• http://www.seobocaraton.com SEOBocaRaton

    The banner at the link to covario.com/what-we-do/deployment-software/organic-search-optimizer when clicked brings you to a fake virus site, with drive by downloads etc.

    Thought you might want to know.

  • http://www.adventuresinsearch.com Elisabeth Osmeloski

    @SEOBoca- thanks for reporting that – I had actually seen the same thing when reviewing this article prior to publication, and I thought I *had* taken out offending links but realized I missed that one.. it’s gone for now at least & and I reported to Covario earlier as well. (and delinking your comment too just in case;)

  • http://www.ubl.org CurtisRCurtis

    Great list Stephan.

    Particularly #9 however I was not sure about the last sentence. I have had this conversation many times both with people who believe this is somehow possible and those who understand how fatal believing this can be.

    I re-read that last line several times. Is it possible this should have been \ Plus, if you don’t know SEO, how can you train someone else who doesn’t?\

    Sure someone like yourself can take a neophyte and with tutelage and time turn them into an SEO but for the ordinary hire, without guidance; it is just is not possible. Yet too many companies keep trying to do just this.

  • http://www.mediawhiz.com Marjory

    I agree that link building is crucial but just letting your agency do it for you is not a good idea. They can pick up the slack – for sure but if you’re going to do any serious link building, you have to build real connections and no agency can do that as well as you can do it yourself.

  • dtrz

    #9 if you don’t know SEO, how can you hire someone who does?
    So your only option here is to replace yourself with someone who does know seo to hire someone else that also has seo experience?

  • Stupidscript

    @CurtisRCurtis & @dtrz … Don’t hire people just because you like them, or you bought whatever line the prospect was selling.

    Every company starts out the same way … with one or two (or a few) people who have an idea and certain skills. Even from this stage, the person who understands tech the best will be the person responsible for fleshing out that aspect of the staff. This is a process of growing and learning, and you will make many missteps at first. How well your company does at this stage will be a direct result of your ability to recognize when you have made a hiring error and the speed with which you correct it.

    Think about it … if you need a person who writes code … how can you possibly hire a quality coder or tell whether they are doing a good job for you if you do not have some understanding of the “best practices” in that area? Preferably you would have a very solid understanding of programming, given the vast number of details that come into play when developing any robust piece of software.

    Otherwise, I could tell you that I do SEO better and faster than anyone on the planet and you would have no choice but to believe me … if I were a good enough salesperson. I see it happen ALL the time. Seriously. ALL the time. Four out of five new tech hires will be completely unusable and only last a couple of months with the company if hiring is done by an ego and not by a professional.

    If you are a normal business person who just wants some SEO work done, then you do run the risk of hiring someone inappropriate, or who is a complete idiot, because you are very likely to be susceptible to sales pitches. Face it … you are. In that case, you self-educate until you have a good grasp of what SEO is and isn’t (like reading articles such as this one), and then you ask around and finally start churning through candidate after candidate, running down your checklist of the “important stuff”, and being exTREMEly involved in discussing goals and reports very frequently to be certain that your goals are being met. If they aren’t, grab whatever experience you just gained and do a better job hiring your next SEO.

    It’s on you, the uninformed, to recognize your ignorance and to take action to protect your company and yourself from making a bad decision. At least you need to be very open to the idea that you will make several bad hires before you stumble on the good hire. It’s a progression, if you’re starting from scratch, and you don’t get anywhere if you make a bad decision and stick with it out of stubbornness or a preference for ignorance and denial. It’s hard work and its very time-consuming, but it must be done until you have someone whose work proves itself and who you can then trust to be on your side in future hiring decisions.

    If your company is mature enough to have a CEO (unless its a vanity title in a tiny company) … do NOT let them anywhere near the hiring process. That’s not their bag, and the rest of the company will be paying for their arrogance. (Sorry, CEOs … but it would be arrogant for you to believe that you were more capable of hiring a proficient technical person than the staff you hired to do that for your company. HR professionals will always be better at hiring than a CEO, because that IS their bag, and it is NOT that simple, no matter how smart you think you are.)

  • http://www.ubl.org CurtisRCurtis

    @Stupidscripts Some great comments. Well put; especially your comments about not letting the CEO doing the hiring!