Sådan Leje og Administrer personale til din voksende Online Store

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

There are some simple strategies that can help ensure your hiring process goes off without a hitch and your team works together immaculately. I dette blog-indlæg, we’ll explore exactly how you can recruit staff for your growing ecommerce business while also managing them efficiently once they’re on board.

Ansættelse af medarbejdere

When it comes to hiring employees, the first question to ask yourself is, “Who do I need to hire?”

You will probably first need an extra pair of hands to manage your online store, like tracking new orders, chatting with customers, og opdatering af inventar. Hvis du selv fremstiller dine produkter, du vil sandsynligvis også have en assistent til at håndtere logistikken bag kulisserne. Du har muligvis også brug for hjælp til markedsføring af dine produkter.

Afhængig af hvilken slags rolle du søger at ansætte til, du kan overveje at ansætte en ekstern medarbejder. Lad os tale mere om det.

Skal du ansætte fjernmedarbejdere?

Du tror måske, at det er den eneste mulighed at have et internt team, men at ansætte fjernmedarbejdere kan være en meget mere fleksibel og omkostningseffektiv løsning.

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

Hiring remote workers offers several benefits for a growing business:

• Lower office rent,
• Access to a better talent pool from across the world,
• Lower salaries if you hire people from places with a lower cost of living,
• Spar pendlertid for medarbejderne.

Plus, et stigende antal mennesker foretrækker det arbejde på afstand. Faktisk, 87% af medarbejderne benytter muligheden for at arbejde på afstand når det tilbydes.

Overvej at ansætte eksterne medarbejdere til virtuelle roller, især hvis du er i en by eller region med begrænset lokalt talent. Der er nogle udfordringer, især med at opbygge en virksomhedskultur, men omkostningsfordelene og større talentmasse kompenserer for det.

Hvis du er på hegnet med at ansætte fjernarbejdere, vi anbefaler at lytte til vores podcast med Kevin Urrutia. At være en serieiværksætter, der optrådte i Forbes og Adweek, han ved en ting eller to om at bygge og skalere fjernhold. Han deler sine tip om ansættelse og træning af dit eget team, samt at organisere en ekstern arbejdsgang fra bunden.

Når du har besluttet, hvilken slags arbejdere du vil ansætte, du skal finde ud af, hvor du kan finde dem.

Hvad skal man se efter hos nye medarbejdere

36% af dårlige ansættelser ske på grund af en dårlig færdighedsmatch. 30% ske, fordi arbejdsgivere er uklare i deres kommunikation om præstationsmål.

Derfor, før du begynder at skrive dine jobannoncer, vær krystalklar omkring dine krav. Du ønsker en balance mellem hårde færdigheder og personlighed.

Hvis du driver en nichevirksomhed, kig efter nogen, der forstår nichen lige så godt eller endda bedre end dig.

For hver rolle, du ansætter til, liste følgende:

• Skal-have færdigheder: Eventuelle færdigheder, der er afgørende for at få arbejdet gjort. For eksempel, hvis du ansætter en programmør, du ønsker måske at liste alle de sprog/teknologier, som du kræver, at personen kan.
• Gode ​​at have færdigheder: Andre færdigheder, der komplementerer de ovenfor nævnte must-have færdigheder. For eksempel, for en backend-programmør, Det er rart at have front-end udviklingsevner, men ikke nødvendigt.
• Ønskede egenskaber: Nævn alle de kvaliteter, du ønsker i din nye ansættelse. Prioriter kvaliteter, der er essentielle for jobbet, såvel som egenskaber, der ville passe godt ind i din forretningskultur.
• Kultur passer: Nævn væsentlige egenskaber, uddannelses- og beskæftigelsesmæssig baggrund, hobbyer, and anything else that would guarantee the employee fits into your company culture. Cultural fit is often ignored but is critical for success, both yours and the new employees’.

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

Også, it’s helpful to use a candidate evaluation form to rank the candidate’s overall qualifications for the position. Using this form, you can keep track of applicants and compare candidates.

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

Be Aware of Candidate’s Red Flags

When considering a potential hire, be mindful of any red flags that may come up during an interview. Trust your gut if something doesn’t feel right. Here are some points to watch out for:

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

Where to Find New Employees

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

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

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

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

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

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

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

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

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

LinkedIn and Facebook
LinkedIn is a popular alternative to traditional job boards. Med 900 million brugere, it is the largest professional network in the world. It provides employers access to a pool of professionals with relevant skills and experience, making finding the right candidates for the job easier.

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

If you’re searching for recruits who are not necessarily actively looking for a job, consider connecting with them via Facebook. Posting your job ads is free, but you can boost the exposure by using paid options. Derudover, it’s an excellent opportunity to get to know potential candidates better.

