging content
Creative thinker with strong problem-solving abilities
Data-driven mindset with ability to analyze and report on communication metrics
Experience with SEO/SEM and content optimization (preferred)

Why Join [Company]

At [Company], we offer a dynamic and collaborative work environment where creativity and innovation are encouraged. Our team is passionate about [company mission] and we take pride in the impact our work has on [industry/customers].

Competitive compensation package: [Pay Range]
Comprehensive benefits including health, dental, and vision insurance
401(k) matching program
Professional development opportunities
Flexible work arrangements
Collaborative and innovative company culture
[Other benefits specific to company]

Hiring Process

We've designed a streamlined interview process to give you a comprehensive understanding of the role while allowing us to get to know you better:

Initial Phone Screening: A conversation with our recruiter to discuss your background and interest in the position (30 minutes)
Marketing Communications Exercise: A practical assessment where you'll create a sample campaign or content piece to showcase your skills (you'll have 2-3 days to complete this)
Competency Interview: A deeper discussion about your marketing communications experience with our hiring manager (45-60 minutes)
Team Interview: Meet with key stakeholders from marketing, sales, and product teams to discuss cross-functional collaboration (45-60 minutes)
Final Interview: A conversation with our Director of Marketing about your career goals and alignment with our company vision (30-45 minutes)

Ideal Candidate Profile (Internal)

Role Overview

The Marketing Communications Manager plays a critical role in developing and implementing strategic communications that promote our brand, products, and services across multiple channels. This position requires someone who can balance creativity with analytical thinking, effectively craft messaging for diverse audiences, and collaborate cross-functionally. The ideal candidate will be skilled in both content creation and campaign management, with a data-driven approach to measuring communication effectiveness.

Essential Behavioral Competencies

Strategic Communication: Ability to develop comprehensive communication plans that align with business objectives and effectively reach target audiences. Can translate complex information into clear, compelling messaging across various channels.

Content Creation & Management: Exceptional writing and editing skills with the ability to produce high-quality, engaging content for different platforms and audiences. Maintains brand consistency while adapting tone and style appropriately.

Digital Marketing Proficiency: Strong understanding of digital marketing channels, tactics, and metrics. Can effectively leverage social media, email marketing, SEO/SEM, and other digital platforms to achieve communication goals.

Cross-functional Collaboration: Ability to work effectively with various departments and stakeholders to gather input, align messaging, and execute integrated communication strategies. Can build strong relationships and navigate complex organizational dynamics.

Analytical Thinking: Uses data and metrics to evaluate communication effectiveness, identify areas for improvement, and make informed decisions. Can establish meaningful KPIs and report on results in a way that demonstrates business impact.

Desired Outcomes

Develop and implement a comprehensive marketing communications strategy that increases brand awareness by 15% within the first year
Create consistent, high-quality content across all channels that generates 25% more engagement compared to previous campaigns
Establish and maintain productive relationships with media contacts, resulting in at least 10 positive media placements annually
Improve internal communications processes to ensure all stakeholders are aligned and informed about marketing initiatives
Analyze communication metrics and provide actionable insights that guide future strategy development and optimization

Ideal Candidate Traits

Our ideal Marketing Communications Manager is a strategic thinker who can see the big picture while also executing effectively on the details. They are both creative and analytical, with exceptional writing skills and a passion for storytelling. They thrive in collaborative environments but are also self-motivated and can work independently when needed.

The right candidate will be adaptable to changing priorities and can maintain composure under tight deadlines. They should be naturally curious about industry trends and marketing best practices, continuously seeking to improve their knowledge and skills. They should demonstrate a growth mindset and be receptive to feedback.

We're looking for someone who is proactive in identifying communication opportunities and challenges, and who can develop innovative solutions. They should be comfortable with data and metrics, using them to measure effectiveness and make data-driven decisions. Finally, they should have a genuine interest in our [industry] and be passionate about communicating the value of our products/services to our target audiences.

Screening Interview

Directions for the Interviewer

This screening interview is designed to quickly identify high-potential candidates for the Marketing Communications Manager position. Your goal is to assess whether the candidate has the foundational skills, experience, and mindset needed to succeed in this role. Focus on understanding their career trajectory, marketing communications experience, and alignment with our key requirements.

Best practices for conducting this interview:

Begin by briefly introducing yourself and providing an overview of the role
Ask open-ended questions that encourage detailed responses
Listen actively and take notes on specific examples the candidate provides
Probe for specifics when the candidate gives general answers
Leave time for the candidate to ask questions at the end
Evaluate both technical skills and potential cultural fit

This screening is critical for identifying candidates who not only have the right experience but also demonstrate the strategic thinking, creativity, and analytical mindset essential for marketing communications excellence.

Directions to Share with Candidate

Thank you for your interest in the Marketing Communications Manager role at [Company]. This initial conversation will focus on your background, experience, and interest in this position. I'll ask about your relevant skills and experiences, and there will be time at the end for any questions you have about the role or company. This is an opportunity for us to get to know each other and determine if there's a potential fit. Feel free to ask for clarification on any question.

Interview Questions

Tell me about your background in marketing communications and what interests you about this role.

Areas to Cover

Career progression in marketing/communications roles
Key responsibilities and achievements in previous positions
Specific interest in this marketing communications role
Understanding of the company and its industry
Alignment between candidate's career goals and the position

Possible Follow-up Questions

What aspects of marketing communications are you most passionate about?
How do you stay current with marketing communications trends and best practices?
What attracted you to [Company] specifically?

Describe your experience developing and implementing marketing communications strategies. What approach do you take?

Areas to Cover

Process for developing comprehensive communication strategies
Methods for aligning communications with business objectives
Experience with multi-channel campaign planning
Approach to audience segmentation and targeting
Examples of successful strategy implementation

Possible Follow-up Questions

How do you ensure marketing communications strategies align with overall business goals?
How do you adapt your strategies for different audiences or channels?
Can you share a specific example of a strategy that delivered measurable results?

