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22 Questions To Ask Hiring Managers (and HR) in a Job Interview

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22 Questions To Ask Hiring Managers (and HR) in a Job Interview

“Do you have any questions for me?” We’ve all been on the receiving end of that question in an interview.

Ask the right ones and you’ll make a strong impression. Otherwise, you risk blending in with the other applicants.

Discover some valuable questions that will make hiring managers’ and HR professionals’ ears perk up. Try them at your next interview and see how the conversation shifts in your favor.

Questions to Ask the Hiring Manager During Job Interviews

top questions to ask interviewer

1. How does this role contribute to larger company goals?

It’s not terribly difficult to find a candidate who can execute in a role. It is, however, terribly difficult to find a candidate who can also understand how it fits into larger goals.

This includes being able to self-manage, prioritize high-value activities, and grow their role in a direction that aligns with the company’s growth.

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How It Helps You

This information can be hard to come by if your company isn’t very communicative or transparent, so this is a good chance to get that information to use it to guide your decisions if you land the role.

2. What do the most successful new hires do in their first month here?

This question shows that you’re the type of person who likes to hit the ground running.

It also shows that you recognize patterns of success and want to replicate only the most effective performers.

How It Helps You

Every company has its weird nuances, its own environment, and its own unspoken expectations. This helps you start with a little bit of the insider info so you don’t suffer a case of “if I knew then what I knew now” in six months.

3. What metrics would you use to measure success in this role?

Asking a question like this shows that you’re goal-oriented and aren’t afraid to be held accountable for those goals. You don’t avoid accountability, you welcome it.

How It Helps You

It’s shocking how many people don’t actually know what they want from their employees beyond a vague idea of some work that needs to get done.

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Asking this question will force a hiring manager to figure it out – and then can communicate it to you, so you can execute on it.

4. What are some of the challenges or roadblocks I might come up against in this role?

A question like this indicates that you’re already envisioning yourself in the role and thinking through a plan of attack, should you land the gig.

It’s also a sign that you’re well aware that no job comes free of roadblocks. It signals that not only are you not afraid to deal with those challenges, but you’re also prepared for them.

How It Helps You

The response you receive should help you better understand some of the less-than-ideal aspects of the job – bureaucratic processes, internal politics, and so on.

You can use that information to decide if you’re up for the challenge.

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5. What is the biggest challenge the team has faced in the past year?

While the interviewer might be trying to paint a pretty perfect picture of what working on the team might look like, asking this question will help you uncover some of the realities the team has been facing recently.

If you end up joining, you’ll inevitably hear about these challenges – and you may have to help solve them, too.

How It Helps You

It really helps to know what challenges you could find yourself or your team up against ahead of time. In some cases, it could affect whether you accept the role.

Learning about these challenges could give you some great insights into the steps the team has taken to overcome these challenges already.

6. Why did you decide to work at this company?

This question gives an interviewer a chance to do two self-serving things: talk about themselves and perform a no-holds-barred sales pitch on the company.

For promising candidates, the sales opportunity is welcomed. And most people love any excuse to talk about themselves.

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How It Helps You

This gives you insight into what motivates your future colleague or manager, as well as what the company offers its employees. If those all line up with what you’re looking for in a job, you’ve got yourself a good fit.

7. What keeps you motivated?

If your interviewer has been at the company for a while, understanding why could give you some really interesting insight into the company and its relationship with its employees.

How It Helps You

Depending on the interviewer’s answer, you might learn something about the company’s career training, leadership opportunities, workplace flexibility, internal job opportunities, and more.

You might dig a little deeper by following up with related questions, like, “What do you enjoy most about working here?”

8. Do you host any events with the team outside of work?

Does everyone keep their head down and do their own thing? Or does everyone enjoy each other’s company? This interview question serves as a great way to find out a little bit about the company culture.

Ideally, there’s a good balance of work and life and the company creates opportunities for those to blend.

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How It Helps You

Along with learning about company culture, this is a more lighthearted question that might relax a stiffened atmosphere or lead to a conversation about shared interests.

9. What is your company’s customer or client service philosophy?

This is an impressive question because it shows that you can make the connection between how the company thinks about its customers and the end result.

In other words, how the customer is treated on a day-to-day basis, and in turn, how that shows up in the product.

