Tony Seruga The Philanthropist. Tony Seruga Marketer. Tony Seruga pioneer serial entrepreneur. Tony Seruga provides tips on how to hire a copywriter and a social media expert for small business.Hiring someone to manage your company's social media? Don't make the same mistakes everyone else is making.
In These days, it looks like that everyone's looking to hire someone to manage their company's social media presence and social media marketing for the company. These kinds of demand can lead to poor hiring decisions. Why? Well, listen you may be impressed when you see someone's has extensive Facebook, Twitter, LinkedIn and Pinterest presence. But just because someone can use social media for personal benefit doesn't mean that they know how to manage it for a business organizations.
To help business owners better identify what to look for in a social media job candidate, I recently interviewed Tony Seruga the pioneer online marketing entrepreneur. According to Anthony Seruga, these are the seven most common social media hiring mistakes.
1. Don't conflate personal and professional. Anthony Seruga Tony says smaller businesses commonly make the mistakes of confusing personal social media fluency with social media professionalism means on business, and there's a notable difference. A social media professional should be able to explain how they select, curate and/or create content, how, who and why they select followers and connections; and how they integrate social media initiatives with other media & other professionals.
You should ask what kind of professional social media training and certifications candidates have and to show whats the strategies the persons using. Candidates with proper training and who demonstrate maturity, Tony says, make better hires.
2. Don't take their word for it. Instead of drawing guessing about a candidate's social media experience, Tony stresses that you want them to log into their social media accounts with you--have them show you what they do professionally. "Do not rely on their word of mouth or resume or anything online," cautions Seruga. Instead, have candidates walk you through the social media management tools they use and justify why they choose them & what the outcome they could get using the tools. (Tony Seruga Program, for example, uses HootSuite to manage many of his students' social media activities).
3. Don't ignore inconsistencies. Seruga advises employers to check out both the professional and the personal social media accounts of candidates you're considering for the role; if you see breaches in social media etiquette or inappropriate conversations, posting or updates, that's a red flag for the content and that could turn to scam and fraud practices. If anybody is going to represent your business online, then that guy should also be able to demonstrate restraint and decorum in their personal social media accounts as well.
4. Don't shun mistakes. As we see that with the public nature of social media, it's almost impossible for someone experienced to not have made a least a minor mistake along the way. Tony Seruga says that every candidate should cop to some kind of faux pas, but more importantly, be able to explain what they learned from that mistakes they made. What you learn from the confession can also help you, even if you don't hire that person.
5. Don't forget the point. A social media professional must know how to track and translate their efforts into real world actions and get the turn around, how to measure the impact of these efforts, and how to refine initiatives based on performance and show in reality. Tony recommends that you ask social media job candidates to describe campaigns in detail and in pros and cons, which of their activities drove actions or sales and what their specific plans and outcomes were.
6. Don't forget the strategy. The candidate who runs your social media will bear large responsibility for the public voice of your company mainly in public relation of your organizations. It's up to you and other company leaders to establish the appropriate criteria and boundaries for your social media specialist. Don't just give your social media hire free reign to do whatever he wants on their will. Your social media strategy should align with and support your business objectives, which this person will need to understand in order to develop and execute a strategy. "I'm not a big proponent of 'do not's' as much as I am of 'do's," says Tony.
7. Don't turn your back. If you expect a social media hire to perform the program to a certain standard, it's up to you to tell them what your campaign and job performance expectations are and what the consequences will be if they don't reach them. "To achieve this, you'll need to routinely monitor the activity your social media hire does on your company's behalf and have regular communications with him or her," explains Tony. In other words, don't just turn a blind eye and expect everything on social media accounts to run smoothly without your oversight.
Tony Seruga a pioneer online business entrepreneur providing services to the local and nationwide business publishers.
In These days, it looks like that everyone's looking to hire someone to manage their company's social media presence and social media marketing for the company. These kinds of demand can lead to poor hiring decisions. Why? Well, listen you may be impressed when you see someone's has extensive Facebook, Twitter, LinkedIn and Pinterest presence. But just because someone can use social media for personal benefit doesn't mean that they know how to manage it for a business organizations.
To help business owners better identify what to look for in a social media job candidate, I recently interviewed Tony Seruga the pioneer online marketing entrepreneur. According to Anthony Seruga, these are the seven most common social media hiring mistakes.
1. Don't conflate personal and professional. Anthony Seruga Tony says smaller businesses commonly make the mistakes of confusing personal social media fluency with social media professionalism means on business, and there's a notable difference. A social media professional should be able to explain how they select, curate and/or create content, how, who and why they select followers and connections; and how they integrate social media initiatives with other media & other professionals.
You should ask what kind of professional social media training and certifications candidates have and to show whats the strategies the persons using. Candidates with proper training and who demonstrate maturity, Tony says, make better hires.
2. Don't take their word for it. Instead of drawing guessing about a candidate's social media experience, Tony stresses that you want them to log into their social media accounts with you--have them show you what they do professionally. "Do not rely on their word of mouth or resume or anything online," cautions Seruga. Instead, have candidates walk you through the social media management tools they use and justify why they choose them & what the outcome they could get using the tools. (Tony Seruga Program, for example, uses HootSuite to manage many of his students' social media activities).
3. Don't ignore inconsistencies. Seruga advises employers to check out both the professional and the personal social media accounts of candidates you're considering for the role; if you see breaches in social media etiquette or inappropriate conversations, posting or updates, that's a red flag for the content and that could turn to scam and fraud practices. If anybody is going to represent your business online, then that guy should also be able to demonstrate restraint and decorum in their personal social media accounts as well.
4. Don't shun mistakes. As we see that with the public nature of social media, it's almost impossible for someone experienced to not have made a least a minor mistake along the way. Tony Seruga says that every candidate should cop to some kind of faux pas, but more importantly, be able to explain what they learned from that mistakes they made. What you learn from the confession can also help you, even if you don't hire that person.
5. Don't forget the point. A social media professional must know how to track and translate their efforts into real world actions and get the turn around, how to measure the impact of these efforts, and how to refine initiatives based on performance and show in reality. Tony recommends that you ask social media job candidates to describe campaigns in detail and in pros and cons, which of their activities drove actions or sales and what their specific plans and outcomes were.
6. Don't forget the strategy. The candidate who runs your social media will bear large responsibility for the public voice of your company mainly in public relation of your organizations. It's up to you and other company leaders to establish the appropriate criteria and boundaries for your social media specialist. Don't just give your social media hire free reign to do whatever he wants on their will. Your social media strategy should align with and support your business objectives, which this person will need to understand in order to develop and execute a strategy. "I'm not a big proponent of 'do not's' as much as I am of 'do's," says Tony.
7. Don't turn your back. If you expect a social media hire to perform the program to a certain standard, it's up to you to tell them what your campaign and job performance expectations are and what the consequences will be if they don't reach them. "To achieve this, you'll need to routinely monitor the activity your social media hire does on your company's behalf and have regular communications with him or her," explains Tony. In other words, don't just turn a blind eye and expect everything on social media accounts to run smoothly without your oversight.
Tony Seruga a pioneer online business entrepreneur providing services to the local and nationwide business publishers.
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