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Content Manager Job Description

How to Hire a Content Manager

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Content Manager Job Description

We are recruiting for an analytical thinker with an audience-first mindset for the role of Content Marketing Manager. Candidates will be experts on social media analytics, understand the nuances, advantages and shortcomings of each platform and know how to utilise data in formulating a campaign strategy.

Content Marketing Managers will manage a team of data analysts and content creators and will require excellent interpersonal and communicative skills, as well as demonstrate sound leadership and decision-making ability.

Content Manager Duties and Responsibilities

  • Experience with online community building.
  • Data-driven and highly analytical.
  • Proficiency with Google Analytics.
  • Proficiency with social media analytics.
  • Time management skills.
  • Excellent interpersonal skills.
  • Excellent written and verbal communication.
  • Bachelor’s degree in Marketing or related field.

Content Manager Skills and Requirements

  • Orchestrating digital content strategies across all online platforms.
  • Driving traffic and engagement that translates to sales and brand promotion.
  • Managing a content marketing budget.
  • Measuring the results of marketing activity to inform future marketing campaigns.
  • Managing a team of writers, illustrators, and data analysts.
  • Implementing SEO best practises.
  • Knowing which platform different kinds of content are best suited to.
  • Designing and implementing creative marketing strategies to disseminate content.
  • Experience with online community building.
  • Data-driven and highly analytical.
  • Proficiency with Google Analytics.
  • Proficiency with social media analytics.
  • Time management skills.
  • Excellent interpersonal skills.
  • Excellent written and verbal communication.
  • Bachelor’s degree in Marketing or related field.

Personalising Your Content Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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