How It Helps You

While you might be able to find a canned response to this question on the company’s website, it’ll be useful – and possibly eye-opening – for you to hear it more candidly from an employee.

10. What are some of the less tangible traits of successful people on this team?

Ever work with people who just get it? That’s who hiring managers are looking for.

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This question demonstrates that you understand a job is about more than just going through the motions. Successful people have a specific frame of mind, approach, attitude, work ethic, communication style, and so on – and you want to know what that mix looks like at this company.

How It Helps You

Because these characteristics are often hard to pin down, this question forces a hiring manager to articulate that “it” factor they’re really looking for – even if it wasn’t written in the job description.

11. What behaviors do the most successful members of the team exhibit?

Asking a question like this shows you’re interested in getting a practical example of what success looks like to the manager of the team you’d be joining.

Plus, when you phrase the question in this way, “you leave no room for a hypothetical answer,” says Dave Fernandez, a former recruiting team lead at HubSpot. Instead, you’re pushing the hiring manager to think about their top performer.

How It Helps You

Because this question forces an example, the answer to this question will give you a strong idea of what success actually looks like. That way, you’ll learn what it takes to impress your colleagues and be a star candidate.

12. What behaviors do the people who struggle most on the team exhibit?

Follow up question #9 with this question, and you’ll show the hiring manager that you’re really trying to get a concrete idea of what to do and what not to do as an employee on the specific team you’re applying to join, says Fernandez.

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While this question can make a manager uncomfortable, it’s impressive because it shows that you’re not afraid to ask tough questions.

How It Helps You

First, you’ll get an idea of what poor performance looks like, which will help you set expectations for the position.

Second, you’ll learn how the hiring manager handles a tough question like this – which can teach you something about how office politics are handled in general.

13. How do you deliver negative feedback?

If you would be working with the person interviewing you, this is another tough question that can give you some insight into how the team works.

It pushes the hiring manager to think about how they would handle an uneasy situation, while at the same time highlighting your self-awareness.

How It Helps You

Everything gives and receives feedback differently. Does this person tailor their feedback approach depending on whom they’re giving it to? Do they make feedback a two-way street?

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Their feedback style – especially when it comes to negative feedback – will help you understand how well you would be able to work with them.

14. Do you have any questions or concerns about my qualifications?

This question shows that you’re not afraid of critical feedback – in fact, you welcome it.

Interviewers tend to make note of red flags to discuss with a colleague following the interview, whether it be something on your resume or something you said

. This question gives them the green light to ask about any of the things that are holding them back from being 100% on board with hiring you.

How It Helps You

You get a chance to address concerns face-to-face without being too confrontational. This could be the difference between an offer and a rejection – or maybe even a higher opening offer.

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Before you meet the person you’d be working for, you’ll likely meet a member of HR via a phone screening.

Although this initial phone call is a standard first step for most organizations today, it’s also an opportunity for HR to take notes on you as a candidate and relay those notes to the hiring manager.

Make a good impression on HR – it matters more than you think.

Here are some appropriate questions to ask at this initial stage of the recruitment process so you can put your best foot forward.

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1. What do you like most about working here?

This question can be a breath of fresh air to HR reps who primarily answer questions about benefits (which are valuable questions).

Asking an HR employee what they like about the company tells them you care about the company’s culture and that you care about the opinion of someone whom you might not work with directly.

In other words, talking to people like people is always a good idea.

2. How has this position changed over time?

It’s easy to forget that someone might have once held the position you’re applying for – or, more importantly, that the role might have evolved since it came on your radar.

Don’t be afraid to ask HR what this job looked like before you were interested in it. This can include what the responsibilities looked like, how many other people currently hold this position at the company, and even where HR thinks it’s going in the future.

Getting HR’s perspective on the history of your potential role can give you unbiased insight into your department, and let HR know that you’re interested in your future at the company – not just your present.

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3. What does this team’s role hierarchy look like? How does this position fit into it?

This is another big-picture question that HR should be equipped and eager to answer for you.

You might not want to bluntly ask “who would I report to?” It can show resistance or insecurity before you ever set foot in the role. But, it’s still something you might want to know.

4. How does the company promote diversity and inclusion?

Every company should always be working toward building a diverse and inclusive work environment. If they don’t, that’s something you should know ahead of time.

Asking this question will tell you which initiatives or programs the company is involved in and what active measures they’re taking toward this mission.