Online Communities
Most small businesses find new hires through job ads or resume searches on these job boards. Beyond these, you can also post your job ads on unconventional mediums such as HackerNews’ monthly “Who is Hiring” threads (great for hiring programmers and designers), Reddit’s /r/ForHire community, and even Craigslist (for local hires).

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

How to Write a Compelling Job Ad

Hvis du driver en lille virksomhed, you may be competing against larger, wealthier companies for talent. A skilled employee will ask, “Why should I work for you?”

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

Your job ad must answer three questions:

• What does the job entail?
• How to apply?
• Why should a candidate apply for this job?

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

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

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

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

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

You should also make clear why someone should work for your company. Du kan nemt fare vild, mens du kører en alt for lang test, this can be particularly hard. Det meste af tiden, you can’t offer the same compensation as your bigger competitors, nor do you have the brand name recognition of a Fortune 1000 Selskab.

What do you have going in your favor? Your small size, fleksibilitet, frihed, og kultur.

Try to emphasize your work culture and what makes your business special. Create a presentation that underscores your values (dvs., a “culture deck”, here is the one by Netflix eller Patagonia).

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

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

Husk: it’s illegal to discriminate based on age, race, creed, farve, religion, national origin, køn, and other categories protected by the laws in your country. Avoid asking questions about those areas. If you want to make sure you don’t discriminate, double check the laws specified by your country.

Once you find the right fit, make an offer!

Derefter, you’ll need to learn how to manage new employees.

How to Manage New Employees

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

Onboard New Hires

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

Large organizations typically have formal onboarding and training programs for new hires. Små virksomheder, imidlertid, often onboard people on a case-by-case basis.

To onboard new hires for your online store, here are some starter points:

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

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

Make notes in Google Docs or Notion to create instructions or an employee handbook. With some written guidelines, you won’t have to explain the rules over and over again. Your new employees will need some time to learn the ins and outs, as well as have a reference when they forget specific details. You might also work with many non-permanent freelancers that you can give the handbook for guidance.

Det employee handbook conveys the organization’s standard operating procedures, retningslinier, og politikker, samt dens mission, vision, og værdier. Det hjælper med at skabe et beskæftigelsesbrand, der afspejler organisationens kultur og principper.

Når du stoler på deres karakter og evner, du kan give medarbejderen adgang til centrale værktøjer og konti. En del af dit arbejde foregår online, så dit team skal vide om de nødvendige sikkerhedstip for at forblive sikre mod svindel, hackerangreb, og tab af data.

Hvis du bruger Ecwid, du kan nemt give nye medarbejdere tilpassede tilladelser til din butik afhængigt af deres rolle. For eksempel, du kan give din marketingspecialist specifik adgang til fanerne Marketing og Rapporter i Ecwid-administratoren. Eller, lad din butikschef håndtere Salg og Katalog. Du vil være i stand til at begrænse adgangen til Ecwid-værktøjer, som de ikke kræver.

Denne måde, dine medarbejdere kan udføre deres opgaver mere effektivt, mens du vil have ro i sindet ved at vide, at alle følsomme data kun er begrænset til autoriseret personale.

butikscheferne, fulfillment operators, designere, marketing managers, and other related employees can use their customized staff accounts to manage sales, detaljer opdatering produkt, change tracking codes, and prepare orders. Learn more about managing staff accounts in our Hjælpecenter.

Uddelegering af arbejde gennem Ecwid kan frigøre en masse tid og hjælpe dig med at fokusere på mere strategiske områder af din virksomhed.

Succesfuld onboarding vil give nye medarbejdere de værktøjer og den viden, de har brug for for at få succes i deres job. Ud over onboarding-fasen, imidlertid, der er en række ting, du skal gøre for at holde medarbejderne glade og produktive.

Indstil kommunikationsprotokoller tidligt

Kommunikation rangerer rutinemæssigt nær toppen af ​​"ønskelige egenskaber"-listen for nye medarbejdere.

Det er lige meget, hvilken rolle du ansætter til, du skal sætte kommunikationsstandarder tidligt, især med fjernansættelser. Gør det klart, hvor ofte og gennem hvilke kanaler du forventer, at dine nyansatte kommunikerer med dig. Øv det samme selv, da kommunikationsstandarder normalt er fastsat af ledelsen.

Brug de rigtige værktøjer til kommunikation – e-mail, Zoom, og planlægger at vende tilbage til dit daglige arbejde for en anden.", eller integrerede projektstyringsværktøjer. For bedste praksis, henvises til artiklen om Society for Human Resource Management (SHRM) om styring af organisatorisk kommunikation.

