In today’s highly digital and advanced business environment, social media is more than just a passing fad; it’s an indispensable tool for getting things done. It’s crucial for making a relationship with customers, spreading the word about one’s precious business, leaving competitors behind in the dust, and driving sales. In this article, we’ll talk about how to hire a social media manager to drive your business forward.
Perhaps it’s safe to say at this time that the popularity of social media will continue to grow. Hence, it is crucial to create a social media strategy, put it into action, teach the entire firm, and ensure that everyone’s goals are aligned. One of the most crucial positions to fill is that of social media manager (SMM).
Here’s how to hire a social media manager.
Let’s start with a look at all the things an SMM does.
As part of their job, social media marketers often represent their companies’ brands on popular social media platforms. They represent the company outside and are responsible for a wide range of tasks, such as:
Daily content strategy (including all sorts of responses) interacting with consumers in a way that is consistent with the brand’s voice and values by coordinating closely with the marketing team to set goals and KPIs, and by incorporating marketing goals at both the macro and micro levels into their content strategy.
An SMM is someone who can effectively handle several SM accounts, plan out promotional activities, engage with precious followers and darling customers, and build a strong online identity for an organization.
Asking yourself these questions may also help:
Having a strong presence on many SM channels is crucial for any modern business. But, it can be challenging to design and sustain a successful social media strategy, especially for smaller firms with fewer resources.
To rephrase, this is where having a seasoned SMM’s expertise becomes invaluable.
One of the most persuasive arguments in favor of even considering the concept is that hiring an SMM is a strategic investment that benefits organizations of any size. With the help of these experts, businesses can effectively manage their social media presence and connect with their target audiences without working the rest of their team to an early grave.
In order to attract new customers and turn them into leads in the current market, more and more companies are hiring social media management teams. In today’s commercial environment, this pattern is rapidly spreading. This highlights the critical need for skilled social media professionals in today’s technology-driven economy. With that out of the way, let’s talk about what an SMM should look for when hiring new staff.
The duties of an SMM may prove to be more involved and far-reaching than was initially thought. This is because they are in charge of ensuring that all marketing initiatives fit into the bigger picture, creating a superb yet unique brand identity, and keeping track of several or even numerous social media accounts.
Prioritize the responsibilities of your SMM.
As was previously said, various SMMs are charged with various responsibilities.
Businesses may struggle to find qualified candidates for the role because of its general nature.
Before hiring an SMM, it’s important to determine the company’s social media goals. Determine your company’s social media goals before searching for an SMM. You’ll have an easier time finding someone with the right level of experience and training for the job.
Find out which networks your SMM needs to oversee.
In essence, which platforms would you need your SMM to oversee?
Most people in charge of social media accounts will be familiar with the platform’s policies and processes.
Create a detailed and precise job description for the SMM position, taking into account your company’s needs and goals. This should not only include the duties and responsibilities associated with the position but also the qualifications necessary to successfully carry them out.
List the skills that an efficient and worth-paying SMM at one’s organization must have.
Consider the following social media skills as a refresher and for the aim of writing a job description to evaluate the ability to demonstrate:
Think about this:
What sort of background do you anticipate applicants to have? It’s common practice for business owners to cut costs by giving social media management responsibilities to interns or younger employees. But, if you are unable to provide sufficient direction and support, this approach may not be the best choice. Consider collaborating with a seasoned expert.
Where can I find these tools? There is a vast range of responsibilities associated with social media management. Prioritize them and decide which ones are best left to other departments. The next stage is to take stock of your key social media platforms and determine if you need the services of a social media professional with expertise in a certain channel. Do you find yourself spending more time on LinkedIn’s professional network, or do you prefer Instagram’s visual storytelling?
Distribute the ad – post the opening on job sites, social media, and any other places you deem appropriate. You might also ask people in your professional network for recommendations or reach out to a staffing agency.
Consider if you need a full-time or part-time SMM and move forward appropriately.
Some businesses do everything in-house, while others outsource even social media administration.
There will be more of an investment of time and money upfront when hiring someone for a full-time position. But, social media marketers who work for your company on the inside will inevitably feel more connected to both your marketing department and your company as a whole. This helps people not only stay on track and accomplish goals but also learn more about your company and embrace its values.
Outsourcing the management of your social media accounts can provide you with more freedom, but it also requires you to give up some measure of control.
Smaller companies may wish to look into the option of employing a freelancer first (be warned)and then elevating them to a full-time post when their social strategy grows and when the need arises to increase the social team and the company’s social strategy evolves to become more complicated.
Now that you know where you want to go with social media, you can start looking for the right individual to lead your efforts there. Finding the ideal person may seem impossible, but you just need to know where to look.
