marketing homework assignment

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Assignments.

The assignments for Principles of Marketing build on one another and culminate in the submission of a finished marketing plan. If you import this course into your learning management system (Blackboard, Canvas, etc.), the assignments will automatically be loaded into the assignment tool. They can be used as is, modified, or removed. You can preview them below:

Assignments and Alignment

• Submit Marketing Plan Template ; Module 2: Marketing Function
• Marketing Plan, Part I ; Module 4: Marketing Strategy
• Marketing Plan, Part 2 ; Module 9: Branding
• Complete Marketing Plan ; Module 13: Promotion: IMC
• Marketing Plan Peer Review ; Module 14: Marketing Globally
• Marketing Plan Presentation ; Module 15: Marketing Plan

Because the assignments are designed to cover multiple course modules, we recommend that you (1) review them for alignment with specific sequence in which you teach your course, (2) adapt them as necessary to ensure alignment, and (3) move each assignment to the module that corresponds with the week in which your students will complete them.

The following discussion assignments will also be preloaded (into the discussion-board tool) in your learning management system if you import the course. They can be used as is, modified, or removed. You can preview them below:

Discussion Assignments and Alignment

• Module 1 Discussion: Self-Introduction ; Module 1: What is Marketing?
• Module 2 Discussion: Analyzing Marketing Efforts ; Module 2: Marketing Function
• Module 5 Discussion: Analyzing Social Responsibility ; Module 5: Ethics and Social Responsibility
• Module 7 Discussion: Customer Profile ; Module 7: Consumer Behavior
• Module 8 Discussion: Positioning and Differentiation ; Module 8: Positioning
• Module 10 Discussion: Product Strategy ; Module 10: Product Marketing
• Module 11 Discussion: Pricing Strategy ; Module 11: Pricing Strategy
• Module 12 Discussion: Distribution Strategy ; Module 12: Place: Distribution Channels
• Module 13 Discussion: Marketing Campaign Concept ; Module 13: Promotion: IMC
• Module 14 Discussion: Global Marketing ; Module 14: Marketing Globally

Waymaker Principles of Marketing course learning outcomes cover a variety of topics related to marketing, culminating in creating a marketing plan. The recommended set of performance assessments in the Waymaker Marketing course includes a combination of submitted assignments and discussion forums, through which students develop content that contributes to the creation of their own marketing plans. Additional discussion assignments, beyond the ones automatically included in this course, are also available in a single Microsoft Word document.  Download additional discussion assignments here.

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13.1.4: Read Ch. 1 What is Marketing? HOMEWORK ASSIGNMENT

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Unit Introduction: What is Marketing? College Textbook Reading, Annotating, and Writing Assignment

(NOTE: This document is uploaded as a Word file as well.)

READ  Chapter 1.1 in “Unit One: Marketing Definitions and Principles” from  BUS 2013: Principles of Marketing , pp. 2-28.

© Saylor Academy 2015. Except where otherwise noted, content on this site is licensed under a CC-BY  Creative Commons Attribution 3.0 Unported License (Links to an external site.) .

If you have to reprint the chapter handout distributed in class, remember to print out ONLY pp. 2-28 from the textbook!

http://www.saylor.org/courses/bus203/  (Links to an external site.)

ASSIGNMENT INSTRUCTIONS

• REMINDER:  Reading this chapter, annotating the chapter, and writing your responses to the discussion questions should take approximately 2-3 hours.

STEP ONE: Reading and annotating Chapter 1.1 “Marketing Definitions and Principles.”

• Before reading the chapter,  Survey  the text by previewing and  skimming  the chapter, noting the external text features, visuals, and content of headings. Also, read the "Takeaway" and "Review Questions" before you begin reading and annotating the chapter. The approximate Lexile level of the chapter is 1070. Think about how this chapter compares in difficulty to other college textbook chapters we have read.
• Read and annotate  this chapter. Note  the four components of marketing  and historical background detailing how marketing has evolved over the last century. As you read further,  note  that all organizations and companies engage in some form of marketing. In this chapter, you will  learn  how marketers have learned to focus on the role of the customer and the value that customers place on products and services (or offerings). This chapter also outlines the  basics of a marketing plan .
• REMINDER:  Plan your study time!  Reading this chapter, annotating the chapter, and responding in writing to the discussion questions should take approximately 2-3 hours.

STEP TWO: Respond in Writing to the Concepts in the Reading

• After you’ve read and annotated the chapter,  respond to the "key questions"  provided at the end of each section of this chapter. That is,  write responses to Review Questions Sections, 1-4 in complete sentences into a Word doc -  or Google doc, or Pages, saved as a .doc or pdf for upload.) Put a heading on the left margin of your paper that labels this set of responses as “Review Questions, sections 1-4.” You will have  a total of twelve responses, one point each,  for this part of the assignment.
• After you complete the review questions, type the label “Chapter 1 Questions, 1-3” below and  respond to the Chap. 1 questions 1- 13 (pp. 26-27), again in complete sentences . This will be  a total of 13 responses , one point each for this part of the assignment.
• Finally,  select ONE of the four “Activities" scenarios . Then, write a  paragraph response  to that ONE activity scenario. Remember these are "thinking" questions and may even require a little research on your part. This is a  five point prompt , so make sure you have written an "A" level paragraph in response to it. This means you will need a  topic sentence ,  supporting, illustrations, details, and explanations  related to the prompt.
• PROOFREAD  your responses to make sure they are complete and logical responses to the questions.  Tip:  Ask another person to read your responses out loud to you. Do they trips over your sentences and phrasing in specific responses? If so,  revise  those responses for  correctness  and  clarity .
• UPLOAD your document to CANVAS . If you are using a word processing program that is not Word, you need to do a "save as" Word doc or pdf of the document first, so it will upload properly here. To access the upload location  in Canvas,  open this assignment and look for the  submit  button on the right of the screen.

