How To Recruit The Best Facebook Ads Talent in 2022
With Facebook, businesses can develop their brand, get noticed, and attract potential customers.
Despite this, as more and more businesses have jumped on the bandwagon, it has become more difficult to get exposure and traction.
As gaining exposure becomes more challenging, businesses begin to use advertising.
The ads have to be set up in a professional manner for you to receive the expected results, though.
If you don't have experience in doing it, you may have to hire a professional.
When you do not possess the right knowledge, it can be challenging to hire the best talent. Continue reading if this describes your situation. The purpose of this article is to explain how to find the best Facebook ads talent in 2022
Let's dive right in.
Despite this, as more and more businesses have jumped on the bandwagon, it has become more difficult to get exposure and traction.
As gaining exposure becomes more challenging, businesses begin to use advertising.
The ads have to be set up in a professional manner for you to receive the expected results, though.
If you don't have experience in doing it, you may have to hire a professional.
When you do not possess the right knowledge, it can be challenging to hire the best talent. Continue reading if this describes your situation. The purpose of this article is to explain how to find the best Facebook ads talent in 2022
Let's dive right in.
1. Know what skills you should look for in candidates
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In order to attract the best Facebook ads talent, you need to determine what skills, knowledge, and experience your candidates must possess.
This step requires some research into the market and an examination of your company's needs. You might want to look for the following technical abilities: |
- Working knowledge of Facebook Business Manager
- Understanding of how Facebook sales funnels work
- Knowing how to configure custom conversions and events on Facebook
- Understanding the different types of Facebook ads placements
- Having experience analyzing competitors
- A hands-on experience with Facebook ads reporting tool
- Knowing how to improve ROI from Facebook ads
As well as technical skills, you should also consider soft skills, which are personal qualities that are desirable in all professions. Among them are:
- Great communication skills
- Critical thinking
- Problem-solving
- Adaptability
- Leadership
- etc.
As soon as you determine what hard and soft skills you should look for, make a note of them and include them in the job listing you will post afterward.
2. WRITE A JOB DESCRIPTION THAT STANDS OUT
Having defined what competencies and skills you're looking for, it's time to prepare an appealing job description that will help you attract and recruit the best Facebook ads talent.
The job description must include:
- A catchy and evocative title. Prior to opening a job description, the title is the first thing that potential candidates see. So, it should accurately reflect the position you are seeking (e.g., Facebook Ads Specialist).
- An overview of your company. In this section, you'll describe your organization, its mission, some of its most relevant accomplishments, clients or partners, and why you're looking for someone new to join the team.
- Technical skills. As part of this section, you will need to list any technical skills that you previously searched for. Make also sure you include the years of experience that are required for the position.
- Soft skills. In addition, you must also look for candidates who possess soft skills that the role, or the company's culture, needs to build a positive work environment.
- Your job offer, salary, and benefits. The purpose of this section is to describe what you are going to offer your potential employee. Hence, you must clearly state whether this is a permanent or temporary position, the salary, and any corresponding benefits.
Writing a long job description with the intention of hiring the best candidates will not work.
If you do so, candidates will be discouraged from reading, which will likely lead them to overlook some important information about the role, and you will end up with candidates who are not exactly what you need.
The candidate will be able to read the description much more easily and faster if you keep it short and avoid blocks of text using bullet lists.
3. PUBLISH YOUR JOB LISTING ACROSS MULTIPLE PLATFORMS
In order for your job posting to get noticed and attract the best talent, you should make sure to put it up on multiple platforms.
You can use social media like LinkedIn or specific recruitment platforms like Indeed and Monster Jobs.
You can also consider sponsoring your job announcement if you don't get enough exposure and applicants.
4. MAKE USE OF AN APPLICANT TRACKING SYSTEM (ATS)
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In the event that your job listing often draws a large number of applicants, or if you have multiple positions open at one time, you might consider using an ATS.
The acronym ATS stands for applicant tracking system. It is a software application that helps companies organize candidates for recruitment and hiring. |
From Recruitee’s website
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Whenever a candidate applies for a position, he or she will put in some specific details and information, such as years of experience, academic credentials, and certificates.
Then, the system determines if each candidate is a potential match for the position and either rejects them or moves ahead with the hiring process.
It is easy to imagine how software like these can save you a lot of time and automate some tasks, allowing you and your team to focus on other tasks and increase the efficiency of your business.
5. Assess the candidates' abilities by conducting an assessment test
Then, the system determines if each candidate is a potential match for the position and either rejects them or moves ahead with the hiring process.
It is easy to imagine how software like these can save you a lot of time and automate some tasks, allowing you and your team to focus on other tasks and increase the efficiency of your business.
5. Assess the candidates' abilities by conducting an assessment test
From TestGorilla’s website
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Having passed the first hurdle in the hiring process, you might want to perform an assessment test to determine if your candidates possess the skills you require.
