5 QUESTIONS, 5 OPERATORS | Hiring & job-seeking in a new regulated market
The pandemic and resulting fallout slowed the industry rollout, but this spring, look for a boom of cannabis facilities to open and operate. Operations require operators, which has Greenway readers searching more and more about jobs in the budding industry. Whether you’re a job seeker, ancillary service provider, or operator, the human resources game never ends.
What are the biggest obstacles with training employees in the cannabis industry?
Dedee Culley, RN, Owner 2 Leaf Nurses, discusses obstacles in training for patient interactions.
“In training employees, their environment must be considered and as a nurse, my perspective looks a bit different than say the dispensary manager because of my focus on the “patient” aspect over consumer/retail. As a medical state, it is of utmost importance that we be acutely aware that the consumer is a medical patient.
“Dispensaries, being patient-facing, are more likely to hire people out of the retail and hospitality industry because of the focus on customer service – which is great – but some of the biggest obstacles in training revolve around the mindset that their consumer is a medical patient, and learning to follow regulations they have likely never faced in other work environments.
“For example, a patient’s privacy must be maintained far more than in a retail store; many patients are new to this plant and don’t understand the terminology used in the cannabis industry; patients are hurting, desperate, frustrated, overwhelmed, and don’t always act/respond as a retail consumer might; they have chronic and debilitating diseases/conditions with medications that staff are not qualified to talk through; and with almost 40% of patients over the age of 50, many also have issues with hearing, vision, quick comprehension, and need time to assimilate this new information.
“With dispensaries desperate themselves to get their doors open, they often overlook the depth of these obstacles and the need for increased education and understanding in their training as well as ongoing resources for their patient/consumer. By not including this training, they leave patient facing staff to figure it out for themselves and patients are left with not more help than what products are available for sale. As a nurse in the cannabis space, this is an expertise I bring, the challenge is helping dispensaries to understand and embrace the investment.”
Why is it important to create a talent pool and attract the right people in cannabis hiring?
Billy Giordano, Co-Founder of StaffedUp discusses the importance of creating a talent pool
“Whether you’re a single location dispensary or a vertically integrated operation, the best employers in cannabis use hiring tools to actively market their jobs and effectively build qualified talent pools, even if their hiring timeline is 6 months down the road. Let’s be honest… for the right candidate, we’re always hiring.
“By leveraging smart hiring tools, you’ll not only decrease your time spent in hiring so you can focus on other facets of your business, you’ll actually make better hiring decisions. Some key practices to live by:
“Keep your application process live 24/7/365, and make it accessible everywhere applicants can find you. Always be ‘accepting.’
“Be sure to create job descriptions that communicate your needs and company culture, and that attract qualified candidates who meet your needs and match your company’s energy.
“Make sure to ask candidates the right questions early in your application process to effectively qualify potential team members. This will help you sift through the “cannabis enthusiast” stockpile, and let the cream rise to the top.
“Competing in a highly competitive job market is easier than you think, and at StaffedUp we have the tools you need to build quality talent pools that meet your needs so you can hire at will. Find us at mocanntrade.org, visit us at staffedup.com, or reach me directly at [email protected]. We’re here to help when you need it.
How can professionals with established careers and applicants with outside experience leverage that into opportunities in the cannabis industry?
Nicole Thompson, Director of HR at Beleaf, discusses how professionals with established careers and applicants with outside experience can leverage that into opportunities in the cannabis industry.
“The cannabis industry is still relatively new so often there are more job opportunities available than candidates who have experience in the field. This leaves plenty of space for candidates with no cannabis industry experience to get into the industry.
“One of the most effective ways to leverage the experience you have gained outside of the cannabis industry is to translate your experience into skills.
“There are essential skills that employers look for regardless of industry. These can be soft skills such as flexibility, leadership, and communication or hard skills that are job specific.
“Finally, put your brand and talent out there through networking. LinkedIn is a good networking tool as well is making your presence known at job fairs. This industry is wide open and sometimes all it takes is having the right conversation with the right person at the right time.”
Where is education headed as it pertains to the cannabis industry and employment?
Stacy Godlewski from St. Louis University discusses education as it pertains to the cannabis industry and employment.
“As the Cannabis industry matures, education to prepare talent for the industry is also maturing. Education is expanding from weekend, non-credit courses that provide basic, narrowly focused information to programs offered by accredited universities designed to prepare individuals for successful careers in the industry. Cannabis education from respected post-secondary institutions provides many benefits to students and the industry.
“Post-secondary education’s involvement in medical cannabis education and research contributes to the normalization and acceptance of the cannabis industry. University-level programs provide a depth and breadth of knowledge spanning multiple facets of the industry. Program graduates gain an understanding of the cannabis industry, seed to sale, and are prepared to build a career within this rapidly emerging arena. Graduates will continue to take advantage of continuing education courses to keep abreast of emerging trends and information. The demand for University-level education is evidenced by enrollment in the Cannabis Science and Operations program at Saint Louis University.
“Launching in August of 2020, the fully online program increased enrollment by 270% in six months. Designed in partnership with experienced industry experts, the 6-course (16 credit hours) program encompasses cultivation, extraction, dispensing, and pharmacology. Courses are taught by individuals actively working in the industry. The program provides well-prepared talent for this growing industry. Students value direct access to knowledgeable instructors, and industry partners value access to prospective employees. More information about the program is available at online.slu.edu.”
What advice would you give to someone looking for a career in the cannabis space? Do you see any common mistakes being made?
Alex Paulson, Co-Founder at Easy Mountain discusses advice for those seeking a career in cannabis and common mistakes.
“In processing several hundred applicants I noticed several things that made candidates stick out. Sometimes for good reasons, and sometimes not.
“Generally speaking, there is no ‘special formula’ used to hire candidates.
“You should follow the normal job-interview-preparations that are consistent with applying for a job in any industry. Polish your resume. Research the company. Understand the role that you’re applying for.
“As always, be prepared to answer vague and open ended questions such as ‘tell me about yourself,’ or ‘what are your strengths?’
“If you’re wanting to stand out as a potential employee in this competitive industry, there are a few easy ways to make a strong impression.
“Research the Facility Agent ID process. Show that you’ve gone the extra mile by researching the state’s minimum requirements to be employed by a Missouri Medical Marijuana Facility.
“Have basic cannabis knowledge. If you’re not a cannabis expert, that’s okay, but you’ll need to show that you’re making an effort to educate yourself and that your lack of cannabis knowledge will be more than made up for with another positive trait that you possess.
“While I agree, it is a fun industry, that’s not a great answer when someone asks; ‘Why should we hire you?’ or ‘What would make you a great fit in our organization?’ These are pretty standard questions. Think about it, and have an answer prepared. Explain why someone should make you an offer.
“And lastly, please, research the Missouri Medical Marijuana Program. Come into the interview knowing what’s going on in the industry, in our state specifically. There are many resources with industry updates. Nothing stood out to me more when interviewing candidates than when someone was well educated on the details of our State’s program.”