10 Tips For Writing Marketing Assignments

• Post author: Cyrus Nambakhsh
• Post published: September 1, 2023
• Post category: Content Marketing

Page Contents

Everyone, from celebrities to businesspeople, relies on marketing to get exposure, add value, and increase their worth. Hence, the demand for professionals and marketing assignments is increasing rapidly. 

However, the path to becoming a marketing major and expanding your reach through organic marketing is not easy. One has to take exams, write assignments, and participate in several group activities before getting that degree. Sounds like too much work? 

In this article, we’ll introduce you to top marketing assignment tips that will allow you to maximize the effectiveness of your efforts.

Once and for all, let’s try to end the dilemma of marketing assignments. According to reports, 46% of youngsters in a survey said they would pursue a career in marketing!

Aside from hiring experts who will write your assignment for you or having group studies and sharing the burden, here are 10 other ways you can master marketing tasks quickly and write marketing assignments perfectly:

#1 Know the Assignment First

One major mistake marketing students make is not spending time dissecting the task. Often, the tasks are not just assignments but case studies, PowerPoint presentation defense , projects, dissertations, and more. This means each task demands a different kind of writing and presentation.

Hence, know the assignment type and what the topic means. Break down the topic and think of ways to cover it. What other slants can you insert to elevate the resonating factor of the topic? 

It is better to spend time on understanding the needs of the topic rather than rushing in by completely misunderstanding it.

#2 Pick an Example

First-year marketing students often fail to realize that their work will be more impactful if they add an example to strengthen the topic. Pick a brand or organization for your paper and use it as an example. This will allow you to find practical answers and develop logical results.

Also, papers with information on renowned brands and big names attract more audiences, making the paper more impactful. However, don’t think of public attention only when picking big organizations; think of your capabilities to justify them to make the paper notable.

#3 Put a Self-Deadline

Of course, your professor will allot a deadline, but setting your own will only push you to finish on time. However, do not confuse this step with rash writing. Have an organized routine and set a deadline to complete it on time before the actual date.

Students who do this don’t have to worry about late submissions. This also gives the writer extra time to revise, which is often overlooked.

#4 Research Fiercely

This tip is quite common to any other assignment type out there. Yet this is the step that makes a major difference. Research as much as you can. There will be many competitors in your class. 

Some may even pick the same topic as yours. The only way to stand out in such competition is through research. Students who are lazy with their research end up with shallow or superficial information. Such students rarely make it above the average mark.

Hence, to stand out, you must do in-depth research and find information from the deepest pits of the internet. Scout through many online and offline books, journals, and more to get the most real and deepest data on the topic. The professor will see through your efforts and hard work, and you can be awarded with grace marks for it.

#5 Real Events Make an Impression

Whether it’s marketing assignments or history assignments, real events never fail to make an impression. Your work will be read by others who always resonate with real-life examples. 

This is again where your capacity to research shows. Those who research without excuses can find excruciating facts that make the topic shine.

Find accurate figures and data that validate your work. Some like introducing these statistics and events at the beginning and slowly unfolding them later in the paper to keep the audience hooked.

Try to find some related data to your work which will bring thousands of readers to explore the topic. Some students also take the extra step of conducting surveys, interviews, and even doing online polls to find information on the topic and add it to their assignments.

#6 Choose the Correct Writing Style

Various writing styles depend on the topic and purpose. Students can pick a business writing style or a personal writing style. Pick one that your audience finds dependable. Aim for a blend of sophisticated and simple terms rather than making it entirely simple or sophisticated.

Using complicated words for the context is okay. But avoid using overly challenging words, which an ordinary audience may find difficult to work with. 

Do not forget to pick the one you are most comfortable with. Some writers can rock simple writing styles and still get good grades. Maintain writing flair and add authenticity to speak to your readers.

#7 Cite Correctly

With any assignment, finding online information is quite obvious. This is why you need to cite your sources. Citing means giving credit to the original writers whose information you have used in your paper. This gives credit to the original writer and helps the writer avoid plagiarism issues.

With marketing assignments, too, students need to cite the sources. There are plenty of citation styles, and one can pick the style which they prefer. Be cautious of different citing styles to avoid any mistakes and do it justice. 

Learning how to cite can take some extra time, so you can hand over this part to someone who can do it for you, leaving no errors behind.

#8 Get a Second Consultation

Both beginners and professionals need a helping hand sometimes. Students who are uncertain about their work can contact professionals or their professors. They can review the work and make suggestions to improve the quality of the paper.

Experts can suggest better examples and better brands to use and even offer effective writing tips. If you are uncomfortable with an expert, consult your friends, siblings, and family members to be more comfortable with them. Together, you can make a remarkable paper that meets everyone’s expectations.

#9 Use Online Tools

Although many find this tip controversial, we strongly agree with it. There are plenty of tools online, and the best thing is that they can be used. 

Students can find tools to improve their writing and grammar, find plagiarism issues, and even check the quality of their papers.

The best thing about these tools is that they are free, and several are available online, making them a favorable option for students. These tools also highlight problem areas, making it easier for students to correct them. 

Overall, find a trustworthy tool because numerous tools out there may not give you the desired result.

#10 Proofread Using Innovative Ways

Finally, the last step is to proofread your paper. Again, this is a very basic step that many people overlook. Proofread your paper before making the final submission. Do not jump into this process just after writing. 