5. What are you most excited about in this company’s future?

Want to inject a little positivity into your phone call with HR? Ask them what has them pumped up right now.

What motivates them to get up in the morning? Put yourself in HR’s shoes: Wouldn’t you love to answer this question, especially if you love the company you work for?

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Asking the HR rep what they’re most excited about shows them that you, too, thrive on enthusiasm. It also brings the best out in your interviewer – a good headspace for HR to be in as they hand you off to the hiring manager.

6. What is something the company is still working on getting right?

As a flip-side to the question above, also consider asking HR what they think the company’s greatest challenge is right now.

While other candidates might be skittish around a business’s weaknesses, this question shows HR you’re willing to accept the current negatives and join them in righting the ship.

Note the phrasing of this question, too. By asking HR this question precisely this way, you put focus on the positive and show the company that you have natural optimism (a desired trait in future leaders, just so you know).

7. Is there a dress code I should abide by?

Dress code can be a touchy subject in interviews – you don’t want to reveal that you have deal-breakers so early into a hiring process. But, it is an important aspect of the job for many professionals.

If you want to get an idea of the company’s dress code without suggesting it’s a big deal to you, simply ask HR what you’re expected to wear on your first day. It’s a harmless question that gives you the information you need at the same time.

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8. Is there anything about my application that makes you doubt my qualifications right now?

Cap off your phone screening with this confidence play. Asking HR what they’re skeptical about with respect to your application can show them you welcome feedback and you can take criticism. It also helps you better prepare for your next interview.

Editor’s Note: This post was originally published in Nov. 2018 and has been updated for comprehensiveness.

Apply for a job, keep track of important information, and prepare for an  interview with the help of this free job seekers kit.

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A Recap of Everything Marketers & Advertisers Need to Know

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A Recap of Everything Marketers & Advertisers Need to Know

When rumors started swirling about Twitter changing its name to X, I couldn’t believe it at first. But then, in July 2023, as I searched for my favorite blue icon on the phone, I found a black icon instead. It had actually happened!

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The key to correcting the C-suite trust deficit

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The key to correcting the C-suite trust deficit

Take a moment to search “CMO tenure” and you’ll find a wide variety of content discussing the short tenure of CMOs and how it’s among the shortest of roles in the C-suite. If you dive deeper, you’ll find that CEOs don’t seem to trust CMOs. 

Boathouse’s CMO Insights study (registration required) noted several sobering conclusions:

  • 34% of CEOs have great confidence in their CMOs.
  • 32% of CEOs trust their CMOs.
  • 56% of CEOs believe their CMO supports their long-term vision.
  • And only 10% of CEOs believe their CMO puts the CEO’s needs before their own.

If these statistics also apply to the CMO’s entire organization, then it’s clear we have a trust problem with marketing leadership.

If you haven’t read Patrick Lencioni’s “The Five Dysfunctions of a Team,” I consider it required reading for anyone in any leadership role. In his book, Lencioni builds a pyramid of dysfunctions that need to be addressed for a team to succeed. The foundational dysfunction — with which one cannot build a successful team — is “absence of trust.” We see it at scale with marketing organizations today.

Introducing objectivity through data

In “Hamlet,” Shakespeare writes, “There is nothing either good or bad, but thinking makes it so.” Each organization that makes up a company looks at the company from a different perspective. What marketing sees as positive, finance may see as negative. But who’s right? No one.

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Usually, there is no objectivity because leadership comes up with an idea and we execute it. It’s like the fashion proverb “Beauty is in the eye of the beholder.” Unfortunately, we’re going to struggle to run a profitable organization if it’s run like a fashion show.

Therefore, we need to introduce objectivity to how we work. Leadership needs to come together to agree on goals that align with the goals of the broader organization. One element of this conversation should be an acknowledgment that this is turning a ship.

Often leaders — especially those without marketing backgrounds — are likely to expect instant gratification. It’s going to take time to turn the ship and you and your team would do well to set reasonable expectations right away.

Dig deeper: KPIs that connect: 5 metrics for marketing, sales and product alignment

Aligning goals and metrics across the organization

With goals in hand, we need to assign metrics to their progress and agree on the source(s) of truth. Once these objective measures are in place, perspective doesn’t matter. 2 + 2 = 4 regardless of whether you’re in HR or accounting.

