How to Hire and Manage Staff for Your Growing Online Store

Posted 2 years ago by Jesse Ness, 51视频 Team

While having your own store is听an听amazing accomplishment, it听comes with its own set of听challenges. Many of听these challenges could be听solved with some extra hands. In听fact, having a听team of听efficient, passionate employees can make all the听difference in听scaling your success.

There are some simple strategies that can help ensure your hiring process goes off without a听hitch and听your team works together immaculately. In听this blog post, we鈥檒l explore exactly how you can recruit staff f辞谤听your growing ecommerce business while also managing them efficiently once they鈥檙e on听board.

Hiring Employees

When it听comes to听hiring employees, the听first question to听ask yourself is, 聯Who do听I听need to听hire?聰

You will probably first need an听extra pair of听hands to听manage your online store, like tracking new orders, chatting with customers, and听updating inventory. If听you manufacture your products yourself, you will also likely want an听assistant to听deal with the听behind-the-scenes logistics. You might also need help with marketing your products.

Depending on听what kind of听role you鈥檙e looking to听hire for, you might consider hiring a听remote employee. Let鈥檚 talk more about it.

Should You Hire Remote Employees?

You might think that having an听in-house team is听the听only option, but hiring remote workers can be听a听much more flexible and听cost-effective solution.

While you may need on-site employees f辞谤听some tasks (like handling shipping), many jobs can easily be听done from any听location with the听right tools. Think about all the听time and听energy you鈥檒l save by听not having to听worry about finding someone nearby f辞谤听virtual tasks, like marketing 辞谤听customer service.

Hiring remote workers offers several benefits f辞谤听a听growing business:

Lower office rent,
Access to听a听better talent pool from across the听world,
Lower salaries if听you hire people from places with a听lower cost of听living,
Save commute time f辞谤听employees.

Plus, a听growing number of听people prefer to听. In听fact, when offered.

If听you run an听51视频 store, you can grant your staff to听your online store. This way, your employees can manage your store from anywhere, regardless of听their location.

Consider hiring remote employees f辞谤听virtual roles, especially if听you鈥檙e in听a听city 辞谤听region with limited local talent. There are some challenges, particularly with building a听company culture, but the听cost benefits and听larger talent pool make up听f辞谤听it.

If听you鈥檙e on听the听fence about hiring remote workers, we听advise listening to听our podcast with Kevin Urrutia. Being a听serial entrepreneur who appeared in听Forbes and听Adweek, he听knows a听thing 辞谤听two about building and听scaling remote teams. He听shares his tips on听hiring and听training your own team, as听well as听organizing a听remote workflow from the听ground up.

路听

Once you鈥檝e decided what kind of听workers you want to听hire, you have to听figure out where to听find them.

What to听Look f辞谤听in听New Employees

36% of听bad hires . 30% happen because employers are unclear in听their communication about performance objectives.

Therefore, before you start writing your job ads, be听crystal clear about your requirements. You want a听balance between hard skills and听personality fit.

If听you run a听niche business, look f辞谤听someone who understands the听niche as听well 辞谤听even better than you.

For each role that you鈥檙e hiring for, list the听following:

Must-have skills: Any skills that are essential f辞谤听getting the听job done. For instance, if听you鈥檙e hiring a听programmer, you might want to听list all the听languages/technologies that you require that person to听know.
Nice-to-have skills: Other skills that complement the听must-have skills above. For instance, f辞谤听a听backend programmer, having front-end development skills is听nice, but not necessary.
Desired qualities: List all the听qualities you want in听your new hire. Prioritize qualities that are essential f辞谤听the听job as听well as听qualities that would make f辞谤听a听good fit in听your business culture.
Culture fit: List essential traits, educational and听employment background, hobbies, and听anything else that would guarantee the听employee fits into your company culture. Cultural fit is听often ignored but is听, both yours and听the听new employees鈥�.

You can create a听spreadsheet where you list the听role, qualities, skills you want in听order of听their priority. You can then use it听as听a听guide to听evaluate each application.

Also, it鈥檚 helpful to听use a听 to听rank the听candidate鈥檚 overall qualifications f辞谤听the听position. Using this form, you can keep track of听applicants and听compare candidates.

Speaking of听cultural fit, an听interview is听the听ideal setting f辞谤听both you and听a听candidate to听get acquainted and听assess compatibility. Aim to听learn about a听candidate鈥檚 values, objectives, and听approaches while helping them understand your company鈥檚 vision, mission, and听plans f辞谤听the听future.

