{ "media_type": "text", "post_content": "Any especially telling questions you ask when interviewing for jr accounts roles? \n\nWe’re hiring an AC, and our last AC interviewed really well, then couldn’t perform in the job.", "post_id": "5bf98bb7869b150012333ab2", "reply_count": 5, "vote_count": 1, "bowl_id": "5a3b5e6f57397600147146d3", "bowl_name": "Account Management" }

Any especially telling questions you ask when interviewing for jr accounts roles? We’re hiring an AC, and our last AC interviewed really well, then couldn’t perform in the job.

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My favorite is to ask "when is the last time you failed and what did you do about it?". The smart ones pause for a beat and acknowledge a mistake. Looking to learn from it. I have used this from junior to executive levels.

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At that level you’re really just looking for whether or not they are a team player, take direction well, and are genuinely interested in learning. Confident but not entitled. Personality that meshes with the rest of the team. Just ask them what they’re looking to gain from the job and see if they seem genuine in their answer.

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You want them to remember name's, colleagues and clients, and any observations of things they might have chosen to do different. Unless they are grad level, then you just have to go by their personality and it fits into your culture. And make sure they know exactly what their expectations will be

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I always ask and like to be asked about the training portion of the job. An AC role should have extensive training attached to it and you should discuss the roles and responsibilities and even the progress you’ll be looking for in 30,60, and 90 days. Explain how soon you expect the AC to be owning small projects and what that looks like. Where wasn’t your old AC excelling? As the interviewer, I’d ask pointed questions about the areas you lacked in your former AC. Let the interviewee know exactly how you expect them to excel and how that will lead to moving their career forward

As someone interviewing for account coordinator roles, this is my biggest fear. Not doing my job correctly. With that being said, if you don’t mind me asking- how did they fail? I’d probably prefer to learn a lot more about training and job expectations. Also, work life balance is something I’m hesitant to ask about but an unhappy employee could be just as bad as an employee who can’t properly get the job done. Also, as someone with a lot of internship experience and tasks under her belt// you could ask them - what they think a task they have done or an internship they have had makes them an ideal candidate for the role. For example, I am interviewing for a partnerships account strategist position and if I was asked this, I’d say how I created a local partnerships tracker at an agency for a specific account, and how I created a map with color coded pins to narrow down the industries/type of businesses they were. It’s not everything but it shows that I know what I’m talking about and it shows that I’m familiar with atleast one aspect of the role. Let me know if this makes sense- I kind of wrote this in a hurry! Good luck!

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