Every public road has a speed limit and whether you’re in compliance with it has nothing to do with your perspective. If you’re above it, you’re wrong and subject to penalties. Referring to the fashion example, it’s not a fashion show where some people like a dress and others don’t.

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By using data to objectively measure marketing’s progress within the organization and having the rest of the leadership buy into the strategy, we build trust through objectivity. Maybe the CEO would not have chosen the campaign the marketing team chose.

But if it was agreed that a >1 ROAS is how we measure a successful campaign, it can’t be argued that the campaign was unsuccessful if the ROAS was >1. In this example, the campaign was an objective success even if the CEO’s subjective opinion was negative.

Data-driven campaign planning

Within the marketing organization, campaigns should always be developed with measurement top of mind. Through analysis, we can determine what channels, creative, audiences and tactics will be most successful for a given campaign. 

Being able to tell the leadership team that campaigns are chosen based on their ability to deliver measured results across metrics aligned to cross-departmental goals is a powerful message. It further builds trust and confidence that marketing isn’t run based on the CMO’s subjective opinions or gut decisions. Rather, it’s a collaborative, data-driven process.

For this to be successful, though, it can’t just be for show, where we make a gut decision and direct an analyst to go find data to back up our approach. This would be analytics theater, which is a perversion of the data. Instead, tell the analyst what you think you want to do and ask them to assess it.

For the rest of the organization’s leadership, ask questions when the marketing team presents a campaign. Find out how they came up with the strategy and expect to hear a lot about data — especially the metrics you all agreed would support the company’s overarching goals.

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Dig deeper: 5 failure points of a marketing measurement plan — and how to fix them

Data literacy: Building credibility through transparency 

Building trust doesn’t happen overnight, but a sustained practice of using data to drive marketing leadership’s decisions will build trust if the metrics ladder up to the organizational goals and all of leadership is bought into the measurement plan.



Over time, this trust will translate into longer tenure and more successful teams through building the infrastructure needed to tackle Lencioni’s five dysfunctions.

Opinions expressed in this article are those of the guest author and not necessarily MarTech. Staff authors are listed here.

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How Tagging Strategies Transform Marketing Campaigns

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How Tagging Strategies Transform Marketing Campaigns

How Tagging Strategies Transform Marketing Campaigns

As a marketer, I understand how today’s marketing campaigns face fierce competition. With so much content and ads competing for eyeballs, creating campaigns that stand out is no easy task. 

That’s where strategies like tagging come in. 

It helps you categorize and optimize your marketing efforts. It also helps your campaigns cut through the noise and reach the right audience.

To help you out, I’ve compiled nine ways brands use a tagging strategy to create an impactful marketing campaign. 

Let’s get to it. 

How Brands Use a Tagging Strategy

Tagging involves using keywords or labels to categorize and organize content, products, or customer data. You attach tags to specific items or information to make searching, sorting, and analyzing data easier. 

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There are various types of tags, including meta tags, analytics tags, image tags, hashtags, blog tags, and more. 

So, how do brands use a tagging strategy to make their marketing campaigns stand out?

Improve Social Media Engagement

With over 5 billion users, social media provides an easy way to connect with your audience, build relationships, and promote your offerings.

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Use a tagging strategy to boost social media interactions. Consistently use hashtags that align with current trends and topics. This encourages people to interact with your content and boosts content visibility.

You can also use tags to monitor brand mentions of your products or your industry. This allows you to engage with your audience promptly.

Consider virtual social media assistants to streamline your tagging strategy. These AI-driven tools can suggest relevant hashtags, track mentions, and automate responses. Implementing them can save time and resources while ensuring consistent engagement across your socials.

Build a Personal Brand on LinkedIn

LinkedIn is the world’s largest professional networking platform, with over 1 billion members across 200 nations. It offers excellent opportunities for individuals and businesses to build and nurture their brands.

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However, simply creating a professional profile isn’t enough to build a personal brand on LinkedIn

Use various tags to increase your visibility, establish thought leadership, showcase expertise, and attract the right connections. For instance, use skill tags to showcase your expertise and industry tags to attract connections and opportunities within your industry. Use certification tags to help showcase your expertise and credibility to potential employers or clients. 

