You Don’t Need to Bring a Dictionary to an Interview. Finding the right candidate in a world of jargon.
Getting the right people on your team is crucial to the success of your digital business. If it’s a new direction that you’re moving in, you’ll need resources internally and and externally that are: experienced, curious and strong communicators. Your internal hires will be key players. Here’s a quick checklist for finding and vetting eCommerce candidates.
Writing the Job Description:
- Clarify the mission and the role of the position and how it fits into your bigger business structure
- Lay out the key performance indicators (KPIs) that will reflect success in the role
- Define any key projects in this role (for example, a redesign, starting an email marketing program, etc.)
- List any specific technologies it will be crucial to understand or quickly learn (e.g. Google Analytics, Mailchimp, Excel)
- Ask candidates to submit their resume with case studies or examples of solving a business problem or driving a business achievement
What to Listen for When Interviewing Candidates:
- Do they understand your business (with the information you’ve given them), eCommerce best practices and how to connect the two? Give background to your business so candidates can understand, listen to how they ask questions and follow up.
- Did they do their (online) research? They should have seen your website, looked at your social media profiles and have an understanding of where you are online today.
- Watch how they translate data into stories – stories will be what will sells your business internally and externally.
- Do they have a clear understanding of the technologies you use. Where have they had hands-on experience, where have they managed or worked with others who do the day-to-day work in that technology?
- Get an understanding of their intellectual curiosity – what do they read to follow the trends and best practices? What websites and digital tools do they like and look to as leaders in the space?
What to Avoid/Red Flags:
- Jargon. Online business is jargon-rich. The list of acronyms is longer than your arm. Ask for clarification on any term that isn’t clear or doesn’t make sense. Using jargon well isn’t actually a skill that drives sales.
- A one-solution approach to driving your sales. The goal should be an understanding of your whole ecosystem, strategy and provide a number of solutions (like email marketing, user experience, social media advertising, etc.) to help elevate your business.
- Poor preparation. A number of day-of accidents of nature can cause a person to be delayed. But so far, very few dogs eat homework. Candidates should have done their research, read the job description and bring any questions to fill the blanks of their understanding.
Who you Want:
- A good communicator and “cultural fit” – a person your team wants to talk to on a day-to-day basis.
- Someone bright and engaged: a good listener, a curious learner and someone who shows a readiness to “jump in.”
- Someone whose specific experience and perspective will help drive your business.