It's an ideal test for pre-employment assessment of candidates applying for a variety of digital marketing roles, including marketing analysts and marketing managers. A good candidate for a marketing analytics job will be able to display competency with measuring, managing, and analyzing marketing performance to optimize returns on investment and maximize effectiveness. This marketing analytics test can be used to screen a large group of candidates in order to select the best to bring in for an interview.
This test requires candidates to answer a series of assessment questions requiring identification of relevant and measurable performance standards, such as activity and result metrics, demonstration of skill with implementing useful campaign tracking, and display of a keen understanding of how to synthesize data to drive performance optimization.
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Marketing Analytics is the measurement, management, and analysis of marketing performance to maximize effectiveness
and optimize return on investment.
A clear understanding of the most popular website analytics platform in the world is helpful for marketers working in any industry.
Competency with campaign and tracking setup for different kinds of KPIs across the most common platforms is an essential skill for any marketer.
Public questions (free account) are common interview questions. They are great for practicing, or if you want to filter candidates using the classic problems.
Your eCommerce site (company.com) includes a blog which is located on a separate domain (companyblog.com). The blog is ranked on the first page of Google search results for product-related keywords and you receive a sizable percentage of traffic from these posts. In Google Analytics for company.com, which kind of traffic do you need to track to measure how the blog is performing as a sales channel?
Our tests are designed to put candidates into either the pass group or the fail group so you can find the best candidates faster.
We have pre-built tests and questions, but you can customize them however you like. Change the pass/fail scores, time requirements, and more.
Use tests that solve real-world problems, with no answers that can be easily found online. Because we test performance and skills (not information), we allow the use of online resources, just like in real life. Copy/paste prevention and online proctoring via webcam prevent cheating.
Get an overview into the percentage of passes and fails. Then dive deeper into the results of your top candidates to select who goes onto the next phase of hiring.