Wait a few days to make the process fruitful. You can also use innovative proofreading techniques to make the process fun.

Some ways of proofreading are:

●       Reading it backward,

●       Reading one section at a time,

●       Having a list of mistakes,

●       Reading it out aloud.

It keeps the proofreading process simple and interesting, eliminating the chances of any errors.

Marketing assignments involve various aspects. Combining them and doing justice is not an easy job. Hopefully, the tips above will show you how to write impeccable marketing assignments and get your deserved score.

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Cyrus Nambakhsh

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28.23: Assignment- Marketing Mix Examples

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Open Pedagogy Assignments are assignments in which students use their agency and creativity to create knowledge artifacts that can support their own learning, their classmates’ learning, and the learning of students around the world. (See this peer-reviewed article for more details.) The assignment on this page is aligned to the learning outcomes of Introduction to Business and we’ve identified the module where the reading appears. All of the assignments can be created with a cell phone camera or any video recording device, Google or Word documents, and your learning management system.

Learning Objectives

• Give examples of the marketing mix

In the Marketing Function module, we cover the 4Ps: Products, Promotion, Place, and Price. Even if you haven’t had experience with marketing, you have a lot of experience as a customer. What is the marketing mix of one of your favorite brand? Think of the marketing mix as a recipe that can be adjusted—through small adjustments or dramatic changes—to support broader company goals.

Using your cell phone or any other recording device, create a short video about the 4Ps of one of your favorite products. You don’t have to edit or create a professional-grade film. You’ve most likely have done this type of recording already on social media, so feel free to use the same informal conversational tone.

Do an internet search for a product of your choice. Research for areas of their website where they mention details about their products, promotions, places, and price. Think of your audience as fellow students who are interested to learn about these ideas because they want to learn important marketing concepts. In your video, you can address the following:

• What are some interesting points on the website about the product?
• What are their promotions? What’s the price? Where can you find the product?
• If you have had experience with the company of your choice, and you feel comfortable sharing your experience, tell your audience what worked or didn’t work for you about their marketing. What can they improve?

A Note To Teachers: For this assignment, the first term students will be creating the videos, and then the next term’s students can respond to the videos. After you have two terms of examples, use the best three from the batch as examples and start the process over again. Using the videos as starting points for OL discussion boards may work as well. If you are using the Salty Paws Case Study, you could refer back to that assignment as guidance for your students who may be learning these concepts for the first time.

Contributors and Attributions

• Open Pedagogy Assignment: Marketing Mix Examples . Authored by : Lumen Learning . License : CC BY: Attribution

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Marketing is a group of activities done to promote a product and increase its sales where the needs of customers are identified, anticipated and then worked on for customer satisfaction. Marketing experts need to have sharp convincing and conversational skills to attract and most importantly convince customers to buy your product. Marketing is of mainly two types, B2B and B2C where B2b means Business to Business marketing where a business tries to sell their product to another business for example steel business houses sell their steel to the utensil creating business and the other one is B2C which means business to customer marketing which happens while selling most of the products. Apart from these, there is two more marketing model which are C2B where customers sell their services in forms of reviews and feedback to the businesses and the C2C where consumers exchange goods amongst themselves. Marketing is the most important activity for the growth of any business and various fields of marketing are:-

Various fields of marketing

Market research.

Market research is the first and the most important activity because it includes researching the market to find out the needs of customers according to which the product will be brought.

Advertising and Public relation

Advertising and public relation include the activities that are important for the promotion of the brand to bring it in a notice of the public and generate the need for it in them and building the business-customer relation.

Promotion apart from the advertising includes the activities that are don to build the relationship between customers, wholesalers, retailers and customers by giving them discounts, offers, sample products etc.

Sales are the distribution of product for final consumptions. The product is sold to the wholesalers who keep the products in bulk and then sell it to retailers who sell it to final customers as per their needs.

Retailing is the activity which puts the product directly in front of the customers to buy which is the last step of a business marketing cycle before the customer feedback.

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How to Interview a Digital Marketer in 2022

I recently spent 4-5 months interviewing applicants for marketing manager and digital marketing specialist positions. I interviewed more than 100 applicants, reviewed hundreds of resumes, and even went outbound looking for qualified candidates using tools like Dux-Soup to search LinkedIn for growth marketers using keywords like “Facebook Ads,” “CAC,” or “churn.”

If you’re in the same boat, I thought it’d be helpful to outline how we approach the hiring process at Ramp Ventures and Web Profits , and even give you the specific interview questions we like to ask.

Hope you find it helpful in your own hiring processes.

Our Interview Process

First, I should mention that I don’t just post a job when I realize I have an opening. According to Glassdoor , the average interview process in the U.S. lasts 23.8 days, so you can’t afford to wait until a vacancy arises to start the hunt for new talent with these recruitment challenges .

Usually, I’m trying to work at least 4-6 months ahead. That way, when I’m at conferences or networking, I’m able to start building relationships with interesting people well before I need to have a position filled.

That’s actually how we found one of our most recent hires. We were both at a conference in Europe, and we formed a connection. I gave him a test project then and there, and wound up hiring him. 

I don’t always get that lucky, but the point is that hiring isn’t something I only think about when I’m desperately in need of people. Plan ahead and keep an eye on the big picture, and you should never find yourself scrambling to fill a position. You can always implement an applicant tracking system to help with your recruiting and talent acquisition efforts. An offer to someone should only come because they are the best possible fit, not because you’re pressed for time and need someone to start tomorrow.

