Hiring in cannabis
Medical cannabis in Missouri has finally started to take shape, and employers all over the state are scrambling to get operations up and running. While hiring the right employees may not be the first thing you think about, it’s going to be absolutely critical to the success of your business. Each hire plays a drastically important role in the success of your company and may determine the level of success achieved not only in your inaugural year but for the lifetime of your business.
With that said, here are some thoughts and tips on how to hire the best employees and create a solid foundation for success in cannabis!
Get ahead of the curve – start early
You have every detail of your business plan mapped out including funding, contractors, all the way down to your opening date. Do you have a hiring timeline in mind? For more important roles in your company, I suggest starting your search for the candidates of your dreams at least 3-6 months before you need them. While there are plenty of candidates willing to do the job, finding the perfectly qualified and motivated candidate may take time and some forecasting to allow them to transition over to your company. Start building your talent pool early and network with your candidates consistently to keep them engaged. Practices like this will help you stay competitive in a VERY competitive hiring market.
Be accessible – make the application process easy
While it’s nice to think that “if they want the job they’ll do the work to find you”, it’s important to understand that the industry is taking off quickly, and you need to take charge of your recruitment efforts. You’ll want to not only focus on networking and attending industry events and conferences, but you’ll need to make it easy for your potential new employees to apply by allowing them to easily find your application and submit it online. Make sure you’re accepting applications everywhere your applicants can find you, including your website and every social media platform that you utilize to market and promote your brand. Your top competitors have already trained today’s applicant to expect ease of accessibility, don’t get left behind.
Be open to non-industry professionals – think outside of cannabis
When it’s time to hire your mid-level or executive hires, don’t pigeonhole yourself into recruiting only cannabis industry professionals. You’ll find that many experienced professionals actually transition over to the cannabis industry very well, and will typically have backgrounds that will prove to be an asset to your growing business. Some great industries to recruit from include food and beverage, retail, manufacturing and agriculture, and anything related to general corporate operations.
Be the company people talk about – make yourself attractive
A positive work environment and great company culture can be the lifeblood of your business. Be sure that from day one, your hiring practices from your job descriptions to your interviews and onboarding are representative of a company that values its employees. Make your positions attractive to candidates by offering competitive salaries and benefits, and by promoting a positive work environment that’s inclusive and inspires interest in becoming part of a team. The cannabis industry in Missouri is still in its infancy and word of mouth travels. if you’re a quality employer that your team is excited to work for, the world will know it and you’ll continue to recruit great people.
Interviews are key – tread carefully
Differentiating between a professional candidate and a cannabis enthusiast is an important foundation for your interviews. It’s perfectly acceptable to be excited about a career path in the cannabis industry, but be wary of candidates who solely position their value on enthusiasm. Evaluating resumes prior to your interview will help you determine whether or not your interviewee has transferable skills into cannabis, and make sure to create a checklist of standard interview questions that guide your conversation. While it may seem obvious to focus on what’s important to your business, also make sure to ask questions that help you understand the candidates adaptability into your company culture, their general personality traits, and their innate motivation for success. Also allow them to ask questions that may be important to them as an employee, and you might find that you’ll get a little extra insight into their interpersonal skills and confidence in their qualifications for the position.
Leverage industry support – use helpful tools
The industry may still carry an underlying market stigma making it more difficult to recruit in cannabis, but remember organizations like the Missouri Medical Cannabis Trade Association are actively partnering with hiring platforms and professionals who specialize in cannabis hiring. These companies fully support the industry and have created incredible opportunities to improve hiring for companies of all sizes. Leveraging the right network combined with using smart hiring tools will not only decrease your time spent in hiring so you can focus on other facets of your business, but it will help you make better hiring decisions. If you want to compete in a highly competitive market, make sure you’re utilizing the resources at your disposal and you’ll see huge ROI as your company grows.
