But inquiring about the open source version is the wrong question. The actual question, to me, is the reason why use Magento in any respect? If it keeps changing hands — with new owners and an uncertain future — why use the platform to get a mission-critical application? If it fails, your business stops. Your income ceases.
Free open source?
Magento is used by a number of medium-sized businesses. They typically invest tremendous resources into it. The greatest fiction concerning the accessible Magento is that it’s free. Whilst the core of the system is free of charge, add-on and implementation costs aren’t affordable. A decent Magento setup could easily cost tens of thousands of dollars to employ a similar amount annually to keep it operating.
Thus Magento merchants are reluctant to throw it off. But that cost is exactly why merchants should moving away from Magento.
Ecommerce businesses should update their websites every few years. What’s new and exciting can quickly become out of date. There’s a constant race to attract and keep customers. The world wide web is always evolving. A fantastic merchant keeps up with purchasing habits and updates its website accordingly.
I moved away Magento a couple of years back and have never regretted it. (I described the process in a 5-part series and at a subsequent, 1-year follow-up.) Consumers’ use of the world wide web is changing. More of these use social media. Their purchasing behavior is changing. Advertising and promotion are shifting. Merchants require a flexible solution to address changing trends. Magento is many things, but flexible and easy to adapt aren’t among them.
Since it’s imperative to an ecommerce business, it’s a great idea to pay for specialist advice. Most companies would cover an accountant’s advice or a lawyer’s. Why balk at paying an ecommerce expert to correctly advise on choosing and implementing a future-proof platform?
Certainly many platforms suggest that the choice procedure is easy and that anyone can do it. This gives the false impression to merchants that they know enough to select and plan their future. However, this is incorrect. There’s absolutely not any substitute for experience and expertise. Done right, an ecommerce platform could move your company forward. Done wrong, it might force your company into obscurity.
You’re hiring. Your ecommerce performance is growing. You need help. But how can you discover that just-right man for your business?
I recently had hiring chances. I included five roles to the ecommerce group I manage. I needed a few site merchandisers, an extra programmer, an electronic marketer, and an ecommerce jack-of-all-trades individual with a name of ecommerce pro or similar.
I wanted good candidates, so I had a huge pool of possible hires. That way I could be choosy. I learned a few interesting things in the process, which I will share with you in this post.
At a simple level, the job description you post on, say, LinkedIn, Really, Legitimate Jobs, or Remote.co is an advertisement. But do you treat it like an advertisement? Is the description composed, by way of example, with the exact same care you would use for ad copy? Can you A/B examine the headline? Can it be optimized for search engines?
By way of example, you wish to use the keyword phrases in your project description which applicants are likely to use when they look for a job board. If you would like a digital marketing pro, use that phrase, not a vague one such as”online advertisement ninja.” Can your best possible candidate kind”ninja” to get a job search?
Do a little keyword research. Which are the most common conditions a job seeker will use? What’s the most-used name for the role you are trying to fill?
When writing a job description, research keywords. Which are the most common conditions a job seeker will use? “Ecommerce Director” or versions of that phrase are common search phrases.
By way of instance, if I were searching for a new job, I might hunt”ecommerce manager remote.” In the event you were targeting somebody like me, you could use”Remote Ecommerce Director” or”Ecommerce Director, Remote OK.”
Next, describe the advantages of working with your organization. Tell candidates what is in it for them.
For an entry level, professional position, the job could start the candidate on a career path and help her acquire marketable skills. A more senior candidate might be searching for a long-term, stable growth opportunity or maybe equity. So why don’t you state address that early in the project description?
Round out your description with information about duties, requirements, and your organization.
Based on the poll, something like 70-80 percent of employees who would be a great fit for the role aren’t searching for a job. Nevertheless about 87 percent of all workers — actively seeking positions or not — are open to new job opportunities, based on LinkedIn Talent Solutions.
This implies that to cast a broad net you need to find ways to achieve these passive candidates along with the active job seekers. You must pitch your project opening to gifted folks, whether they’re browsing job boards or not.
Consider it like promoting or advertising the products that you sell in your online shop.
Some customers are searching for the products you sell. They go to Google, Facebook, or comparable and hunt for things they want. It is possible to reach these customers with search engine optimization and pay-per-click advertisements. But some customers may not know about your products. They may not know how your products will benefit them. And they aren’t likely to search for your store and the things you sell. You will need to reach them differently.
Both sorts of clients can be rewarding and desirable. In precisely the exact same way, you may have the ability to find your next hire using a posting on a popular job board, but there can be other candidates you will miss if a job board post is your company will do to attract them.
Consider this scenario. Lisa met Mark at a football game. She knew that Mark was an executive with an omnichannel merchant, and she just introduced herself. She had worked for the merchant from 1990 to 2001, a few years before Mark joined the organization. Thus they had many common friends and shared experiences.
Afterwards, Mark learned about an opening in the retailer which may be a great match for Lisa’s skills. Mark told the hiring manager about Lisa. That supervisor spoke with three current workers who knew Lisa in the 1990s. All of them gave a glowing referral.
The hiring manager named Lisa, interviewed her, and hired her. In the long run, less than a week had passed out of football game to offer.
When you are hiring for a new position, ask your existing employees for referrals or recommendations and consider paying a financial bonus if you end up hiring the individual they suggest.
If your organization targets active job seekers and uses your workers’ networks, you should have the ability to pull many candidates for every position.
And having many excellent options means you can be selective, employing the just right individual.