As the cannabis industry continues to grow, top talent from across the workforce is starting to take note. Companies are offering attractive salaries and benefits, and the excitement of joining a budding industry attracts forward thinking individuals. Competition is tough for job seekers, but competition for attracting the top talent is equally as fierce.
A job listing is often the first touch an applicant has with your company and has the potential to set your business apart from your competitors. You want to make sure you’re clearly outlining the position expectations and communicating the value your company brings to the table. By taking the extra time to develop an impressive job listing, you’ll save time attracting top shelf talent and ensure you are making the right hire from the start. Making a wrong hire is costly and time consuming for your business. Although crafting a job listing is an important step in the hiring process, developing a comprehensive workforce plan is essential so your business can remain proactive during the hiring process, not reactive. Q4 is the perfect time to start workforce planning so you can start the new year with a strong and up-to-speed team.
At Vangst, we’ve helped craft thousands of job listings for our clients to match them with ideal candidates. We know what works and what doesn’t. We hope this guide helps you find the perfect match for your hiring needs by providing insights into crafting the perfect job listing for the cannabis industry. If you’d like to save time by chatting with our team of recruiters to find out how we can develop a custom solution for your hiring needs, contact us below.
1. Perfect your pitch
Most job listings start with a brief overview of the company. Don’t glaze over this important introduction! Start with a clear explanation of what your company does. Remember — your goal is to attract job seekers, not customers, so you may need to rework your company’s most commonly used description to fit the interests of candidates. Job seekers are often looking to get a feel for the company’s voice and culture within the first paragraph, so bring a little personality into the company description. Is this a suit and tie environment? Or do you have a weekly Hawaiian shirt contest? Have the company description match the formality or casual nature of your business so you attract the type of personality you’re looking for.
2. What are you looking for?
The job description and duties are where you want to get really specific as to what you’re looking for in a cannabis job seeker. Avoid vague remarks like “this position is expected to reach all goals.” Specify what you need. Ask yourself the following questions to get the ball rolling:
- Why do you need this position? Explain the gap this person is filling.
- What are the daily tasks of this position?
- What are the ongoing or long term tasks of this role?
- What do you expect from this person at the 30, 60 and 90-day marks?
- What skills are taught on the job versus what do they need to already know?
- How much do they need to know about cannabis or hemp prior to starting?
- Do they need to know the state compliance laws before they start?
Make each job duty applicable to the position. Instead of saying, “must be a team player,” use a specific example like, “must assist the harvesting team by chopping plants once a month.” By clearly outlining the goals, expectations and tasks, you’ll help attract qualified talent and save time in the interview process by eliminating those who don’t measure up.
3. Refine the requirements
Use the requirements section to refine the qualifications you’re looking for. Don’t disqualify viable candidates by only putting your ideal hire, for example, “4 years of experience.” If you’d consider a candidate with a strong educational background and just a few years of experience, you may lose out on connecting with valuable prospects by stating, “4 years of experience required.” Separating your “must-haves” and “nice to haves” helps candidates identify the most important qualifications.
Because the cannabis industry is so unique, use this section to explain how your company operates. “Must have 3 years of growing experience” means different things to different people. Will the role complete all day to day tasks, or manage a team of assistant growers? Being as specific as possible is the key to identifying qualified candidates. Ask yourself some of these questions while developing the qualifications section:
- Does the candidate need a badge or state-required card before the start date?
- Do you value experience or education more?
- What specific skills do you expect them to know before day one?
- Do they need experience with specific technology platforms? Why? (Don’t just mention “must use Microsoft Office,” explain why they need to use Excel or Word in their day to day tasks).
- Why do they need a certain amount of years of experience? Explain what qualifications someone with that many years of experience should have.
4. What’s in it for them?
The perks and benefits section is your time to sell the value of your company. In addition to standard benefits (compensation, insurance coverage, retirement planning, stock options), include some of your company’s culture and values here. Do you keep a rotation of cold brew coffee on tap? Does your team plan a once-a-month happy hour outing? Soft perks may not seem that important, but when a candidate is considering multiple job offers, these perks can add up. Today’s workforce is looking to join companies whose missions they feel connected to. Make sure you highlight your company’s core values in the job description to attract those who share similar beliefs. Compensation packages are always one of the most important factors, but when you spend most of the day with your team, benefits that improve employee morale are just as important.
Crafting a comprehensive job listing takes time, but properly outlining the expectations or requirements will save you the frustration and financial cost of making the wrong hire. Remember that your job listing is equal parts finding the right fit and “selling” the position to the candidates. You want to make sure you attract the most qualified person for the job and the job seeker wants to make sure they are committing to the best company for their needs. Taking the time to specify your goals, highlight your company’s unique culture and clearly explain your business are the small changes that will set you apart from the competition. Good luck in your search!