SEO do’s and don’ts
Research: Focus your SEO around keywords that are based on actual data, and keywords that internet users are using to search for your products and services
Specific: Generic phrases have more competition and are harder to rank high for.
They are also less relevant. Be realistic about what you can start to get found for.
Relevant: attract the right traffic, visitors are qualified prospects due to using specific targeted phrases
Your Targeted keywords must appear within the page copy as edible text not within an image.
Ensure copy is professionally written and that first and foremost it appeals to human visitors to your site.
The site must be easy to navigate, for human visitors and search engines.
Only use approved (white hat) SEO methods, avoid keyword stuffing and other techniques considered to be spamming by search engines.
Most common interview mistakes
Some things should not be measured in an interview
Few start an interview with a list of the things they want to assess, many things just can’t be measured accurately during an interview, including: many technical skills, team skills, intelligence, attitude, and physical skills.
Interview questions are not directly related to the needed skills
Most questions and “solve-this-problem” scenarios are developed independently and are not tied to a specific skill, nor do they aptly display relevant knowledge.
There is no interview question script prepared for most interviews, so that the same questions are not asked of each candidate, which causes serious comparison and impartiality issues
Saying what they want to hear
Interviewees frequently provide the answers that they believe that the interviewer wants to hear, rather than the most accurate answer.
No agreement on good answers
almost universally, interviewers asked questions without first determining what is a weak, good, and great answer. As a result, the exact same answer will get different scores from different interviewers.
Top 3 dumbest things recruiters do
Expecting dull position descriptions to attract —
potential applicants assume that the company puts its best foot forward when it describes a job.
So when they compare your dull, legalistic description with your competitor’s more compelling description, they will simply apply elsewhere.
Not taking advantage of employee referrals —
the best-practice firms approach 50% referral hires (the percentage of all external hires who come from referrals).
Failing to fully use referrals means that you will miss out on a large number of high-quality, prescreened, and presold candidates.
Not learning the business —
obviously if you can’t speak “their language” and you don’t understand their problems, hiring managers will be less responsive to your requests.
Your lack of knowledge will also make it more difficult to communicate with, to sell, and to build relationships with candidates.