Walk me through your experience with different content types and channels. Which do you have the most experience with?

Areas to Cover

Types of content created (blogs, social media, emails, press releases, etc.)
Digital platforms and channels managed
Experience with brand messaging and voice development
Content management systems or tools used
Content performance measurement

Possible Follow-up Questions

How do you adapt content for different platforms while maintaining brand consistency?
What process do you follow to create content calendars or editorial plans?
How do you measure the effectiveness of your content?

How do you approach measuring the success of marketing communications efforts?

Areas to Cover

KPIs and metrics used to evaluate communications
Experience with analytics tools and platforms
Process for reporting results to stakeholders
Methods for using data to inform future strategies
Examples of data-driven adjustments made to campaigns

Possible Follow-up Questions

What metrics do you find most valuable for demonstrating communications ROI?
How do you handle situations where campaigns aren't meeting expected metrics?
How do you translate complex data into actionable insights?

Tell me about your experience collaborating with other departments or external partners on marketing communications initiatives.

Areas to Cover

Cross-functional collaboration experience
Methods for aligning stakeholders around messaging
Experience working with agencies or external partners
Approach to managing competing priorities
Conflict resolution strategies

Possible Follow-up Questions

How do you ensure consistent messaging across departments?
How do you handle situations where different teams have competing priorities?
What role do you typically play in cross-functional projects?

What tools and technologies do you have experience with in your marketing communications role?

Areas to Cover

Marketing automation tools (Marketo, HubSpot, etc.)
CRM systems (Salesforce, etc.)
Content management systems
Social media management platforms
Analytics and reporting tools
Project management software

Possible Follow-up Questions

How quickly do you adapt to learning new marketing tools?
What has been your most effective use of these tools to streamline communications?
What tools do you find most valuable for managing communications projects?

Interview Scorecard

Strategic Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Limited experience developing strategic communications; primarily executes tasks assigned by others
2: Has some experience with communications planning but lacks strategic depth
3: Demonstrates solid ability to develop and implement strategic communications plans
4: Exceptional strategic thinker with proven track record of developing comprehensive, effective communication strategies

Content Creation & Management

0: Not Enough Information Gathered to Evaluate
1: Basic content creation skills; limited variety or sophistication
2: Good writing skills but limited experience across multiple content types
3: Strong content creation abilities across various formats with good attention to brand voice
4: Exceptional content creator with outstanding writing skills and sophisticated understanding of content strategy

Digital Marketing Proficiency

0: Not Enough Information Gathered to Evaluate
1: Limited experience with digital marketing channels and tools
2: Familiar with common digital platforms but lacks depth in optimization or analytics
3: Solid understanding of digital marketing with experience optimizing campaigns
4: Advanced digital marketing expertise with demonstrated success across multiple channels

Cross-functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: Prefers working independently; limited experience collaborating across teams
2: Can work with other departments but may struggle with complex stakeholder management
3: Effectively collaborates across functions and builds productive relationships
4: Exceptional relationship builder who excels at navigating complex organizational dynamics

Analytical Thinking

0: Not Enough Information Gathered to Evaluate
1: Limited experience with data analysis; primarily focuses on creative aspects
2: Basic understanding of metrics but lacks sophistication in analysis
3: Good analytical skills with ability to measure performance and make data-informed decisions
4: Highly analytical with advanced skills in performance measurement and optimization

Likelihood to Develop Comprehensive Marketing Communications Strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Lacks strategic planning experience or big-picture thinking
2: Likely to Partially Achieve Goal - Can develop strategies but may miss some key elements
3: Likely to Achieve Goal - Demonstrated ability to create comprehensive strategies
4: Likely to Exceed Goal - Exceptional strategic planner with innovative approach to communications

Likelihood to Create High-Quality Content Across Channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited content creation experience or narrow skill set
2: Likely to Partially Achieve Goal - Good at certain content types but inconsistent across channels
3: Likely to Achieve Goal - Proven ability to create quality content across various platforms
4: Likely to Exceed Goal - Outstanding content creator with exceptional versatility and creativity

Likelihood to Establish Productive Media Relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited media relations experience
2: Likely to Partially Achieve Goal - Some experience but lacking strategic approach
3: Likely to Achieve Goal - Good media relations skills with ability to cultivate relationships
4: Likely to Exceed Goal - Exceptional networker with strong existing media connections

Likelihood to Improve Internal Communications Processes

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited process improvement experience
2: Likely to Partially Achieve Goal - Can identify issues but may struggle with implementation
3: Likely to Achieve Goal - Good process improvement skills with implementation experience
4: Likely to Exceed Goal - Excellent process designer with change management expertise

Likelihood to Analyze Metrics and Provide Actionable Insights

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited analytical experience or data interpretation skills
2: Likely to Partially Achieve Goal - Can track metrics but struggles with meaningful insights
3: Likely to Achieve Goal - Good analytics skills with ability to derive actionable insights
4: Likely to Exceed Goal - Exceptional data analyst who excels at strategic interpretation

Hiring Recommendation

1: Strong No Hire - Significant gaps in critical skills or experience
2: No Hire - Does not meet several key requirements for the role
3: Hire - Meets all essential requirements and would likely perform well
4: Strong Hire - Exceptional candidate who exceeds requirements and shows high potential

Marketing Communications Work Sample

Directions for the Interviewer

This work sample exercise is designed to evaluate the candidate's practical marketing communications skills in a realistic scenario. The assessment will provide insight into the candidate's strategic thinking, creativity, content creation abilities, and understanding of brand messaging and audience targeting.

The work sample should be sent to candidates who pass the initial screening interview. Give candidates 2-3 days to complete the assignment. Explain that this is an opportunity for them to showcase their skills and thought process, not just the final output. Candidates should be evaluated on both the quality of their deliverables and their explanation of their approach.

When reviewing submissions, look for:

Strategic thinking and alignment with business objectives
Understanding of target audience needs and preferences
Quality and clarity of written content
Creativity and originality
Brand voice consistency
Channel-appropriate messaging
Attention to detail
Data-informed approach

This exercise is crucial for evaluating how candidates will perform on actual job tasks and helps identify those who can both develop strategy and execute effectively.

