This is part of a series focused on the hiring process for community managers. My goal is to provide information for both companies looking to hire & those interested in the role. Community management is going to be a key role & it’s easier to start with a good fit than have extract oneself from a bad situation. Bottom line: recruitment & training takes resources (time & money).
In the last post on the Interview Process I offered tips for both the Interviewer & the candidate. That started some interesting conversations. I predict that recruiting highly qualified community managers is going to be challenging.
In regard to that post, Richard Millington pointed out that the questions aren’t very helpful unless the Interviewer is really familiar with the role. He asked if a Community Manager really needs an interview?
Martin Reed added:
I think it is important to take their previous experience and achievements into account but you should still take the time to interview them or at least engage in a conversation to see if they are a right ‘fit’ – after all, would you still recruit the perfect community manager if you couldn’t stand speaking to them?
I do agree that there should be a formal interview process. That is important for both the employer & potential candidate. Both sides need to be open & explore the following:
- work habits
- company culture
- expectations for the position
- knowledge of social media tools & participation in social networks
- product knowledge & familiarity with customer segments
- communication skills
- ability to mediate & tactfully deal with people
- leadership skills – this can be a powerful position if utilized correctly
- creativity – brainstorming & execution
- open to experimentation & ability to learn from mistakes
- familiarity with analytics
Jeremiah Owyang has many posts on the role. Here are a couple that are helpful:
If you would like assistance with any of the following, email me at mailto:firstname.lastname@example.org
- How a Community Manager can contribute to your business goals.
- Assistance with creating a job description that suits your organization’s needs.
- Reviewing & interviewing potential candidates
- Training based on organizational needs
- Exploring alternative options:
- utilizing someone on staff
- job sharing the position
What other factors should be considered in the recruitment process?