You are hiring. Your e-commerce operation is growing. You need help. But how do you find that person right for your business?
I have recently had hiring opportunities. I've added five roles to the eCommerce group that I manage. I needed some site merchandisers, an additional developer, a digital marketer and a handyman to e-commerce with an e-commerce specialist title or similar.
I wanted good candidates, so I needed a lot of potential candidates. In this way, I could be selective. I have learned some interesting things in the process, which I will share with you in this post.
At the core level, the job description you post, for example, LinkedIn, Indeed, Authentic Jobs, or Remote.co is an ad. But do you treat it as an advertisement? Is the description written, for example, with the same care you would use for the advertising copy? Do you have A / B test the title? Is it optimized for search engines?
For example, you want to use the keyword phrases in your job description that candidates are likely to use when they search in a bulletin board for job offers. ;employment. If you want a digital marketer, use this term, not a wave like "online ninja". Your best possible candidate type "ninja" for a job search?
Do a little keyword search. What are the terms most commonly used by an applicant for employment? What is the most used title for the role you are trying to fill?
For example, if I were looking for a new job, I could search for "ecommerce director remote". If you were targeting someone like me, you could use "Remote Ecommerce Director" or "Ecommerce Director, Remote OK."
Next, describe the benefits of working with your company. Tell the candidates what's in it for them.
For a first-level professional position, the position could start a candidate's career and help him gain marketable skills. A more experienced candidate might be looking for a stable long term growth opportunity or perhaps equity. So why not say the address at the beginning of the job description?
Complete your description with information about responsibilities, requirements and your company.
According to the survey, something like 70-80 percent of workers who would be a good fit for the role are not looking for a job. Nevertheless, about 87 percent of all employees – actively seeking jobs or not – are open to new job opportunities, according to LinkedIn Talent Solutions.
This means that to launch a broad network, you have to find ways to reach these passive candidates in addition to active job seekers. You must present your job offer to talented people, whether they consult job offers or not.
Think of it as advertising or promoting the products you sell in your online store.
Some customers are looking for the products you sell. They go on Google, Facebook or similar and look for the things they need. You can reach these consumers with search engine optimization and pay-per-click ads. But some customers may not be aware of your products. They may not understand how your products will benefit them. And they are not going to pick up your store and the things you sell. You must reach them differently.
Both types of customers can be profitable and desirable. In the same way, you may be able to find your next job with a posting on a popular job site, but there may be other candidates that you will miss if a job post is advertised. Job offers is everything your company does to attract them.
Consider this scenario. Lisa met Mark at a football match. She knew that Mark was an executive of an omnichannel retailer and she simply came forward. She had worked for the retailer from 1990 to 2001, a few years before Mark joined the company. Thus, they had many common friends and shared experiences.
Later, Mark discovered an opening at the retailer that may well suit Lisa's skills. Mark spoke to Lisa's hiring manager. This director spoke with three current employees who knew Lisa since the 1990s. They all gave an enthusiastic reference.
The hiring manager called Lisa, interviewed her and hired her. In the end, less than a week had passed from football game to offer.
When hiring for a new position, ask your current employees for referrals or recommendations and consider paying a monetary premium if you end up hiring the person that they suggest.
"Ninety-nine percent of the time, your best employees will come from the combined network of your staff," wrote Peter Kazanjy, founder of TalentBin, a talent discovery network that Monster recently acquired.
Do not neglect remote workers. For many e-commerce professional jobs, there is no reason for your candidate to work in the same physical location as his or her colleagues.
In fact, I've already written that there are at least five good reasons to hire remote workers, including:
- High Quality Candidates,
- Retention of Employees,
- Various perspectives,
- Profit relatively larger.
If your company targets active job seekers and uses networks of your employees, you should be able to attract many candidates for each position.
And having a lot of good options means you can be selective, engaging the right person.