Directions to Share with Candidate

Thank you for advancing to the next stage of our interview process for the Marketing Communications Manager role. As part of our assessment, we'd like you to complete a practical exercise that reflects the type of work you would do in this position.

Marketing Communications Campaign Brief

Scenario: [Company] is launching a new [product/service] targeted at [specific audience]. We need to develop a marketing communications plan to announce this launch and generate interest among our target audience.

Your task is to create:

A brief marketing communications strategy outline (1 page maximum)
A press release announcing the launch (1 page maximum)
Three social media posts for different platforms (LinkedIn, Twitter/X, Facebook, or Instagram)
A brief explanation of how you would measure the success of this campaign (half page maximum)

For this exercise, you can make reasonable assumptions about the product/service features and company details based on our website and industry. We're looking for your strategic thinking, creativity, and communication skills rather than specific knowledge about our company.

Please submit your completed assignment within [timeframe, typically 2-3 days]. We'll review your submission and discuss it during the next interview.

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Strategy lacks clear objectives or audience understanding
2: Basic strategy with some gaps in reasoning or audience targeting
3: Well-developed strategy with clear objectives and audience focus
4: Exceptional strategy showing innovative thinking and comprehensive planning

Content Quality & Creativity

0: Not Enough Information Gathered to Evaluate
1: Content is basic, predictable, or contains errors
2: Content is adequate but lacks creativity or compelling messaging
3: High-quality content that effectively communicates key messages
4: Outstanding content that is both creative and strategically on-point

Brand Voice & Messaging Consistency

0: Not Enough Information Gathered to Evaluate
1: Inconsistent voice or inappropriate tone for the brand
2: Generally appropriate voice but with some inconsistencies
3: Consistent and appropriate brand voice across all materials
4: Exceptional command of brand voice with perfect alignment to company identity

Channel Optimization

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of different channel requirements
2: Some adaptation for channels but not optimized
3: Well-adapted content for each specified channel
4: Expertly crafted channel-specific content showing deep platform understanding

Measurement Approach

0: Not Enough Information Gathered to Evaluate
1: Vague or inappropriate measurement metrics
2: Basic metrics identified but lacking comprehensive approach
3: Solid measurement plan with appropriate KPIs
4: Sophisticated measurement approach showing advanced understanding of analytics

Likelihood to Develop Comprehensive Marketing Communications Strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on work sample quality
2: Likely to Partially Achieve Goal with additional guidance
3: Likely to Achieve Goal based on demonstrated strategic thinking
4: Likely to Exceed Goal with innovative strategic approach

Likelihood to Create High-Quality Content Across Channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on content quality in sample
2: Likely to Partially Achieve Goal with improvement in some areas
3: Likely to Achieve Goal based on demonstrated content creation skills
4: Likely to Exceed Goal with exceptional content creation abilities

Likelihood to Establish Productive Media Relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on press release quality
2: Likely to Partially Achieve Goal with additional training
3: Likely to Achieve Goal based on media communication skills
4: Likely to Exceed Goal with sophisticated media approach

Likelihood to Improve Internal Communications Processes

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on organizational approach
2: Likely to Partially Achieve Goal with some process understanding
3: Likely to Achieve Goal based on structured communication approach
4: Likely to Exceed Goal with innovative process improvements

Likelihood to Analyze Metrics and Provide Actionable Insights

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on measurement approach
2: Likely to Partially Achieve Goal with basic analytical understanding
3: Likely to Achieve Goal based on demonstrated analytical thinking
4: Likely to Exceed Goal with sophisticated data approach

Hiring Recommendation Based on Work Sample

1: Strong No Hire - Work sample shows significant gaps in critical skills
2: No Hire - Work sample does not meet several key requirements
3: Hire - Work sample meets expectations and shows solid potential
4: Strong Hire - Exceptional work sample that demonstrates high capability

Chronological Interview

Directions for the Interviewer

This chronological interview is designed to systematically review the candidate's work history to understand their career progression, achievements, and the context of their past performance. Your objective is to gain insights into how the candidate has applied their marketing communications skills in previous roles and to assess their growth and development over time.

Focus more deeply on the most recent and relevant roles, particularly those involving marketing communications responsibilities. The questions are designed to be repeated for each significant role in the candidate's career history, allowing you to build a comprehensive picture of their experience and capabilities.

Best practices for this interview:

Start with the candidate's earliest relevant role and progress chronologically to their current position
Ask follow-up questions to understand the context of their achievements
Look for growth in responsibility and skills over time
Pay attention to how they handled challenges and what they learned
Note patterns in their approach to marketing communications
Listen for evidence of the essential behavioral competencies outlined in the candidate profile
Reserve time at the end for the candidate to ask questions

This systematic approach will help you assess the depth and breadth of the candidate's experience and how it has prepared them for the Marketing Communications Manager role.

Directions to Share with Candidate

In this interview, we'll take a chronological approach to understanding your career journey. We'll start with your earlier roles and work our way to your current position, focusing on your marketing communications experience. For each role, I'll ask about your responsibilities, achievements, challenges, and what you learned. This helps us understand how your experience has prepared you for this position and how you've grown throughout your career. Feel free to ask for clarification on any questions.

Interview Questions

Of all the jobs you've held in marketing communications, which role taught you the most and why?

Areas to Cover

Key learning experiences in their career
Self-awareness about professional development
Types of environments where they thrive
Ability to extract value from different experiences
Passion for specific aspects of marketing communications

Possible Follow-up Questions

What specific skills or knowledge did you gain in that role?
How have you applied those learnings in subsequent positions?
What makes a role particularly valuable to your professional development?

For each relevant role in your career, please tell me about your position at [company]. What attracted you to this opportunity?

