With all the challenges, fears and frustrations surrounding social media, it is not surprising that many of our social media survey respondents had concerns about hiring someone for their chamber’s social media marketing. Bringing on a new employee, hiring a consultant or training someone might help. But that isn’t an easy or complete solution.
What’s Involved in Hiring Someone To Do Your Chamber’s Social Media Marketing?
We heard this over and over in the survey and also in personal interviews that we have conducted:
- “Help me understand the staffing issues.”
- “What skills should we be looking for in a part-time staff person to manage our chamber social media marketing?”
- “Is it wise/ok to hire an intern to run your Facebook/Twitter accounts?”
Thoughts on who to hire to do your chamber social media.
Before hiring someone to “take social media off your hands,” there are many things to consider.
This isn’t some decision you can make willy-nilly. Social media disasters are, by nature, very public. They can be, and have been, career-ending social media mistakes.
Social media is pervasive. Think about the phone. Back when it was invented, we’re sure there were plenty of business types who refused to use it, wanting all their communication to be in person. Same with the fax machine and email.
Just like business people had to start using the phone, fax and email, you will have to use social media. You can’t delegate it away entirely.
Tips on hiring your social media marketer
You wouldn’t hire an intern to represent your organization in front of the city council, would you? You wouldn’t hire an intern to engage with your biggest accounts, would you? You wouldn’t hire an intern to be the public face of your organization, would you?
Social media has way too much visibility and risk to entrust it with someone without proven common sense and business experience.
When you go looking for a person to do your organization’s social media, interview people without respect to age. What you want is a people-person who thrives on being of service, relationships building and business results. If the best candidates turn out to be young people with high aptitudes in these critical areas, God bless them. Go ahead and hire them. But don’t exclude more mature business professionals who have wisdom and business sense.
You can’t train the soft skills of empathy and relationship building.
Don’t think that you can entirely get out of doing social media yourself.
It is part of your job today (okay, it’s everyone’s job) to create awareness and build trust with your customers and prospects. You may be able to turn the organization’s daily social media tasks over to an employee but you had better remain part of the online conversation yourself or one day you will look around and find yourself obsolete.
The world changes each and every day, even if just a little bit. Like rain drops that turn into a flood, those little bits add up.
You will still have to manage your personal social media presence and brand as well as make sure your chamber is well-represented on line.
Excerpted from Dispelling the Myths & Overcoming the Barriers: 2013 Social Media Survey Report.