When my process gets to the interview stage, I don’t usually get to meet with candidates in person, since most of my companies are remote. These posts on what to look for when hiring remote employees and how to hire remote talent have been a useful resource for me. So instead, we’ve built a process that saves everyone time, but still gives us all the details we need to determine whether an applicant will be a good fit:

• We start with an email interview that has 3-4 questions. This prequalifies applicants and weeds out those who don’t have the necessary skills. We lose a lot of people at this stage, as digital marketing skills change and evolve rapidly. It’s not a one-and-done scenario. Digital marketers and those hoping to break into the field need to constantly maintain and upgrade their knowledge and skill set to remain on the cutting edge.  
• Then, we advance those candidates we’re still interested in to a 15-20 minute phone interview where we’re asking high-level questions and telling them more about the position.
• Next, we’ll do a video interview with myself and my business partner, Alex. The questions we ask here – which I’ve outlined below – get a lot harder and really tell us a lot about the remaining applicants.
• Finally, we’ll give people we’re still interested in a homework assignment that takes a few hours to complete. It’s a great way for us to separate out the people who know their shit from the people who are just full of shit.

If a candidate makes it through the homework assignment, we’ll do one more video interview that’s much more casual and off-the-cuff. This one isn’t as much about marketing knowledge, since we’ve already measured that thoroughly by this point. Instead, we want to see what they’re passionate about, what stresses them out, and how they’ll fit into our culture. That’s just as important as whether they have the skills to do the job. Someone who has excellent knowledge is not the right candidate if you can’t see yourself working with them every day.

The 18 Interview Questions We Ask

I’ve interviewed a lot of digital marketers over the years. I quickly ditched standard questions that don’t tell me anything about a candidate – you’ll never hear me asking about five-year plans or dream jobs. Instead, I’ve devised a list of 18 questions that deliver in two key areas:

• They give the best candidates the opportunity to show off their marketing chops
• They give me the confidence that I’m definitely hiring the right person for the role

Not every interviewee gets all 18 questions. If we get a few minutes into the interview and realize the person we’re talking to isn’t the right fit, we’ll cut it a lot shorter to save everybody time. But if it’s clear that a candidate is a bit special – someone who can add real value to my business – I’m genuinely interested to hear how they respond to the following questions:

1. How would you explain a sample company’s marketing? 

Before the interview, I’ll think of a couple of websites – places like Square, Salesforce, or Slack. Then, I’ll ask the candidate to break down the site’s marketing strategy . What I’m looking for is their process. I want to understand what kinds of questions they’re asking and how they’re thinking about it. Be sure to examine it yourself beforehand, too, and don’t immediately dismiss something they come up with that you didn’t consider … they just might have a better approach than you (and that’s a very good thing).

2. How do you keep up with digital marketing?

There are a lot of candidates out there who look good on paper, but who are actually rather dated in terms of their experience. To weed these people out, I want to know what blogs they’re reading , what websites they’re visiting, what conferences they go to, and so on. A candidate not actively keeping up with the industry is not the right candidate. Period.

3. Have you ever managed social ads?

This is another question that weeds out the dinosaurs that aren’t relevant anymore. Social advertising is a huge part of digital marketing these days. I want to know if they’ve done it, and if they understand it. Facebook ads are used by 72% of marketers, followed by Instagram ads at 31% .

4. What makes for great content?

It should be immediately obvious to anyone who wants to work with me that content is a huge part of what I do. I don’t do it just for the fun of it. Marketers who make blogging a high priority are 13x more likely to generate positive ROI from their efforts – in other words, if you’re prepared to put the time in, you can achieve great results. So it’s vitally important to me that candidates understand the value of content . As with many of these interview questions , I don’t necessarily have a “right” answer in mind. I just want to understand that the candidate is serious about content too, and knows what they’re talking about.

5. What’s your favorite email newsletter? 

I always ask not just what they read, but why they read it. This gives me a ton of insight into what makes them tick. A few well-chosen marketing newsletters guarantees they’ll never miss a breaking story or trend.  

6. What’s your strongest channel? 

When I’m hiring for a high-level marketing position , I want to understand what they think about different channels, because generally these marketers are T-shaped or have worked on multiple channels. Not only does this tell me how relevant their experience is, it helps me figure out how they’ll fit into my businesses. Whether T-shaped or the more recent I-shaped , it’s all about having a wide breadth of knowledge and at least 1-2 areas of specialization.

7. What’s been your most successful marketing campaign, and why? 

I use this question to get a sense of how awesome they are. I don’t care that they grew a company’s Facebook fans by 3000%. I want to know that they grew revenue. I want to hear them using terminology that’s appropriate for the industry, like CAC or LTV .

8. What’s been your least successful marketing campaign?

When I make a hire, I’m not looking for perfection. After all, I’m not perfect – no one is. We make mistakes and bounce back stronger. You can learn so much from a candidate by asking them about a campaign that completely flopped. Not only do you get the opportunity to find out what they took away from the experience and what they’d do differently next time, but you also discover if they’re prepared to be accountable for their actions. Did they take responsibility for the mistakes and move on, or did they try to shift the blame? 

9. Ask them to fill out a T-shaped marketer outline

I use this template from Buffer , and I ask candidates to fill out where they fit and how strong they are in different areas. I need to know where their strengths and weaknesses are so that I can a) help them improve and b) make sure they’re in alignment with what our companies need. Consider it a modern marketing blueprint.

10. How do you change a client or CEO’s mind if you feel they’re wrong? 

I’m a CEO, and I have strong opinions. But often, I’m wrong. Our clients are too, which is why I need to understand how candidates will communicate with them and win them over to our way of thinking. Persuasion and influence are necessary skills, as is the ability to clearly articulate ideas and opinions.

