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Four performance-based criteria to include in your 'social media focused' employees' job description

by , 15 May 2013
Do you have a social media guru or blogger in chief on your payroll? With so many companies realising the benefit of having an employee whose responsibilities are dedicated to the social media space, it's no wonder there's a rash of rather odd new job titles doing the rounds. Here's what you'll need to include in their job description...

These days, seeing your company's name mentioned on Facebook, Pinterest or Twitter isn't really cause for concern.
It's usually been put there by your dedicated 'social media' employee, who has the key responsibility in his job description of posting messages and statuses on Facebook and Twitter on the company's behalf, says FSPBusiness.
That's because Facebook alone offers your business 1 billion monthly active users to interact with.
But just because there's a generally accepted idea of what a social media-focused employee does, doesn't mean there's agreement on a job title for said employee.
In fact, some social media-related job titles are just ridiculous, says Memeburn.
What job title have you given your social media-focused employee?
If you have a look on LinkedIn, you may be surprised to note some of your former 'online journalist' or 'PR pro' acquaintances have suddenly become 'New Media Ninjas' or even 'Social Media Rockstars'.
But at the end of the day, the semantics of the title don't really matter – it's more about making sure your employee has a clear understanding on his job description.
This is crucial, as anything they post will look like it came straight from your company if your employee's job description involves running a social media account on Facebook or Twitter on the company's behalf.
Don't be vague – you'll need to give these employees clear guidelines in terms of how you'll measure their performance.
Some suggestions to include in your social media employees' job description…
This could be based on how much content they publish on social media sites each day, how much interaction this leads to with customers, how quickly they respond to queries and how much they grow the company's social media following by. 
Then, make sure you talk these employees through the company's social media policy as they'll be less likely to make mistakes if you've trained them on the company's overall tone and style, says FSP Business.
Easy as that.

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