I have been a social media manager and I have hired social media managers. So if
you're not sure what to look for when hiring one. That's what today's video is all about
First, let's get into the qualities that make up the best social media manager out there. Because
if you're gonna hire for one, you want the best right? Then we'll talk in detail about the hiring
process including the two assessments that I give every single potential hire on my team. That is so
important to make sure that you're getting the right person and then we'll talk about
the differences and deciding whether you need a full-time member or if you just need project work.
Speaking from experience here. Like I said, I have been a social media manager and I have
hired social media managers. When I first started my business back in 2016. I was a dental hygienist
doing some social media client work on the side and from there I have scaled my business to seven
figures. I have a social media and video marketing agency where I've hired social media managers and
I've also had a ton of experience as one. So I know exactly what I'm looking for that I think might be
really helpful to you in hiring a social media manager. For me, when I'm hiring a social media
manager. First of all, I want someone that is a good writer. They're going to be creating content for me
on all these social media platforms and being a good writer of course includes all the technical
stuff and you know good grammar and punctuation. But also the right messaging and being able to
to write in my voice or whatever the voice is that I'm asking them to write in and this can
be a really challenging thing to accomplish. I've had some social media managers that just nailed it
so well. Some social media managers that needed a little bit of practice and nurturing and
coaching which is totally fine and some that just unfortunately missed the mark and maybe it would
be a great social media manager for a different business. But knowing what you need for your
business and if the messaging is really specific and you need someone to perfectly align with that.
That's one of the most important things that I look for that I would recommend that you look
for and you include in your assessments which I'll talk about in a minute. I also want my social media
manager to be well versed in multiple channels or willing to learn them and you know with social
media platforms changing and evolving all the time, they have to be also adaptable. You know recently,
Clubhouse is a new app that hit the market and my social media manager was very quick to go.
"Here's what we need to do on Clubhouse now. Here's what you can do. Here's what we can change
to our strategy. Here's how we can use Clubhouse to drive towards different platforms, to drive towards sales",
and I really appreciate that about the adaptability with new platforms and even platform
changes. Some of the platforms that you might be using all the time can be changing. Facebook, the
algorithm can change. Instagram updates and has new functionalities like reels or searching by
keywords instead of hashtags, and the person that is managing your social media needs to be on top
of that. So making sure that they're on top of it when they come in and they're also able to adapt
as things change. When I'm hiring a social media manager, I also want to see that they themselves
have a strong social media presence. Whether it's from their current social media for their own
personal accounts or if they can show me where they've come from, for other companies that they
might have managed before. I want to be able to get a feel for that personality or for that brand
and see do they do a good job of representing themselves or the companies that they came from.
I want to see examples of their work. I also want them to be data-driven but they understand the
analytics. They know the goals that we're trying to reach. It's not just creating content for the
sake of content. It's not just for creating you know pretty attractive stuff. It's also about
creating engagement, creating an ROI, knowing the metrics that are leading towards lead generation
and lead nurture and lead conversion. If you don't have that, you're just publishing your face off and
throwing spaghetti at the wall and seeing what sticks. Of course, we want to be able to test but
we also want to make decisions based on data. Now, I mentioned that with their writing skills that's
going to be super important for aligning with the brand messaging and the voice. But it's also the
rest of the activities. Maybe it's the graphic design. Maybe it's how they respond to comments.
You want to make sure that they're using the language that aligns with your messaging.
You know, for example, if Disney put out a piece of content that was like violent. You know, that
completely goes against what you would imagine would be their branding and their messaging.
It could be really damaging if someone that is controlling what may be the first impression and
the continuous nurturing for your audience. You want to make sure that they're putting
their best foot forward and holding your brand to high standards and lastly, I want that person to
be creative. I want them to come to the table with ideas for them to be adaptable to how things are
changing and to make suggestions for what we can be doing for our content, for different campaigns,
for how we show up, for how we respond and engage with our audience. So I want to see that they're
taking initiative in that creativity and looking for opportunities to explore and test different
types of content. So from that from everything that I shared. What do you think is the most important
quality on that list? Let me know in the comments below. If there's something that I missed that is a
really important quality to you. I'd also love for you to share that below. Let me share with you my
hiring process which might be seen as a little intensive. But listen, I'm all about hiring slow
and firing fast. If it doesn't work out, I don't want to waste time trying to make things work.