11. What business models do you have experience working in? 

What’s your favorite business model? If someone has worked in more than one business model, they’ll have a favorite. But if they say ecommerce, and we’re hiring for our SaaS company, that’s kind of a red flag. It’s not a dealbreaker, but they have to prove they’re relevant to me. On the agency side, we can have a broader range of experiences, but even there, this question helps me gauge where they’re strong or weak, and where their true interest lies.

12. Have you ever worked in sales? How? 

In this day and age, marketing isn’t just marketing. You have to work with sales, support, product development, and more to actually grow a business. That’s why I always look for marketers who have some level of sales experience. It’s not a strict requirement, but it is important to me.

13. What platforms do you use to track sales, revenue, traffic, etc.? 

Are they using Google Analytics ? Kissmetrics ? Adobe Analytics ? Clicky ? How they use their chosen platform is important, but the actual platforms they choose matter to me as well, because it shows me how dated or current they are. Much like marketing skills themselves, the tools we use are in a constant state of flux, with old ones dropping away while new ones rise to prominence.

14. If you had a $10K marketing budget, how would you spend it to get the highest ROI? 

Someone I’m interviewing for a lower-level position might not have a great answer for this, but I can still judge their thought process based on what they say. But at higher levels, candidates should be able to give a breakdown of what they’d do and keep rolling with the exercise as I ask clarifying questions or pose different challenges. I want to see my money is not going to be wasted.

15. Imagine I know nothing about digital. I’ve got a tight budget. How are you going to spend my money?

As we all know, marketers aren’t always handed big budgets by clients with a deep understanding of digital. Often, we have to battle for every cent and justify every decision. I want to know what a candidate would do with a limited budget – how are they going to deliver results? Would they put all their eggs in one basket – potentially increasing the risk of failure – or take a multichannel approach and risk spreading themselves too thin?

16. What digital trends are you most excited about?

I don’t just want to work with someone who views digital marketing as a way to put food on the table. I want them to be passionate about it. I want them to be genuinely excited at the cool new things they’ll be able to work on. Whether they’re eager to leverage the power of chatbots, invest in hyper-targeted advertising, or immerse themselves in next-gen SEO, I want to know about it. And I want to know why it excites them.

17. You’ve only got budget for one digital marketing tool. Which do you choose and why?

Digital marketing tools take a lot of the legwork out of labor-intensive digital marketing tasks. I’d expect anyone interviewing for a digital marketing role to have a solid understanding of multiple tools – and to be able to pick a favorite if pushed. What’s more, I want them to justify that choice. Are they a big advocate of Ahrefs? Can’t live without Buzzsumo or Mailshake ? This is their chance to show off their expertise.

18. Which digital thought leaders do you follow?

On a similar theme, it’s important that candidates are taking steps to stay ahead of the curve. I don’t just want to hire someone who’ll do the same as everyone else; I want someone who’s prepared to take risks and try something new. Following digital thought leaders is one of the best ways to keep your finger on the pulse.

19. What was the most responsibility you had in a marketing role?

I want to know how much responsibility they have had on their plate to deliver results. Did their prior clients or colleagues entrust them with the reins? (It’s okay if not, but I need to get an idea for their experience level).

Also, just because someone was mainly in a lower level position, doesn’t mean they weren’t doing great work. I want to see how the candidate views the importance of their work, regardless of whether it’s “sexy” or not. Pride in your work often correlates positively to work ethic.

20. Where do you see digital marketing headed in the next few years?

This is a similar question to some of the others, where I’m looking at how they keep up with trends and skills. Someone who is truly immersed in the industry will constantly be learning from blogs, conferences, new tools, etc.

I don’t need them to be a fortune teller. But I do want to see their ability to integrate different ideas and creatively market toward the future. Do they have some unique perspectives on SEO, or social, or PPC? Or do they just want to clock in and clock out.

21. What are the pros and cons of paid vs. organic marketing?

Within digital marketing, there are several specialties. I don’t expect someone to be an expert in all of them. But digital marketers should have a larger perspective and understand how different strategies work together on a basic level.

SEO and PPC are different in their execution. However, they weave together by supporting the overall goal of growing a business. So when someone is working on a campaign, they should keep that in mind.

For instance, a content marketer may not know how to create a paid ad. But they should understand that every Google search result is competing with paid ads. How do that come into play when executing a campaign?

22. How do you measure the results of your work?

Digital marketing allows us to track our results to a very granular level. And I want to hire marketers that know how to tie their work to real ROI. If they don’t have experience using some kind of analytics or tracking, then that’s a bad sign.

Marketing is not a blind guess. We want to use data to inform decisions going forward. That way, conversion rates and overall ROI go up. I’m looking for an explanation that demonstrates their understanding of how their role contributes to the bottom line.

23. Have you managed or supervised others before?

You need to work with other people to achieve powerful marketing results. No one can do it all by themselves. Not every digital marketer needs to manage others, but many will eventually.

If I’m looking to bring someone in, I usually want to see their potential for managing projects and other people — designers, writers, analysts, and more. How do they communicate the projects’ goals and keep everything on track?

This is also a sign that they have an intricate understanding of that marketing process. If you don’t know how it all works together, then you can’t delegate and scale that process.

24. What are some ways to determine the value of a lead to a business?

Marketing is meant to attract leads into the sales funnel. And part of a marketer’s job is to ensure that the leads are ready to move on to each step with specific pages, ads, and content.

I’m not looking for an answer that’s vague and inactionable like “a lead is valuable when their customer journey is aligned with the company’s mission.” 

What I want to hear from the candidate in this question is a specific metric that would qualify a lead. For instance, a lead who signs up for your email list is more qualified than someone who was merely browsing a blog post.

