Gestion des réseaux sociaux

Utilisez notre test Gestion des réseaux sociaux pour recruter la perle rare

About the Gestion des réseaux sociaux test

Les réseaux sociaux sont devenus l’un des principaux moyens pour les entreprises de se constituer un public, de communiquer leurs valeurs et leurs messages, et de dialoguer avec leur clientèle. Une bonne gestion des réseaux sociaux permet aux marques de faire entendre leur voix, d’élargir leur clientèle et même de stimuler les ventes, que ce soit directement sur les réseaux sociaux ou indirectement en dirigeant le trafic vers les points de vente appropriés. nnCe test de gestion des réseaux sociaux évalue la capacité des candidat·e·s à planifier une stratégie de réseaux sociaux, à gérer efficacement la communauté des abonné·e·s, à créer un contenu approprié pour le public d’une marque sur chaque canal, et à analyser les résultats afin d’optimiser les pratiques sur les différents canaux. nnLes managers de réseaux sociaux compétent·e·s savent quand et comment déployer des pratiques susceptibles d’accroître la notoriété de la marque, de générer de la fidélité et d’élargir la portée et l’engagement de la communauté en ligne. Les candidat·e·s qui obtiennent de bons résultats à ce test possèdent les connaissances nécessaires pour construire et renforcer la présence de votre marque en ligne, et peuvent adapter et personnaliser les meilleures pratiques de gestion des réseaux sociaux pour atteindre les objectifs de votre organisation.

Le test est effectué par un expert en la matière.

Aukse Z.

Qu'est-ce qui fait un ou une champion·ne du marketing des médias sociaux ? Est-ce l'expertise dans plus de 200 outils MarTech ? Le conseil á plus de 45 entreprises ? Ou une connaissance approfondie des marchés internationaux ? Aukse coche toutes ces cases, et plus encore. Stratège marketing et technologue douée pour la gestion des réseaux sociaux, Aukse a conseillé des entreprises aux États-Unis, au Canada, en Europe, á Singapour, en Corée du Sud et en Arabie saoudite. Elle est titulaire d'un MSc en politique de la London School of Economics and Political Sciences.

Conçu par des experts

Les tests de TestGorilla sont créés par des experts en la matière. Nous évaluons les experts potentiels sur la base de leurs connaissances, de leurs compétences et de leur réputation. Avant d'être publié, chaque test est évalué par un autre expert, puis calibré par des centaines de candidats ayant une expérience pertinente dans le domaine concerné. Nos mécanismes de retour d'information et nos algorithmes uniques permettent à nos experts en la matière d'améliorer constamment leurs tests.

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Regardez comment vous pouvez utiliser le Gestion des réseaux sociaux test

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Why social-media management is important for your business

Social media is one of the primary mediums for an organization to reach people, build an audience, and communicate its values and messages. With that in mind, it’s no wonder that many companies are investing heavily in social-media management to understand how it can positively impact their brand and engagement with potential customers.

When done right, social-media management can:

Help brands increase their sales numbers
Establish the brand's voice
Grow the customer base
Drive traffic to the landing and sales pages of the organization’s website

Using a social-media test to evaluate if a candidate is a good fit for the role of social-media manager can be very helpful. You want a person who can make your social-media channels work and ensuring that you hire a strong candidate brings many benefits.

A skilled social-media manager knows when they need to send messages that will increase brand awareness, but also when to push messaging that will grow the brand’s loyalty. They are versatile in their approach, but their results are a constant – success across all social-media channels.

Candidates who perform well in a social-media test show that they're capable of effectively managing an organization’s social-media presence and community. But let’s look at some other competencies your candidates need to have to be the right fit.

The right candidate for the role of social-media manager

For the role of social-media manager, applicants need to have technical social-media skills, such as creating social-media strategies and writing content, but they also need to have the following soft skills:

• Customer-service skills: A social-media manager needs to have a customer-care mindset. They will communicate with current and potential customers online, so they will need to adopt a customer-service mentality, where they are there to engage with customers and serve them by solving their problems.

