What are some good questions to ask when hiring a new Content Director?

Geoff Orton Teacher and founder of Writers Bloc and School Bloc

August 16th, 2015

We've built our community of emerging writers to over 6000 people. However, our original blog editor is no longer able to make the time, so I've decided to roll three volunteer jobs (Social Media, Blog Editor, Special Project) into one paid opportunity (Content Director).

We're getting some great applications for the role, yet it's going to be hard to differentiate between them as they have similar experience. So, I was wondering, what are some great questions or interview techniques that will really tell me who's the best for the role?

Thanks in advance,

Geoff Orton

Bob Smith Consulting to Boards, CEO's and Key Management Teams, Strategic Investor and Fast Growth Companies

August 16th, 2015

There are three areas of focus for me: Outcome, Process and Adaptability

1. How will each go about the process of managing the content to the results that you seek for the business?

2. What is their operating strategy to keep content flowing and robust?

3. What are examples of times when things changed and they failed to see the change and adapt?

What are examples of times when they saw the need for change and adapted?

This will give you insight into how they think and what their priorities are in fulfilling responsibilities.

Good luck. Bob

Geoff Orton Teacher and founder of Writers Bloc and School Bloc

August 17th, 2015

Thanks Bob, these questions are really helpful!

I'm really keen to ask questions that will help me find a person that can help grow the business as well.

Thanks again,

Geoff

Bob Smith Consulting to Boards, CEO's and Key Management Teams, Strategic Investor and Fast Growth Companies

August 17th, 2015

There are two interesting approaches here. Create both a Job Specification (the things that need to actually happen, that your are going to expect someone to do) - and a Job Description (the sexy version of the role, that attracts people).

The Spec, is really a good place for you to define the contrasts in the job and weight them. (Like good technical skills and can drive revenue.) This is a common need with a rare fill potential, because the things that make someone excel on the Technical side can also naturally limit the "people and Bus Dev" skills.

The position you are creating is Strategic. Your biggest role is setting, Managing and resetting Expectations. This will let you calibrate people with needed results.

If you want to talk about this, am happy to have a brief conversation. bobsmith@mysuccess.com

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