My 8-Step Ecommerce Hiring Process

This week, the “e -commerce conversation” incident continues my masterclass series on entrepreneurship. So far in 2025, I have addressed branding and profitable hex.

This episode is focusing on hiring, especially marketing, operations, and product personnel.

My whole audio statement is below. The copy has been edited for condenses and clarification.

Owners often consider the counting of employees a measure of success – so much better. Not me I prefer a large company that has some employees, not contrary.

In my experience, a common mistake is to hire a short -term fire but without a long -term plan. Having another expected growth is hiring. Bayed brand, in my company, I prefer to work with advisers, agencies, or markets, such as upwork to establish a system. When I demand enough to justify the full-time role, I will hire W-2 employee services.

I refrain from hiring generalists to play a number of roles, such as email, social media, and Amazon. Experts are expensive but are usually worth it.

Here are eight beard brand steps to bring the right people at the right time.

1. Enhance the candidates

My first step is to make a task interesting and irreparable – a dream opportunity. The purpose is to attract more and more qualified candidates. I highlight what role and make our company unique. I have used landing pages and videos to show my culture. I advertise on a general and niche job board.

We are clear about what we want in the team member. We test all the references and use industry jirans in job posts to screen disqualified applicants. We tell the candidates to take Mayers-Bergs test To help us understand their personality and potential fit with our company.

2. Filtering the applicant

I start with the candidate’s cover letter, not resume. Experience is often fluffy, but a thought -provoking core letter usually shows the applicant’s understanding and how to apply their skills. I look for personal explanation, not templates. I also prefer communication skills, especially for remote work where clear dialogue with shopkeepers, users and teams is essential.

3. The basic deer

The third step is a simple skill test with two parts. First, the candidates take a 1 -minute typing test to evaluate their familiarity with the computer, which is the key to e -commerce. High typing often indicates more digital experience.

Second, I tell them to write a short paragraph on every basic values: freedom, hunger and trust. This emphasizes the preferences of the beard brand to assess cultural alignment.

4. Phone screening

Once a candidate demonstrates solid writing, strong typing, and promising resumes, we do a 15 -minute phone screen. We call a schedule to see if they respond, leave a message if needed.

If they call back, we will ask key questions. Are they fine with working from far away? What do you think about these office? Are they associated with compensation? Do they understand duties?

This step, phone call, ensures explanation and prevents wrong expectations. It also shows how they naturally communicate. We remind them of the call to manage the reference checks.

5. The skills of qualification

The move estimates whether candidates can play a role. We observe how customer service applicants are preferred and how to respond to tickets. We bring graphic designers to the office for a real time test and literally look at their shoulders when they work through a project. It is intense and strange, but it shows how they solve problems – whether they ask for help through tools like Google, wander, or use. I want to observe their creativity under pressure.

We also use The test of quality academic capacity To measure the ability to solve the problem and to compare candidates.

If the position is remote, we will ask the candidates to share our screen during the test. AI tools can fake out. For beards, AI is acceptable to the customer service, but we clarify our AI limits with applicants. Watching them working on a standard test helps this character identify their fit.

6. Grading Interview

At this point of this process, we focus on the candidate’s past jobs. We remove the fluff questions. We ask about their previous supervisors and tell them that we will contact the last three. This helps us to understand the candidate’s behavior and performance trends.

7. References

Reference checks are an important part of the process of hiring our services. Candidates provide the names and contact information of their references and make sure they will be aware that we will arrive. We ask candidates to suggest a time that works best for their references.

We tell them that we will call with a specific phone number. The reference call takes about 15 minutes. We will confirm what the candidate told us. Some companies leave this step, but for us it provides valuable insights about the candidate’s fit, skill and cultural alignment.

Only after completing the reference check we increase a offer.

8. Get services with confidence

We never think to anyone that if they don’t work, we can dismiss them. Having services under these terms causes difficulties – letting them go, handle their work, and revoke all the time in training.

We only get services when the candidate is sure that the candidate will develop in our company.