5 tips for finding and retaining talent

The cannabis industry in the United States will generate $30 billion in 2022, according to Headset and BDSA. To meet consumer demand, new businesses are entering the space with increasing regularity and existing businesses are expanding at a rapid pace. But despite all this growth, many companies are losing employees and struggling to find and retain talent. Faced with this “great resignation”, how can companies in the cannabis sector build happy, successful and effective teams?

Here are five tips that your organization’s human resources department can implement today.

1. Clearly define the desired outcome for each position

By far, the biggest mistake most companies make during the hiring process is being too vague when writing the job description. It is not enough to list the daily requirements and tasks that you expect from your candidates; instead, start with the outcome in mind. For example, if you’re looking to hire a salesperson, you might say something like, “We’re looking to increase our sales by 20% next year, and to do that, we need a salesperson to source 100 new customers.” With the company’s desired outcome at the forefront, candidates know exactly what is expected of them and can judge for themselves whether they have the skills necessary to help your company achieve its goals. .

2. Make it clear what success in the role looks like

After defining the desired outcome for a job, it’s important to show candidates a roadmap of how they can get there. To stick with our example of hiring a salesperson, you might say something like, “In order to help us attract 100 customers, you’ll need to make X calls per day, and of those calls, we’re expecting Y number of conclusions. .” Again, you clearly explain what the job will entail and how the position adds value to the company. You’re also being transparent upfront, which reduces turnover.

3. Cast a wide net

In order to find the best talent, you need to make job postings widely accessible to as many potential candidates as possible. Post not only on industry-specific job boards, but also on other reputable sites.

Once you’ve started the interview, don’t stop when you’ve met the person you think is the right fit for the job. No matter how much you like this candidate, keep in mind that they may also receive other jobs and offers. There is no guarantee that they will accept yours. Instead, find three people you’d be happy to work with. That way, you’ll have viable backup options in case something goes wrong with the bookmark.

4. Develop an intentional and clear onboarding process

You’ve finally hired an amazing candidate, and he’s now working for your company. Your job as a recruiter is done, isn’t it? Wrong. Finding talent is only the first step in the process. After hiring a new employee, you’ll want to do everything possible to level them up and set them up for success. It means having a conscious and simple onboarding process. You’ll want to set expectations with the new hire and give them all the tools they need to thrive. This way, the new employee will know what they need to do and feel supported every step of the way.

5. Maintain good communication and give clear feedback

As the new employee settles into their role, it’s important to keep the lines of communication open and establish regular check-ins for at least the first ninety days. Make sure the new employee receives helpful and clear feedback from their manager so they can improve their performance. Also, give new hires the opportunity to provide feedback to their manager. It’s important for managers to communicate with employees about the current state of the business, where their role fits, and how that role might change in the future. Establishing regular check-ins from the start will ensure that new hires and the company are always on the same page.

The job market has been tough in 2021, but by following these tips, your business will have the tools it needs to find and retain top talent in 2022.


Karson Humiston is founder and CEO of the cannabis recruitment platform Vangst. Since its launch in 2016, the company has connected thousands of people with jobs at leading cannabis companies around the world. Humiston was featured on the 2018 Forbes 30 under 30 list and Vangst was in Contractor‘s 100 Brilliant Companies of 2018. Prior to founding Vangst, Humiston founded On Track Adventures, a student travel organization based at St. Lawrence University.

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