Here’s How to Fix Your Cannabis Company’s Broken Hiring Process

The way a company approaches the process of hiring new talent provides outsiders with a uniquely insightful look into how they operate — perhaps more so than any other action a company might take. I know that’s a bold claim, but think about it: as a candidate, you’re getting an inside look at their decision making capabilities, their respect for people’s time, how efficient they make their processes, how honest and open they are as an organization, and how well their leadership is aligned with the core values that their company operates by.

That’s a lot of practical data that you’re able to gather — certainly more so than any P&L or spruced-up projections spreadsheet will tell you. In fact, it would probably be prudent for potential investors to run themselves through a job application during their due diligence phase to get a really good feel for the company they’re about to invest in. Kidding of course, but not the worst idea in the world…

Having been on both sides of the interviewing table in the cannabis industry, I can tell you that most companies have absolutely abysmal hiring practices. I suppose that’s not specific to the cannabis industry — most companies in general suck at hiring — but in my experience, it’s been one of the worst. It’s not specific to the legacy-rooted companies or the sprawling MSOs — the industry as a whole suffers equally, from East Coast to West Coast.

So, what makes cannabis hiring practices so painful, and what can be done to improve them?

Read the rest at Diamond Miners Consulting.