Companies have recently become increasingly interested in specialists in social media management to assist them with their corporate presence on social networks or the use of social networks for internal purposes. However, mistakes are often made when recruiting specialists in this field, for example when they are recruited purely on the basis of the great way they use Facebook, LinkedIn and other social networks for their own, private purposes. What should you therefore pay attention to? Business website Inc.com makes the following recommendations:
The private and corporate use of social networks is not the same
Knowing how to use social media for private purposes is not enough. When applying this knowledge to corporate needs, it is necessary to know the hows and whys of working with content, communicating with other people and ensuring integration with other media. A traditional approach is therefore desirable when recruiting – request evidence of education, certificates and, above all, samples of previous work.
Don’t rely solely on words and CVs
Ask applicants to demonstrate how they work with social media, which specific tools they utilise and to what end. Check in advance the social network profiles of applicants to form a picture of how they present themselves.
Nobody’s perfect
Everyone makes mistakes at some point in the course of their presentation on social networks, which is fine. Applicants for the position of social media specialist should, however, be able to describe their previous errors and explain how they learnt from them.
Don’t underestimate the campaign focus
The specialist you are looking for must be able to gauge the effects of their efforts on actual company performance. At the interview you should therefore ask them to describe a certain campaign in as much detail as possible – how their individual steps are reflected in sales volume and other indicators.
Don’t lose sight of your overall strategy
Your company should clearly define its strategy for the use of social media in advance so that the chosen candidate can’t do what they want. Your strategy should be based on your commercial goals, which should be known to the chosen candidate.
Don’t forget support
The chosen applicant must know exactly what you expect of them and also what they can expect from you if they fail to fulfil these expectations. It is therefore necessary to regularly communicate and monitor the social activities of your business.
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