Areas to Cover

Role and responsibilities
Size and structure of the marketing team
Types of products/services they promoted
Target audiences they communicated with
Career motivations and decision-making
Alignment between role and career goals

Possible Follow-up Questions

What was the company's position in the market?
How was the marketing communications function structured?
What channels and tactics did you primarily use?
How did this role fit into your career progression?

What were your primary responsibilities in this role? How did they evolve over time?

Areas to Cover

Scope of marketing communications duties
Growth in responsibilities during tenure
Channels and content types managed
Strategic vs. tactical balance in role
Cross-functional relationships
Team management experience (if applicable)

Possible Follow-up Questions

How large was your budget?
Did you manage any direct reports or contractors?
How much strategic input did you have vs. execution?
What new responsibilities did you take on and why?

Tell me about your most significant accomplishment in this role.

Areas to Cover

Nature of the achievement
Strategic thinking behind the initiative
Execution approach and challenges overcome
Measurable results and business impact
Recognition received
Skills demonstrated

Possible Follow-up Questions

What was your specific contribution to this success?
How did you measure the impact?
What did you learn from this experience?
How did this achievement impact the business?

What were the most significant challenges you faced in this position and how did you handle them?

Areas to Cover

Types of obstacles encountered
Problem-solving approach
Resources leveraged
Resolution process
Adaptability and resilience
Lessons learned

Possible Follow-up Questions

What resources did you utilize to overcome these challenges?
How did this experience change your approach going forward?
Were there any challenges you weren't able to resolve? Why?
What would you do differently if faced with similar challenges today?

Tell me about your relationship with your manager and team members in this role.

Areas to Cover

Communication style with leadership
Collaborative approach with peers
Management style with direct reports (if applicable)
Conflict resolution methods
Team dynamics
Feedback received

Possible Follow-up Questions

How would your manager describe your strengths and areas for improvement?
How did you handle disagreements with colleagues?
What feedback did you receive in performance reviews?
How did you adapt your style to work effectively with different personalities?

What marketing communications tools, platforms, or technologies did you use in this role?

Areas to Cover

Experience with specific MarTech tools
Proficiency levels with different platforms
Implementation or optimization efforts
Training or self-learning approaches
Adaptability to new technologies
Process improvements achieved

Possible Follow-up Questions

Which tools did you find most effective and why?
Did you implement any new tools or platforms?
How did you stay current with evolving technologies?
What process improvements did you implement using these tools?

Why did you decide to leave this position?

Areas to Cover

Career decision-making process
Professional goals and aspirations
Self-awareness about needs and preferences
Approach to career growth
Relationship with previous employers
Reasons for seeking change

Possible Follow-up Questions

What were you looking for in your next role?
How did the next opportunity address what you were seeking?
Were there any aspects of this role you would have liked to continue?
How did this transition fit into your longer-term career plan?

Which position in your career history is most similar to this Marketing Communications Manager role, and how do the responsibilities compare?

Areas to Cover

Self-assessment of experience relevance
Understanding of current role requirements
Transferable skills and experiences
Gaps in experience and how they'd address them
Readiness for the role
Awareness of differences between past experiences and this opportunity

Possible Follow-up Questions

What aspects of this role excite you the most?
What parts of this role would be new to you?
How would you approach the learning curve for unfamiliar responsibilities?
What unique value would you bring to this position based on your experience?

Interview Scorecard

Strategic Communication Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience developing communication strategies; primarily tactical execution
2: Some strategic planning experience but lacking depth or significant results
3: Solid track record of developing and implementing effective communication strategies
4: Exceptional strategic communication experience with demonstrated business impact

Content Creation Expertise

0: Not Enough Information Gathered to Evaluate
1: Basic content creation skills with limited variety or sophistication
2: Good content creation abilities but narrow in scope or channel experience
3: Strong content creation skills across multiple formats with consistent quality
4: Outstanding content creation expertise with innovative approaches and exceptional results

Channel Management Skills

0: Not Enough Information Gathered to Evaluate
1: Experience with only basic channels; limited optimization knowledge
2: Experience with multiple channels but lacking in-depth expertise
3: Solid multi-channel experience with demonstrated optimization skills
4: Exceptional channel expertise with sophisticated strategy and outstanding results

Career Progression

0: Not Enough Information Gathered to Evaluate
1: Limited growth or lateral moves without clear progression
2: Some advancement but slower than expected for experience level
3: Steady progression showing increased responsibility and skill development
4: Impressive career advancement with rapid growth and expanded scope

Likelihood to Develop Comprehensive Marketing Communications Strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on limited strategic experience
2: Likely to Partially Achieve Goal with guidance and development
3: Likely to Achieve Goal based on demonstrated strategic capabilities
4: Likely to Exceed Goal with exceptional strategic expertise

Likelihood to Create High-Quality Content Across Channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on content creation history
2: Likely to Partially Achieve Goal with development in certain areas
3: Likely to Achieve Goal based on demonstrated content creation skills
4: Likely to Exceed Goal with outstanding content portfolio and approach

Likelihood to Establish Productive Media Relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on limited media relations experience
2: Likely to Partially Achieve Goal with some relevant experience
3: Likely to Achieve Goal based on demonstrated media relations skills
4: Likely to Exceed Goal with extensive media network and expertise

Likelihood to Improve Internal Communications Processes

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on process improvement history
2: Likely to Partially Achieve Goal with some process experience
3: Likely to Achieve Goal based on demonstrated improvement initiatives
4: Likely to Exceed Goal with exceptional process optimization expertise

Likelihood to Analyze Metrics and Provide Actionable Insights

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on analytical experience
2: Likely to Partially Achieve Goal with basic analytical skills
3: Likely to Achieve Goal based on demonstrated data-driven approach
4: Likely to Exceed Goal with sophisticated analytical capabilities

Hiring Recommendation

1: Strong No Hire - Career history reveals significant gaps for this role
2: No Hire - Experience doesn't align well with our requirements
3: Hire - Career progression and experience align well with the position
4: Strong Hire - Exceptional career growth and directly relevant experience

Strategic Communications Competency Interview

Directions for the Interviewer

This interview focuses specifically on assessing the candidate's abilities in the essential behavioral competencies for the Marketing Communications Manager role. Through behavioral questions, you'll evaluate how the candidate has demonstrated these competencies in past situations, which is a strong predictor of future performance.

