Two Sides of the Coin: A Guide for Cannabis Talent Seekers and the Companies Chasing Them
Let me guess… If you’ve been looking for a new role, or any job in cannabis, it’s been months since you’ve had a solid interview, weeks since you’ve received a ‘no thanks’ (much less an explanation), and days since you’ve slept well.
On the other side of the coin, if you’re filling a critical talent gap, you probably spent two months looking at a slate of candidates, it’s been weeks since you’ve talked to a skilled candidate who’s interested, and days since you’ve been able to focus on that search.
Yep, some version of these stories just about sums up the state of hiring for many of our skilled talent pool, and the companies that needed that talent three months ago.
In this short read, we’ll first focus on the individual and how you can position yourself for that next opportunity. Second, we’ll look at the companies driving cannabis and what allows one company to consistently interview and land the best talent over another.
Cannabis Talent: 3 Tips for Those Looking for a Career in Cannabis
1. Know and Understand the History, the Challenges, and the Power of the Plant
‘Fun’ has always been associated with cannabis, yet it’s as serious as any other industry for the operators and companies doing it the right way. A lax attitude, not understanding the company’s mission and ethos, or a simple thing like showing up late, can lead to your next job search. Passion isn’t enough anymore; it’s a prerequisite. As is competency, awareness, and a strong skill set. Do your research on the company you’re applying for and know what they expect before you apply.2. Be Deliberate in Your Search
The cannabis industry lives on LinkedIn. It’s the fastest way to be found and get noticed. Make sure your profile reflects your resume. Keep it professional and authentic with a dose of personal highlights. Your picture, posts, comments, and who you connect with online are as important as who you associate with offline. Make it easy for those hiring to find you and your relevant skill sets. Structure your resume with a short paragraph about what you’ve accomplished in each role, not just bullet points. And those bullet points – make sure they’re packed with numbers, percentages, and dollar signs and include a clear benefit.3. Work the Right Room
Conferences, expos, and smaller networking functions are where real relationships start and grow. Typically, an individual looks for employment in the state where they reside. Know about every event in your state and attend as many as you can. Note who is in attendance, introduce yourself, and make friends. Ask open-ended questions and listen. People like to help friends and hire friendly people. Referrals are key, and reciprocation goes a long way.Want to Give Cannabis a Go?
Fantastic! Cannabis loves fresh ideas and relevant experience from other industries. Again, passion and curiosity are no longer enough. Stay humble and respectful. Come with everything you have AND the kitchen sink… it may just be enough to get noticed. Straight fact: cannabis is hard. Really hard. You need a ‘why’ and a strong one at that. Many times, it’ll be the reason you get through your day and can manage the next one. Consider a cannabis-focused recruiter. This is a longer-term play as it can be tough to place even experienced cannabis talent currently. A skilled recruiter who knows the industry can read your skill set properly, help launch your dream, and be a mentor and guide as you advance through your career.
Tips If You’re Hiring Cannabis Talent
1.Your Hiring Process is Either Your Competitive Advantage or Your Achilles Heel
The best talent has options, just like other industries. A hiring process that drags can be read as disorganization, lack of commitment, or being unsure of the company’s direction. You’ll lose that talent just as sure as you’re reading this. Have a defined, tight process and understand the who, why, and when in each step from talent gap to offer. Create a timeframe and stick to it. The hiring process can be problematic, especially if it’s only done in hiring emergencies or a few times each year.2. Understand Your Actual Need and Get Buy-In from the Team
A job description produced by ChatGPT is just as frustrating as a resume created the same way. No one believes it, and everyone knows within seconds. Think about the type of individual you need on your team, now. Write the job description for that ideal candidate. The best talent is looking for a purpose and a home. Give them reasons to consider your opportunity over others. Provide a growth path for each role and understand what theirs is. Know what you’ll need from them today, and what you’ll need in 3-5 years. Be honest about where your company is today: early growth, expansion, and scaling require different approaches and abilities. Compensation and culture are critical. Assuming you’ll get a bargain on top talent will backfire eventually.3. Long-Term Employees Don’t Happen by Accident
Your most successful candidates have seen a thing or two. They know their worth and what they’re looking for in their next role. Flexibility, growth, respect, and how they’re treated during the hiring process matter as much, or more than the salary. Your hiring process is your EMPLOYER brand. Make sure it’s as important to you as your product and company brands – and receives the same amount of focus. Again, consider a cannabis specific recruiter. If your employees aren’t sticking, there’s a reason – and it usually starts with the hiring process. Share everything you possibly can with your recruiter, the good, the bad, and the worst. Communication is critically important. Adhere to timelines and continually ask for guidance. Like your attorney, accountant, and investment advisor, the right recruiter should be a strategic partner. That relationship will compound over time.Closing the Deal for Cannabis Talent and Employment
The cannabis talent community rewards preparation, relationships, and clarity – on both sides of the coin. For a knowledgeable candidate who shows up ready, it’s your superpower, appearing when needed most and getting you that offer. A company with a well-thought-out, intentional process will win every time and continually attract top talent, and that becomes your competitive advantage in hiring.About the Author
Brian Caine is the Founder of High End Search and an Executive Recruiter, helping countless cannabis operators and businesses find their next star employees
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