Hiring for social media roles
Our SocialFish consulting work is all about building capacity internally for organizations to manage the work of social media management. This year, we’ve seen a huge upward trend in associations hiring headcount for social media-related roles, which is a great sign that the industry is moving towards fuller integration of social media (as opposed to the experimentation of the last couple of years). We’ve helped the National Association of Childrens’ Hospitals and Related Institutions (NACHRI), the National Society of Accountants, the Association for Corporate Counsel, and the American Society of Civil Engineers, for example, hire positions from interns to Social Media Directors.
Hire at the right level
One of the things we’ve discovered over the last two years of doing a lot of this hiring help is that we can officially call BS on the idea that you shouldn’t hire an intern to do your social media management work, because here’s the truth… a lot of this work is very administrative. This is true of associations as well as traditional businesses. Monitoring can be very tedious. It’s time-consuming, especially at the beginning. It takes a lot of organization. It takes a lot of time and effort to set up internal processes that make workflow, well, flow. We hear of plenty of executive-level people who just aren’t prepared to do the administrative tasks- which is 95% of social media management. Smart interns will know to use those organizing skills to absorb and learn as much as they can about the inner workings of the business.
The position should ideally sit in between all of your other departments in order to effectively create what we call a “service center.” Whoever is your social media coordinator (or whatever you choose to call the role) has to be able to make it clear that they are there to help other departments – not add work to everyone’s busy plate. One objective of the service center, for example, might be to centralize the flow of good association content from any individual department and connect it to content from other departments according to a smart editorial calendar that will keep the association’s value top of mind to your members without swamping them with spam (because let’s be real, your members consider at least some of your messages to be spam).
We’ve seen enough office politics and silos to know that generally speaking, it’s easier for a lower-level person to make this service center idea clear to everyone than it is for an executive level person to do the same.
The caveat: oversight
Having said that, of course there needs to be strategic oversight too; e.g. an executive level champion for the position, or a direct communication line to the ED or whoever at the top can make sure things are working as they should. The social media activity around the organization will need to be distilled into internal reporting that makes sense, that people will actually read, and that will allow every department to find the best and most strategic uses for their own social communications – based on overall goals. That can only happen in the right way if the social media intern is in regular communication with whoever at the top can help direct his or her activities. Just remember that the actual day-to-day work of social media management is not at the strategic level – it’s at the operational level. A top-level executive managing the organization’s Twitter account is NOT the best use of their hourly rate.
Skills to look for
What we’ve found is that almost every organization just needs “a body” to help them get things organized. A smart, organized, friendly person who is a good communicator. Look for the following skills (for interns, specifically):
- In terms of educational background, the best candidates we’ve seen are Communications, Marketing, Journalism, or PR majors or graduates. They must have great writing skills, especially for the web (ask for blog posts and other samples) – meaning the ability to write clearly, concisely, and in a personable way.
- They must have a professional and friendly demeanor – immediately or eventually, they will be handling a lot of your messaging.
- They must be trustworthy, curious and open – they will be building relationships with your community. They have to be interested and willing to do that.
- And most importantly, they must have a deep enthusiasm for social media. This includes a willingness to be continuously learning and trying things on their own, and always on the lookout for better ways of managing social media work – even if those suggestions might not be possible at the moment.
Sample job description
Here’s our standard, tweakable job description for an internship position. Feel free to use this! It doesn’t have to be long and complicated – the simpler it is, the more scope you have for hearing the candidate hone in on what he or she is most interested in and capable of.
Love to tweet? Are you a Facebook Fan? Are you LinkedIn? If that’s you and you’re looking for a paid [$15/hour] [summer] internship [40 hours a week, June – August], keep reading. [Org] is looking for a college junior, senior, or grad student majoring in communications, journalism, PR, new media or marketing (interest in association/nonprofit management is helpful, but not required). Assist our marketing and web staff in inventorying and tracking our social media outposts and content. Develop procedures to support our social media policies. Set up training for [org] staff on social media policies and procedures. Develop monitoring/listening procedures and responsibilities. Work with various departments to identify opportunities for us to employ social media and outposts to promote our organization, products and services. Help launch and nurture our private communities. Must have exceptional organizational skills, great writing skills, and, of course, solid social media experience, knowledge, and skills.
For an intern, use your local universities with the relevant graduate degree programs. A word of caution – don’t post the job on Craigslist unless you’re happy to wade through hundreds of resumes, 85% of which will be irrelevant.
Gloves that translate sign language in real time
(BUSINESS MARKETING) A new wearable tech translates American Sign Language into audible English in real time.
Advancements in technology never cease to amaze. The same is true right this moment as a new technology has been released that helps translate American Sign Language (ASL) signs into spoken English in real time.
This technology comes in the form of a hand glove – similar looking on the front side to what one would wear in the winter, but much more advanced when in view of the palm. The palm side of the glove contains sensors on the wearer to identify each word, phrase, or letter that they form via ASL, and is then translated into audible English via an app that coincides with the glove.
This is all done in real time and allows for instant communication without the need for a human translator. The signals are translated at a rate of one word per second.
The project was developed by scientists at UCLA. “Our hope is that this opens up an easy way for people who use sign language to communicate directly with non-signers without needing someone else to translate for them,” said lead researcher Jun Chen.
The hope is to make communication easier for those who rely on ASL, and to help those unfamiliar with ASL adapt to the signs. It is thought that between 250,000 and 500,000 people in the United States use ASL. As of now, the glove does not translate British Sign Language – the other form a sign language that utilizes English.