The questions are designed to uncover evidence of strategic communication planning, content creation skills, digital marketing proficiency, cross-functional collaboration, and analytical thinking. Listen for specific examples rather than hypothetical responses, and use the follow-up questions to gather complete information about the situation, actions taken, and results achieved.

Best practices for this interview:

Ask for specific examples and details
Use the follow-up questions to get the complete picture
Listen for the candidate's specific role in team efforts
Note both what was accomplished and how it was accomplished
Pay attention to the candidate's thought process and decision-making
Look for evidence of learning and growth from experiences
Allow the candidate time to think before answering
Save time at the end for the candidate's questions

Remember that past behavior is the best predictor of future performance. By thoroughly exploring these competencies, you'll gain valuable insights into how the candidate would perform in the Marketing Communications Manager role.

Directions to Share with Candidate

In this interview, we'll focus on understanding how you've handled specific situations in your previous roles that relate to the key competencies needed for the Marketing Communications Manager position. I'll ask you to share detailed examples from your experience, so take your time to recall specific situations that best demonstrate your skills and approach. There are no right or wrong answers—we're interested in learning about your real experiences and how you've navigated different challenges. Feel free to ask for clarification if needed.

Interview Questions

Tell me about a time when you developed and implemented a comprehensive marketing communications strategy that successfully achieved business objectives. (Strategic Communication)

Areas to Cover

Situation and business objectives that needed to be addressed
Process for developing the communications strategy
Stakeholders involved in planning and approval
Key elements of the strategy and channels included
Implementation challenges and how they were overcome
Metrics used to measure success
Results achieved and business impact
Lessons learned from the experience

Possible Follow-up Questions

How did you ensure the strategy aligned with broader business goals?
What research or insights informed your strategy development?
How did you prioritize different channels or tactics?
What would you do differently if you were to implement this strategy again?

Describe a situation where you had to create content for multiple platforms or audiences while maintaining a consistent brand voice. What was your approach? (Content Creation & Management)

Areas to Cover

Context and objectives for the content creation
Target audiences and their differences
Platforms or channels involved
Process for developing and adapting content
Methods for ensuring brand consistency
Challenges faced in balancing consistency with channel optimization
Feedback received on the content
Effectiveness of the content in meeting objectives

Possible Follow-up Questions

How did you tailor content for different audience segments?
What tools or processes did you use to maintain efficiency in content creation?
How did you ensure brand guidelines were followed across all content?
What metrics did you use to evaluate content performance across platforms?

Tell me about your experience optimizing a digital marketing campaign that wasn't initially performing as expected. How did you approach the situation? (Digital Marketing Proficiency, Analytical Thinking)

Areas to Cover

Initial campaign objectives and setup
How performance issues were identified
Analysis process to determine causes of underperformance
Tools used to gather and analyze data
Optimization strategies implemented
Cross-channel adjustments made
Results of optimizations
Insights gained for future campaigns

Possible Follow-up Questions

What specific metrics indicated the campaign wasn't performing well?
How did you determine which elements to test or change?
What was your timeline for making and evaluating adjustments?
How did you communicate changes and results to stakeholders?

Describe a time when you had to collaborate with multiple departments or stakeholders to execute a marketing communications initiative. What challenges did you face and how did you overcome them? (Cross-functional Collaboration)

Areas to Cover

Initiative overview and objectives
Departments or stakeholders involved
Your role in the collaboration
Communication methods used
Challenges in alignment or cooperation
Strategies used to build consensus
How conflicts or disagreements were resolved
Results of the collaborative effort

Possible Follow-up Questions

How did you ensure everyone was aligned on goals and messaging?
What techniques did you use to manage competing priorities?
How did you handle resistance or disagreement from stakeholders?
What would you do differently to improve cross-functional collaboration in the future?

Give me an example of how you've used data and analytics to inform your marketing communications decisions and demonstrate ROI to stakeholders. (Analytical Thinking)

Areas to Cover

Context for the data analysis
Metrics chosen and why
Data collection and analysis methods
Tools or platforms used
Insights derived from the data
How those insights influenced decisions
Method for presenting findings to stakeholders
Business impact of the data-informed decisions

Possible Follow-up Questions

How did you determine which metrics were most relevant?
What challenges did you face in collecting or analyzing the data?
How did you translate complex data into actionable recommendations?
How did stakeholders respond to your data-driven approach?

Interview Scorecard

Strategic Communication

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of strategic planning; mostly tactical execution
2: Some strategic thinking but lacks comprehensive approach
3: Clear ability to develop and implement effective communication strategies
4: Exceptional strategic communication skills with innovative approaches and outstanding results

Content Creation & Management

0: Not Enough Information Gathered to Evaluate
1: Basic content creation skills with limited versatility
2: Solid content creation abilities but lacking in some areas
3: Strong content creation skills across multiple formats with good brand consistency
4: Exceptional content creator with sophisticated approach to multi-channel content

Digital Marketing Proficiency

0: Not Enough Information Gathered to Evaluate
1: Limited digital marketing experience or knowledge
2: Familiar with digital channels but lacks optimization expertise
3: Strong digital marketing skills with demonstrated optimization abilities
4: Advanced digital marketing expertise with sophisticated strategy and exceptional results

Cross-functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: Struggles with stakeholder management or cross-team collaboration
2: Can collaborate effectively but has faced challenges with alignment
3: Strong collaborative skills with ability to align diverse stakeholders
4: Exceptional relationship builder who excels at navigating complex organizational dynamics

Analytical Thinking

0: Not Enough Information Gathered to Evaluate
1: Limited use of data to inform decisions; primarily intuition-driven
2: Basic analytical skills but struggles with complex data interpretation
3: Strong analytical capabilities with good use of data to drive decisions
4: Sophisticated data analyst who excels at deriving actionable insights