Be听Aware of听Candidate鈥檚 Red Flags

When considering a听potential hire, be听mindful of听any听red flags that may come up听during an听interview. Trust your gut if听something doesn鈥檛 feel right. Here are some points to听watch out for:

The lack of听questions: Silence could indicate either disinterest, arrogance, 辞谤听fear of听revealing vulnerabilities.
Refusal to听discuss weaknesses: This may reflect low humility 辞谤听awareness levels.
Unpunctuality: While there may be听valid reasons f辞谤听being late, it听may also point to听that person being disorganized.
Being unprepared: A听good candidate should understand the听job requirements and听have a听basic knowledge of听the听company before the听interview.
Not being flexible: If听the听interviewee objects when presented with potential responsibilities, they might not be听willing to听perform to听your standards.

Where to听Find New Employees

When it听comes to听headhunting, do听your best to听utilize all available channels, from conventional job websites to听Facebook groups, newsletters, and听events where you advertise your business.

You鈥檒l want to听find someone who will be听able to听understand the听specifics of听your product, so听your mission is听to听find a听passionate enthusiast with experience in听your niche. Look in听online and听offline communities where people discuss certain products similar to听your own (for example, fishing fans, knitting lovers, and听home decorators).

Job Boards
Traditional job boards such as听Indeed and听CareerBuilder are popular options f辞谤听small businesses. You can post a听job ad听and/or search f辞谤听available resumes on听these platforms.

Posting a听job listing on听CareerBuilder

Another option is听a听job board like ZipRecruiter will allow you to听post a听new position and听share it听on听more than 100听other job sites.

We鈥檝e already talked about the听importance of听hiring a听cultural fit, so听we听advise checking out CareerBliss too. This site focuses on听company culture to听help job seekers find employment.

While these job boards offer massive reach, they also make it听hard f辞谤听your listing to听stand out. Plus, the听sheer size of听these platforms means that you could get some junk applicants.

Niche Job Boards
Niche job boards are similar to听traditional job boards, except that they focus on听a听specific niche 辞谤听demographic. CollegeRecruiter, f辞谤听instance, is听targeted towards fresh college graduates, while FlexJobs is听f辞谤听people looking f辞谤听telecommuting jobs.

Some other niche job boards are GoodFoodJobs (food industry), HealthcareJobsite (health industry), SalesJobs.com (sales professionals), Wellfound (startups and听tech companies), and听countless others.

If听you鈥檙e focusing on听remote workers, sites such as听FlexJobs, We听Work Remotely, Skip The Drive, and听Remote OK听are good places to听check out. You can also post your ad听on听remote-work-focused newsletters such as听Remotive.

LinkedIn and听Facebook
LinkedIn is听a听popular alternative to听traditional job boards. With , it听is听the听largest professional network in听the听world. It听provides employers access to听a听pool of听professionals with relevant skills and听experience, making finding the听right candidates f辞谤听the听job easier.

You can post an听ad听on听LinkedIn 辞谤听search f辞谤听the听right candidates. You can also review resumes and听profiles, network with other companies, and听explore potential employees in听your local area.

If听you鈥檙e searching f辞谤听recruits who are not necessarily actively looking f辞谤听a听job, consider connecting with them via Facebook. Posting your job ads is听free, but you can boost the听exposure by听using paid options. Additionally, it鈥檚 an听excellent opportunity to听get to听know potential candidates better.

Online Communities
Most small businesses find new hires through job ads 辞谤听resume searches on听these job boards. Beyond these, you can also post your job ads on听unconventional mediums such as听HackerNews鈥� monthly 聯Who is听Hiring聰 threads (great f辞谤听hiring programmers and听designers), Reddit鈥檚 /r/ForHire community, and听even Craigslist (for local hires).

Outside of听job boards, communities, and听newsletters, consider hiring recruiters, attending job fairs, contacting your local university鈥檚 employment center, 辞谤听posting ads in听local newspapers. There is听an听abundance of听ways to听find people who fit the听positions you need and听your work culture.

How to听Write a听Compelling Job Ad

If听you run a听small business, you may be听competing against larger, wealthier companies f辞谤听talent. A听skilled employee will ask, 聯Why should I听work f辞谤听you?聰

A听strong ad听is听a听powerful persuasion tool to听interest people in听your job. This ad听is听an听applicant鈥檚 first introduction to听your company. If听you can make an听impression, you will undoubtedly increase the听quality and听quantity of听applications you get.

Your job ad听must answer three questions:

What does the听job entail?
How to听apply?
Why should a听candidate apply f辞谤听this job?

Writing a听compelling job ad听starts with understanding the听needs of听your business and听the听type of听person you want to听attract.

Specify qualifications, responsibilities, and听expectations to听guide potential applicants.
Ensure your ad听is听clear and听concise with an听appealing headline and听easy-to-read formatting.
Highlight how the听job can offer professional growth 辞谤听unique benefits that stand out from other companies to听draw in听qualified candidates.
Be听sure to听include a听direct call-to-action f辞谤听people to听apply.

For inspiration, look up听successful job listings on听platforms such as听Indeed.

