How did you respond to that situation

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Finally, a lot of the really great social media managers out there don’t work with companies on a full-time basis. They don’t have to. Instead, they prefer freelance and consultant work – which gives them more flexibility. Want to work with the best of the best? You may need to be OK with having an expert freelancer run your social media show. Create a job description. Once you’ve decided on KPIs, role type and budget, the job description should pretty much write itself. Try to make your job description as specific as possible to attract high-quality, well-qualified applicants.

A lot of marketing job descriptions are far too broad, which can lead to an inexperienced latestdatabase.com applicant pool. True experts know what they can and can’t do — and what they are willing to agree to in terms of budget and workload — so it’s worth running your job description past a couple before posting. MarketerHire, for instance, will help evaluate your job description and even introduce you to an expert marketer or two. You pay nothing until you kick off with a marketer, so there’s no risk. Determine social media manager interview questions. Once you’ve posted a job listing, it’s time to start speaking with candidates.



Prepare some questions that will help you determine if the candidate is right for the job. At John Deere, Hartmann uses behavioral interviews to determine if a candidate has the right disposition for the job. She and her team lean on questions like “Tell me a time that you failed miserably?” “It's not specific to social media skills,” she explained. “It's more about how that individual manages difficult situations, collaborates with others, leads a team [and] responds to a crisis.” If you want to talk about social media more specifically, Marom and Chen suggest trying out questions like: How many years of experience do you have with social media management? Describe your past experience as a social copywriter.