Likelihood to Develop Comprehensive Marketing Communications Strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on strategic communication examples
2: Likely to Partially Achieve Goal with guidance in strategic planning
3: Likely to Achieve Goal based on demonstrated strategic capabilities
4: Likely to Exceed Goal with exceptional strategic communication expertise

Likelihood to Create High-Quality Content Across Channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on content creation examples
2: Likely to Partially Achieve Goal with some content strengths
3: Likely to Achieve Goal based on demonstrated content versatility
4: Likely to Exceed Goal with outstanding content creation expertise

Likelihood to Establish Productive Media Relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on limited media experience
2: Likely to Partially Achieve Goal with development in media relations
3: Likely to Achieve Goal based on demonstrated relationship-building skills
4: Likely to Exceed Goal with exceptional networking and relationship management

Likelihood to Improve Internal Communications Processes

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on process improvement examples
2: Likely to Partially Achieve Goal with guidance in process development
3: Likely to Achieve Goal based on demonstrated process improvements
4: Likely to Exceed Goal with innovative approach to communications processes

Likelihood to Analyze Metrics and Provide Actionable Insights

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on analytical examples
2: Likely to Partially Achieve Goal with basic analytical capabilities
3: Likely to Achieve Goal based on demonstrated data-driven approach
4: Likely to Exceed Goal with sophisticated analytical expertise

Hiring Recommendation

1: Strong No Hire - Significant gaps in multiple essential competencies
2: No Hire - Does not demonstrate sufficient strength in key competencies
3: Hire - Demonstrates solid capabilities across essential competencies
4: Strong Hire - Exceptional demonstration of all key competencies

Cross-Functional Collaboration Competency Interview

Directions for the Interviewer

This competency interview focuses specifically on how the candidate collaborates with other departments and stakeholders—a critical skill for marketing communications success. The goal is to understand how the candidate builds relationships, aligns diverse stakeholders, resolves conflicts, and ensures consistent messaging across an organization.

When conducting this interview, look for evidence of the candidate's ability to understand diverse perspectives, communicate effectively across teams, navigate organizational dynamics, and build consensus around communication initiatives. The questions are designed to explore both successful collaborations and challenging situations to provide a complete picture of the candidate's capabilities.

Best practices for this interview:

Ask for specific examples and detailed descriptions
Listen for how the candidate navigates different organizational cultures
Note their approach to building relationships and managing stakeholders
Pay attention to communication style and adaptability
Explore both successes and challenges in cross-functional work
Look for evidence of diplomacy and conflict resolution
Focus on how they ensure consistent messaging across departments
Save time at the end for candidate questions

The ability to collaborate effectively across functions is essential for a Marketing Communications Manager. This interview will help determine if the candidate can successfully build the relationships necessary to develop and implement integrated communication strategies.

Directions to Share with Candidate

In this interview, we'll focus on your experience collaborating with different teams and stakeholders on marketing communications initiatives. As a Marketing Communications Manager, you'll work closely with various departments including sales, product, customer service, and leadership, so we want to understand your approach to cross-functional collaboration. I'll ask you to share specific examples of your collaborative experiences, challenges you've faced, and methods you've used to align diverse stakeholders. Please take your time to think of detailed examples that best showcase your collaborative skills.

Interview Questions

Tell me about a time when you led a marketing communications initiative that required significant collaboration with multiple departments. What was your approach to engaging the different stakeholders? (Cross-functional Collaboration)

Areas to Cover

Initiative overview and departments involved
Methods used to engage different stakeholders
Communication strategy and frequency
How roles and responsibilities were established
Processes for gathering input and feedback
Challenges in aligning diverse perspectives
How decisions were made and conflicts resolved
Overall results of the collaborative effort

Possible Follow-up Questions

How did you initially build relationships with the key stakeholders?
How did you ensure all departments felt their needs were being addressed?
What tools or processes did you use to manage the collaboration?
What would you do differently if you were to lead this initiative again?

Describe a situation where you faced resistance or pushback from another department regarding a marketing communications plan. How did you handle it? (Cross-functional Collaboration, Strategic Communication)

Areas to Cover

Context of the situation and source of resistance
Nature of the concerns or objections
Steps taken to understand the other department's perspective
Communication approach used to address concerns
Compromises or adjustments made (if any)
How consensus was eventually reached (or not)
Impact on the relationship with that department
Lessons learned about managing cross-functional relationships

Possible Follow-up Questions

How did you initially respond when you encountered the resistance?
What techniques did you use to find common ground?
How did you balance addressing their concerns with meeting your objectives?
How did this experience change your approach to cross-functional work?

Give me an example of how you've ensured consistent messaging across different departments and channels in a previous role. (Strategic Communication, Content Creation & Management)

Areas to Cover

Context and importance of message consistency
Challenges in maintaining consistency
Process for developing core messaging
Methods for sharing messaging guidelines
Tools or resources created to support consistency
Training or communication provided to stakeholders
How compliance was monitored
Results and feedback on messaging consistency

Possible Follow-up Questions

How did you balance consistent messaging with department-specific needs?
What tools or resources did you find most effective?
How did you handle situations where messaging deviated from guidelines?
How did you measure the effectiveness of your consistency efforts?

Tell me about your experience gathering input from different departments to develop marketing communications that accurately represent product features or services. (Content Creation & Management, Cross-functional Collaboration)

Areas to Cover

Process for collecting information from subject matter experts
Methods for validating technical or complex information
Challenges in translating technical information into customer-friendly messaging
Approach to managing revision cycles and feedback
How disagreements about messaging were resolved
Systems used to manage content development workflow
Techniques for maintaining relationships during pressured timelines
Results and effectiveness of the final communications

Possible Follow-up Questions

How did you prioritize different inputs or feedback?
What was your approach to simplifying complex information?
How did you handle contradictory information from different sources?
What systems did you use to streamline the review process?

