Tips for improving your cannabis interviewing and onboarding process

It is no secret that the cannabis industry is growing at an impressively fast rate. With this growth comes the need for qualified professionals in all areas of the business. As a manager or recruiter in the industry, you know that finding and hiring top talent can be a daunting task. But if you have effective procedures in place, the process can be much easier on you and your team. 

Here are 4 tips for improving your cannabis interviewing and onboarding process:

The first step in any hiring process is defining the role you are looking to fill. This may seem like a no-brainer, but you would be surprised at how many companies skip this crucial step. Without a clear understanding of the role you are looking to fill, it will be difficult to find the right candidate.

When defining the position, be sure to include:

• A detailed job description
• The qualifications and skills required for the position
• The responsibilities of the position

Remember, you're looking for someone that fits well into your business plan, so feel free to be specific and pinpoint exactly what you need - it will help cut out any dead weight that might waste your time.

Likewise, be sure that the pay rate for the position is comparable to the amount of work that needs to be completed. Outstanding candidates will not apply if they feel that they are being taken advantage of if your offer is too low.

Once you have a clear understanding of the role you are looking to fill, you should develop a list of questions to ask your candidates. The questions should be based on the qualifications and skills required for the position. This step will help you to weed out candidates who are not a good fit for the role.

Some examples of questions you may want to ask include:

• What qualifications and skills do you have that make you a good fit for this position?
• What do you know about the cannabis industry?
• Why are you interested in working in the cannabis industry?
• What do you think are the most important aspects of this job?
• Do you have any previous experience working in the cannabis industry?

Also, assess the values you desire in your potential employees. Should they be a cannabis connoisseur themselves? Do they need to be educated on the science behind weed and its benefits? Are you looking for someone with a proactive sales approach? These are all essential questions to consider when approaching candidates.

Once you have narrowed down your list of candidates, it is time to conduct interviews. In the past, interviews were primarily conducted by phone, followed by an in-person interview. Now, hiring managers and recruiters have the ability to meet virtually face to face. During these interviews, be sure to ask each candidate the same set of questions. This will help you to compare and contrast each candidate fairly.

Some things to keep in mind during the interview process include:

• Body language - does the candidate seem engaged and interested?

• Communication skills - can the candidate articulate their thoughts and ideas clearly?

• Intelligence - does the candidate seem quick on their feet and able to think on their toes?

You might find it helpful to have a trusted colleague interview candidates with you to help gain a better perspective on whether they would be good for the role they are applying for.

The final step in improving your cannabis interviewing and onboarding process is to make sure your onboarding process is current. Your onboarding process should be designed to help new employees adjust to their new role and responsibilities as painlessly and smoothly as possible.

• Providing new employees with a detailed job description 

• Outline your expectations on their responsibilities and how you expect them to scale

• Giving new employees an overview of the company culture and values 

• This can include giving them a tour of the premises, introducing them to their colleagues, and talking them through the brand vision.

• Setting clear expectations for the new employee’s first few weeks on the job

• Providing new employees with a mentor or buddy to help them adjust to their new role

Having someone who can show new hires the ropes will firstly allow them better insight into the inner workings of the job, and secondly free up your time to continue monitoring the overall running of your business.

Cannabis interviewing and onboarding doesn't have to be a headache. If you follow these tips, you will be well on your way to streamlining your cannabis interviewing and onboarding process. With the right process in place, you will be able to find and hire the best possible candidates for your open positions.