3. Identify the skills your team needs
Posted: Sun Dec 15, 2024 6:34 am
Social listening: This involves monitoring and analyzing conversa israel email list tions about your brand or industry on social media. By identifying trends, sentiments, and potential issues, the team can get insights and adjust the marketing strategy accordingly.
Community management: It’s not enough to just post content — the team also needs to engage with the audience by responding to comments, encouraging discussions, and building relationships. This helps nurture an active and loyal community around your brand.
Crisis management: From dealing with negative comments to handling PR disasters, some social teams are on crisis standby. These team members are key to mitigating damage and maintaining the brand’s reputation.
Remember, your social media team should be laser-focused on your brand’s goals. An effective social media team has a north star — they’re not built to do everything at once.
Once you’ve established the functions and focus areas of your team, you’ll have a better idea of the skills required to execute your strategy.
How to build a social media teamFor instance, if you’re focusing on community building, you might need to hire people with strong communication skills and online event management experience.
Here are some skills your team may need:
Leadership, organization, and team management
Content creation, including writing, editing, video production, and graphic design
Paid advertising expertise on various social platforms
Customer service and support
Communicating with internal and external stakeholders
Soft skills are those intangible ones like leadership, teamwork, and communication. These keep the team humming along and help you partner with other parts of the business.
Hard skills, on the other hand, are all about the technical stuff. We’re talking creating killer content, navigating specific social platforms, and having a knack for customer service.
It’s perfectly fine if everyone doesn’t have every skill right off the bat. In that case, it’s important to look for interest level when you’re hiring. If an entry-level candidate doesn’t have a ton of experience in a key focus area but they’re super motivated to learn more, their interest can go a long way.
4. Review your budget and resources
You know what you want to achieve and what you’ll need to achieve it, but do you have the budget and resources to achieve your goals?
Budget is the most obvious constraint to social media team structuring. Then again, it gives you extremely clear guardrails to hire against. Teams usually develop one person at a time, so it’s important to think about the best fit for your current needs before you commit to a social media org chart in your head. The work your first hire accomplishes will often guide subsequent hires.
Community management: It’s not enough to just post content — the team also needs to engage with the audience by responding to comments, encouraging discussions, and building relationships. This helps nurture an active and loyal community around your brand.
Crisis management: From dealing with negative comments to handling PR disasters, some social teams are on crisis standby. These team members are key to mitigating damage and maintaining the brand’s reputation.
Remember, your social media team should be laser-focused on your brand’s goals. An effective social media team has a north star — they’re not built to do everything at once.
Once you’ve established the functions and focus areas of your team, you’ll have a better idea of the skills required to execute your strategy.
How to build a social media teamFor instance, if you’re focusing on community building, you might need to hire people with strong communication skills and online event management experience.
Here are some skills your team may need:
Leadership, organization, and team management
Content creation, including writing, editing, video production, and graphic design
Paid advertising expertise on various social platforms
Customer service and support
Communicating with internal and external stakeholders
Soft skills are those intangible ones like leadership, teamwork, and communication. These keep the team humming along and help you partner with other parts of the business.
Hard skills, on the other hand, are all about the technical stuff. We’re talking creating killer content, navigating specific social platforms, and having a knack for customer service.
It’s perfectly fine if everyone doesn’t have every skill right off the bat. In that case, it’s important to look for interest level when you’re hiring. If an entry-level candidate doesn’t have a ton of experience in a key focus area but they’re super motivated to learn more, their interest can go a long way.
4. Review your budget and resources
You know what you want to achieve and what you’ll need to achieve it, but do you have the budget and resources to achieve your goals?
Budget is the most obvious constraint to social media team structuring. Then again, it gives you extremely clear guardrails to hire against. Teams usually develop one person at a time, so it’s important to think about the best fit for your current needs before you commit to a social media org chart in your head. The work your first hire accomplishes will often guide subsequent hires.