Etabler processer til at løse problemer

Uanset hvilken slags butik du driver, du vil uundgåeligt have problemer at løse, såsom kundeklager, forretningsprocessforbedringer, eller problemer med produkter og leverandører. Du skal etablere klare processer til at identificere og håndtere disse problemer.

Du kan prøve et trindelt system, hvor du adskiller problemer i tre kategorier baseret på vigtighed. For hver af disse kategorier, tydeligt identificere, hvilke kommunikationskanaler der skal bruges til problemløsning:

• Missionskritiske problemstillinger: Som når dit websted går ned, eller du modtager en større klage fra en værdifuld kunde. Du kan bruge telefon/videoopkald og instant messengers til at kommunikere sådanne presserende problemer.
• Vigtige, men ikke presserende spørgsmål: For eksempel, hvis en almindelig kunde klager eller har et markedsføringsspørgsmål. Disse kan normalt håndteres inden for 24-48 timer. Brug e-mail, instant messengers, eller chatværktøjer til at kommunikere.
• Generelle spørgsmål: Dem, der ikke har brug for øjeblikkelig løsning, såsom at ændre webstedets tema eller en produktkopi. De har normalt ikke en hård deadline. Kommuniker disse problemer via e-mail eller ved hjælp af organisatoriske værktøjer, som Trello eller Asana.

Tjek hvor Slack byggede et selvbetjeningsværktøj i Slack for at gøre indberetning af et problem ligetil.

Må ikke bekymre dig, dette er blot et eksempel! Du behøver ikke oprette den samme proces for din virksomhed. Bare sørg for, at du har en proces til rapportering og løsning af problemer, der både er praktisk for medarbejderne og hjælper med at løse kundeklager hurtigt.

Fokus på teambuilding

Evnen til at arbejde godt med et team rangerer sammen med "kommunikation" som en must-have færdighed for medarbejderne. I en meget samarbejdende virksomhed som e-handel, teamwork bliver så meget desto vigtigere for succes.

Nogle måder, du kan bygge dit team på, er at:

• Gå foran med et godt eksempel. Skab et miljø, hvor du tilskynder til bidrag fra alle teammedlemmer, uanset deres anciennitet eller rolle.
• Brug samarbejdsværktøjer såsom Asana, Base Camp, og andre for at give medarbejderne et klart overblik over hvert projekt.
• Opsæt teamfokuserede spil og aktiviteter at opbygge holdånd og udvikle en følelse af kammeratskab. De behøver ikke at handle om træning af motivation eller lederskab – bare have det sjovt sammen og gøre det mindeværdigt.
• Kommuniker tydeligt og regelmæssigt med alle medlemmer af din organisation. Opsætning en-til-en møder med hvert teammedlem på en konsekvent basis.

Fremhæv din kultur

Din kultur er "limet", der binder din organisation sammen. Selvom det er svært at kvantificere, kultur – de værdier og ideer, der styrer din virksomhed – er afgørende for vækst.

For eksempel, ved Ecwid ved Lightspeed, vi øver os"Ingen skyldkultur.” Vi forstår, at ingen kommer på arbejde med den hensigt at udføre et arbejde af dårlig kvalitet. Så hvis noget går galt, det handler ikke om at pege fingeren, men at afsløre og rette op på den organisatoriske mangel.

"No blame culture" hjælper med at pleje sunde arbejdsrelationer mellem teammedlemmer og fremmer proaktiv adfærd. Hvis du allerede har dit eget hold, du burde prøve det!

Det er virksomheder med en stærk kultur gladere. Glade virksomheder har større succes. Forskning viser at virksomheder med stærk top-down kulturel ledelse, dvs., stifter-ledede virksomheder, tendens til at overgå andre.

Du kan ikke kunstigt skabe en kultur - du er nødt til at lade den opstå organisk fra dine mennesker og dit miljø. Dit mål som virksomhedsleder er at vejlede medarbejderne og afstemme kulturen med din vision.

Evaluer alle dine beslutninger i kultursammenhæng. Hvem skal ansætte, hvilken slags marketingkampagner der skal køres, hvilke produkter der skal lægges på hylden – alle disse skal komme organisk fra din virksomheds kultur.

Fokuser på at opbygge en god kultur, og du vil have en arbejdsplads fyldt med glade, motiverede mennesker.

Afslut

Når det kommer til ansættelse og ledelse af personale til en netbutik, du bør tage dig tid til at lave en overbevisende jobannonce, skabe klare forventninger, og skabe effektive onboarding-processer.

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

With these steps as part of your process, you’ll be well on your way to achieving lasting growth for your business.

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