With the legalization of cannabis in Canada in 2018, the new (legitimate) industry quickly gained traction among investors and consumers alike, resulting in rapid growth and rosy outlooks for the cultivators, processors and retailers of cannabis in Canada. But the readjustments and corrections in the industry of 2019 and 2020 have made it clear that the start-up ethos responsible for so much of the industry’s early success has given way to a maturing industry — with the corresponding growing pains and reprioritization of strategic goals.
A large part of successfully navigating this adjustment depends on having the right people for the job. And as the US continues to edge towards federal cannabis legalization, Canadian producers will likely soon have access to a massive international consumer base that could reactivate the industry. Preparing for this expansion while navigating the Canadian market means cannabis companies in Canada have their work cut out for them. And recruitment challenges are no exception.
Let’s take a look at how to solve them.
Improve your hiring practices
One of the biggest challenges for cannabis businesses coming out of a grey market into a legal market has been dealing with increased regulation on products and staff. Depending on where your cannabis business is located, your employees could be subject to compulsory training and background checks. In Alberta, for example, employees need to pass a training module and must be approved as a Quality Cannabis Worker before being hired. Regulations like this place restrictions on the ability of employers to find the right talent to meet their needs.
Whatever your industry, if you’re going to hire someone, then you need to apply standard HR procedures. Setting clear recruiting, hiring and onboarding processes will help your organization find the best talent for you and set your new hires up for success in your organization. This is basic advice, but by implementing industry best practices and standardizing your recruitment process, you can ensure that your tailored approach hits all the right points for your industry. For example, by ensuring that background checks are completed as a standard part of the hiring process, your organization can ensure you’re meeting any regulatory requirements for employees.
Address the stigma
It’s not only regulation that makes it hard for employers to find workers in the cannabis industry. The public perception surrounding a product that was recently illegal means that candidates are still cautious about applying for jobs related to cannabis—either because of the stigma surrounding the product or a hesitancy to join a burgeoning industry. This is especially true for specialized positions in marketing, finance, compliance, supply chain, and leadership. This problem is becoming less of a hurdle every day, as cannabis becomes more mainstream, but it’s certainly a consideration when recruiting.
Address these concerns by focusing on growth. In a new, dynamic industry where growth is still the name of the game, highlighting the opportunities available — both professionally and financially — can help promote the industry to potential new hires who are hesitant to join a new industry.
Focus on transferable skills
If you’re only looking to hire people from within the cannabis industry, you may be reducing your chances of finding highly skilled professionals. Especially where candidates may be hesitant to highlight their experience with cannabis pre-legalization and where benchmarks haven’t yet been established for determining success, finding proven and skilled candidates can be tough.
To find exceptional candidates, you need to cast a wide net. Candidates from other highly regulated industries like healthcare, pharmaceuticals, banking and alcohol will provide noticeable value for your company. Focus on transferrable skills with behavioural interview questions to evaluate how your candidates will adapt to a new industry.
Get help with hiring
There’s nothing wrong with getting a helping hand with candidate search and recruitment, especially in a complicated industry like cannabis. Working with a recruitment agency can give you access to a bigger pool of potential employees and can help you identify the roles that will have a positive effect on your organization’s growth.
Recruitment agencies like Adecco can help you find the right people for your company by sourcing candidates from our nationwide talent database. We can even help you fill specialized roles in areas like customer service, leadership, manufacturing, sales, skilled trades, warehousing, transportation and more.
To see how Adecco helps companies just like yours with their recruiting needs, visit our employer website.
Those are our expert insights on the staffing challenges that the cannabis industry faces in 2021 and the best ways to find and hire top talent. By following these steps and preparing your organization for the inevitable reactivation of the cannabis sector in the coming years, you’ll have a noticeable head-start on your competitors.