This is my business, I only get one shot. I want to make sure that I am putting my best foot forward that
I'm getting the right people on this team. That I am creating the best company culture. That I as
a leader and bringing the best people together on my team. So the hiring process is probably the most
important to bring that together. Here's part of our hiring process. You can choose to take all of
this or pieces of it. Maybe there's part of your hiring process that's working really well for
you and there's some things that you can consider here. So first of all, we of course put out our
job description. We put it on indeed.com or maybe Upwork or Online jobs or wherever we believe that
the best candidates for the work we need will be looking for a job and we make that job description
really clear. You put a clear description of the role, the requirements, the results that we expect.
So that they know, you know, at the end of that 90-day probation period here's what we expect
that you'll be doing and we have a very clear on-boarding process too. That when we're working
with these new employees. That we give them all the tools, all the skills, all the nurturing that they
need to be really successful in their role. So that by the end of that 90-day probation. They totally
have every opportunity to be successful and take initiative and grow in their role. Instead of in
that job description just asking them to send their resume. We actually include a questionnaire
form and in the questionnaire form we allow them to upload their resume. But the resume hasn't been
the most important part, it is very important. Of course, because we want to see the companies
that they've come from, the experience they have, how long they were at those companies. You know
if we look at a resume and we see people have been jumping around and never stick at a job for
more than a couple months that might raise some red flags for us. So we certainly want to see their
resume but we also on that questionnaire we ask them some questions that would be typical first
interview-type questions. So we can get them right then and there. We asked them about their previous
experience. We asked them why they're interested in this job. Why they might be leaving a previous job.
We asked them what they know about the company. Now, that has been a really interesting question to
ask because sometimes we get some really awesome answers that show that this person has done their
research that they really want to be part of their company and it gives us the idea that maybe they'd
be a really great fit for our company culture. Now, we've also gotten some answers to that question
where we can tell that they don't even know who we are at all. They're less likely to move on to
the next round of the interview process because I want to hire people that are true believers.
I want to hire people that are so excited to work for our company. Not someone that's just like
blasting their resume to any job posting. We've also gotten some entertaining answers that had
nothing to do with our company. So, gave us a laugh but also showed us they have no idea what we do.
We want to work with someone that's really excited about working with us. So after we review their
questionnaire we make sure that their answers align with our values and our company culture.
We look at their resume to make sure there's no red flags and maybe we're impressed with some of
their previous experience. Then we'll ask them to get on a quick zoom call with us so we can meet
them face to face. Now at this point, it might not be me getting on the call with everyone. Especially
because we are hiring so frequently. I let my HR department take care of that and sometimes
I don't even come into the interview until it's the final round or if it's a role that I don't
directly oversee. It might not be me as the second interviewer on that it might be someone else that
manages that department. So, on that zoom call we get to meet them face to face. See how their
communication is, make sure that you know we align in our communication. We've had some people that
get on those calls and although they did really well in answering the questionnaire. When we got to
them face to face the communication was a little staggered or maybe they had a hard time keeping
eye contact or you know just it didn't align with what we were looking for in communication styles.
So in that case, we would thank them and move on to the next candidates. If in this interview it goes
really well. We'll ask them to do a test assignment and usually, we want this test assignment to be
something that would take them like maybe 15 minutes. Not something that's asking too much
or taking too much time. But something that just gives us a sample of the work that they can do.
This will give us a really good idea if they were to be executing this role regularly.