A lead who purchases a trip-wire product for $7 is more qualified than a customer who doesn’t.

25. What kind of work environment do you prefer?

My team works remotely. Having a fully distributed team has its advantages, but it’s not the best fit for everyone.

For instance, having the ability to create your own daily schedule is a great perk for someone who is motivated and organized. But others may thrive in an office, with the socialization and supervision that comes with it.

I want self starters. I don’t want to hold anyone’s hand. If someone can’t be responsible for meeting their own needs in terms of discipline, socialization, and work ethic, they’re not a good fit — end of story.

Again, I want digital marketers who are students of the game. There are a ton of acronyms and strategies used by marketers. It’s impossible to know them all.

However, there are a few basic terms and concepts that any digital marketer who’s spent a few hours doing research should be familiar with. 

26. What is AIDA?

One of them is AIDA (Attention, Interest, Desire, Action). And it’s the most basic explanation of the customer journey / sales funnel.

Someone who wants to work with me needs to understand each of those four steps at a basic level, and how they work together to move a prospect through the funnel.

27. Write an ad for a sample product

Not every marketer is going to be creating ads. However, this question is somewhat an extension of the previous AIDA question.

If I ask someone to write a Facebook Ad with a headline, description, and some body copy, what will they come up with?

What I’m really hoping to hear is a question from the candidate first, before starting on the ad. I want to see their process for determining the right messaging based on the product, market, and awareness of the target prospect.

28. Tell me about a disagreement you had with a coworker and how you resolved it.

I don’t like unnecessary drama. So the first thing this question does is to weed out gossipers and “drama addicts.”

If the candidate’s eyes light up when I ask this question, as if it’s the most exciting thing ever, that’s an issue.

What I’m looking for is an answer that explains a disagreement over process or strategy, and how this person resolved it with their team member.

Are they critical thinkers? Are they professional without being stodgy? Are they focused on results and solutions instead of drama and problems? The answer needs to be yes to all of those, or I don’t want that person on my team.

The Homework Assignment

As I mentioned above, I’ll give candidates who make it through this process a homework assignment to complete. Too many people can BS their way through the interview portion of the hiring process. My goal with the assignment is to give them something they can’t just make up along the way.

That might mean asking them to:

• Break down another company’s marketing strategy
• Complete customer research
• Find out how a company’s competitors rank and what they’re doing with marketing
• Plan a Facebook or Instagram or LinkedIn ad campaign

All of these tasks take a couple of hours at most to complete, but they’re the ultimate test for us to reveal the people who truly know what they’re doing versus those who just talk a big game.

Every position we have to fill looks a little different, so our process shifts between these stages to make sure we’re attracting and vetting the right candidates. But by having a process like this in place, we’re able to save time without compromising the quality of the people we bring on at the end. Consistency in our process guarantees we always end up with the best fit.

And that’s a win for us and them.

Do you have an interview process like this in place? If so, share what else you include in yours by leaving me a comment below:

I build and grow SaaS companies.

“When it comes to marketing, Sujan is the best. I’ve never met someone with such creative tactics and deep domain knowledge not just in one channel, but in every flavor of marketing. From content, to scrappy guerrilla tactics, to PR, Sujan always blows my mind with what he comes up with.”

Comment (4) - Cancel Reply

Thanks Sujan. Great info for hiring a sales and marketing team! Cheers,

Thanks Lee!

Sujan, thanks for taking the time to detail this – very useful!

Love the approach, Sujan. Giving the potential hires a chance to prove their worth via the assignment is a nice strategy. We are doing something similar at GrowthRocks as well.

Curious to learn if this method has led to any bad or unfit hires though.

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5 Types of Homework Assignments for a Skills-First Hiring Process

CVs and interviews don’t predict job performance, but work assignments can.

It’s really simple; hiring managers need to place competence in context to assess candidates’ technical and interpersonal skills .

If a structured interview process can help flush out candidates with the right attitude and cultural alignment, homework assignments can highlight people with the perfect skillset for the role.

And for a hiring manager, the hiring confidence when selecting between candidates who list the right skills on their resume and those who nail take-home tasks is like night and day.

Curious if work assignments could be a good fit for your company? In this article, we discuss:

• what a homework assignment is all about
• why companies prioritize work assignments over interviews
• how to reassure candidates that work assignments aren’t ‘free work’
• the easiest way to incorporate take-home tasks into your hiring process
• five tips for designing an effective homework assignment

Let’s dive in!

What is a homework assignment?

A homework assignment or an interview project is a task given to a candidate during the interview process that tests whether they have the right skills for a role. Typically these assignments take about an hour or two to complete and have a specific deadline. But they can be more detailed and take up to 5 hours or longer, depending on the role seniority or complexity.

We recommend sticking to a maximum of two hour-projects to keep it fair and reasonable for candidates. As a hiring manager, your main goal is to get a reliable snapshot of a candidate’s technical fit for the job – not to subject applicants to NASA-level testing.

Alternatively, you could swap homework assignments for paid test projects. While many candidates frown upon the idea of completing longer take-home tasks for free (who doesn’t hate free labor?), paid projects are generally accepted as a reasonable alternative. Learn how we leverage paid projects at Toggl Hire.

If a candidate won’t complete an assignment that takes less than 2 hours of their time, likely, they aren’t really interested in the role. So it also doubles as a reliable method to screen out prospective bad hires .

Why do companies ask candidates to complete homework assignments?

Homework assignments help companies get a better idea of a candidate’s strengths and whether they’d be a good match for the role. It’s a bit like shopping online. Seeing a new pair of sneakers you want in a 2D image is great. But getting a fully immersive AR experience really brings the sneakers to life and builds your confidence you’re making the right choice!

