Written by Rivka Hodgkinson

Social Media Marketing Resume: What to Look for When Hiring for an Agency Role

 

How do you find the right person for your social media marketing agency? Here’s a look at what should be on a social media marketing resume when hiring for an agency role.

Your business is growing, so you need to hire a new employee for your social media marketing agency. Perhaps your clients are giving you new opportunities to provide additional services. Or maybe you and your current staff are struggling to meet the increasing demands of your growing roster.

You’ve recognized the need for another agency member—now how to find the right person for your social media marketing agency?

There are three main areas that you should pay close attention to in the resume of potential agency hires:

  • Experience
  • Skills
  • Personality

All three are critical for analyzing a successful social media marketing job candidate.

After all, clients want results. So, you need the right talent in your organization to be able to continue to deliver at a high level and meet the expectations of your clients.

Experience in Social Media That Can Be Proven

When you are looking at the experience of applicants, ask yourself, “Is their experience measurable, consistent, and relevant?”

Measurable

Applicants can easily say that they have worked for two years doing Facebook management. It is more of a challenge to show actual results from their efforts. The reality in today’s world is that clients need to see a return on investment when they hire your social media agency.

So you need to ensure that each of your employees has that same focus on measurability.

When you are looking at applicant resumes, prioritize those that give specific examples of how their work contributed to the bottom line.

For example:

  • Created and ran a $10,000 ad campaign on Facebook that resulted in $65,000 in sales
  • Built the company Twitter account from 500 followers to 4,500 followers over 6 months
  • Directly responsible for closing 4 new client accounts worth $245,000 in revenue during my time in this position

Not every applicant for a social media agency or digital marketing agency will think to be this direct about accomplishments in their resume. If you see indications that they are a good fit in other ways, this is a good opportunity to dive deeper during the interview and ask for specific examples and numbers.

Consistent

As the saying goes, lighting does not usually strike twice in the same spot. Sometimes, social media success is a result of being in the right place at the right time when a change happens.

That doesn’t mean the candidate will be able to replicate that in a new situation.

Are candidates able to generate consistent results over time? Are they able to understand why a social media marketing campaign or social strategy was successful and be able to apply that to a new situation?

When reviewing their resume, look for a track record of success over time. Large gaps in employment, jumping from one area to another, or long periods without measurable results are red flags that you should investigate further.

your social media marketing resume should examine your experience in detail

Relevant

Be realistic with new hires about how much training you can do.

In most cases, you want an employee who is ready to hit the ground running. One of the best determining factors of how well they will be able to do this is how relevant their experience is to the job you are hiring for.

Important questions to ask include:

  • Was their previous role entirely social media related, or was that only a small part of their job description?
  • Have the industries they have worked with in the past been similar to your target clients? If not, how applicable will their knowledge be?
  • Has their experience been in an agency setting balancing the needs of many clients, or was it in a dedicated role working with only one set of accounts?
  • What aspects of social media have they focused on compared to the needs of the job? For example, have they mostly done content creation? Analytics? Advertising? Does that match your hiring needs?

What works in social media can vary widely from one industry to another.

If your agency serves a broad range of clients, someone with an equally broad level of experience can be helpful. But if you serve exclusively service-based businesses, someone coming in who has only worked with product-based businesses may have a bigger learning curve.

Likewise, an applicant who is used to the dynamics of working for a single company will generally find it more challenging to thrive in an agency environment with many clients and demands on their time.

You want someone that understands that if things don’t get done on time, you don’t get paid on time!

interviewing for an agency job and discussing your social media marketing resume

Skills Are Always Growing and Expanding in Social Media

One of the only things you can be sure about in the world of social media is that it will continue to constantly change.

So how do you assess skills on a social media marketing resume when what you hire for today might not be what they are doing tomorrow?

Basic questions

Start with what you know:

  • Does their skillset match the job requirements?
  • Will you need to train them on anything new?
  • How easy/hard will this training be?
  • What hard skills do you need? (Specific software, etc.)

More advanced questions when hiring for an agency

And then take it to the next level. How do potential employees approach ongoing skill development?

