5 Things To Know When Choosing A Social Media Manager
Choosing the right Social Media Manager is downright hard work. Not only do you have to find someone who knows what they're doing and can communicate with your audience, but you also need to make sure that their personality fits with yours and that they'll be able to work with your team long-term.
Identify your brand's voice to your Social Media Manager
Understanding your brand's voice is a crucial step in identifying the right candidate for the job. A social media manager should be able to communicate your brand's unique tone and personality, and she should be able to utilize it in all of her posts. If you're looking for a social media manager who will produce content that reflects your company's mission and vision, knowing what kind of person you are looking for is essential.
Some companies prefer an extra-casual approach on social media—they may even go so far as to use slang or abbreviations in their copywriting. Others want their marketing materials to look professional and formal at all times; in this case, they might reject certain candidates who might otherwise seem like good fits based on their other qualifications (such as experience). You'll also want to consider whether or not potential managers have enough knowledge about your industry specifically; if they don't know how things work within the field itself—and especially if they don't know much about why people would care about them—it could make it difficult for them when crafting hashtags that are relevant both inside those industries AND outside them (something which seems obvious but isn't always easy).
Set specific goals
You must set specific goals to achieve the results that you want from your social media manager. A good social media manager will help you determine what those goals should be, but it’s important that you understand how they will help achieve them and what they mean for your business.
When setting goals, make sure they are:
Measurable - You can't determine if something is working if there isn't a way to measure it. For example, don't just say “increase my followers” but instead goal number one should be to increase our followers by X% over 90 days where X is a specific number of new followers each week or month.
Achievable - Goals shouldn't be too difficult or time-consuming for someone who isn't an expert in running a business online (like us!). While we may want all of our followers to visit our website 10 times per day and order from us every time they see an ad online, this would probably require too much work on their part since not everyone follows through with what brands ask for or expects their friends/family members do so as well! So instead set smaller realistic steps towards reaching bigger ones such as sending out 1 email blast per week until there's enough interest generated within certain groups within our community--then reevaluate whether further efforts would yield better results before proceeding any further with this plan."
Know your brand's social media
Before you start looking for a social media manager, it's important to know your brand's unique voice. This means knowing which platforms are best suited to your business and what kind of content will resonate with your audience.
A lot of businesses overlook this step, but it’s crucial if you want to nail the next hire. If someone is going to be representing your brand on social media, they need to be able to understand exactly who their target audience is, where they spend their time online, and what kind of language appeals to them—and then use that information when crafting tweets and posts for those platforms.
It also helps if the person selected has experience working in similar industries or with similar products before because this gives them a sense of what works (or doesn't work) when it comes down from a marketing perspective.
Know what you're looking for from a manager
When you’re looking for a social media manager, it can be tricky to know what you actually want from them. So before you start interviewing candidates, make sure that you have an idea of exactly what your company needs in a social media manager. You may even want to write down on paper some of the qualities or skills that would make them particularly good at their job. This will help with the interview process and also give you something concrete to refer back to if things aren’t going well.
Related: Learn about my Social Media Management Services
Know why you think that person wants to work with you
The first thing you should do is know why the social media manager thinks you want to work with them.
You'll want to be clear about what it is that you want out of this partnership, and make sure your expectations are in line with theirs. You should also be prepared to offer something back: whether it's a paycheck or access to clients, there needs to be an exchange of value.
If they're going to invest their time and energy into managing your social media accounts, they need some kind of return on investment (ROI). This can range from specific leads or sales generated by a certain post, all the way up to increased brand awareness and reputation.
Choosing the right Social Media Manager is hard work, but it will pay off in the long run
Choosing the right Social Media Manager is hard work, but it will pay off in the long run. The first thing to do is narrow down your search by determining what you need from your chosen social media manager. Do you want someone who can help with content creation? Or are you looking for someone who understands social media best practices and can manage your marketing team's efforts across platforms? Once you've identified what type of person would be best for your needs, it's time to start looking at resumes!
You'll want to make sure that every candidate has:
A full understanding of their craft (and preferably some experience)
Great communication skills
Conclusion
If you're looking for a social media manager, it's important to remember that the relationship isn't just about the work they'll do for your brand—it's also about how well they'll fit into your team. That means finding someone who shares your values, understands your audience and will be able to take on projects in a way that makes sense for everyone involved. The best way to do this is by asking questions before hiring someone: What experience do they have? What kind of projects are they most excited about working on? Do their qualifications match up with what we need now? And so on... Asking these questions will help ensure that whoever joins our team is invested in making sure that everything goes smoothly from start to finish!
