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Tips for interviewers to hire the best in business

March 15, 2024

Tips for interviewers to hire the best in business

Finding a job, and interviewing candidates for a job, and then interviewing candidates for the perfect job candidate can feel like searching for a mythical creature of exceptional talent and potential.

We'll equip you with a list of questions, productive interviewing tips for interviewers,, the essential research tools and savvy interviewing and review strategies to transform your hiring managers interview and recruitment review process along with a list of questions and some interview tips to scout

Best Interview Tips for Interviewers

Make a List of Questions That Directly Relate to the Job's Responsibilities

If your job description is not included, list key responsibilities and write questions related to those duties. If you have time, reach out to people that interact with new hires everyday for feedback on the list.

How to be a Good Interviewer?

Before we delve into the interviewer tips, being a good interviewer involves thorough preparation, methodical approach, showing genuine care for candidates, improving judgement to avoid unconscious biases, and learning from past experiences. It's about creating a positive candidate experience, making accurate assessments, and enhancing the employer brand.

What is the STAR method when interviewing?

The STAR method uses structure to answer behavioral-based research questions by explaining specific circumstances of your job, activities and outcomes in your job description. Describe your response.

During interviews plan an early arrival, prepare to explain your experiences to the reader in 30 minutes. Watch and listen carefully what you ask. Keep a positive atmosphere, but don't comment negatively on the employers of the past. Observe your speech patterns.

Prepare a list of the questions to ask

Interviews should be avoided in general such as “What is your greatest flaw?” and “Where will we see ourselves over 5 years?“. They are overused, ineffective, or irrelevant for a particular situation. Getting the right answer can be very helpful in assessing candidates. Make an open question list for the screening interview and the answers should be open-ended to the open role. Bonus tip: Make sure to ask behavioral and situational questions as these help an interviewer learn soft skills like problem-solving ability or critical thinking skills.

Ask Behavioral Questions

Behavioral questioning can give you the opportunity to see who fits your business. Ask for specific examples and behaviors of previous performance or behavior. You won't remember every detail of what you talked through during interview with candidates. Practice notes during interviews is therefore essential. This requires careful listening to what a candidate describes. Take care to pay attention more to your questions than your judgement. Make efficient to take notes and to keep track of the candidate's answers that can be reviewed after the hiring decision.

Don't belittle the candidate

Generally interviewers are unsure if they have enough time to make a positive impression about the candidate's resume, but act fast; they make them wait a bit. Occasionally, the company is very busy but forgets the candidates' request for a new interview time. Such activities leave candidates with negative views on organisations' reputation and employer reputation. Consequently, respect of time is crucial. Make sure you open your mind, but never diminish applicants who have no match for your criteria. Show them your genuine interest and respect for them. In assessing a candidate's performance, a lower to a greater level and a poor to excellent level are good.

Prepare beyond the job interview

Avoid underestimating the importance of small details at job interviews. It is good that the person is happy to show his personality.

  • Create a Job Interview atmosphere
  • How can we make this private?
  • Do people drink water?
  • Does a video interview use a wireless network?
  • Introducing candidates to your employees in the interviewing panel prior to the interviewing process is a good way to observe what interactions people can have while giving interviews a chance to know you.
Preparation is a must

Create an accurate job description

A well defined JD can make a great difference to a candidate's application process by making it more clear and effective in attracting suitable applicants. It is therefore crucial to conduct an exhaustive study before writing job descriptions. Job seekers can use this information to create their own descriptions to describe open roles. Use the exact job title. Give a little more detail. Assume the correctness of the facts. Lists the everyday activities and duties. Describe the qualifications, skills and experience needed. Describe benefits in relation to salaries. Please stay short.

Ground work:

Hiring Process and basis interview tips to hire the best:

  • Know Thy Needs: Before embarking on your recruitment quest, craft a clear and concise job description. This roadmap should outline the essential skills and experience required for the role. Identify the "must-haves" and "nice-to-haves" to avoid getting sidetracked by irrelevant details.
  • Craft Compelling Questions: Move beyond generic inquiries like "What are your strengths and weaknesses?" Formulate a mix of behavioral, situational, and open-ended questions that delve deeper. Ask about the candidate's problem-solving approach in past experiences, their long-term goals, and how they would approach specific challenges relevant to the position.
  • Embrace Technology: Consider using Applicant Tracking Systems (ATS) to streamline resume screening and scheduling interviews. Explore AI-powered recruitment automation tools that can analyze resumes and suggest suitable candidates based on your pre-defined criteria. These tools can be a game-changer, saving you valuable time and effort.
  • Greet interviewees: Make them feel welcome: smile, offer them something to drink and maintain eye contact as much as possible. Ease them into the process. Introduce yourself and your fellow interviewers, and briefly describe your role and why you're hiring. This helps humanize your hiring process for candidates. Then, ask candidates or the applicant simple interview questions like introducing themselves or walking you through their portfolio or work samples, if applicable. Focus on the conversation. Being distracted by calls or thoughts about future meetings can damage your rapport with interviewees. Instead, focus on what the candidates

Create an accurate job description

A well-defined JD can make a great difference to a candidate's application process by making it more clear and effective in attracting suitable applicants. It is therefore crucial to conduct an exhaustive study before writing job descriptions. Job seekers can use this information to create their own descriptions to describe open roles.

  • Use the exact job title.
  • Assume the correctness of the facts.
  • Lists the everyday activities and duties.
  • Describe the qualifications, skills and experience needed.
  • Describe benefits in relation to salaries.
  • Please stay short.
  • Create a Welcoming Environment: First impressions matter. Set the stage for a positive interaction with a professional yet relaxed atmosphere. A comfortable interview space with warm lighting and a friendly greeting can go a long way in putting candidates at ease.

Beyond the Interview: Making Informed Decisions

  • Structured Evaluation: Utilize a standardized evaluation form to assess all candidates fairly based on pre-determined criteria. This ensures objectivity and reduces bias in your decision-making process.
  • Team Input is Invaluable: Involve team members who will be directly working with the new hire in the interview process. Their insights on cultural fit and technical expertise can be invaluable.
  • Communication is Key: Keep candidates informed throughout the entire process, even if they're not selected. A positive candidate experience, even for those who aren't chosen, can leave a lasting impression and help build your employer brand. A simple courtesy email thanking them for their time and interest goes a long way.

Hire Top Talent Strategies with the Help of Technology

Technology is revolutionizing the recruitment process, and we expect those who are prepared to embrace it will find themselves ahead of the curve in hiring decision make. Here's advice on how to leverage recruitment automation tools and AI to implement hire top talent strategies:

  • Resume Screening Powerhouse: Use AI-powered ATS to automate resume screening, saving you time and ensuring you don't miss qualified candidates who might not have the "perfect" keywords on their resume but possess the skills and experience you need.
  • Candidate Matching Magic: AI algorithms can analyze resumes and candidate profiles to suggest the best matches for your open positions. This can significantly reduce the time it takes to shortlist qualified candidates.
  • The Flexibility of Video Interviews: Platforms allowing one-way or two-way video interviews offer flexibility for both interviewers and geographically dispersed candidates. This can be particularly useful for attracting top talent outside your immediate location.

So there you have it, intrepid recruiters! Armed with these five top job interview strategies, you'll be navigating the talent candidate pool with the grace of a swan and the keen eye of a hawk. Remember, forget chasing after elusive unicorns – with these effective job interview tips and a dash of technological interviewing savvy, you'll be the one the top talent candidate and hiring managers everywhere is chasing.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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