Cannabis is a plant that grows from ground-up to 3 meters in height, and is cultivated by many people in many countries. It is an herb or, actually, a seed that has been used for a wide range of purposes around the world. The medical applications of cannabis make it famous in these days, and the health advantages of cannabis have been well studied. But there is still a lot of information we do not know about cannabis, and the cannabis industry is one example of where that information could be gained.
Cannabis has been used for thousands of years to treat pain, ease symptoms of illness, and reduce anxiety and stress. The potential healing properties of the cannabis plant are still being explored, but for now, it’s still best to avoid heavy use.
Since the Cannabis industry has been around the last few years, and there are already some Cannabis companies out there, why not try working for one?. Read more about requirements to work in a dispensary and let us know what you think.
Businesses throughout the nation are battling to keep workers and recruit new ones. While most people believe the cannabis sector is booming, some businesses are experiencing the same problems as their mainstream competitors.
Greenway recently talked with Katie Magoon, SPHR, SHRM-SCP, Founder and President of People Solutions Center, a St. Louis-based human resources consulting company, about the difficulties that the cannabis sector has in terms of employee retention.
“When the cannabis business started recruiting in Missouri in late 2020, there was a large applicant pool of people eager in joining a new and exciting industry,” Magoon said. We now have a lot of competition in the market, and many people who were expecting to get into the sector have found work. We’ve seen a significantly smaller pool of applicants for entry-level positions in the last three months.”
Greenway talked with operators who said that although they had hundreds of applications for entry-level jobs last year, they are currently having trouble finding even a handful of candidates for comparable roles in certain areas.
“In these situations, employee retention is critical, and it seems to be centered on the capacity to provide a clear career path. Employees have been ready to accept lower pay in the cannabis industry provided they perceive chances to increase their expertise and impact,” Magoon added. “The key to recruiting and keeping talent in the business is to find methods to establish a fulfilling, inclusive workplace that encourages employee growth and development.”
While some businesses are having difficulty finding candidates, others are seeing higher-than-expected attrition. Employee turnover costs a lot of money. Background checks, training, onboarding, resources, and so on all have a monetary value attached to them; in addition, every lost employee comes with a cost of human capital and time. You’ve doubled the time spent on interviewing and verifying candidates, you’ve doubled the time spent on training, and you’ve put a strain on the current staff and leadership teams, who are now understaffed. As a consequence of material mismanagement, you may incur extra costs for overtime or an increase in waste. Most of the time, these extra costs do not fit within the budget.
“Companies that don’t have a good interview and selection process have a hard time keeping employees. Every firm has its own culture, therefore it’s critical for businesses to understand how to brand and promote their employee value proposition. In this market, candidates have a variety of employers to choose from, and businesses who don’t recognize this are having difficulty attracting and retaining talent,” Magoon said.
“It is critical to invest time in training your interviewers and ensuring they have the appropriate tools,” Magoon said. “So many interviewers make judgments ‘on the fly’ and have no clear understanding of the particular skills they are assessing.” Others may ask the appropriate questions, but they don’t know what to look for in the answers. “Vague comments like ‘I’m a genuine people person,’” Magoon said, are readily influenced by these interviewers. “It’s critical to offer interview guidelines that enable interviewers to concentrate on the most essential skills. Then we need to teach interviewers how to listen for certain things, how to ask follow-up questions, and how to ‘check’ their own unconscious biases.”
When confronted with a reduced talent pool and high turnover, one of the most frequent worries of any company is avoiding errors. What should businesses look for as red flags or warning signals before hiring?
“In reality, ‘red flags’ are frequently a consequence of our unconscious biases,” Magoon said, “and interviewing is less about identifying ‘red flags’ and more about assessing how someone’s previous performance predicts their future behaviors.” Instead, we should gather a series of tales regarding circumstances applicants have faced in the past as part of our hiring process. This technique, also known as behavioral-based interviewing, offers you with examples that enable you to assess the applicants’ actual skills and motivations.”
“Our clients consistently outperform the industry in terms of recruiting and retention. “This achievement is due to a number of factors,” Magoon said.
A recruiting procedure that prioritized applicants that matched the role’s skills, cultural fit, and motivational fit. “This involves developing an inclusive selection process that invites people from all walks of life.”
Candidates should have a positive candidate experience that makes them feel appreciated and respected. “A great applicant experience is the foundation for employee retention.”
Positive onboarding experience that supports the culture and employee experience that we are attempting to establish.
Professional development training that promotes the organization’s culture while also ensuring better communication among team members.
Compensation and benefit packages that are competitive and meet the requirements of employees.
locating the ideal candidate
“Having a clear plan for recruiting the appropriate individual for each position is critical,” Magoon added. According to Magoon, this procedure includes the following steps:
Creating precise job descriptions
Conducting an industry-wide compensation analysis
Identifying the skills and abilities required for success in each position
Interviewing workers to learn what they like and hate about their jobs. “We need to be clear about what motivates and stresses individuals in each job. Reduce turnover by matching these motivators to each employee.”
Conduct behavioral interviews to get a true sense of the candidate’s experiences.
Conduct interviewer training, which should include a thorough knowledge of how unconscious bias may sabotage your recruiting process.
Create an exceptional applicant experience to avoid losing the best prospect.”
Keeping your money in the bank
Turnover costs may have a variety of consequences for companies. Each employee represents a significant investment of time, money, and cash, therefore it’s critical to optimize your return and keep your employees. According to Magoon, the keys to staff retention are:
Create a welcoming environment.
Make a good impression on candidates and employees.
Establish an employee brand and ensure that all HR rules, procedures, and processes are consistent with it.
Invest in leadership training to ensure that people have the skills they need to be effective leaders and coaches.
“In general, applicants are drawn to the cannabis industry. However, it is a competitive market right now, and companies must provide a compelling employee value proposition. Their employment brand, as well as their reputation for upholding it, is essential to recruiting success in the sector. Candidates are certainly talking about their experiences on social media, and employers who aren’t aware of this will be at a considerable disadvantage.”
The cannabis industry is a significant force in our modern economy, yet it is still largely unknown to the general public. This state of affairs is unusual and unfortunate.. Read more about how old do you have to be to work at a dispensary in florida and let us know what you think.
Frequently Asked Questions
How many people are employed by the cannabis industry in the US?
There are about 2.8 million people employed in the cannabis industry in the US.
Is cannabis a fast growing industry?
Cannabis is a fast growing industry.
What kind of jobs can you get in the cannabis industry?
The cannabis industry is an ever-changing field, so its hard to say what kind of jobs there are. However, the most common job in the cannabis industry is a budtender. Budtenders are responsible for selling and educating customers on products.
This article broadly covered the following related topics:
- dispensary jobs near me
- jobs in cannabusiness
- cannabis industry jobs
- cannabis industry careers
- tech jobs in the cannabis industry