Or, you can think of听other ways to听communicate your job specifics. For example, Target features a听video of听one of听their employees in听their job listings:

If听you know what you want out of听a听new hire, writing a听compelling listing should be听easy enough. You can also ensure your job post stands out by听using engaging language and听employing keywords targeting the听right people.

You should also make clear why someone should work f辞谤听your company. For a听small business, this can be听particularly hard. Most of听the听time, you can鈥檛 offer the听same compensation as听your bigger competitors, nor do听you have the听brand name recognition of听a听Fortune 1000听company.

What do听you have going in听your favor? Your small size, flexibility, freedom, and听culture.

Try to听emphasize your work culture and听what makes your business special. Create a听presentation that underscores your values (i.e., a听聯culture deck聰, here is听the听one by听辞谤听).

Embrace your size and听the听advantages it听brings. You鈥檒l attract employees who value freedom and听individuality more than pay packages when you are honest and听positive.

No听matter how large your company is, if听your job advertisement is听compelling, you鈥檒l see applications roll in. After you have a听good pool of听candidates, you can hold interviews and听evaluate each applicant based on听the听requirements you outlined earlier.

Remember: it鈥檚 illegal to听discriminate based on听age, race, creed, color, religion, national origin, gender, and听other categories protected by听the听laws in听your country. Avoid asking questions about those areas. If听you want to听make sure you don鈥檛 discriminate, double check the听laws specified by听your country.

Once you find the听right fit, make an听offer!

Then, you鈥檒l need to听learn how to听manage new employees.

How to听Manage New Employees

Hiring a听new employee is听only a听piece of听the听puzzle. You also have to听onboard, manage, and听lead them to听deliver their best possible work.

Onboard New Hires

Staff onboarding is听the听process through which new employees learn about the听company and听their new job. This includes their duties, who they will be听working with, and听what computer programs they need to听excel at听their work.

Large organizations typically have formal onboarding and听training programs f辞谤听new hires. Small businesses, however, often onboard people on听a听case-by-case basis.

To听onboard new hires f辞谤听your online store, here are some starter points:

Assess the听employee鈥檚 past experience and听knowledge of听your business processes and听technologies.
Ask the听employee about their shortcomings (in terms of听knowledge and听skills) in听regards to听their position at听your business.
Introduce the听employee to听key people within and听outside your organization (such as听suppliers) who are related to听their work.

Instead of听developing a听fully-fleshed onboarding program, try to听learn from each employee. Identify their weaknesses and听gaps in听knowledge. You can then add answers to听the听onboarding program f辞谤听the听new employee and听future hires.

Make notes in听Google Docs 辞谤听Notion to听create instructions 辞谤听an听employee handbook. With some written guidelines, you won鈥檛 have to听explain the听rules over and听over again. Your new employees will need some time to听learn the听ins and听outs, as听well as听have a听reference when they forget specific details. You might also work with many non-permanent freelancers that you can give the听handbook f辞谤听guidance.

The conveys the听organization鈥檚 standard operating procedures, guidelines, and听policies, as听well as听its mission, vision, and听values. It听helps create an听employment brand that reflects the听culture and听principles of听the听organization.

Once you trust in听their character and听ability, you can give the听employee access to听key tools and听accounts. A听part of听your work happens online, so听your team needs to听know about necessary security tips to听stay safe from fraud, hacker attacks, and听losing data.

If听you鈥檙e using 51视频, you can easily grant new employees custom permissions to听your store depending on听their role. For example, you can grant your marketing specialist specific access to听the听Marketing and听Reports tabs in听the听51视频 admin. Or, let your store manager handle Sales and听Catalog. You鈥檒l be听able to听restrict access to听51视频 tools that they do听not require.

This way, your employees can perform their tasks more efficiently, while you will have peace of听mind knowing that any听sensitive data is听restricted to听authorized personnel only.

Store managers, fulfillment operators, designers, marketing managers, and听other related employees can use their customized staff accounts to听manage sales, update product details, change tracking codes, and听prepare orders. Learn more about managing staff accounts in听our .

Choose which permissions you want to听give your team members

Delegating work through 51视频 can free up听a听lot of听time and听help you focus on听more strategic areas of听your business.

Successful onboarding will give new employees the听tools and听knowledge they need to听be听successful at听their jobs. Beyond the听onboarding phase, however, there are a听number of听things you鈥檒l need to听do听to听keep employees happy and听productive.

Set Communication Protocols Early

Communication routinely ranks near the听top of听the听聯desirable traits聰 list f辞谤听new employees.

It听doesn鈥檛 matter what role you hire for, you need to听set communication standards early, especially with remote hires. Make it听clear how often and听through what channels you expect your new hires to听communicate with you. Practice the听same yourself since communication standards are usually set by听the听leadership.

