How to Contract Out Your SEO Work in the UK

In the SEO industry, prices are low. Anyone who has spent months searching for the appropriate SEO applicant will attest that there is now a greater demand for search engine marketing services than there are qualified SEO candidates available. Even in big locations with flourishing tech sectors, it might be difficult to find experienced SEOs. Even those with a year or two of experience are uncommon. Finding a skilled SEO worker in a community with a less tech-driven economy is like discovering a unicorn.

If you’re an SEO seeking to create a large in-house team or grow a team of digital marketers at an agency, it’s sometimes ideal to employ someone with no prior experience in digital marketing but a lot of potential and train them.

But not just anybody can be employed in an SEO position. Expect them to perform admirably if you give them the right instruction.

The majority of recruiting advice for SEOs focuses on making sure they are educated and are not spammers. That does not, however, apply when hiring trainees. What criteria do you use to assess someone’s suitability for a job they have never held?

At the bureau book, where we’ve had excellent success employing clever young people and training them into digital marketers, there are a few things we look for in a candidate.

Do they take initiative and study on their own?

Successful SEOs spend a lot of time reading blogs, attending conferences and webinars, discussing and testing new strategies outside of their regular job hours. The ideal candidate should be someone who enjoys learning and is able to pursue ongoing education on their own.

Do they have a basic understanding of SEO and why we use it?

It can be upsetting when methods you first learned about or that were so effective disappear (I’m looking at you, siloing and PageRank sculpting). Imagine that instead of focusing on how you can connect with and market to potential customers using digital platforms, your focus is on what techniques and methods will help you rank #1. Then gradually the ground will give up beneath you.

What conclusions did your candidates draw from their study? Query them? Do they prioritise anything else except the search engine, such how visitors might use their services?

They appear more interested in marketing than hacking, though. Look for folks who are more passionate about the idea of using the Internet as a tool to connect businesses with their customers because your SEO client will ultimately desire money rather than just rankings. The notion that individuals can influence search engines to perform what they want definitely appeals to certain people.

Do they have compassion?

Another trait you must evaluate during the interview process is empathy. Can they provide a justification for why a business might wish to invest in search? Ask them to think of any concerns or apprehensions that a small business owner could have prior to commencing an online marketing campaign.

This is essential for agency work because communicating success calls for an understanding of your client’s goals and concerns.

They could write.

Strong writing is essential for SEO, even if your main objective is to become a technical SEO rather than a content creator. You’ll need to be able to build on-page components that interest visitors as well as search engines in order to convey topical significance.

Their resume should be free of typos and grammatical problems, which ought to be noticeable. This not only reflects their independence as writers but also their focus on detail and how seriously they are doing the task.

When reading a resume, writing experience of any kind is a major advantage, but it’s not always required. It’s helpful to have some concept of their potential, though. Request writing samples, or even better, search online for previously published writing samples. Do they blog at the moment? You will almost definitely exchange emails with a candidate before to the interview; pay attention to their email writing style. Is it tough to grasp what they’re saying? Good writing is about conveying ideas, not just about grammar.

What are their critical thinking and data analysis skills?

Even though a novice digital marketer is likely to have no past expertise with analytics tools like Google Analytics, you may still teach them how to utilise them. An ability to think and use data to make judgments critically is harder to teach.

Have any of your applicants ever encountered a situation where they had to make a decision based on data? Why not tell a tale, offer proof, or sway someone’s viewpoint? Recent college grads should all have some experience with this, regardless of their majors; after all, higher education is all about critical thinking and data analysis. How well-versed in Microsoft Excel are they?

Although they don’t have to like it, SEO is probably not for them if they absolutely loathe it. Would they find it uncomfortable to work on a spreadsheet for the most of the day occasionally, if not every day?

Can they use the internet?

If a new employee is already pretty Internet knowledgeable, they will find it easier to grasp how SEO functions even if they have never heard of it. An active web presence also implies a general interest in the Internet, which is a sign of prospective interest in the field of digital marketing in the future. Verify their use of social media. Do they blog at the moment? How much about them does Google reveal?

prior knowledge

Because different applicants will have varied histories, you’ll be able to get the greatest understanding of the talents someone will need to bring to the table to fill the role you need. Having experience in any of these areas is a good sign:

● Marketing
● Advertising
Public relations.
● APIs
Web programming or development
Website design
● Copywriting

Conclusion

Look for a candidate who is intelligent, driven, and excited about the job opportunity. Everyone you talk to will be better in some areas than others, and only a small number of prospects will be outstanding in each of the aforementioned areas. Keep in mind the tasks you’d genuinely like the applicant to complete while working.

You never know if the individual you hire will be skilled at performing SEO job, so hiring beginners includes some risk. When they start, they might decide that SEO job isn’t something they want to pursue in the long run since they find it harder to understand than you anticipated.

Recruiting and training someone who is a fantastic fit for your company culture and passionate about learning, as opposed to hiring and training someone with experience who doesn’t fit in with your team, frequently results in a better employee.