How to Hire a Social Media Manager

How to Hire a Social Media ManagerHow to Hire a Social Media ManagerNearly every business uses social media these days. In fact, your Facebook, Instagram, Twitter or LinkedIn account may be the first interaction potential customers have with your product or service. As a result, businesses are on the lookout for skilled social media professionals to help grow and improve their online presence.Social media managers need to have a varied blend of skills, including management experience, content and design savvy, strategic and analytical thinking skills and marketing expertise. They form the core of any social media team, and theyre likely the first hire you make before you expand the department as your needs grow.Read on for helpful tips and advice about how to hire a social media manager.Clearly define the roleFirst and foremost, you need to outline the job description associated with the role. Every case is different, but, to help you get started, heres a list of what social media ma nagers typically doDefine and implement overall social media strategytrommel up inbound traffic and product adoptionLead teams that create social content and build communitiesReport on the effectiveness of social media efforts using analytics toolsWork with internal marketing and public relations firms to ensure that social media acts as an extension of the companys overarching marketing strategyIn addition, do you want your new social media manager to assist with launching a new product, work to build company audiences, help with recruiting? All of the above?Its important to assess how much of the role is writing, community management or planning and strategy, says Amy mn, vice president and division director at The Creative Group in Atlanta. Understanding ahead of time the core of what you need this person to do day to day will help ensure you find a social media manager candidate that meets all of your business needs.Look for these skills and experienceKeep in mind that social me dia is still a relatively new field. While there are certain skills to look for on paper, relevant experience should count for a lot in your final evaluation.Generally speaking, a candidate should have at least three years of experience in social media marketing and management, coupled with a degree in marketing, communications, business or a related field.Companies are increasingly using data to inform business decisions and marketing strategy, so an applicant with a proven ability to interpret data and adjust strategies accordingly will give you a competitive edge.Of course, you should look for experience with familiar social media networks, but also scan for candidates who are comfortable using industry standard tools, like Google Analytics, Klear, Buffer and Hootsuite. Experience in search engine optimization (SEO) and familiarity with Adobe Creative Suite is a big plus.Dig deeper than technical proficiencies. Social media managers are expected to interact with different teams a cross the organization, including marketers and executives, so sternfrmig communication skills are an absolute must. Of more than 400 advertising and marketing executives we polled, 23 percent said soft skills carry more weight than hard skills. Fifty-eight percent said they give both equal weight.Social media managers interact with the public as much as any of your employees, in a forum that is visible to virtually anyone, says Kirt Zimmer, senior manager of social media for (The Creative Groups parent company). Its important that they have maturity, patience, an understanding of the brand voice, and an interest in solving customer problems.Need help hiring a social media manager in your area? Our skilled recruitment specialists can save you time and money.Ask the right social media manager interview questionsOnce you have a short list of strong candidates, its time to move to the next step. In-person interviews allow you to learn more about your top candidates and gauge how well t hey will meet your needs.Be sure to ask candidates about their past social media experience, and how they tend to structure and implement a strategy and then measure the results. Push for specific examples of past campaigns that were successful - and unsuccessful. Ask what they learned throughout the process.Use a variety of social media manager interview question types to draw out different kinds of information. For example, hypothetical questions may help you predict how a candidate will react in certain situations, while off-the-wall questions will help you get to know their personality.Looking for more specific questions? Alex Kreutler, TCG division director in Dublin, Ohio, suggests asking the following social media interview questions to candidatesWhat strategies have you used in the past to generate leads?Tell me about your knowledge of SEO and its relationship with social mediaWhich social media tools do you use or have you used in the past?Which is your favorite and why?Wh at do you believe are relevant metrics for tracking ROI on social media?How do you deal with negative comments of a brand reputation crisis?Zimmer notes that he likes to ask candidates which brands on social media the candidate admires and why. The answer can provide insights about what they think is important in social media marketing, and how they might behave in the role if hired, he says.Adds Zimmer Social media evolves at an incredible pace, so it requires practitioners who have not just a tolerance for change but rather an excitement about the opportunities change offers. To determine which camp they are in, ask them to talk about a time when they needed to adapt to a social media change and did so successfully.Finally, ask about their preferred work environment and arrangements. This can help you determine how well they will fit in with your current staff and mesh with your companys culture. These questions can be invaluable in avoiding bad hires.Do some extra diggingPrior t o bringing candidates in, take a look at their personal social media profiles. After all, if theyre going to be in charge of your companys accounts, they should be active on their own across a variety of channels. Look for candidates who utilize a range of networks and whose profiles are impressive, current and well maintained.Offer the right compensationThe unemployment rate for social media managers is at an all-time low right now, so its best to start with a competitive rate for your location, Mangan says. Social media managers have highly in-demand skill sets and if you find the right person, you should act quickly and make a competitive offer. If you dont move fast enough, you risk losing the candidate and wasting precious time and resources in a lengthy interview process, or, worse, a failed search.The midpoint salary for a social media manager in the United States is $57,750, according to The Creative Group 2019 Salary Guide. Candidates with extensive skills and experience, o r those working for large agencies in urban areas, may earn up to $98,250. When it comes to closing the deal with your preferred candidate, salary is key.VIEW OUR SALARY CALCULATORIf you dont have the budget to be flexible on salary, you may need to consider offering more nonmonetary benefits to attract skilled candidates. Sometimes, unique perks and incentives can make up for a slightly lower salary. If your company offers flexible work arrangements, additional vacation time or attractive extras like free gym memberships, advertise them. Many candidates are looking beyond salary when making decisions, especially if theyre entertaining multiple offers.