• Internal and external communication skills: A good social-media manager will have impeccable internal and external communication skills. Internal communication skills are how they will communicate with their peers, colleagues, and managers. They will use external communication skills to represent your company to its audience – potential investors, current customers, visitors, and people who are engaging with the brand for the first time. They need to represent the brand’s values in their messaging and talk with customers like the company would talk with them.

• Creativity: In an age where the average attention span is less than seven seconds, it’s essential for a social-media manager to be creative when writing copy and drawing the attention of the audience. It’s not enough just to have followers; they also need to be engaged with the brand and its messaging, and this is accomplished through creative copy.

• Organizational skills: A social-media manager needs to be organized to cover a company’s social-media channels. They need to know the ins and outs of every platform, know what type of message formats work on which platform, and ensure that they keep the brand’s image consistent. All of this requires good organizational skills, something you must assess when searching for a social-media manager.

• Productivity: The right candidate will have to deal with all social-media tasks in an effective and efficient way. Jumping from one platform to another will require the social-media manager to be productive on each one to accomplish all of their tasks, goals, and objectives.

• Learning mindset: Social media evolves and it evolves fast. So a social-media manager needs to stay on top of their game if they want to reach a wider audience and engage the people following the brand. They can do this in a number of ways, but they need to stay up-to-date and post relevant messages on each platform. Because of this, you will need to find a candidate who has a learning mindset and who won’t stop growing in their role.

• Empathy: Communicating with people online means that a social-media manager needs to apply empathy to understand where people are coming from when they communicate in a certain way. This is one of the essential skills of any social-media manager.
With a social-media test, you can evaluate candidates on their skills in using, managing, and analyzing social-media platforms.

How can a social-media test help recruiters hire?

Giving applicants a social-media test will help you evaluate the candidates on their:

Ability to use strategic planning
Gestion of social communities
Compétences rédactionnelles
Compétences analytiques

The test is a great addition to your hiring process when picking a candidate for one of the following positions in your organization:

Social-media managers
Social-media strategists
Community managers
Brand managers
Online content co-ordinators

The benefits of a social-media test

A social-media test will help you pick the right social-media manager without needing to review CVs. Here are three of the main benefits of using a social media test:

• The process is bias-free: When using a social-media test, you give every candidate a chance to prove their skills. You give them a test, they fill it out, and you receive and evaluate their scores. This way, you remove bias from the hiring process by evaluating applicants only on their test scores.

• Pre-employment testing is objective: The tests provide numerical (quantifiable) results so you can easily see which candidates did better on the test. Comparing applicants will be easy and, most importantly, it will be objective, since all the candidates receive the same test.

• TestGorilla tests are scalable: You can send the test to all your applicants with a single click, so it makes no difference if you have 30 or 300 candidates applying for your open role.

In summary

When hiring a social-media manager, you should use a social-media test to find the best candidate for the position. With TestGorilla’s pre-employment test, you can evaluate your applicants in a bias-free and objective way, so that you can be confident in picking out the right candidate.

A social-media test will help you evaluate the candidates’ skills when it comes to handling key social-media management practices. The right candidate will have the ability to apply their skills in a way that will optimize reach on all social-media channels.

FAQs

What is the difference between an assessment and a test?
An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized video.
Can I add my own questions to an assessment?
Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.
How do video questions work?
A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now." You can learn more about video questions here.
Can you explain how the other custom question types work?
Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here.
Can I customize an assessment with my company logo and color theme?
Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.
What type of support do you offer?
Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive Help & Inspiration Center.
What is the cost for using the Gestion des réseaux sociaux test?
You can find our pricing packages here. Sign up here to try TestGorilla today.
Can I combine the Gestion des réseaux sociaux test with other tests?
Yes. You can add up to five tests to each assessment.
Where in my recruitment process should I use the Gestion des réseaux sociaux test?
We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email. TestGorilla replaces traditional CV screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

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