According to CNN, the researchers also added adhesive sensors to the faces of people used to test the device — between their eyebrows and on one side of their mouths — to capture facial expressions that are a part of American Sign Language. However, this facet of the technology is not loved by all.
“The tech is redundant because deaf signers already make extensive use of text-to-speech or text translation software on their phones, or simply write with pen and paper, or even gesture clearly,” said Gabrielle Hodge, a deaf post-doctoral researcher from the Deafness Cognition and Language Research Centre (DCAL) at University College London. “There is nothing wrong with these forms of communication.”
What are your thoughts on this advancement? Comment below!
Stand out with video as part of your resume (but be careful)
(MARKETING) This new tool helps you stand out in the job market, as video now dominates – so it’s possible to use this to your advantage (with caution).
In the midst of a pandemic, people are finding themselves thrust back into the job market sooner than expected due to mass company layoffs or underemployment as a freelancer. Fields are oversaturated and jobs are sparse so it can be hard to stand out in today’s job market.
Although standing out in the job market is hardly a new problem, that doesn’t mean it couldn’t use some new and creative solutions. One company, VCV.ME has designed a tool to help you get creative and stand out from your competition.
VCV.ME turns your traditional resume into a video à la Instagram stories.
The process is simple. You answer a few questions and upload a video of yourself then the tool will provide you with a sharable link.
VCV Founder and CEO, Arik Akverdian, believes that video is the future saying, “Video will represent 80% of all internet traffic by 2021 according to Cisco, and according to eMarketer 94.1% of millennial internet users were streaming digital video in 2019. With growing demand for video social media such as TikTok, Snapchat, Instagram stories, and others, we’re bringing the short video format to the job market.”
There are some obvious limitations to using this tool in your job hunt.
First, not all employers will take videos as part of an application both for technical and legal reasons.
On the technical side, many automated tracking systems are not designed to filter that kind of file, so there may not even be an opportunity to showcase it. That’s not to say there aren’t some work-arounds. Many job applications will have a place for applicants to link to their portfolio or websites. An alternate option for this tool could be to place the video introduction on your website.
Another problem with the tool is how it exposes candidates and hiring managers to bias.
As more companies work to remove bias from their hiring practices and hire more diverse candidates, a video intro just won’t fly. Some companies have removed names and even alma maters from their applicants in order to make more unbiased hiring decisions. A video introduction would expose many characteristics that people have conscious and subconscious biases towards such as race, gender, age, and ethnicity.
Although VCV.ME’s intentions are to help candidates stand out in the job market, it’s worth questioning whether they would be standing out for the right reasons, so tread carefully.
Why should you take Facebook’s ‘Summer of Support’ courses
(BUSINESS MARKETING) Every company can use a little marketing advice, well Facebook has partnered with big companies to give you some free digital marketing courses.
Our world has turned into a place of upheaval and unrest and we are continuously surrounded by more and more evidence of it. One thing that the majority of us are constantly seeing is announcements from companies. Some of those are about closing hours, but others are more helpful. As they all attempt to get used to this new world that COVID-19 has created we begin to see some different tactics. Some are only politically motivated, but others are more focused on helping out their communities.
Earlier this week Facebook announced that they will be putting on a six-week digital marketing education series. This series will be an extensive collection of videos with a full in depth set of courses that will cover a large amount of topics. The company has put together a cast of renowned entrepreneurs for the presenters as well.
The topics will be done in themed weeks starting on June 24th, and running through the month of July. They include categories such “The Changing World” & “Resilience”. Focusing primarily on the world that is here and now, with recommendations on how to adapt to it. With this world in a constant state of flux the push for adapting to change and staying in front of the tide is crucial for a small business.
The next two courses will be going forward with discussing “Reinvention” & “Re-Emergence”. Encouraging struggling companies to take a serious look at their potential for moving forward, or changing the things that they can to stay more on top of their client base. They also plan on attacking the confusing world that we will have when things get closer to normal.
The last two weeks are focused on community and customer care, which is actually their names as well: “Customers & Commerce” & “Community”. These will help develop a sense of how your business affects your community and the impact you have on it. Keeping that in mind you can then develop a plan for how you want your community to see you and shape things within it.
These courses are all set up for free and open to anyone. With a completely online set up with their new “Summer of Support” mini-site they are prepped to reach millions of people. They’ve organized this with a range of partners as well: Dell, PayPal, American Express, & Small Business Roundtable. A helping hand for people who wouldn’t currently be able to source things like this.
Idea: Color-coded face masks as the new social contract to combat COVID-19
New company beats Amazon with next morning delivery?
Gloves that translate sign language in real time
What to do when you can’t find your passion and you’re feeling lost
Google plans to pay publishers for content (a little too late)?
HEROES Act could increase unemployment stimulus benefits, add return to work bonus
LinkedIn: New retargeting options expand your marketing efforts
A closer look at the HEROES act, and who stands to benefit the most
The future of quantum computing is “Azure” bright and you can try it
The Apple Watch isn’t just a way to ignore calls, it could save your life
Anti-surveillance mask – creepy, ingenious, or potentially illegal?
Amy’s Ice Cream founder on Austin’s business risks and rewards #WhyAustin
Turns out a lot of people are in between introverted and extroverted
P. Terry’s founder on the booming economy in Austin #WhyAustin
Ladies and gentlemen, the U.S. National Anthem
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