You want someone who looks after the present but also has an eye on the future. The person should be actively be involved in ongoing education, following key influencers, attending conferences, and learning from experts.

Can you see evidence of this type of learning and growing through their progression of experiences? Do you see any skills listed that are relatively new to the field?

While the social media marketing resume is a good place to start, you will want to ask about their approach to constant learning.

Or consider including one or more of these questions in the job description as part of the application instructions:

  • What is one of your favorite podcasts?
  • Who is your favorite social media influencer and why?
  • When was the most recent conference or webinar you attended and why did you select this one?
  • What is one new thing you have learned about social media this month?
  • How do you learn new skills for your job?
  • Which blogs about social media do you read regularly?

For any candidate who stays up to date on the world of social media, these should be easy questions for them to answer.

your job applicant new hire for a social media marketing agency

A Good Personality Fit for the Hiring Social Media Agency

What is a day like at the office? Or do you even work at an office at all? Do you need employees who are available at particular hours? Or is the quality of output the most important thing regardless of when they get it done?

The attributes that make a candidate a perfect fit in one environment could actually be a liability in another. The more clear you can be with yourself and in your job description about your needs, the better your chances of finding that great fit.

What’s the hiring agency’s culture?

Think about where your company falls on the following metrics:

  • How formal or informal is your work?
  • Do you need very traditional candidates or ones who think outside of the box?
  • Is your team remote, and if so do they work standard hours?
  • How do you solve problems?
  • What is the communication style of your team?

Some of these things you will be able to determine through their social media marketing resume, but you will want to dive deeper while doing the interview.

Ask questions for specific examples of how they solved a problem, communicated in a crisis, or worked out a conflict with a team member.

Considering different fits

One thing to be careful in this area is to not inadvertently use “company culture” to stifle diversity in your hiring process. We tend to gravitate toward people who are like us, but research shows that bringing a diverse team together has many benefits to businesses.

If you are hiring someone who has had some time away from their job because of layoffs or shutdowns during the pandemic, one of the most telling questions you can ask is “How did you spend your downtime?”

The answer to that question can be a powerful indicator of whether they are a self-starter, their approach to stress, and what they find to be valuable.

How to Write a Job Description That Attracts the Right Talent

Getting the right resumes to review in the first place often is a reflection of how well you did in writing the job description. You should focus on creating a job description that helps attract the right candidate to the job but also eliminates talent that is not a good fit.

Show off what matters

Don’t be afraid to show your company culture and what makes your business special in your job description. If you want more than just generic candidates, you have to write more than a generic job description.

This example from Cayenne not only ties together how its name is relevant to their business but gives a good feel for what kind of candidate is most valuable to them. For a job applicant who thrives in a space with a lot of creative expression, this will be a job that will immediately appeal to them.

Cover the essentials

While using creative words that express who you are and who your ideal candidate is are important, you can’t forget the nitty-gritty of exactly what you need from the skills and experience standpoint.

Be sure to include:

  • Any degree requirements
  • Specific software or program requirements
  • Expectations for relevant experience
  • What is most important to the job

You can also use this space to draw out some of the highlights you are looking for in their resume, such as mentioning measurable results.

This example from Frenzr provides a good balance of the hard and soft skills needed for the job and also indicates when there is some flexibility in the job requirements.

Imagine your dream team

In addition to the essential items, what would make an applicant a home run for your agency? Don’t be afraid to mention these items, even if you indicate they are not required. They can help the best applicants rise to the surface.

Syzgy Social is very upfront about being open to diverse applicants, which can be helpful when many applicants are still concerned about whether they will be discriminated against before they even get the interview.

Include a call-to-action

Make it very clear how applicants should apply and anything they should (or should not) include on their social media marketing resume. This can be an easy way to narrow the pool of applicants by selecting the ones who are able to follow directions!

Conclusion

Hiring to build your social media agency is the area that can make or break your company. If you find the right candidate, the person will add to your bottom line and your business as a whole. The wrong fit can cause irreparable harm to your business and reputation. It is worth taking the time to do it right!