What do you do if you're hiring social media marketing professionals and want to find the best candidates?

Look at their results. It’s especially valuable if the specialist you're considering successfully manages their own social media, generates content, and can demonstrate use cases based on their personal experience. Otherwise, every specialist should have some cases with statistics they can present as examples of their best work.

Skills and experience:?Outline the specific skills and experience required for the role. Consider technical expertise on platforms like Facebook Ads Manager or experience in specific industries. Soft skills:?Identify the soft skills crucial for success. This could include creativity, excellent communication, data analysis abilities, or strong problem-solving skills. Social media:?Leverage your company's social media platforms to advertise the position and showcase your work culture. Skills assessments:?Use online assessments to evaluate technical skills in social media advertising platforms or content creation tools. Portfolio review:?Request a portfolio showcasing the candidate's past work on social media .

To find the best social media marketing candidates, craft a detailed job description and promote it on relevant platforms. Screen resumes and portfolios for relevant experience and creativity. Conduct thorough interviews to assess skills, strategic thinking, and cultural fit. Consider practical assessments or case studies. Seek feedback from colleagues and check references. Prioritize candidates with a strong understanding of social media trends and a track record of successful campaigns. Choose those who align best with your company's goals and values.

1. Define clear job requirements and desired skills. 2. Utilize specialized job boards, professional networks, and social media platforms for advertising. 3. Screen resumes for relevant experience and qualifications. 4. Assess candidates' creativity, strategic thinking, and industry knowledge during interviews. 5. Request examples of successful campaigns and how they measure success. 6. Consider practical assessments or portfolio reviews. 7. Prioritize candidates who demonstrate technical expertise, creativity, and strategic alignment with company objectives. 8. Ensure candidates fit well with company culture.

Before you start searching, figure out what your social media goals are. Who are you trying to reach? What platforms is your audience most active on? Are you looking for someone who can create content that goes viral, someone who's great with data and numbers, or someone who can manage an online community? By understanding your needs, you can write a job description that attracts the perfect candidate.

After figuring out what you need, write a job description that will grab the attention of people who are good at social media. Use words that someone who knows social media well would understand, and highlight the cool things about working at your company. Be clear about what the job involves and the skills you're looking for. This way, only qualified people will apply, and they'll know if the job is a good fit for them.

Build ads based on IMPACT. Keep it real and engaging. Highlight what makes your company unique and the exciting challenges they’ll tackle. Don’t just list requirements, tell a story about the impact they can make. Use a friendly, conversational tone to resonate with creative minds. Think of your ad as a sneak peek into your company's vibe—make it something that they can’t wait to be a part of.

The screening process isn't just about checking the Portfolio to see if the candidate has experience and measurable results. Experience is important. Character is extremely important, too. You must assess how the person responds, communicates, and reacts to situations, how the candidate uses body language, and any other non-verbal cues.

Create an extensive assessment system that considers candidates' experience, skills, and fit with culture. Use return to screening, portfolio reviews, and behavioral interviews to evaluate qualifications and skills. Use practical assessments or case studies to evaluate practical knowledge and creativity. Prioritise candidates with an intense desire for social media marketing and a track record of achievement.

Once you have applications, check out their previous work. You want to see examples of the kind of content they can create and how they've used social media to get results in the past. During the interview, instead of asking generic questions, give them real-world scenarios they might face on the job. This will show you how they think and how they would solve problems.

Finding the right candidates often starts with leveraging your own network, which can draw in those already familiar with your brand. It's effective to incorporate project-based questions during interviews and request portfolios or websites. This approach not only showcases their work but also provides insight into their job process understanding and work style. Equally important is trusting the vibes of the interview and considering how well candidates mesh with the team. Team compatibility can be as crucial as professional skills.

Social media marketing involves a lot of tech. The ideal candidate should be familiar with the different platforms and the tools used to manage them. They should also understand how social media algorithms work and how to use data to make informed decisions. Bonus points if they know how to run social media ads, since that's a common way to reach a wider audience. By checking their technical skills, you'll know they can get started quickly and do the job well.

The best candidate isn't just someone who's good at the job; they're also someone who gets along with your team and represents your brand well. See if they seem like they'd enjoy working with your team and if their personality aligns with your company culture. When everyone works well together, it makes everything, including social media, more fun and successful.

"Do I want to work with this person for 40 hours a week?" After assessing skills, that's the real question. When interviewing candidates, ask questions that help you understand if they'll have a good working relationship with the rest of your team. What do they value? How do they handle conflict? What hobbies do they have? These questions will help you understand if you're going to be happy to bump into a candidate in the break room.

One time at work- a candidate came for this role. It was his first ever job, so no experience. But the moment he started speaking he was aware. You could tell he had solid observation skills and was super interested in "what's trending?" We hired him. 3 years later- he is now managing a team of 15 interns.

Ask them which social media and marketing newsletters and channels they subscribe to or if they're part of any Facebook marketing groups, like The Daily Carnage or the HeyOrca group for social media managers.

Every person who's worked in social media has run a failed campaign. There's dozens of reasons why things could have gone wrong. It's the nature of the game. If a candidate claims 100% success record, they're not the person you want to hire. Find the people that failed and grew from it. Ask the right questions and you'll find the right candidate.

I have this checklist, ask them if they are interested in 3 things out of the 5 listed below: 1. Sports (especially cricket if in India) 2. Memes 3. New movie or series 4. Corporate trends 5. Celebrities If they say yes to 3/5- it's worth taking the risk and hire them

Do not ask your interviewees to complete an unpaid assignment as part of the interviewing process. A good social media marketer will have a portfolio and be able to walk you through past campaigns. You do not need free work from them.