How To Write A Great Social Media Manager Job Description  - Fusion - WeRIndia

How To Write A Great Social Media Manager Job Description 

Social media manager job description

Writing a great social media manager job description is not an easy task.

The job description is one of the first few things potential applicants read and a well-written job description can increase the chances of you hiring the best social media manager for your company.

There’s a lot that goes into writing a great job description, and we hope to cover everything you want to know. If we’re missing any information, feel free to ask your questions in the comments section below.

We’re thrilled that you’re looking to hire a new social media manager and would love to help you as much as we can!


Here’s everything you need to know about writing a great social media manager job description:

About Your Company or Team

This section is a brief introduction of your company or team. This is helpful especially if you intend to list the job description on external job boards where potential applicants might not know your company.

Some of the things you can include in this section are: what your company does, how it’s like working at your company, what your company culture is like, and what your company values are.

General Information

This section contains general information about the role such as the title, the team lead that they would report to, any direct reports, and location of the job.

Title

The title is a fun one to think about. Depending on your company culture, it can be as straightforward as “Social Media Manager” or as creative as “Social Media Ninja”.

I’d recommend keeping the title straightforward as it can help set clear expectations for the role. A creative title is perfectly great, too, as long as you have a clear job description.

Team Lead and Reports

If the new social media manager will be reporting to a team lead or will be managing a team, it’ll help to mention the title of the team lead or the roles on the team respectively.

Adding the name of the team lead or the team members will add a nice personal touch to the job description. Also, if the team lead or any of the team members are well-known in the industry, it can help to make the job even more desirable.

Location

Will the new social media manager work in your office? Or can she work remotely? Or perhaps a mix of both?

The location can matter a lot to applicants, especially if they have to move their families. If the new social media manager has to relocate to where your company is based, will the company sponsor the relocation or help in any way?

Being clear about this helps people decide if they’d want to apply in the first place. It can save both the applicant’s and your time when people who don’t want to relocate and wouldn’t be able to work remotely, don’t apply.

Job Purpose or Scope

This section gives the applicants a high-level view of the job. Usually, it’s tricky to list all the responsibilities of the role, especially when the list could change over time. Having a high-level description of the role helps applicants understand what’s generally expected of a person in the role.

Responsibilities and Accountabilities

This section is where you’d want to be more specific about the requirements of the job. While you might not be able to list all the tasks for the job, this section will give the applicants a sense of what they’d do in the role on a day-to-day basis and what skill sets you are looking for.

 Key Performance Indicators (KPIs)

This section goes another level deeper than the responsibilities section as you’d state the metrics the new social media manager will be responsible for. While I don’t see many job descriptions with such a section, I can see how it will bring extra clarity to the job description for applicants.

Depending on your management style or if you are higher for a senior position, you might prefer the new social media manager to come up with her own KPIs, instead.

If you intend to list KPIs in the job description, we’d love to help you brainstorm some potential ones to use.

Requirements

Requirements are helpful when you are hiring for a mid to senior level position and would like to encourage only people with a certain level of experience and skills, to apply. It will send a clear signal to potential applicants that you are hiring for a senior position.

When hiring for senior positions, companies would often state a minimum number of years of experience in the related fields. This might be used as an indication of how senior the position is.

Expected Salary

That is true “companies see an increase in candidates if they include wage information in their job ads”. This can be a good reason to state the expected salary on the job description.

You don’t have to state the exact salary. Including a salary band, such as Rs. 25,000/- to Rs. 40,000/- per month, is quite a common practice.

 

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