This week’s episode of “Ecommerce Conversations” continues my masterclass collection on entrepreneurship. To this point in 2025 I’ve addressed branding and profitability hacks.
For this installment, I’ll deal with hiring, particularly for advertising, operations, and product personnel.
My total audio narration is beneath. The transcript is condensed and edited for readability.
House owners typically 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 other.
In my expertise, a typical mistake is hiring to extinguish short-term fires however with out a clear long-term plan. One other is hiring based mostly on anticipated development. At Beardbrand, my firm, I choose working with consultants, businesses, or marketplaces resembling Upwork to ascertain programs. I’ll rent a W-2 worker when there’s sufficient demand to justify a full-time position.
I keep away from hiring generalists to carry out a number of roles, resembling e mail, social media, and Amazon. Specialists are costly however often price it.
Listed here are Beardbrand’s eight steps to usher in the precise individuals on the proper time.
1. Entice Candidates
My first step is to make a job thrilling and irresistible — a dream alternative. The objective is to draw as many certified candidates as doable. I spotlight what makes the position and our firm distinctive. I’ve used touchdown pages and movies to showcase our tradition. I promote on common and area of interest job boards.
We’re clear about what we would like in a workforce member. We examine all references and use trade jargon within the job posts to display screen unqualified candidates. We ask candidates to take the Myers-Briggs check to assist us perceive their character and potential match with our firm.
2. Filtering Candidates
I begin with a candidate’s cowl letter, not the resume. Resumes typically include fluff, however a considerate cowl letter usually demonstrates candidates’ understanding of the position and the way their abilities apply. I search for private explanations, not templates. I additionally prioritize communication abilities, particularly for distant work the place clear dialogue with distributors, clients, and groups is crucial.
3. Primary Expertise
The third step is an easy abilities check with two components. First, candidates take a 1-minute typing check to evaluate their familiarity with computer systems, which is essential for ecommerce. Quicker typing typically indicators extra digital expertise.
Second, I ask them to write 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, robust typing, and a promising resume, we do a 15-minute telephone 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 telephone name, ensures readability and prevents misaligned expectations. It additionally reveals how naturally they convey. We remind them on the decision to prepare reference checks.
5. Competency Expertise
This step assesses whether or not candidates can carry out the position. We observe how customer support candidates prioritize and reply to tickets. We convey graphic designers within the workplace for a real-time check and actually watch over their shoulders as they work by means of a undertaking. It’s intense and awkward, nevertheless it exhibits how they remedy issues — whether or not they ask for assist, fumble by means of, or use instruments resembling Google. I wish to observe their creativity underneath strain.
We additionally use the Standards Cognitive Aptitude Check to measure problem-solving potential and to match candidates.
If the place is distant, we’ll ask candidates to share their display screen in the course of the check. AI instruments can faux output. For Beardbrand, AI in customer support is suitable, however we make clear our AI boundaries with candidates. Watching them work on a standardized check helps determine their match for the position.
6. Grading Interview
At this level within the course of, we deal with 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 conduct and efficiency developments.
7. References
Reference checks are a vital a part of our hiring course of. Candidates present their references’ names and make contact with 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 telephone quantity. The reference name takes about quarter-hour. We’ll confirm what the candidate informed us. Some firms skip this step, however for us it offers beneficial perception right into a candidate’s match, abilities, and cultural alignment.
Solely after finishing the reference checks will we lengthen a proposal.
8. Rent with Confidence
We by no means rent somebody pondering we are able to 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.
