cannabis job seeker, cannabis job seekers, cannabis candidates

The Secret to Attracting and Keeping Good Candidates Longer.

It’s pretty simple actually. Give them what they want and keep them happy!

It may sound crazy, but with more and more companies adopting benefits like open PTO policies, paid lunches, and 100% employer subsidized health benefits, the competition is becoming stiff when it comes to attracting new hires.

But just because you may not be able to offer benefits similar to the ones mentioned above doesn’t mean you’re out of the running. At the end of the day, it’s really about how you choose to treat your team members from the top down, what values you embrace, and few perks thrown in for fun can’t hurt either.

If it isn’t apparent by now, retail and cultivation associates are the lifeblood of the growing cannabis industry, and until companies quit treating them like a commodity, they will continue to experience high turn over, throwing great candidates back into the swelling cannabis job-seeker pool.

So how DO you keep great candidates happy? And what exactly is it that they want?

First: Take a vested interest in THEM. Yes, you have a business to manage, but taking time to schedule regular one-on-one’s with all levels of your team will not only give you the opportunity to really learn more about your employees, but also show them that you care about their individual needs and their future as it relates to their employment with you. They’ll also likely feel more open to discussing problems they may be experiencing to collaborate on a resolution versus letting things fester while they search for another cannabis career.

Second: Invest in their career advancement. We’re not necessarily talking about education¬† reimbursement here, but rather giving your team members time throughout the year to learn about different aspects of the business. This goes back to point one, but had a different end in mind – keeping them challenged. No matter what industry we work in, the vast majority of us crave challenge in order to avoid boredom within our roles. By keeping them on their toes and breaking up their day-to-day, you’ll keep things fresh and exciting, and have a more knowledgeable staff to boot.

Finally: Perk up! You may not be able to offer an open PTO policy, but throwing in some regular catered lunches throughout the month, special awards ceremonies for achievement (have fun with this one and make up some fun categories), contests for prizes, and maybe some traditional benefits like health insurance, PTO, etc will go a long way towards showing potential cannabis candidates and current team members that your company is an awesome place to work!

These days it’s not just enough to hire someone and hope for the best. You have to take time to invest in your company’s culture, bring people on board who embrace that culture, and be willing to work hard to maintain it from top to bottom (i.e. ask your employees what you could be doing better…more on this in another article).


Hiring Insights

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