It has long been assumed that marketing and communications professionals are the wordsmiths of the organisation. But with marketing budgets tighter than ever, a candidate’s ability to manage previously outsourced projects in house has never been more important.
With writing such an integral part of any marketer’s role, hiring managers are increasingly using written tests to check candidates’ use of language.
Hiring managers are increasingly using written tests to check candidates’ use of language
Employers not only want to see a candidates’ writing style and abilities, but they also want to test their thought process, working style and commercial acumen. Tests range from writing a press release, creating direct mail copy or reworking sections of strategic reports.
And this is not just restricted to more junior hires. Even senior candidates are being put to the test and perhaps most worrying is that some are actually failing.
This widespread shift to using hand written tests is not unexpected as employers are increasingly focused on finding the right candidate. But this does pose the question, how have these managers previously progressed through the ranks of the marketing or communications hierarchies, without having strong copy skills?
So irrespective of seniority, whether you are in the market for a new job or want to impress your current boss you may want to refresh your copy skills. And for candidates preparing for the next interview, be prepared to face grammatical tests . . . without the help of spell check.
2 Comments
I’ve used practical tests for recruitment of all communications posts for many years. Anyone can fill in an application form with help from Spellcheck, other people, dictionaries etc and take as long as they like. I’ve always checked that candidates can do what they claim to be able to do in a realistic timescale that makes them suitable for a communications role.
But, no-one’s ever going to be asked to write any kind of corporate copy by hand or without the use of modern aids. For those of us who bash away at a keyboard for a living, it’s perfectly fair to test us – but give us the right tools for the job.
The only things I write by hand these days are cheques and the signature on the rare letters I post.
So by all means test the skills you’re recruiting, but make it a real test: get those budding marketers to write the press release or whatever, but let them use the same tools that they’ll have access to every day in the job. Or are you planning on providing them with a pen and a piece of paper when they start the new role?
Test their skillset: not their handwriting.