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Home»eCommerce Marketing»My 8-Step Ecommerce Hiring Course of
eCommerce Marketing

My 8-Step Ecommerce Hiring Course of

By April 5, 2025005 Mins Read
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This week’s episode of “Ecommerce Conversations” continues my masterclass sequence on entrepreneurship. Up to now in 2025 I’ve addressed branding and profitability hacks.

For this installment, I’ll give attention to hiring, particularly for advertising, operations, and product personnel.

My complete audio narration is beneath. The transcript is condensed and edited for readability.

Homeowners usually take into account worker depend a measure of success — the extra, the higher. Not me. I choose a bigger firm with few workers, not the alternative.

In my expertise, a typical mistake is hiring to extinguish short-term fires however and not using a clear long-term plan. One other is hiring primarily based on anticipated development. At Beardbrand, my firm, I choose working with consultants, companies, or marketplaces reminiscent of Upwork to ascertain methods. I’ll rent a W-2 worker when there’s sufficient demand to justify a full-time function.

I keep away from hiring generalists to carry out a number of roles, reminiscent of e-mail, social media, and Amazon. Specialists are costly however often price it.

Listed here are Beardbrand’s eight steps to herald the fitting folks on the proper time.

1. Appeal to Candidates

My first step is to make a job thrilling and irresistible — a dream alternative. The purpose is to draw as many certified candidates as attainable. I spotlight what makes the function and our firm distinctive. I’ve used touchdown pages and movies to showcase our tradition. I promote on basic and area of interest job boards.

We’re clear about what we would like in a crew member. We examine all references and use trade jargon within the job posts to display unqualified candidates. We ask candidates to take the Myers-Briggs check to assist us perceive their persona and potential match with our firm.

2. Filtering Candidates

I begin with a candidate’s cowl letter, not the resume. Resumes usually comprise fluff, however a considerate cowl letter usually demonstrates candidates’ understanding of the function and the way their expertise apply. I search for private explanations, not templates. I additionally prioritize communication expertise, particularly for distant work the place clear dialogue with distributors, prospects, and groups is crucial.

3. Primary Expertise

The third step is a straightforward expertise check with two elements. First, candidates take a 1-minute typing check to evaluate their familiarity with computer systems, which is essential for ecommerce. Sooner typing usually alerts extra digital expertise.

Second, I ask them to jot down a brief paragraph on every of our core values: freedom, starvation, and belief. This emphasizes Beardbrand’s priorities to gauge cultural alignment.

4. Telephone Screening

As soon as a candidate demonstrates stable writing, sturdy typing, and a promising resume, we do a 15-minute cellphone screening. We name unscheduled to see in the event that they reply, leaving a message if wanted.

In the event that they name again, we’ll ask key questions. Are they okay with working remotely? What about in-office? Are they aligned with the compensation? Do they perceive the duties?

This step, the cellphone name, ensures readability and prevents misaligned expectations. It additionally reveals how naturally they impart. We remind them on the decision to prepare reference checks.

5. Competency Expertise

This step assesses whether or not candidates can carry out the function. We observe how customer support candidates prioritize and reply to tickets. We deliver graphic designers within the workplace for a real-time check and actually watch over their shoulders as they work by means of a venture. It’s intense and awkward, nevertheless it reveals how they remedy issues — whether or not they ask for assist, fumble by means of, or use instruments reminiscent of Google. I wish to observe their creativity underneath stress.

We additionally use the Standards Cognitive Aptitude Check to measure problem-solving means and to check candidates.

If the place is distant, we’ll ask candidates to share their display in the course of the check. AI instruments can faux output. For Beardbrand, AI in customer support is appropriate, however we make clear our AI boundaries with candidates. Watching them work on a standardized check helps determine their match for the function.

6. Grading Interview

At this level within the course of, we give attention to the candidate’s previous jobs. We take away fluff questions. We ask about their earlier supervisors and allow them to know we’ll contact the final three. This helps us perceive the candidate’s habits and efficiency developments.

7. References

Reference checks are a vital a part of our hiring course of. Candidates present their references’ names and phone info and guarantee they’re conscious we are going to attain out. We ask candidates to counsel a time that works greatest for his or her references.

We allow them to know we’ll be calling from a selected cellphone quantity. The reference name takes about quarter-hour. We’ll confirm what the candidate instructed us. Some corporations skip this step, however for us it gives useful perception right into a candidate’s match, expertise, and cultural alignment.

Solely after finishing the reference checks can we lengthen a suggestion.

8. Rent with Confidence

We by no means rent somebody considering we will fireplace them in the event that they don’t work out. Hiring somebody underneath these situations results in hardships — having to allow them to go, take over their work, and undo on a regular basis spent on coaching.

We rent solely when assured the candidate will thrive in our firm.



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