understanding the role can result in job postings that are too vague, or contain so many responsibilities that your role may lead to high burnout levels and turnover rate.
Familiarize yourself with what skills social media managers should have.
Similarly, know what experience level you’re looking for and if it lines up with a manager-level role.
Seeking someone with one to two years of experience? You might be looking for a specialist, coordinator or intern.
Three to five years of experience?
You’re in manager or strategist territory.
Seven to eight? You might be looking for a senior-level position, or a manager you can help grow.
Pro tip: The responsibilities and skills needed for this role can vary depending on team and new zealand phone number data company size, industry and more. Talk to social media managers in your industry to build an idea of what this role will look like, and have your marketing team do an internal review of the job description.
2. Have realistic expectations for one person
It’s true that social media managers wear many hats at once.
But that doesn’t mean they should be treated as a hat rack.
“Social media” is sometimes used as a catch-all term for multiple roles in one.
A screenshot of a poll post on Sprout Social’s linkedin asking people if they think social media professionals are asked to do too much in job descriptions. The what is an average social media manager salary? top answer is yes.
One of the most common complaints you’ll hear from social media professionals is being overworked under leaders who don’t understand how demanding the job is. This can lead to over-packing a job description.
The biggest thing that makes
me scratch my head is how a social media manager is supposed to come in and develop a strategy for a brand across social media, manage a team and still be responsible for the daily management of each social channel,” says Anthony Yepez, Assistant Director of Social Media at Orange Theory. “To me, that is two separate roles!”
If you’re hiring a solo social media manager, write down everything you want this person to do. Then, look at that list. “If you’re realizing it’s too phone number germany much work for one person, can you hire more than one person?” says Rachael Samuels, Senior Social Media Manager at Sprout.
3. Create a description that focuses on value, impact and growth
Most job descriptions, regardless of industry, often feature these three elements:
Company overview
Responsibilities/Duties
Qualifications/Skills
To nail each section:
Be specific
Some of the most looked-at parts of a job description are the day-to-day details. A new hire could get overwhelmed if the job is more demanding than the posting made it out to be.
See where you can include details and, as Samuels puts it, “Don’t hide expectations in buzzwords.”
For example, if you say, “You will run our employee advocacy program” without mentioning that the program has 8,000 participants, you’re not clearly communicating the depth of the project.
To outline more specific responsibilities, ask yourself:
