This week, the Ecommerce Conversations episode continues my MasterClass series. So far, in 2025 I asked hackers of branding and profitability.
For this installment I will focus on hiring, specifically for marketing, operations and personal products.
The narration of the MYSTIRE sound is below. The transcription is condensed and adjusted for clarity.
Owners often consider employing Counte as a degree of success – the more the better. No me. I prefer a larger company with several employees, not the opposite.
In my experience, hiring short -term fires, but with a long -term plan, is a common mistake. Another is hiring based on accelerated growth. At Beardbrand, my company, he prefers to work with consultants, agencies or marketplaces such as upwork to set up systems. Hire W-2 employed when?
I avoid hiring generals to perform more roles such as e -mail, social media and Amazon. Specialists are exisseed, but it uses Usully for it.
Here is Beardbrand’s eight steps to the right people at the right time.
1. Purchase candidates
My first step is to make work exciting and irresistible – a dream opportunity. The aim is to attract as many qualified candidates as possible. I emphasize what makes a role and our society unique. The way we are pages and videos to show our culture. I advertise on general and specialized work plates.
It was clear about what we want with a team member. We will check all the references and use the industrial jargon in work allowances to test the unskilled applicants. We ask candidates to perform a myers-briggs test to help understand their personality and potential adaptation of our society.
2. The applicant’s filtering
I will start with a candidate’s cover letter, not a CV. Restoration often contains fluff, but a thoughtful cover letter usually shows understanding the role and how their skills relate. I am looking for personal explanation, not templates. I also prefer skills communication, especially for remote work, where a clear dialogue with sellers, customers and teams is necessary.
3. Basic skills
The third step is a simple skill test with two parts. First, candidates pass a 1 -minute writing test to assess their acquaintances with computers, which is key to electronic trade. Faster writing often signals a more digital experience.
Second, I ask them to write a short paragraph about each of our basic values: freedom, hunger and trust. This emphasizes Beardbrand’s priorities to measure cultural harmonies.
4.
UNCE Candidate shows solid Wring, strong writing and promising summary, we make a 15 -minute screening of the phone. We will call Unsladled to see Someswer and leave a message if necessary.
If they call back we’ll ask key questions. Are they okay with the work of remotalia? What about the office? Are they consistent with compensation? Does he understand?
This step, a telephone call, ensures clarity and prevents incorrectly aligned expectations. It also reveals how they naturally communicate. We remind them of the call for the arrangement of reference checks.
5. Skills of competences
This step assessment where candidates can play a role. We observe how customer service applicants prefer and respond to tickets. We bring graphic designers in the office for real -time test and literally watch their shoulders when they work through the project. It is intense and embarrassing, but shows how to solve problem bridges – when they ask for help, guess or use tools like Google. I want to observe their creativity under the print.
We also use cognitive criteria to measure the ability to solve problems and compare candidates.
If the position is remote, we will ask candidates to share their screen during the test. AI tools can make a fake output. For Beardbrand, AI is acceptable in the customer service, but we explain our boundaries AI with candidates. Following their work on a standardized test helps identify their suitability for the role.
6. Evaluation of the interview
At this point, we focus on the past jobs of the candidate. We will remove the fluff questions. We ask their previous supervisors and let them know that we will contact the last three. This helps us understand the behavior of the candidate and trendy performance.
7. A reference
Reference checks are a critical part of our hiring process. Candidates provide the names and contact information of their references and ensure that they are aware that we will address. We ask candidates to propose the time that works for their reference.
We let them know that we would call from a specific phone number. The reference call takes about 15 minutes. We will verify what the candidate told us. Some companies skip this step, but for us it provides a valuable insight into the fitness, skills and cultural harmonization of candidates.
Only after the reference checks will we expand the offer.
8. Rent with confidence
We never hired someone to think we could shoot them if they practice. Hiring someone uder these conditions leads to hardships – they have to let them go, take over their work and return to the training.
We only hire if the applicant is prospering in our society.