The following resources can help you jumpstart your search:
Online job boards are great places to find skilled workers. If you post your opening on third-party jobs platforms that social media managers visit, you may get some good applicants. You can not only post open positions on websites like Indeed, Glassdoor, and LinkedIn Jobs, but you can also actively seek out qualified candidates.
Freelancing websites like Upwork and Fiverr can also provide valuable insights. With the website’s directory of freelancers and business owners, you may quickly fill open positions in your company.
Examine CVs and application forms – examine all resumes and applications received to identify potential individuals who have the skills and experience necessary to complete the advertised positions.
To choose the best social media manager, it’s important to evaluate each candidate’s familiarity with the major networks they’ve worked on. The construction of an all-encompassing content calendar, the intelligent analysis of data acquired from social media platforms, the rapid response to simulated consumer complaints, and similar difficult but crucial duties can be delegated to achieve this goal.
Discover the best practices for hiring a social media manager.
When there is a large pool of potential applicants, it can be difficult to find the right person to recruit.
Here are some guidelines to help you through the interview process and hire the most qualified individual to help your business achieve its goals.
You should inquire about the results of their past campaigns. You may look into their history and see what they’ve actually accomplished.
For instance, can you describe the tools they use? Which metrics do they track, and which do they think are crucial to success? Even if you have no plans to hire a social media analyst, you can still ask these questions.
You can learn a lot about a candidate’s analytical and sales skills through role-playing exercises. A made-up scenario or a novel take on a historical event can serve as the basis for one of these scenarios.
This not only shows whether or not the prospect has taken the time to learn about your company but also whether or not they truly understand its mission and values.
To discover more about the best candidates’ backgrounds, a bunch of skills, and philosophies about social media management, you should interview them. Ask them pointed questions about the needs of your business and their career goals to see if they are a suitable fit for the position.
Consider a homework assignment as an illustration.
For roles that receive a significant number of resume submissions, assigning an initial test is a useful technique to help filter down the applicant pool at the beginning of the hiring process. A similar approach can be useful in evaluating applicants’ other talents even if there are fewer people applying for the position. If they have demonstrated in their application that they are skilled at content creation, you may give them a strategic assignment like creating a weekly content calendar.
By the time you get to the interview stage, you should have a pretty good idea of the candidate’s social media skills and experience. So, the interview is a great opportunity to gauge the candidate’s interpersonal and communication abilities, which are crucial to their success in the position. Their ability to collaborate with others on the team, their adaptability to the ever-changing social media landscape, and their propensity to interact with online audiences are all important factors to consider.
In contrast to larger firms, which may conduct a separate values-based interview, questions about company values might be answered during the primary interview for smaller businesses. Asking someone about their recent attempts to improve in a certain area can provide you insight into how well they connect with a particular key value of your company. You may learn a lot about a candidate’s interest in and potential contribution to your company by asking them questions like these.
Verify the candidate’s resume by calling their previous employers; this will also provide you insight into the candidate’s work ethic and character.
Make an offer – not every business owner has a talent for recruiting (it’s a tough field!), yet doing so is critical to your company’s success. Finding exceptional candidates is only part of the difficulty.
After being located, they should be brought inside through the door.
If you find a great candidate, you don’t want to have to start the hiring process over again, so it’s important to make an offer that’s competitive with others.
Once the most qualified candidate has been identified, a job offer outlining salary, benefits, and other terms of employment should be extended. So, you’ve done the legwork of finding exceptional prospects and picking a future star to join your team. Congratulations!
Once the candidate has accepted the offer, the new employee should be welcomed by being introduced to the team, given access to necessary resources, and given specific, measurable goals to strive toward.
Assisting the newly hired social media manager in learning the company’s principles, policies, and operating procedures requires a well-structured onboarding process. This plan leads people through the company’s brand voice and expectations and gives them the education they need to use the company’s software, social media, and other resources effectively.
An integral part of any successful onboarding strategy is communicating the company’s values, principles, and objectives to new hires. Understanding the brand’s voice, style and tone, as well as the target demographic, is also essential. The new manager needs to be up to speed on the company’s policies and procedures pertaining to social media. They will be better prepared to deal with delicate topics, take criticism, and report issues after reading this.
In order to keep up with the competition, gain visibility, and drive user interaction, businesses now need social media managers more than ever. With the fierce competition for top talent, it may be challenging for recruiters to identify the ideal candidate for an open position. Using online evaluation tools, double-checking that they’ve asked the right questions, successfully negotiating, and distributing offers are all ways to speed up the hiring process and get the post filled faster.
Hunting down and then hiring a social media manager with a marketing background is a good idea if one of your aims for using social media is to increase leads and sales. It’s highly unlikely that you’ll get the results you want from social media management if you hire someone who sees it solely as a creative or administrative task.
We hope you enjoyed this article about how to hire a social media manager — if you’d like more information about how to outsource and delegate your social media work at your company, book a call with our team at HireUA by clicking here.