Are you looking to hire a community manager for your online community? You’re not alone. In fact, the search is on. Currently there are 114, 657+ open positions for community managers on LinkedIn – New York City, San Francisco and Los Angeles rank as the top three cities in the United States.
So what's your status?
Let’s say you did the research and crafted the perfect job description for this new position, thanks to samples like this one from Online Community Results. And you’ve also used Community Roundtable’s 2015 State of Community Management Report as a reference to determine the position requirements, including title and salary. But now you’re ready to start looking for that super special person who will run your online community. It’s a big job and you want to find the right person.
I’ve been thinking about this topic recently as I see our clients expanding their teams to include this position. Sifting through a hefty pile of resumes is time-consuming, so how do you save time and make good choices?
This week I read an article called “Hire Power” in the July/August edition of the American Society of Association Executives (ASAE) Associations Now magazine. I wanted to share a few tips I think will help from Megan Trainor, HR Director for the National Association of Mutual Insurance Companies:
1. Ask your colleagues.
Recommendations from colleagues is the number one way organizations are finding talent – and more importantly making talent stick. Offer a referral bonus or incentive.
2. Social media has changed the game.
Now, more than ever, there is focus on the candidate’s online connections, social activity and recommendations. It’s not a new tactic, but especially for this particular position, check them out on social.
3. Culture matters.
The job interview is still vitally important, and to better determine fit, savvy organizations have switched up interview questions. Ask emotional intelligence questions. The candidate should be emotionally mature and versatile.
4. Promote the perks.
You want the candidate to work hard, but work-life balance matters. Be sure you’re able to offer the five reward elements. Candidates are looking for compensation, benefits, work-life balance, career development and advancement, and recognition. Play to your strength. If it’s not salary, maybe it’s the benefits like a flexible schedule.
5. Motivation matters.
I'll conclude with a tip of my own: hire the person who is crazy excited for the opportunity. New ideas and positive energy are a good thing. Look for someone who possesses the required skill set and the desire to do the work. Do you think they will do it all with a smile? Hire them.
Sarah Robinson, author of "Fierce Loyalty: Unlocking the DNA of Wildly Successful Communities," and regular Higher Logic guest blogger on this topic says: “To be an effective community manager, you must have enthusiasm and energy, infinite patience, keen listening skills and the ability to let members of the community be the stars.” Emphasis on listening. Effective community managers listen first and respond second.
Good luck on your search! And in the meantime, if you’re looking for immediate community management help, check out Higher Logic’s Community Management Services. We have an unparalleled passion for building thriving communities using best-practices philosophies.