| |  | | | September 5th, 2014
Issue 678
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| |  | | | | | Hire an SEO the Right Way – 6 Tips You Must Remember for Life Does a wrong hire haunt you? You know the cost of a bad hire can cost you a hefty amount. According to the U.S. Department of Labor, a wrong hire leaves a company with 30% plus the employee's annual salary. This is because besides the total compensation there are a number of factors that need to be considered. Hiring costs, legal fees and severance pay also count when you are estimating the amount spent on an employee.
This problem is even experienced by employers who have great knowledge of positions and have mastered them. When you are in the process of hiring for the SEO – an area where the hiring manager lacks experience about – it can become very difficult. Regardless of the fact that you have employed an SEO expert before, a standardized process for selecting, recruiting and bringing employees on board will help you a great deal..
Set Some Hurdles for an Applicant to Jump Over
It is important that employers view the job posting beyond its basic purpose. They must know how to set a number of hurdles in order to see whether or not the applicant can pass through them. When an applicant fails to accomplish the hurdles set, it is a quick signal and helps you sift out the good candidates from the bad.
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Hire an assistant who can review the applications that come in. His job must be to go over typos and grammatical errors rather than the content. An applicant who lacks attention to detail will have lacking interest in the job as well. You can also become more creative and ask applicants to write an essay in the job posting. Riddles are employer favorites because they reflect the problem solving skills and competence of the applicant.
Take a Look at Social Media Profiles
If there is one quick indicator that reflects credibility, it is no other but the social media profile of the candidate. Casually going through their profile will not help you much. Dig a little deeper to have a clear picture of their competency. It is possible that they may be putting up a good show now therefore go down their profile from a year ago when they were not hunting for a job.
Include Trick Questions in the Interview
Trick questions are not designed to make a good candidate uncomfortable rather they help you gauge the job information an employee has. Here are a couple of examples of trick questions you can use:
"What is the procedure that you use to optimize meta-keywords?"
The correct answer is that there is no procedure since meta-keywords have no value on Google and has never been of value in the past either. This was mentioned by Google in their Google Webmaster Central Blog of 2009.
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"What is the perfect keyword density one should aim for?"
The answer you receive should mention that keyword density is an insignificant metric and is only important when there are either too many occurrences in a lengthy text or no occurrences at all.
Use Specific Questions Which Reflect Expertise
One of the favorite questions employers most frequently ask is the candidate's knowledge of SEO tools and their primary metrics. If they cannot name some and have no idea about Page Authority, Moz's Open Site Explorer, moz Rank or moz Trust then they are nowhere close to being a real SEO.
A candidate was asked about Majestic SEO and its primary metric. He responded with ACRank which was the wrong answer. This metric was moved out a number of years ago and replaced by two major metrics namely Trust Flow and Citation Flow.
Feature an Expert for the Second Interview
Since the hiring manager does not have relevant experience when hiring for an SEO, it is best to bring an SEO during the second interview so that the candidate's real knowledge can be enquired of. Only an expert can grill the applicant on algorithm updates, practices and recent changes in the SEO world.
In addition to this, employers must be very careful of employees who clear the first interview successfully. This is because such candidates often do not perform as expected in round two. It is important that they know the Google Guidelines as a company cannot afford to risk performing outside the restrictions set by Google itself.
Know More during the Trial Period
Once you have found an employee who meets your expectations and has the right knowledge, turn the first couple of months into a training period. Most employers may wonder why this is important but it works well when you are trying to understand the employee and working towards building a long lasting relationship.
For the trial period, ensure that the duties communicated are clear and have no confusion. Once this is done, the next step is to align the duties with their personal values. When you connect the duties with variables employees value most, they will be more engaged and motivated towards the organizational goals.
Verdict
If you want to avoid unwanted surprises and get through the recruitment process easily without any damage, follow the above and you will be surprised with the results that come to you. In addition to this, you will be pleased that the employee you have welcomed on board is an investment; the company will reap benefits from for the many more years to come.
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