4 Insights For Attracting eCommerce Talent
As eCommerce leaders you probably recognize that the key to successfully selling online is a deep understanding of your target audience. This understanding is what enables you to market a relevant + compelling offer to your customers.
Recruiting great talent isn’t any different.
In these times of low unemployment and high competition for talent, you need to think of your job opportunity the way candidates see it -- one of many available options.
Your goal is to make your job opportunity attractive to the type of candidate you’re trying to attract.
This is why over the last couple of years we’ve compiled a study on more than 1200 eCommerce professionals to learn how they evaluate job opportunities, what they care about in their careers, and which factors contribute to whether they take a job or not.
We’re sharing the major takeaways and key insights of our study in the hopes that it helps you find the right candidates for your unique role.
Insight 1: You need to have an outreach strategy for passive job seekers
In our study nearly 70% of respondents were employed versus 30% who were in between jobs. Yet, 98% of all respondents were open to new job opportunities.
That's an incredible sign of the times. Think about it:
More than 90% of eCommerce professionals are open to new opportunities.
This means that passive job seekers (folks who are already employed) represent the largest talent pool available. They’re open to new opportunities, but they’re unlikely to apply to your role unless they 1). Know about it, and 2). It’s compelling (see below).
Takeaway: Think of nurturing job candidates the same way you nurture customers. Get on their radar, then keep them in the loop.
Insight 2: Most passive candidates are relatively satisfied in their current job
In general, only a small percentage of passive job candidates are unhappy with their jobs (7% to be exact). Most people either like some things and dislike others or are generally contented.
But don’t be fooled, openness to new job opportunities remained true even when people really like their jobs. 42% of respondents open to new opportunities also report loving or mostly liking their current job.
There are two implications here. First, even if your employees are generally happy it doesn’t mean that you can’t lose them to a more exciting opportunity. Conversely, if you’re hiring, most job candidates are open if you’re able to make a compelling offer.
Insight 3: Candidates leave when they feel undervalued
The most common job dissatisfaction factors reported were compensation/benefits (24%) and company culture (22%).
From interviews with respondents we’ve found that compensation/benefit dissatisfaction is heavily correlated to company cultures that do not empower and recognize an employee’s contributions.
This is why respondents overwhelmingly report company culture as their top consideration for selecting a new job (57%), while compensation actually came in at the 4th most important consideration (45%).
As an employer this means that having a competitive salary is important, but more important is fostering a culture where employees feel valued and respected is more important than the $$$.
Insight 4: Candidates want a place where they can learn and grow
So what kind of company culture are candidates looking for?
Our study shows that candidates overwhelming want cultures that promote and create advancement opportunities (51%) and foster an environment where they can learn and grow (49%).
In interviews, candidates commonly mention wanting greater scope, being given greater ownership, and wanting to be empowered to make decisions that impact a business.
Communicating how your company supports career advancement, learning, and growth throughout the recruiting process helps both attract and close top talent.
In a future post, we’ll dive into how hiring managers can more effectively communicate your company culture. But in the meantime, here are three questions every hiring manager should ask themselves/be prepared to communicate with candidates:
What are the goals for this role? How does the goals of this role impact the goals of the team and company?
Having role specific goals and how those goals impact the greater organization communicates to candidates that impact is both understood and measured.
What are the growth opportunities for this role?
This is often confused with job titles, but it doesn’t just have to be focused on promotion career trajectory. Having a vision of how you’d like someone to develop in a year/communicating what you hope they would accomplish goes a long way in signaling a commitment to longer-term development.
Need help finding and hiring eCommerce talent? Schedule some time to see how we can help here.