Now what? Here are a few things to consider as you hire someone internally for social media management. This post is written for companies who have recently made the decision to hire someone for the role, or after that person has started in a role of social media coordinator, manager, representative, etc…
- What is that person’s responsibilities & strengths?
Outline them. Social media content takes a lot of time to create and execute across multiple social platforms. There are different creative requirements and written copy differences – so realize that it does take some time to properly execute content. Absolutely make sure you have a calendar of content & advertising to align your initiatives, special days/holidays, sales, and goals to. Analyze what past experience that person has in the creative suites (Adobe/Photoshop/Canva/PicMonkey/etc.) and what experience that person has in ad setup, creation, optimization, and reporting.
- Who is handling your social media advertising?
Think constructively about whether this person has the capabilities to properly execute your social media ads! You do not have someone run & place your billboards, you often do not have someone research & optimize your paid search display ads; social media ads are even more complex in setup, targeting, optimization, tracking, and measurement… so if that person does not have the experience HIRE IT OUT to professionals (like us!).
- How are you measuring your results? Be sure to set Key Performance Indicators (KPIs) that align with business goals to effectively track and measure social media results – both organic and paid! Measuring efforts to business goals and KPIs will effectively convey progress on all levels of the organization. Look to utilize standard KPIs that are advertising-wide, but don’t be afraid to set others that are specific to the measurability of the platform.