These days, many companies prioritize work assignments over interviews , as the typical interview process is outdated. Interviews and CVs alone don’t help the hiring team explore a candidate’s actual abilities. Why? Well, firstly, candidates sometimes exaggerate their qualifications on CVs. Plus, a potential candidate could be great in an interview scenario but terrible at the actual job.

Another reason interviews are passé is that they can open up the hiring team to potential cognitive bias (hiring someone very similar to you). This might seem kind of nice, but in the end, you’ll have less diversity if everyone you hired was a mini-me, right?

Yet, interviews do have an important role to play in the hiring process. But not right in the beginning, necessarily. Shifting the interview portion further down the hiring process steps helps companies focus on quality candidates rather than the search for quality candidates. They could rather confirm the technical fit through skills assessments and then dig deeper during the second interview.

According to HBR, prioritizing homework assignments over interviews can help recruiters better match true competency with the job requirements:

One of us (Jeff) spent several years hiring writers for our firm. He used a scenario-driven writing assignment, administered after a short introductory call, to assess skills. Many publications use writing or editing tests for job candidates, but Jeff approached the task more analytically than most: After receiving the assignment, he conducted a follow-up conversation to understand not just what was on the page, but the candidate’s choices in crafting it. Not only did this give us a sense of how a candidate would perform, but they got a much better sense of the job itself, as we related elements of the task to actual role expectations. By using the same exercise repeatedly, it also built a database of responses over time, a positive feedback loop to better assess the next candidate. Geoff Tuff, a principal at Deloitte Consulting LLP – Harvard Business Review

The real benefits are that work assignments and skills assessments paint a truer picture and can also:

• help identify the best person for the job
• reveal an applicant’s work ethic
• reduce the risk of selecting candidates that have lapsed technical skills (especially with the rapid evolution of technology)
• are easy to deploy at scale – you can narrow down the number of applicants from 500 to 50 to save the hiring team loads of time
• help organizations draw in non-typical but strong candidates that broaden the team’s diversity, equity & inclusion
• reduce the risk and cost of a bad hire

What do candidates gain from completing homework assignments?

Job seekers may not often feel enthusiastic about interview assignments. And we get it. People are busy juggling so many things in their day to day that adding one more can feel overwhelming. But those who look at the bigger picture see it as an opportunity to shine.

Work assignments are a foolproof way for job seekers to demonstrate their skills and expertise . And if candidates happen to have any gaps in their experience, they can still demonstrate their aptitude through an online assignment.

It’s also an easy way for candidates to show they’re truly interested in the position and the employer and stand out from the crowd of other applicants.

Not only do these task projects give them a peek into their potential day-to-day responsibilities , but it’s also a window into whether the role is a good fit for them in the long run .

If they find the task takes too long or that the topic or sector is dryer than toast – they should put their sights elsewhere. But if it’s all systems go – then they’ve already got a head start on producing what’s needed for the role.

5 Types of take-home interview assignments

Take-home interview assignments are a popular choice for assessing technical and creative candidates. But now companies are seeing the benefits for other roles too.

Three things that hiring managers should consider for all these types of interview assignments:

• Letting candidates know about the test beforehand. That way, they’re not surprised and feel they’re starting off on the wrong foot.
• Automating everything they can in the testing process, so they don’t leave candidates high and dry in between lengthy hiring phases.
• Using the data they gain from these tests and candidate feedback to update their hiring process.

And now, onto the examples of homework assignments.

#1 Basic skills screening

Quick skills screening tests as a pre-qualifying step can help reduce the volume of applications without any manual effort. That means no manual resume screening or individual candidate feedback.

As applicants get instant feedback via skills test results (they either pass the required score threshold and move on or stop there), recruiters and hiring managers benefit in three major ways: 1) they save hours of their time by automating CV screening; 2) they can easily identify qualified applicants who should move to the interview stage; 3) they ensure a great candidate experience with modern skills-based hiring practices.

Good practices:

Keeping the tests short and sweet to respect candidates’ time and effort. We’d recommend 15 or 20-minute assessments at the kickoff. However, it’s important to ensure the tests are hard, so they actually act like a quality filter for your candidate pipeline.

Bad practices:

Focusing too much on theoretical, bookish questions that make the test feel like a school exam can harm your test completion rate and prevent great candidates from submitting their applications. Additionally, making the screening tests too long or too intrusive (e.g., taking snapshots through the computer camera) can create an unnecessary barrier and reduce your chances of sourcing top-quality people.

#2 Pre or post-interview coding challenges

While a job interview can help hiring managers assess interpersonal skills, such as communication , teamwork, or motivation, it’s not the best medium for evaluating hard skills . Online coding tests help the hiring team select technically capable developers that can contribute to the business.

A recruiter would typically source candidates with the right programming languages listed on their profile or resume. And then, it’s the hiring manager’s responsibility to work out if the applicant has what it takes to write good code. Easier said than done!

That’s why a coding assessment as a homework assignment has become the norm in tech hiring, and most developers are willing to take them on.

Remember, though; candidates don’t owe you free work. Your approach to designing a coding test will determine whether people continue in the hiring process or drop off.

First of all, decide what you want to assess and why. If you’re hoping to ascertain a candidate’s troubleshooting and problem-solving skills, time-boxing the assignment wouldn’t work to your advantage. The candidate can always use the ‘lack of time’ as an excuse for lower-quality work.

Another thing to remember is to set the test at the right skill level, depending on whether it’s a junior, intermediate or advanced role.

Testing skills that are nice to have or don’t match the role is a common mistake. Focusing on too many topics requires candidates to switch context from question to question – which is often confusing and tiring in such a short span of time.

