eCommerce Recruitment Mistakes: 7 Ways You’re Scaring Off Top Talent!

In a competitive hiring market, first impressions matter. From the moment a candidate reads your job ad to the final offer stage, they’re weighing up your company just as much as you’re weighing them up.

At Cranberry Panda, we’ve seen some brilliant opportunities fly under the radar - not because the role wasn’t great, but because something in the hiring process pushed candidates away. If you’re struggling to get quality applicants, or seeing top candidates drop out mid-process, you could be making one of these 7 common eCommerce hiring mistakes…

Your job ad reads like an instruction manual

Let’s be honest...some job ads are just exhausting. A wall of text, laundry lists of must-haves and no spark of personality. If this sounds like your current job ad output, candidates will scroll past.

Fix it:  Showcase your company’s personality and what excites someone about working with you. Keep it structured, but warm - tools like Hemingway or Grammarly can help simplify over-complicated copy.

You're describing a unicorn, not a real person

We often see eCommerce job descriptions asking for senior-level experience, across five different platforms, plus creative flair, plus data wizardry... all for mid-range pay.

Fix it: Be realistic. What are the non-negotiables, and what can be learned on the job? If the role spans multiple functions, consider splitting it or working with us on a phased hiring plan.

You’re vague about salary and benefits

We know the urge to write “competitive salary”, but let’s face it - it rarely means anything to candidates. In fact, 78% of eCommerce professionals say transparent salary ranges are a key job-seeking factor.

Fix it: If you want serious applicants, be upfront. Share a range, list your benefits clearly, and explain what makes the role valuable beyond the paycheck.

Your tone feels cold or impersonal

A job ad that reads like it was copied and pasted from a policy document isn’t going to stand out. Candidates want to feel like they’re joining a team, not being recruited by a faceless entity.

Fix it: Inject warmth. Use inclusive language. Instead of “the successful candidate will be required to,” try “you’ll be joining a collaborative team where you’ll…” Simple shifts like this help a lot.

You’re slow to follow up - or ghosting entirely

This is a big one. Candidates tell us they’re often left hanging after an initial interview or hear nothing after applying. In today’s market, silence is a loud signal.

Fix it: Even if it’s a “no”, let them know. Automated workflows (we can help here) or weekly check-ins with your recruiter save time and protect your employer's reputation.

Your hiring process is dragging on (and on)

eCommerce moves fast and so do great candidates. If your process involves five interviews and a test project before offering a chat with the team lead, you’re likely losing people halfway.

Fix it: Audit your hiring timeline. Could one stage be skipped? Are all stakeholders aligned? Our team can help streamline this while still delivering robust vetting.

You’re ignoring candidate feedback or market data

If you’re consistently losing out on talent, there’s a reason. Maybe your salary band isn’t competitive. Maybe your tech stack isn’t attractive. Maybe the culture is unclear.

Fix it: Ask your candidates for feedback, even those who decline. And speak to your recruitment partner (hello!) for up-to-date salary benchmarks, talent expectations and honest insights.

Let’s help you get the hiring edge

At Cranberry Panda, we don’t just send CVs. We help you build better processes, shape attractive job specs and position your company in a way that excites talent, not repels them.

If you’d like a quick, no-strings review of your current job ad or hiring strategy, just get in touch with the team by clicking below!