Would we like this quality of work? Now, this also tests if they can follow instructions and if they
can follow deadlines. This has been a place where people fall off too, because sometimes people just
won't respond with their tester assignment and they miss the deadline completely or there's
some people who don't follow instructions and all, and it shows us you know if they were to become
part of our team then it wouldn't be a good fit, and there's been some people who've been upset
by us asking for a test assignment and you know, we say that's totally fine. This is going to show us
your skills and your expertise. We're not trying to exploit you for any work here.
But I think it's fair for us to ask of this and if if you don't want to do that, if you don't want to
be a team player and show us what you got then that's fine. Then you're just not right for the role.
You know one time, we actually had someone that came back to us very angry saying, "You're
trying to exploit me for free work. This would take me 6 hours to complete", and we said, "You know what,
that's totally fine. We don't want you to do the test assignment. Because this is something that
would take our current, you know whatever person in that role, maybe 15 minutes, and if it's going to
take you 6 hours then that lets us know you're not right for this role. Thanks so much for your time."
Now, if they respond with that test assignment and the quality of work is great, they've stuck to
the deadline, they've followed instructions. Then we'll bring them on for the second interview where
they'll meet with the first person they met with and someone else that might be directly overseeing
them to ask them more questions, just get to know them better. Maybe talk to them about the test
assignment see what they love maybe, see what they thought they would like to do differently
next time. Talk about you know the financial part of things, if we haven't discussed it at that point
and then if that goes well we bring them to a second test assignment and this is one that we
want to take a little bit longer and we pay them for it. We want to give them an assignment that is
a direct reflection of their role and see how well they do with that and we've also had some people
that unfortunately flunked out at that point. That weren't a good fit and some that showed us that
we had multiple great candidates at this place and it's the best position you can be in if you have a
hard time choosing between your final candidates. That way you know that you're gonna get a really
great quality candidate to join your team. Now, before we get into the difference and how to know
if you need someone full-time or just for project work. Make sure that you subscribe to this channel.
I'm providing videos like this every single week to help you grow and scale your business
to six and seven figures. Now, for me sometimes I only need people who are just on for a project
or just part-time little project work or sometimes there's enough work that I know that it's going to
be full-time. The way that I typically decide this is by myself or other employees who are in charge
of these departments doing a time study, and what that means is we write down everything that we do
all throughout the day. We actually have this chart that's like these 15 minute little blocks,
time blocks. Where we write down everything we did every 15 minutes. So that by the end of maybe it's
a week or two weeks of a time period. You look back and see where was I spending my time.
How much time did I spend in this activity and how much time did I spend in you know other
activities? Where should I be spending my time? And if all of the time that you've spent in
those other activities are enough to outsource. That gives you your answer there to find out,
how much time am I spending and does that equal out to being a full-time role for someone else.
Because you know it could be part of my role and maybe my assistant who's also doing some of these
roles or maybe I have another employee that's also taking on some of these. That can combine into one
full-time role or if I see that it's just little things here and there it might just be projects.
That I say, "Hey, I'm going to pay you a set rate or a retainer to create this much output for this
project every month." You know, I know what it was like at the beginning of my career where I knew
I needed to outsource. I knew I needed to bring on more team members. But the risk of hiring someone
full time was a little scary because you know my revenue fluctuated. instead, I hired freelancers or
part-time employees based on the project. So, I knew exactly what I was paying them, knowing exactly the
revenue that I was bringing in. That felt a little bit safer until I got to the place where I knew
it would definitely be beneficial to bring them on full time. Regardless you want to make sure
that you follow the same screening process. If you skip any of those steps. You may find yourself in a
position where they don't turn out to be the right candidate and you could have easily found that and
not have to go through this revolving door. If you just go through the full screening process.
Have them do the test assignments. Have them meet with other people and put them through the whole
process. If you want to learn more about creating content that turns into cash flow. Whether you're
a social media manager or hiring a social media manager. These are going to be really valuable
skills for you to know how to create content that's going to give you an ROI. Once you click
the link below, I have a free training that you can get absolutely for free. Execute it today and
bring you some cash flow tomorrow. Click link below, get that for free today. I'll see you in the next video.