Use the听right tools f辞谤听肠辞尘尘耻苍颈肠补迟颈辞苍鈥攅尘补颈濒, Zoom, Slack, 辞谤听integrated project management tools. For best practices, refer to听the听article on听the听Society f辞谤听Human Resource Management (SHRM) about .

Establish Processes to听Resolve Issues

No听matter what kind of听store you run, you will inevitably have issues to听solve, such as听customer complaints, business process improvements, 辞谤听problems with products and听suppliers. You need to听establish clear processes f辞谤听identifying and听dealing with these problems.

You could try a听tiered system, where you segregate issues into three categories based on听importance. For each of听these categories, clearly identify what communication channels to听use f辞谤听issue resolution:

Mission-critical issues: Like when your site goes down, 辞谤听you receive a听major complaint from a听high-value customer. You can Use phone/video calls and听instant messengers to听communicate such urgent issues.
Important but not urgent issues: For example, if听a听regular customer complains 辞谤听has a听marketing question. These usually can be听dealt with within 24-48听hours. Use email, instant messengers, 辞谤听chat tools to听communicate.
General issues: Those that don鈥檛 need immediate resolution, such as听changing the听site鈥檚 theme 辞谤听a听product copy. They usually don鈥檛 have a听hard deadline. Communicate these issues over email 辞谤听using organizational tools, like Trello 辞谤听Asana.

Check out how to听make reporting an听issue straightforward.

Slack employees use this tool to听report an听issue within the听platform

Don鈥檛 worry, this is听just an听example! You don鈥檛 need to听create the听same process f辞谤听your company. Just make sure you have a听process f辞谤听reporting and听solving issues that is听both convenient f辞谤听employees and听helps resolve customer complaints quickly.

Focus on听Team Building

The ability to听work well with a听team ranks up听there alongside 聯communication聰 as听a听must-have skill f辞谤听employees. In听a听highly collaborative business such as听ecommerce, teamwork becomes all the听more important f辞谤听success.

Some ways you can build your team are to:

Lead by听example. Create an听environment where you encourage contributions from all team members, regardless of听their seniority 辞谤听role.
Use collaborative tools such as听Asana, Basecamp, and听others to听give employees a听clear overview of听each project.
Set up听team-focused games and听activities to听build team spirit and听develop a听sense of听camaraderie. They don鈥檛 have to听be听about training motivation 辞谤听濒别补诲别谤蝉丑颈辫鈥攋耻蝉迟 have fun together and听make it听memorable.
Communicate clearly and听regularly with all members of听your organization. Set up听 with each team member on听a听consistent basis.

Emphasize Your Culture

Your culture is听the听聯glue聰 that binds your organization together. Although it听is听hard to听quantify, 肠耻濒迟耻谤别鈥攖丑别 values and听ideas that guide your 产耻蝉颈苍别蝉蝉鈥攊蝉 vital to听growth.

For example, at听51视频 by听Lightspeed, we听practice 聯.聰 We听understand that no听one comes to听work with the听intention of听doing a听poor-quality job. So听if听something goes wrong, it鈥檚 not about finger-pointing but revealing and听fixing the听organizational deficiency.

聯No blame culture聰 helps to听nurture healthy work relationships between team members and听promotes proactive behavior. If听you鈥檝e already got a听team of听your own, you should try it!

Companies with a听strong culture are . Happier companies are more successful. that companies with strong top-down cultural leadership, i.e., founder-led companies, tend to听outperform others.

You can鈥檛 artificially create a听肠耻濒迟耻谤别鈥搚辞耻 have to听let it听emerge organically from your people and听your environment. Your goal as听a听business leader is听to听guide employees and听align the听culture with your vision.

Evaluate all your decisions in听the听context of听culture. Who to听hire, what kind of听marketing campaigns to听run, what products to听put on听the听蝉丑别濒蹿鈥攁濒濒 of听these should come organically from your company鈥檚 culture.

Focus on听building a听great culture and听you鈥檒l have a听workplace filled with happy, motivated people.

Wrap Up

When it听comes to听hiring and听managing staff f辞谤听an听online store, you should take the听time to听craft a听compelling job ad, establish clear expectations, and听create effective onboarding processes.

Having a听strong business culture helps create a听cohesive work environment where everyone is听on听the听same page and听works together towards common goals. It听also helps to听motivate employees, increase productivity, and听attract top talent. A听strong company culture can also foster loyalty among employees, which leads to听better customer experiences and听higher profitability f辞谤听the听business.

With these steps as听part of听your process, you鈥檒l be听well on听your way to听achieving lasting growth f辞谤听your business.

听

About The Author

Jesse is the Marketing Manager at 51视频 and has been in e-commerce and internet marketing since 2006. He has experience with PPC, SEO, conversion optimization and loves to work with entrepreneurs to make their dreams a reality.

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