Describe a time when you had to communicate potentially sensitive or difficult information to internal stakeholders. How did you approach this? (Strategic Communication, Cross-functional Collaboration)

Areas to Cover

Nature of the sensitive information
Stakeholders involved and potential impacts
Planning process for the communication
Consideration of various perspectives and reactions
Communication channels and timing chosen
Language and framing used
Management of questions or concerns
Outcomes and lessons learned

Possible Follow-up Questions

How did you prepare for potential reactions or questions?
What factors did you consider in deciding the timing and channel?
How did you balance transparency with sensitivity?
What feedback did you receive on your communication approach?

Interview Scorecard

Cross-functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: Struggles with building cross-functional relationships; works in silos
2: Can collaborate with other departments but faces challenges with alignment
3: Effectively builds relationships and aligns diverse stakeholders
4: Exceptional relationship builder who excels at navigating complex organizational dynamics

Strategic Communication

0: Not Enough Information Gathered to Evaluate
1: Communications lack strategic consideration of different stakeholder needs
2: Some strategic thinking but inconsistent in multi-stakeholder scenarios
3: Clear ability to develop and communicate strategies that address diverse needs
4: Exceptional at developing communication strategies that align all stakeholders

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Limited relationship development with other departments
2: Builds functional relationships but may lack depth or trust
3: Successfully develops strong working relationships across functions
4: Exceptional at building deep, trusted relationships throughout organizations

Conflict Resolution

0: Not Enough Information Gathered to Evaluate
1: Avoids conflict or struggles to find resolutions
2: Can address conflicts but may not reach optimal solutions
3: Effectively navigates conflicts to reach mutually beneficial outcomes
4: Outstanding conflict resolution skills that strengthen relationships

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Reactive approach to stakeholder needs and concerns
2: Addresses stakeholder needs but may miss opportunities for proactive engagement
3: Proactively manages stakeholder expectations and concerns
4: Sophisticated stakeholder management that builds advocacy and support

Likelihood to Develop Comprehensive Marketing Communications Strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to siloed approach
2: Likely to Partially Achieve Goal but may miss some stakeholder needs
3: Likely to Achieve Goal with inclusive strategic approach
4: Likely to Exceed Goal with exceptional stakeholder integration

Likelihood to Create High-Quality Content Across Channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited cross-functional input
2: Likely to Partially Achieve Goal with inconsistent stakeholder engagement
3: Likely to Achieve Goal with effective cross-functional content processes
4: Likely to Exceed Goal with outstanding content collaboration

Likelihood to Establish Productive Media Relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to collaborative approach issues
2: Likely to Partially Achieve Goal with some relationship-building skills
3: Likely to Achieve Goal with demonstrated relationship management
4: Likely to Exceed Goal with exceptional relationship-building abilities

Likelihood to Improve Internal Communications Processes

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on cross-functional process examples
2: Likely to Partially Achieve Goal with some process improvements
3: Likely to Achieve Goal with demonstrated process enhancement
4: Likely to Exceed Goal with innovative cross-functional processes

Likelihood to Analyze Metrics and Provide Actionable Insights

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited cross-functional data integration
2: Likely to Partially Achieve Goal with basic cross-team analytics
3: Likely to Achieve Goal with collaborative data-driven approach
4: Likely to Exceed Goal with sophisticated cross-functional analytics

Hiring Recommendation

1: Strong No Hire - Significant gaps in collaboration and stakeholder management
2: No Hire - Insufficient evidence of effective cross-functional collaboration
3: Hire - Demonstrates strong collaborative skills needed for the role
4: Strong Hire - Exceptional cross-functional collaborator who will excel in this position

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals needed to succeed as a Marketing Communications Manager.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Question: Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Question: Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Question: Based on our interviews, how well does the candidate demonstrate the essential competencies for this role?

Guidance: Discuss each of the key competencies (Strategic Communication, Content Creation & Management, Digital Marketing Proficiency, Cross-functional Collaboration, and Analytical Thinking) individually, with interviewers sharing specific examples from their discussions.

Question: Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Question: Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

Question: If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

Question: What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a critical final step in the hiring process for the Marketing Communications Manager position. They provide valuable third-party insights into the candidate's past performance, working style, and potential fit for our organization.

When conducting reference checks:

Request at least 2-3 professional references who have directly supervised or worked closely with the candidate
Ask the candidate to inform their references that you'll be reaching out
Prepare by reviewing the candidate's resume and interview notes
Focus on verifying key qualifications and exploring any areas of concern
Listen for tone and hesitations that might indicate unstated concerns
Take detailed notes during each conversation
Compare information across references to identify patterns

Remember that reference checks shouldn't just confirm what you already know—they should provide new insights about the candidate's potential performance. Don't overlook red flags that emerge during this stage, even if you're enthusiastic about the candidate. The best reference checks balance verification with exploration of the candidate's strengths, development areas, and working style.

Questions for Reference Checks

Can you confirm the candidate's role, responsibilities, and employment dates with your organization?

Guidance: Verify basic information about the candidate's position and tenure. Note any discrepancies with what the candidate has stated on their resume or during interviews.

How would you describe the candidate's strengths in marketing communications? Can you provide specific examples of their achievements?

Guidance: Listen for concrete examples that demonstrate the candidate's capabilities in strategic communication, content creation, campaign management, and other key areas. Note the impact of their work on the organization.

What types of marketing communications projects or campaigns did the candidate lead? How effective were they?

Guidance: Look for evidence of the candidate's experience with projects similar to what they would handle in your role. Assess their ability to manage projects from concept to completion and achieve measurable results.

How would you describe the candidate's collaboration with other departments or stakeholders?

Guidance: Cross-functional collaboration is critical for this role. Listen for information about how the candidate builds relationships, manages stakeholders, and ensures alignment across teams.

What areas of development would you suggest for the candidate? How have they responded to feedback in the past?

Guidance: Everyone has development areas. Pay attention to whether these would impact the candidate's ability to perform in your role, and listen for evidence of their willingness to learn and grow.

How would you describe the candidate's communication style and effectiveness?