Biggest Interview Mistakes Recent College Grads Make

Biggest Interview Mistakes Recent College Grads MakeBiggest Interview Mistakes Recent College Grads MakeRecent stufes, get ahead of the curve by avoiding these interview mistakes.You have the education and that very important piece of paper. Now are you ready to put that knowledge into action and find a job in your field? If you are new to the professional world of job seeking it can be a daunting task to create the resume, ace the interview, and get the job. Whether youve had your fair share of experience interviewing while in college or you are entirely new to the process, it can be easy to slip up and make a mistake. These are mistakes that you should avoid at all costs during an interview.Relying on your college accomplishments. If you are a recent college grad you may be keen to talk up your accolades during your college years. However, hiring managers who have been in the industry for a while may notlage be impressed with good grades, extracurricular activities, and courses tak en. They want to see that youve taken the steps to gain real-world experience in your field. Even if you dont have much experience outside of college, focus on the experiences that you can relate over to the working world.Being a know-it-all. Youre a recent graduate- employers do not expect you to know absolutely everything about the industry. In fact, acting this way will fruchtweinly come off as fake and cocky, something that will hurt you during an interview. Instead, showcase the knowledge that you do know and let the hiring manger know that you are willing to learn and evolve with the industry.Being ignorant about the company. If you are new to the interview process then you might not realize that its not just about your skills in the industry. Not only do you have to prove you are capable of doing the job, but you have to show you are knowledgeable about that specific company. Learn about the companys goals and past achievements. It also doesnt hurt to research who runs the co mpany and who will be interviewing you, if possible. If you show up to the interview without this knowledge, you are severely limiting your chances of landing the job.Asking about salary. You should not mention pay during an interview- the company has not even decided if theyd like to hire you or not. Salary should not even be mentioned during the first interview unless the interviewer brings it up. A company wants to see that you are interested in the job and are capable of doing it- they arent searching for someone who wants the highest pay and best benefits. Otherwise, you would be willing to work for any company.Not considering references. Your references should not be an afterthought. In fact, besides the interview, they may be the most important part of getting the job. First off, find references that have good things to say about you. Do not include references from past jobs where youve had bad experiences or left in an undesirable situation. You should also ask permission a nd give a heads-up to references before listing them as so. If a potential employer calls a reference who is unsuspecting, it will look unprofessional.Forgetting to prepare questions. When you are in an interview, at some point the interviewer will ask if you have any questions. The worst thing you can do in this scenario is not ask any questions or just make up questions on the spot. The interviewer wants to see that youve put thought into meaningful questions and that youve done your research on the company. Refrain from overly personal questions- keep it professional. Ask about company procedures or what a typical day working for the employer would look like.Having a less than stellar online persona. Surprisngly enough, your social media accounts, blogs, websites, etc. can make or break you when it comes to finding a job. You can be sure that employers are looking you up before they offer you that job. Anything not suited for the work environment pictures from parties, unprofess ional language, etc. could be whats keeping you from that job offer. Make sure that anything you make public on social media is something you wouldnt mind a hiring manager seeing.Failing to follow-up. One of the most important aspects of the interview that college grads may not know about is the follow-up. This is post-interview, but it could make the difference between getting the job or being forgotten. Following up could be simply sending a quick personal note to the interviewer, thanking them for their time and reassuring your interest in the position. This shows courtesy as well as reminding the interviewer of who you are and what you want.Taking the first offer that comes along. With being a new grad, you cant afford to be super picky. But that doesnt mean you have to accept the first offer that is put on your lap. When offered a position, think long and hard about what types of opportunity you have for advancement. Will these be a position where you can develop your skills a nd go farther? The last thing you want is a position where you will remain static for years to come.

Hot Companies Offering Up to $20,000 Hiring Bonuses Now

Hot Companies Offering Up to $20,000 Hiring naturalrabattes NowHot Companies Offering Up to $20,000 Hiring naturalrabattes Now In todays competitive job market where the job seeker has their pick of open roles, companies are going above and beyond to attract and retain top talent. One way recruiters are doing this is through hiring bonuses . This incentive is very enticing to job seekers and can make all the difference.Here are a few companies offering hiring bonuses from $1,000 to $20,000 . Hurry up, these thousands can be yours soonThe Guthrie Clinic zugabe Details Guthrie offers a $15,000 sign-on bonus for experienced RNs, $7,500 referral bonus when current employees refer an RN that we hire, enhanced tuition reimbursement program, and relocation package when appropriate. Other roles offer $1,000 to $2,000 sign-on bonuses. Hiring For Registered Nurses, Floor Care Technician, Environmental Services Aide, Floor Technician RPH, Nursing Assistant, Housekeeper & m ore. 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