How to Hire Top-Notch Employees in Your SEO company

Hiring Employees for SEO company

SEO (Search Engine Optimisation) friendly companies are looking for top-notch employees, it always has been this way. There are a couple of questions about how to ensure you are hiring only the best employees that will get the job done and make a good job at that. This guide is here to help you shortlist only the best candidates for what you want to be done. 

PEO, Payroll and Employment/Recruitment Services

First, we need to understand what these terms mean before we can use them. PEO stands for “Professional Employer Organisation.” These employers of record companies help small and medium-size businesses with outsourcing, providing services to them useful for their market expansion strategies. These services do come at a cost though.

Payroll is a term that is used specifically for counting the pay that each entitled member of a business deserves on payday. These pay rates differ for each role, for instance, a teacher would not earn as much as the head of the year would at a school, because the head of the year does not just teach. The head of the year also makes sure that the year group is following the rules, calls assemblies when needed, and checks in on each pupil from time to time to check in on their wellbeing and how they’re getting on in school.

Recruitment services are where a company (such as LinkedIn) matches a small or medium-sized business with candidates. If they are shortlisted by the employer, there will be an interview. This is mostly like real life, and can happen offline, in the real world. Sometimes, interviews do happen online when candidates are chosen, but it usually happens in the real world, face to face, so the candidate cannot source information from somewhere else.

However, these services usually only happen when a company is either starting up or trying to go international. This is not what happens all the time behind the scenes.

If your business is just at the beginning and your job postings are not getting much attention, it is not a shame to use the expertise of the best SEO Consultants out there. They will help you find the best candidates by offering you advice on how to make it possible for the right talents to find your job listing easily and quickly.

Do not hire everyone – only hire those you feel would cut another business 

Understandably, sometimes you may want to hire the first person that looks good in an interview – but you must think, would they cut another business? What would you do if you declined an amazing applicant who then went on to make another business grow faster? Many people do not read through every application, they only shortlist a few, and they could decline someone who would change the business for the better.

If you accept a candidate, make them feel welcomed. They would perform a lot better then

It is a common fact that those who are made to feel welcome have higher esteem levels, and therefore perform better. This means that if they ask for help, you guide them, and if they ask questions about your business, you do not go into too much depth, but you explain it well. Never be reluctant to answer a new colleague, they would think you hate them from the off.

You do not want to have a bad reputation for yourself as a business. Making a colleague feel welcome is one of the best things you can do to ensure they work hard and do their job well.

Never have strict policies, but do not be too lenient either. Everyone should know where they stand

Knowing where an employee stands within the rules lets them know their boundaries. Do not be too lenient: this makes them think that they might be able to get away with anything, though this is not the case. However, do not be too strict either. A good balance of rule-setting would let the employee know whether they should rethink their actions. Easy rules to remember to make your workforce more robust, getting more done. This will give a good starting point to new colleagues as well.

The views expressed in this article are those of the authors and do not necessarily reflect the views or policies of The World Financial Review.