Facilitate Customer Segmentation and Personalization

Personalization matters—more so in today’s data-driven world. In fact, 65% of consumers expect your brand to adapt to their changing preferences and needs.

To meet this expectation, consider using a tagging strategy.

Segment your customers based on shared characteristics, such as demographics, interests, purchase history, cart abandonment, and behavior.

Here’s a summary of the steps to customer segmentation.

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With your customer segments ready, use tags to tailor your marketing messages and offerings to specific segments. Imagine sending targeted email campaigns based on what your customers need. That’s the power of segmentation and tagging in action!

Enhance SEO and Content Discoverability

Tagging content can have a profound impact on search engine optimization (SEO) and content discoverability. When users search for specific topics or products, well-tagged content is more likely to appear in search results, driving organic traffic to your website. 

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Additionally, tags can help you analyze the most popular topics with your readers. Then, the results of this analysis can help you adjust your content strategies accordingly.

And get this— certain AI tools can help analyze your content and suggest relevant tags and keywords. Using these tools in addition to a tagging strategy can help optimize your SEO strategies and boost content discoverability.

Partner with the Right Influencers

Influencer marketing has become a go-to marketing approach for modern brands. Recent stats show that 85% of marketers and business owners believe influencer marketing is an effective marketing strategy. 

But how do you find the perfect influencer for your campaign? 

Utilize tags to identify influencers who are relevant to your niche. Beyond this, find influencers who align with your brand values and target audience.

Additionally, look for influencers who use hashtags that are relevant to your campaigns. For instance, fashion influencer Chiara Ferragni uses #adv (advertising) and #ghd (good hair day) hashtags in this campaign.

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Monitor industry-specific hashtags and mentions to discover influential voices and build profitable relationships with them. 

Track Hashtag Performance

Tracking your hashtag performance helps you understand your campaigns’ engagement, reach, and effectiveness.

To achieve this goal, assign special hashtags to each marketing project. This helps you see which hashtags generate the most engagement and reach, enabling you to refine your tagging strategy. 

Here’s an example of a hashtag performance report for the #SuperBowl2024.

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This curated list of hashtag generators by Attrock discusses the top tools for your consideration. You can analyze each and choose the one that best fits your needs.

Categorize Content Accordingly 

The human attention span is shrinking. The last thing you want is for your audience to have difficulty in finding or navigating your content, get frustrated, and bounce.

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Untagged content can be difficult to navigate and manage. As any marketer knows, content is important in digital marketing campaigns. 

To categorize your content, identify the main categories by topics, themes, campaigns, target audiences, or product lines. Then, assign relevant tags based on the categories you’ve identified. After that, implement a consistent tagging strategy for existing and new content. 

Organizing your content using tags can also help streamline your content management workflow. Most importantly, readers can easily find the content they’re looking for, thereby boosting overall user experience, engagement, and conversions.

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Boost Your Email Marketing Strategy

Email marketing remains a powerful marketing tool in today’s digital world. It’s also another area where brands use a tagging strategy to directly reach their target audience.

Use tags to segment your email list and personalize your marketing messages. Then, you can send targeted emails based on factors like purchase history, interests, and demographics. 

Personalization can significantly improve open rates, CTRs, and overall engagement and conversion rates. It’s a simple yet impactful strategy to make your email marketing strategy more effective.  

Plus, you can use tags to track how well your emails perform with each group. This helps you understand what content resonates best with your audience and provides insight on how to improve your emails going forward.

Enhance Analytics and Reporting

Every marketer appreciates the immense value of data. For brands using tagging strategies, tags are powerful tools for gathering valuable data. 

Analyze how users interact with your tagged content. See which tags generate the most clicks, shares, conversions, and other forms of engagement. Gain insight into audience preferences and campaign effectiveness.

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This granular data about your marketing efforts allow you to make data-driven decisions, allocate resources effectively, and refine your marketing strategies.

Final Thoughts 

There isn’t a single correct way for brands to use a tagging strategy in marketing. You can use a tagging strategy however you see fit. However, the bottom line is that this strategy offers you a simple yet powerful way to create attention-grabbing and unique marketing campaigns. 

Fortunately, tagging strategies are useful across various marketing initiatives, from social media and email marketing to SEO and more. 

So, if you’re ready to elevate your marketing campaign, build a strong brand presence, and stand out among the competition, consider employing effective tagging strategies today.


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