Guidance: For a Marketing Communications Manager, communication skills are paramount. Listen for insights about their written and verbal communication abilities, adaptability to different audiences, and effectiveness in conveying complex information.

On a scale of 1-10, how likely would you be to hire this candidate again if you had the appropriate role available? Why?

Guidance: This question often reveals the reference's true assessment of the candidate. Follow up on the reasoning behind their rating to understand their perspective more fully.

Reference Check Scorecard

Strategic Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Reference indicates basic communication skills lacking strategic depth
2: Reference describes adequate strategic skills with some limitations
3: Reference confirms strong strategic communication capabilities
4: Reference enthusiastically endorses exceptional strategic abilities

Content Creation & Management

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited content creation skills or experience
2: Reference describes adequate content skills with some limitations
3: Reference confirms strong content creation abilities across formats
4: Reference enthusiastically endorses outstanding content expertise

Digital Marketing Proficiency

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited digital marketing knowledge or experience
2: Reference describes adequate digital skills with some limitations
3: Reference confirms strong digital marketing capabilities
4: Reference enthusiastically endorses sophisticated digital expertise

Cross-functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: Reference indicates challenges with collaboration or relationship building
2: Reference describes adequate collaborative skills with some limitations
3: Reference confirms strong ability to work across departments
4: Reference enthusiastically endorses exceptional collaborative abilities

Analytical Thinking

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited analytical skills or data-driven approach
2: Reference describes adequate analytical abilities with some limitations
3: Reference confirms strong analytical capabilities and results measurement
4: Reference enthusiastically endorses sophisticated analytical expertise

Likelihood to Develop Comprehensive Marketing Communications Strategy

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests candidate unlikely to achieve this goal
2: Reference feedback suggests candidate may partially achieve this goal
3: Reference feedback suggests candidate likely to achieve this goal
4: Reference feedback suggests candidate likely to exceed this goal

Likelihood to Create High-Quality Content Across Channels

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests candidate unlikely to achieve this goal
2: Reference feedback suggests candidate may partially achieve this goal
3: Reference feedback suggests candidate likely to achieve this goal
4: Reference feedback suggests candidate likely to exceed this goal

Likelihood to Establish Productive Media Relationships

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests candidate unlikely to achieve this goal
2: Reference feedback suggests candidate may partially achieve this goal
3: Reference feedback suggests candidate likely to achieve this goal
4: Reference feedback suggests candidate likely to exceed this goal

Likelihood to Improve Internal Communications Processes

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests candidate unlikely to achieve this goal
2: Reference feedback suggests candidate may partially achieve this goal
3: Reference feedback suggests candidate likely to achieve this goal
4: Reference feedback suggests candidate likely to exceed this goal

Likelihood to Analyze Metrics and Provide Actionable Insights

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests candidate unlikely to achieve this goal
2: Reference feedback suggests candidate may partially achieve this goal
3: Reference feedback suggests candidate likely to achieve this goal
4: Reference feedback suggests candidate likely to exceed this goal

Frequently Asked Questions

How should I prepare for interviewing Marketing Communications Manager candidates?

Review the job description and interview guide thoroughly before conducting interviews. Familiarize yourself with the key competencies for the role: Strategic Communication, Content Creation & Management, Digital Marketing Proficiency, Cross-functional Collaboration, and Analytical Thinking. Prepare for each interview by reviewing the candidate's resume and any previous interview feedback. Consider current marketing communication challenges at your organization that you might discuss with candidates.

What if a candidate has strong content creation skills but limited experience with analytics?

Consider the importance of analytical skills for your specific role. If analytics is crucial for success, explore how quickly the candidate learns new skills and their interest in developing this area. You might discuss whether they've had exposure to analytics in other contexts or taken any steps to improve these skills. Also consider whether other team members could complement this gap while the candidate develops. For more insights on evaluating candidates with skill gaps, see our article on how to raise the talent bar in your organization.

How can I effectively evaluate a candidate's writing skills during the interview process?

The work sample exercise is the primary method for evaluating writing skills, as it provides a realistic assessment of how candidates approach content creation. Pay attention to clarity, tone, audience awareness, and brand alignment in their writing. During interviews, you can also assess verbal communication as a proxy for writing ability, noting how candidates structure their thoughts and articulate complex ideas. Additionally, request writing samples from previous roles if they're not provided in the portfolio.

What's the best way to assess a candidate's ability to manage diverse stakeholder relationships?

The Cross-functional Collaboration Competency Interview specifically addresses this critical skill. Listen for examples of how candidates have successfully navigated complex organizational dynamics, managed conflicting priorities, and built consensus. Pay attention to how they've handled resistance or disagreement, as this reveals much about their collaboration style. Also, ask about specific techniques they use to maintain relationships during high-pressure situations or when they need to say "no" to stakeholder requests.

Should we prioritize candidates with industry-specific experience for this role?

Industry experience can be valuable but shouldn't necessarily be the deciding factor. More important is whether the candidate understands how to research and quickly learn about new industries, products, and audiences. Look for candidates who demonstrate curiosity, learning agility, and the ability to translate complex information into compelling messaging. A candidate from a different industry might bring fresh perspectives and innovative approaches that ultimately benefit your marketing communications.

How important is social media expertise for this role?

The importance of social media expertise depends on your specific marketing strategy and audience. Most Marketing Communications Managers should have solid knowledge of major platforms and best practices, but the depth of expertise needed varies by organization. Focus on whether candidates understand platform differences, audience behaviors, content optimization, and performance measurement. Even if they're not experts on every platform, look for a demonstrated ability to learn new channels and adapt content accordingly.

We need someone who can start contributing quickly. How can we assess a candidate's ramp-up time?

Look for candidates with experience in similar roles, industries, or with similar products/audiences, as they'll typically ramp up faster. During interviews, assess their learning agility by asking about times they've had to quickly master new subject matter or tools. The work sample provides insight into how quickly they can understand your business and produce quality work. Consider also asking scenario questions about how they would approach their first 30-60-90 days to gauge their onboarding strategy.