Use your network to find candidates. Hire candidates This could include posting a job description in your email newsletter or posting on your social platforms. You can also use local LinkedIn and Facebook groups to reach outside your current audience. Work with job search sites like Indeed to expand your reach.
Review the candidate pool to phone number library determine who meets your requirements. Create a shortlist for interview.
5. Conduct an interview
Once you have a shortlist of suitable candidates, schedule interviews with the best candidates. During the interview process, you can ask the candidate to complete a test task, such as creating a two-week content plan for one of your social networks.
Make sure that part of the interview is dedicated to assessing the candidate’s soft skills. You can teach a specialist how to perform everyday tasks, but you cannot teach him to pay attention to detail or care about the quality of his work.
Assess how well the candidate fits naked anchor links. refers to the url links of the site referenced in a text your corporate culture and values. This will help avoid rapid burnout or disappointment from working in your organization. Poor compatibility with the company culture can lead to high turnover, even if it is a contract or freelance job.
6. Effective introduction of a new SMM specialist
It is impossible to objectively evaluate an employee’s performance if they do not have clear expectations. Make sure you have an induction plan.
Your plan should include training the specialist on internal processes, familiarization with tools (if the specialist does not provide them themselves), clearly defining expectations, agreeing on a roadmap for social channels, etc.
Take the time to familiarize your professional with your brand standards to maintain your brand voice and ensure the content you create is consistent.
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