4 must-haves in a community manager hire

It's time to invest in social media. The online conversation is building and your business needs a dedicated in-house resource, tasked with managing and building your online reputation. 

Nearly all of today's grads and junior-level communicators will claim "social media expertise" on their resumes, so how do you know what to look for in your new hire?

How can you tell the difference between a strategic social marketer and a self-proclaimed social pro?

1. They're a great writer.

A University of Oregon professor insisted to her guest lecturer, Jess Columbo:

"Please," she said, "remind them that good writing matters - even in your world."

Real social media strategists know that 90 characters doesn't mean creative, engaging, grammatically correct content goes out the window. On the contrary! Your ideal hire will have love and respect for the written word and a portfolio of blog posts, web copy and/or social editorial content to prove it.

2. They do free work.

Look for a hire, who has developed and applied their strategic social skills as a volunteer in their community. This can be especially important for younger pros, who should be building their skill-set by offering social marketing help to non-profits or community organizations they're passionate about. Plus, their volunteer experience will likely tell you a lot about their character.

3. Their content creation game is on point.

Your community manager should be the definition of a T-shaped hire: An employee with a broad range of skills, who has depth of expertise in one particular area. In addition to social media proficiency, they might also be skilled with Photoshop or InDesign. Maybe they're adept with video editing tools.

These added creative skills will go a long way to supplement your lean in-house resources.

4. They're friendly with Google Analytics.

It is important that everyone on your web team to have the ability to jump in to the back-end of your web properties, pull socially-relevant data, and craft coherent “stories” for stakeholders from those analytics.

Your new hire can't be scared of data: It's not math. It's archaeology. And they should love to dig for stories, unearthing the insights hidden beneath those referral and conversion metrics that drive real business growth.

 

Are you ready to hire an in-house superstar? Need help with recruitment? We can help.