Hiring a great copywriter begins with asking the right questions and knowing what makes a great copywriter. And that is also not second to knowing who you need on your team, what expertise they can bring, and where you want this new hire to lead your company.
In all honesty, the majority of the interview questions you ask potential candidates for a copywriting position should be the same as those you ask for other positions. So, let’s start with the general question and then graduate to industry-specific questions.
General interview questions
- How did you find out about this position?
- Why do you want it?
- Why did you leave your previous position, or why are you looking for a change?
- What do you hope to accomplish in your first 30 days here?
- Where do you see yourself in five years?
- What is your greatest superpower? Or, what makes you…you?
- What are the areas you think need improvement?
- What aggravates you?
- In the past, how did you resolve a dispute or conflict with a boss?
- What specific information do you need about me, this job, or this business?
- What is the one word that best describes you?
- What is the one interview question you were hoping I wouldn’t ask?
You can learn a lot about a candidate from how they respond to these questions, including:
- How well the applicant comprehends what is required to succeed in a position and whether or not they prepared for the interview
- If the applicant can describe their unique qualities and how they will help the team or business
- Whether the applicant is prepared to acknowledge and address weaknesses
- How competent the candidate is at navigating interpersonal difficulties
Specific Interview Questions for Copywriters
Every writer faces a unique set of difficulties that are unique to them. One of the most crucial things a hiring manager can do is recognize the areas where those challenges frequently occur and how to best address them.
The following inquiries can give you a better idea of what it will take to train, oversee, and develop each candidate:
- What attributes define quality content?
- Do you like learning about new subjects and businesses? Give an instance where you have done so in the past.
- What methods and tools do you employ for writing and conducting research when creating copy?
- How do you handle deadlines when working?
- When it comes to a piece of content, whose feedback matters the most?
- How would you respond if a client asked you to revise something you had already delivered?
What to pay attention to when interviewing a copywriter
Finding out the answers to these questions is not the only goal of the interview; you also need to evaluate the candidate’s responses to the above questions. Doing so will help you learn a few things, which include but are not limited to the following:
- How comfortable the candidate is in conversations with new people and, of course, how well you connect with the candidate. This is especially useful if the interview follows a more conversational tempo or maintains a more consistent format of questions and answers.
- Given the demands of the role, you may need someone who can think more quickly on their feet. If the candidate will be speaking to customers on the phone, you should note how long it takes for the candidate to respond to your question.
- Yes/no responses with no follow-ups may indicate that this candidate is not a good fit for you if the job requires a lot of communication. Evaluating how detailed their responses are and the information shared will help you with this.
- You need to note if they give you the answers they wanted to give you or the answers you asked for. This will help you verify if they are paying attention and participating in your conversation or if they are merely waiting for their turn to speak.
Additionally, it’s crucial to keep an eye out for signs that might indicate whether this person aligns with the goals and values of your organization. Among the things you could look out for are:
Willingness to learn:
For entry-level positions, this is especially crucial. So be on the lookout for enthusiasm for learning and other clues that indicate an open mind and a flexible attitude. A candidate who asks insightful questions that enable them to learn more about you is a positive sign.
Openness in communication:
Transparency and authenticity matter to us, so it is one of the things we assess in an interview. In order to assess this, you need to conduct the interview in a manner that portrays openness and transparency. Being more upfront at the outset of the interview can help the interviewee feel more at ease and open.
Humor:
Having fun is very important to us at Branbloc. If you don’t enjoy what you do and find fulfillment in both your work and one another, then something is wrong. So, keep an eye out to see if the candidate grinned, laughed, or displayed any other happy emotions. Yes, interviews can be anxiety-provoking, but if you can create the right atmosphere, this will naturally come out.
Do this if you are trying to spot a top-tier candidate
If you’re fortunate, you’ll have to make the difficult choice between one outstanding candidate and two or three other excellent candidates. This challenging job occasionally seems insurmountable. Consider this exercise if you ever find yourself in a situation like this.
Create a persuasive sales pitch
Spend one uninterrupted hour creating a sales pitch about every excellent candidate or finalist. Then write a brief sales pitch for each candidate after that, highlighting their best qualities and outlining why you should hire them. Any personal identifiers or descriptions should be avoided.
If you get a chance, present the compelling arguments to a select group of company employees who are completely unfamiliar with the candidates. Request that they read the pitches and order them numerically. If you have three final candidates, for example, your dependable coworkers will rank the pitches from 1 to 3.
You will need to advocate for each final candidate equally in this exercise. You’ll need to focus on what makes them stand out and why you should hire them as your next employee. Although this is difficult, you might find that it helps you and your coworkers identify who the “best candidate” is for the position that is currently open. Presenting to a group will help you avoid personal sentiments and make a hire that is in the best interest of the company.
Final thoughts
Now you know the questions to ask and how to select the right copywriter for your business. We also know that bringing copywriting in-house can be expensive, and hiring an excellent one can be equally time-consuming. So, if you’re still not ready to bring copywriting in-house, we can handle all your copywriting needs, from web copywriting to SEO copywriting, social media content writing, blog or article writing, and everything in between. And even if you only require overflow support or an interim team to assist you while you are onboarding a new copywriter, our team of writing experts here at Branbloc can have you covered!
