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The Biggest Mistakes You Can Make When Hiring a Social Media Candidate

Employee fit is indispensible in encouraging a successful workplace. But when looking for someone to fill a social media position, take note, the youngest candidates aren’t necessarily the most qualified. So when looking to fill a social media position, be warned. Hiring your niece, nephew, or any other recent college graduate could be a big mistake.

Nevertheless if you operate the sort of business that targets young, trendy and clued-up candidates, there is obviously no harm in looking to a recent graduate or social media savvy 20-something. Just bear in mind that this doesn’t necessarily have to be the case, as outlined below.

The Problem with Hiring too Young

They base their experience on their personal usage: So you’re social media employee is an avid follower of Facebook, Twitter, Pinterest and Instagram? If this is the case, they may be spending too much of their time analysing what works for them on their own pages, rather than thinking about the type of audience you’re trying to appeal to, or the type of message that you’re trying to get across.

They may not have the same etiquette: Ok so they’re avid users of the above sites, but this doesn’t mean that their personal etiquette is going to have the same effect on your followers. Before hiring them, check out the quality of their personal posts.

They may not fully understand your business: What makes your business stand out to potential clients? What does your company stand for? What are the typical expectations of your clients? All of these factors should be taken into account before hiring a graduate, as they may have a harder time absorbing all of these factors.

Their communication skills aren’t up to scratch: Communication is key to strong social media execution. How good are your young hire’s written communication skills? Are they able to get produce humorous or entertaining posts? 

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