Another issue employers run into is using clunky testing software that candidates need to figure out on the fly. If it takes effort to learn the platform or the platform doesn’t have the required features, developers will have to pay the price.

#3 Portfolio reviews and spec work during the job interview process

Ask any creative about their opinion on spec work, and you’ll likely hear that it sucks. And there are good reasons for graphic designers, writers, and other creatives to hate this kind of work – why should they commit to the project without any promise of payment?

If you’re hiring a professional from the creative field, we highly recommend starting with a live portfolio review . That’s when a candidate can take the interviewer through specific portfolio examples and share the backstory and lessons learned from that project. With creative roles, it’s often the unique style and quirks alongside the technical skills that can help determine the best person for the job.

However, sometimes paid spec work is a much fairer and more accurate way of getting insight into a candidate’s skillset. For tasks that require a highly personalized approach or solution, going the freelance gig route can yield better results.

Inform candidates ahead of time that you’d like to review their portfolio during a live interview. This will give them time to prepare and update their work samples. Ask questions that relate to their portfolio, even if the current samples don’t match your brief – you want to understand their creative process and practices. For paid spec work, make time to discuss the brief in person and agree on a check-in schedule to ensure work progresses in the right direction.

Springing this on the candidate without any warning and expecting the work to be delivered on a short deadline is a questionable move. Even if you’re opting for paid spec work, bear in mind these tasks are often completed in a vacuum and should be evaluated through a less critical lens. And finally, the not-so-secret secret: most creatives are terrible at maintaining their portfolios up-to-date. Giving them the heads-up will increase your chances of selecting the right talent.

#4 Time-boxed homework assignments that go in-depth to evaluate candidates’ competence

This type of home assignment can take many forms – from asking a marketing professional to write a press release for a product launch that already happened to requesting a business analyst to extract key insights from a dataset.

To ensure it’s not perceived as free work, time-boxed assessment projects often focus on real-world business problems that have been solved internally. This way, you can benchmark candidates’ work against your internal quality standard and reassure candidates of your intentions. The sole purpose of interview assignments is to confirm candidates’ technical fit in an efficient manner.

Keep the topic or assignment relevant to the role, and limit the necessary time it’ll take to complete to about 2-3 hours. Remember that the clarity of your brief will largely determine the quality of the deliverables, so be specific about your expectations.

Expecting someone to take 5-10 hours out of their busy schedule for an unpaid assignment is unrealistic.

#5 Paid projects during the interview process

Interviewing is exhausting for both the candidate and the interviewer. So it’s unsurprising that paid interview assignments have been gaining in popularity in recent years.

As a hiring manager, would you rather spend hours of your time interviewing candidates to filter out the bad apples or use the job interview as a way to get to know potential hires?

Homework assignments are exactly that – a simple, efficient method for spotting A-level candidates with the right skills for the job.

As you confirm the technical fit before the interview, both parties can focus on aligning on other important factors, such as the organizational fit , team culture, and manager expectations.

However, many employers have realized that the sentiment around homework assignments has shifted from acceptable to immoral, as applicants began calling assignments ‘free work’. Research shows that drop-off rates increased when candidates were asked to complete a take-home assignment.

Enter paid homework projects.

The perfect combo of practical competency assessment and paid work. Since the candidate receives compensation for their time, these types of assignments can be longer and more complex.

Anything from analyzing the growth funnel to tackling a programming challenge to designing an effective product onboarding experience can serve as a homework assignment idea.

What’s important to note is that these kinds of work assignments allow employers to get a glimpse into a candidate’s work ethic , thinking process, time management, and many other skills that are impossible to assess during the interview process.

If you’re paying for their time, treat them like consultants: provide access to important information, answer their questions and connect them with the right people internally. And be sure to outline the recruitment process at the very start; not everyone will happily take on a bigger commitment project, even when it’s paid.

As a hiring manager, stay in touch throughout the recruitment process to lay the foundations for a good working relationship. Provide clear requirements and timelines to reduce stress, and don’t forget about fair compensation – going below the market rate is disrespectful.

A great way to cause unnecessary stress is to ask candidates to present to a large audience or high-level execs they would never work with on a day-to-day basis.

Be sure to provide a clear agenda for the presentation call ahead of time and prep your interview panel for follow-up questions.

The work assignments and interview process windup

Work assignments are a good thing for companies and candidates alike. The result is like the difference between speed dating and a real dinner and a first date. Yes, they’re both exciting, but in the case of hiring, you need to hire someone that can demonstrate they have the right skills. The cost of hiring the wrong candidate is just too high for companies.

To find truly interested candidates, who have the right aptitude, introduce your team to the benefits of work assignments. You’ll save both parties loads of time and the hassle of a dragged-out interview process and other redundant hiring steps.

If you’re ready to explore how to transform your business’ hiring process from a time-consuming to a slick candidate pipeline, we leave you with five simple tips on designing an effective homework assignment.

5 simple tips for designing a great homework assignment:

• Replace resume screening with basic skills screening. Start the sifting process early with a quick skills screening test . This will weed out the bad eggs and leave you with a selection of good potential candidates.
• Make your assignment brief and easy to understand, and explain the key outputs you expect.
• Match the level of the homework assignment to the level of the role. Unrealistic tasks will only scare people off.
• Don’t request candidates to solve super-specific business problems. Make the assignment generalized, not based on a super specific problem your business is experiencing.
• Give the candidate a chance to show and tell. That way, you get insight into their thought process, presentation skills, and even emotional intelligence when their viewpoint is challenged.

Have a peek at our Test Library for more assignment ideas, and good luck!

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

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