5 Tips for Vetting Dispensary Employees 

As the legal marijuana business continues to change and become more competitive, there’s a growing need for professional HR for cannabis companies. One of the most important questions for dispensary owners is the means to check and screen prospective job applicants. 

While the field is new and still not legal on the federal level, there is a lack of formal education for budtenders and other employees in the industry. This is why you would often have to rely on the passion and previous experience of candidates, rather than formal qualifications. 

It is also worth noting that, as an owner, you need to make sure that your employees have clear records. To get a better glimpse of what the screening process should entail in order to benefit your venture, continue reading! 

How do you screen employees in the cannabis business?

Like in any other industry, you want to ensure that your employees are trustworthy, ethical, and with a positive and professional attitude. This is usually the main purpose of background checks and vetting. However, you also want to be sure that your prospective employees have enough knowledge about different aspects of the industry. 

You are looking for skills and knowledge from various fields, including agriculture, pharmacy, sales, and legal compliance, depending on the role you’re advertising. For example, a master grower should have a deep understanding of horticulture, while a dispensary manager needs to know how to handle money and keep track of inventory.

What are the five steps in the screening process?

Fortunately, you don’t need to improvise or hunt in the dark when it comes to screening your candidates. Here are five tips to help you screen prospective dispensary employees:

Industry experience

It is important to ask candidates about their past experience with cannabis, both personal and professional. This will give you a better idea of their understanding of the plant and the industry as a whole. For example, you can check their knowledge of local cannabis laws.

Education

While a formal education is not required to work in the cannabis industry, it is still important to consider candidates who have relevant degrees or coursework. For example, a candidate with a degree in horticulture or agronomy would be a good fit for a position in cultivation.

Work history 

Be sure to check a candidate’s employment history to get an idea of their work ethic and attitude. You can also use this opportunity to verify the information they have provided on their resume. You can verify this by contacting their previous employers or by checking references.

Reference check 

Asking for references is a great way to get insights from people who have worked with the candidate before. This will give you an idea of their work ethic, attitude, and skills. You can make a couple of calls or send an email to the company they worked with before. 

Background check 

A background check is an important step in the screening process as it will help you verify the information the candidate has provided, as well as check for any criminal history. It usually suffices that you run a check against their social security number. Some employers also run a drug test to ensure that their employees don’t abuse illicit substances and that they will not put their business at risk.

When in need of HR for cannabis companies, who do we call? 

Navigating a complex field of HR operations can be challenging enough, so it’s no wonder so many dispensary owners look after professional guidance. Here at Green Leaf, we can provide you with thorough assistance, from providing you tools to screen and recruit the best-performing candidates, helping you with the onboarding of new hires, running payroll and benefits, marketing open positions,  to helping you maintain your business culture. Boost your productivity and get the most out of your investment by giving us a call today!