Ads Posting Manager

Reveals more about the candidate's job experience.

If their answer is to get as many likes and shares as possible, it may be time to politely end the interview. The path from likes to conversions is more like A to K than A to B, so they should be able to explain what that path looks like for different platforms. For most companies, conversions are always the goal.

The candidate should also be able to help you define success on a strategic and tactical level in order to support your larger marketing and business goals.

DSA is Dynamic Search Ads which is a feature that creates and show ads for pages on your website without using keywords. Dynamic Search Ads complement your existing keyword-based campaigns to deliver more clicks and conversions with less effort. During pilot testing, most advertisers saw 5-10% more clicks and conversions. Dynamic Search Ads (DSA) brings machine learning to ads and offers advertisers incremental traffic and high performance with no cumbersome keyword management required.

The next questions can gauge how driven and motivated the candidate is. Every marketing leader wants to stack the team with passionate employees—try to get a feel for what kind of go-getter your candidate is.

An Impression is a view of an ad i.e. each time your ad has been viewed counts as an impression while conversion is when a user performs any action on the landing page after clicking on the ad, like shopping or sign-ups. The users who perform the actions are considered to be converted users.

CTR (Click Through Rate) will help in deciding which campaign type should be followed as higher the CTR, it’s better to go for CPM while if CTR is low , it is better to go for CPC because if you have a low CTR then you would rather only pay for the low traffic that comes to your site. If your CTR is high, then you don’t mind paying CPM – because your cost will not escalate for more and more visitors that come to your site, but will remain the same.

Preferably Facebook

Candidates should acknowledge the importance of diligence in their role and how mistakes can lead to a loss of revenue. Look for stories where candidates erred, rectified their error and learned a valuable lesson from it.

According to recruiting expert and author Lou Adler, this is the only interview question that matters. It's also the single best interview question for determining whether to hire someone. Lou spent 10 years studying and coming to this determination, so he deserves credit - follow the link to see his rationale.

There are several schools of thought on this matter, and there is no right answer. As of this writing, G+ should be used mostly for SEO purposes and local search results if nothing else. It’s a strange and fine line to consider this platform as a pure social network - it doesn’t seem to hold much weight. But the additional effects of using it are still powerful.

Again, this helps to identify if they did any proper research before the interview. While a full answer is not necessary ahead of time, it should show you how the social activities of your business compare to your competitors. When hiring a social media manager, you want them to be aware of what’s going on in the industry, and a true professional will have this covered.

This is a hypothetical question, but it’s also something guaranteed to happen at some point as it has happened before. While you're not employing a blogger, it's good to see whether your candidate has a broader understanding of these kinds of changes and strategies.

Leave this question open-ended, just as it is phrased above. Your company may already have a social media management tool in place or you may be looking for a recommendation. If they're only familiar with free software that does nothing more than allow them to schedule posts to Facebook and Twitter, it's not a good sign. Ask them why they like or don't like different tools and which features they use most.

Creating profiles and pages and then posting content to them isn't the job - most users can do that. The ability to build and engage with the community is the qualifying test of whether someone is a social media manager or a social media user.

☛ Which social media network do you mostly use in your personal life and why?

☛ Describe an effective promotional campaign through social media. What was your role and what did you do to make this campaign successful?

☛ How do you stay on top of new trends and features?

☛ How have you managed to raise brand awareness using social media? Mention specific examples from your previous positions (e.g. competitions and ads.)

Shows if the candidate is capable of managing more than one campaign at a time. It also reveals more about their way of working.

☛ If hired, what are the first metrics you would like to see to learn about our current social media strategy?

☛ How would you promote a company event on social media?

☛ If we wanted to attract a younger audience, which network would you prefer to use, and why?

☛ How would you track mentions of our company online?

☛ How would you respond to a troll account?

☛ What would be your reply to a client posting negative comments about the company online?

☛ Why would you choose/not choose to use Facebook paid ads?