Marketing Internship

☛ How will this internship prepare you for your future career goals?

☛ What are your plans following graduation?

☛ Where do you see yourself in five years?

☛ What are your long term and short term goals?

☛ What were your reasons for selecting your college or university?

☛ Which college classes or subjects do you like best? Why?

☛ How will the academic program and coursework you’ve taken benefit your career?

☛ Give an example of how you applied knowledge from previous coursework to a project in another class.

☛ Tell us about your extracurricular involvement. How has that prepared you for this internship?

☛ What has been your most rewarding accomplishment?

☛ During your experiences while attending college, tell me about a time when you demonstrated that you have leadership ability and skill.

☛ What are the three most important values you demonstrate as a leader? Tell me a story that demonstrates each of these leadership values in practice within your workplace.

☛ What type of people do you work best with?

☛ Give an example of a situation when you had to compromise your own goals/objectives for the sake of the team.

The workforce is evolving at a rapid pace, with new roles and opportunities evolving each year. Not to mention, the average tenure at an organization, especially among young workers, is getting shorter.

Organizations need to invest in building a talent base of people who are genuinely interested in sticking around to grow their careers. The challenge, however, is that entry-level professionals have a very limited view of how their careers are going to evolve.

☛ During your work experiences while attending college, tell me about a time when you demonstrated that you have the ability and desire to work effectively with your coworkers.

☛ What have you learned for your experiences outside the classroom or workplace?

☛ At what point did you choose this career path?

☛ What excites you about this internship?

☛ Tell us about a time when you experienced a problem or obstacle that had no clear solution. What did you do, and what were the results?

☛ How do you determine or evaluate success? Give me an example of one of your successful accomplishments.

☛ What will it take to attain your goals, and what steps have you taken toward attaining them?

☛ What steps do you follow to study a problem before making a decision.

Ideally, I would like to be hired by the same company, so that I can give back what I have been taught. And since I will know exactly what the digital marketing is all about, I will be able to contribute to the cause in an effective manner.

This internship question gives the candidate an opportunity to provide details of a situation where they excelled. Ideally, they will use the ‘situation, task, action, result’ (STAR) technique. This method involves the candidate describing a task they were given, the action they took and the outcome.

Asking candidates what their expectations of the internship are is a great way to ascertain whether or not they understand your company and the work they’ll be doing. Making sure both you and the candidate are clear about the work involved, the required hours, and the pay (if any) is the first step to ensuring a successful setup for both of you.

Within the next 5 years, I would want to see myself as a successful and contributory digital marketing specialist.

Unfortunately, not every candidate that attends the internship interview will really want to work with your company. They may have applied because they need a position. This question will help you to decide whether the candidate is interested in your company’s mission and whether they’re enthusiastic about joining your team.

I am a pro when it comes to forecasting marketing campaign growths, due to an exceptionally insightful nature, and a great ability to keep abreast of new digital marketing technologies.

Ability to communicate effectively, technical prowess, proficiency in managing large amounts of data and extract meaningful information from it, knowledge of SEO best practices and good content management are top of the list.

When speaking with a potential intern, allow them to share something they’ve accomplished either at school or in their extracurriculars. By keeping the question open-ended, you’ll help them feel empowered because they can choose what they want to discuss with you. Maybe it’ll be work related or maybe based on something completely different. Either way, this question is sure to garner a good response you can use to judge whether or not the candidate will be a fit for your team.

The way the candidate answers this internship question will give you an insight into how they solve problems. The candidate can use the STAR technique again to show how they’ve dealt with a challenging situation. If the candidate hasn’t had a difficult situation at college, encourage them to talk about a scenario from a different part of their lives, for example, a seasonal job.

Learning about candidates’ long-term goals can give you insight into the kind of people they are (and want to become).

They don’t necessarily have to perfectly align with the role and industry, but the internship will be a better experience for both of you if it’s at least somewhat related. Especially if you’re hoping your intern will eventually turn into a full-time hire, a candidate who, say, aspires to work for a large investment banking firm after graduation might not be a great fit in your mission-driven nonprofit.

Even the most mundane college class has some professional benefit to it. There are the obvious ways—if you’re looking for a PR intern, then having someone who is majoring in marketing or public relations and has worked on projects that relate to your industry is a clear connection.

But other classes have indirect benefitsas well—for example, writing papers takes research, organization, time management, and editing skills, and foreign language classes require communicating effectively in a diverse environment. By having candidates identify and articulate those connections, you’ll get a good sense of where their strengths lie.

Even more important than the work that the intern will produce is the energy that he or she will bring to your organization. You’ll want someone on board who will bring positive energy to your team.

Ask this question to learn what your intern is like in a social environment. Will he or she make the office culture and team events more fun?

Give the applicant an opportunity to share a story – let her know that she’ll be encouraged to bring her whole identity to the office.