To accomplish this, you might want to consider a human resource (HR) management program, such as TestGorilla. By using these systems, you can send targeted tests to candidates; in this instance, a Facebook advertising test. |
A typical Facebook ad campaign test consists of targeted questions designed to assess candidates' skills in setting up and managing Facebook advertising campaigns.
The test is designed to measure the following examples of skills:
Once the candidates have taken the test, the software will provide you with a list of the results, ordering them in ascending order, starting with the best results and ending with the worst ones.
As a result, you can immediately identify the top-performing candidates and choose them to move on to the next stage of the hiring process.
6. Be ready for your interview by preparing questions in advance
The test is designed to measure the following examples of skills:
- Setting up campaigns
- Performing detailed targeting
- Implementing pixels and tracking
- Monitoring performance
Once the candidates have taken the test, the software will provide you with a list of the results, ordering them in ascending order, starting with the best results and ending with the worst ones.
As a result, you can immediately identify the top-performing candidates and choose them to move on to the next stage of the hiring process.
6. Be ready for your interview by preparing questions in advance
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If you do not have any experience with Facebook advertising, it might save you time and energy by preparing some questions beforehand, right before the interview.
When a candidate is scheduled for more than one interview, the first interview might focus on learning more about the candidate's experience, professional background, and soft skills, with the second interview focusing on learning more about the candidate's technical skills. |
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Any way you slice it, you'll need to know what questions to ask to recruit the best Facebook ads talent.
Here are some questions you might want to ask:
Other than the questions, you may also need to be able to tell what are the best answers that the candidate could give. In case you are uncertain of something during the interview, you can make notes and then go over them more thoroughly later on.
1. Ensure that other team members are involved in the hiring processIn case you have come up with more than one best candidate to fill your Facebook ads position, then you might feel uncertain about which one to hire.
Consider including other members of your team and asking their opinions in such a case. If you conduct an interview, you can also engage them in the process.
You can then use the opinions of your colleagues to determine what candidate is the most compatible with your company's culture and needs.
6. Keep in touch with the best candidatesAfter some time of indecision and uncertainty among some of the best candidates, although you have decided to hire the top candidate, it may be prudent for you to keep in touch with them.
Whenever you need additional resources for your business or open another related position, you will not have to go through the whole hiring process again since you know who to contact straight away.
Thus, you should ask them for contact information or whether they agree and authorize you to keep their information in your hiring software, and keep them posted on future positions.
Conclusions
If you don't have enough experience or knowledge with the technical aspects, it might be challenging to recruit the best Facebook Ads talent in 2022.
You have seen throughout this blog post that there are nowadays some technologies that can be highly helpful in the process, ensuring that you make the best choices and combine resources in the most efficient way possible.
When you follow these tips, you'll be sure to hire the right candidate and ensure your company hires only the best, thus guaranteeing continuity in productivity.
Thank you for taking the time to read this blog post. Hopefully, it was informative and helpful to you.
If you want to read more on how to attract and retain talent, check out this article on how to improve the company culture.
Author
Flavia Silipo is a skilled SEO copywriter and digital marketing specialist with over two years of experience. You can find her on LinkedIn.
Here are some questions you might want to ask:
- How long have you been managing Facebook ads?
- Do you specialize in a specific niche for Facebook ads?
- What types of strategies do you use for ads?
- What was the most successful ad campaign you managed?
- Did you manage the ads yourself or through an associate?
Other than the questions, you may also need to be able to tell what are the best answers that the candidate could give. In case you are uncertain of something during the interview, you can make notes and then go over them more thoroughly later on.
1. Ensure that other team members are involved in the hiring processIn case you have come up with more than one best candidate to fill your Facebook ads position, then you might feel uncertain about which one to hire.
Consider including other members of your team and asking their opinions in such a case. If you conduct an interview, you can also engage them in the process.
You can then use the opinions of your colleagues to determine what candidate is the most compatible with your company's culture and needs.
6. Keep in touch with the best candidatesAfter some time of indecision and uncertainty among some of the best candidates, although you have decided to hire the top candidate, it may be prudent for you to keep in touch with them.
Whenever you need additional resources for your business or open another related position, you will not have to go through the whole hiring process again since you know who to contact straight away.
Thus, you should ask them for contact information or whether they agree and authorize you to keep their information in your hiring software, and keep them posted on future positions.
Conclusions
If you don't have enough experience or knowledge with the technical aspects, it might be challenging to recruit the best Facebook Ads talent in 2022.
You have seen throughout this blog post that there are nowadays some technologies that can be highly helpful in the process, ensuring that you make the best choices and combine resources in the most efficient way possible.
When you follow these tips, you'll be sure to hire the right candidate and ensure your company hires only the best, thus guaranteeing continuity in productivity.
Thank you for taking the time to read this blog post. Hopefully, it was informative and helpful to you.
If you want to read more on how to attract and retain talent, check out this article on how to improve the company culture.
Author
Flavia Silipo is a skilled SEO copywriter and digital marketing specialist with over two years of experience. You can find her on LinkedIn.
