What Should You Consider When Hiring Someone for SEO or Google Ads Work?

The short answer is that you need to engage all your senses and test their knowledge before hiring someone for SEO or Google Ads tasks. Don’t just rely on their titles or claims; instead, put them through quizzes or practical tests to confirm their expertise. This way, you can effectively leverage the advantage of hiring talent at a fraction of the agency cost.

Full Explanation

When looking to hire a professional for SEO or Google Ads work, it’s essential to dig deeper than just the job title or self-proclaimed expertise. Titles can be misleading, so the real measure should be based on what the person has actually accomplished in the field. Using all your senses means actively assessing their knowledge by posing questions, giving quizzes, or assigning small tests. This hands-on evaluation helps ensure they genuinely know what they’re talking about, rather than just sounding convincing.

Another key advantage of this approach is the potential cost savings. By thoroughly vetting an individual freelancer or expert, you might avoid the overheads associated with hiring a marketing agency. However, this benefit only materializes if you confirm the person’s skills upfront rather than taking their resume or titles at face value.

Step-by-Step Breakdown

Don’t rely on titles alone: A fancy job title or agency experience does not guarantee skill or results.
Use all your senses: Listen carefully, ask probing questions, and observe how they explain their strategies.
Test their knowledge: Prepare small quizzes or practical tests related to SEO and Google Ads tasks to assess their capabilities.
Check their track record: Look into the specific things they have done and the tangible results they have achieved.
Calculate value for money: Hiring someone competent individually can often be more cost-effective than working with bigger agencies.

Real Examples

Suppose you receive a candidate’s resume listing them as an “SEO Specialist”. Instead of accepting that at face value, you ask them to explain how they would improve rankings for a specific keyword or to analyze a sample Google Ads campaign. Their answers and approach will reveal more than just the title ever could.

Similarly, giving a prospective hire a small test to create keyword lists or identify campaign metrics checks their actual skills and knowledge.

Common Mistakes

Hiring based solely on impressive titles or agency pedigree without verification.
Failing to ask detailed questions or test the person’s expertise.
Assuming cost savings without confirming competence and results.
Overlooking the importance of practical proof of past work.

FAQs

Q: Why shouldn’t I trust just the candidate’s title?
Because titles don’t always reflect true skill or experience. Many can claim expertise without being able to back it up in practice.

Q: What kinds of tests should I give?
Tests or quizzes should relate directly to SEO or Google Ads knowledge, such as keyword research, campaign setup, or strategy explanation.

Q: Isn’t hiring an agency safer?
Not necessarily. Agencies may charge more, and without proper vetting, the quality of the expert assigned to your account could vary.

Key Takeaways

Use active evaluation methods — quizzes, tests, and questions — to verify skills.
Don’t be swayed by titles alone; demand proof of actual results and knowledge.
Hiring individuals after thorough vetting can save money compared to agencies.
Trust your judgment and all your senses to find the right fit for your SEO and Google Ads needs.