7 Steps to Writing an Effective Job Description for Your Cannabis Business

Anyone can write a job description. But, if careful thought and consideration isn’t put into crafting a description, you and your hiring team may find yourselves sifting through applications and resumés of unqualified candidates. Whether filling an existing position or adding a new position, an effective job description that attracts your ideal employee is necessary. Although it’s a challenge to recruit the right employees in the industry, they are in fact out there. They’re just looking for valuable pieces of information in your job description before considering applying. In this post, we share the seven steps to writing a job description that gets the right people through the door.

How to Write an Effective Cannabis Job Description

Think of a job description as a sales piece promoting your company and the position. A job description that only describes the basic requirements and duties typically won’t attract your ideal candidate. What type of information will influence the right candidates to apply? Use the steps below to rethink how you craft future job descriptions.

1.   Introduce your company.

The first paragraph of the job description is an applicant’s first impression of your company. You want applicants to get a sense of what kind of business they will be working for, and if they can envision themselves working there. Be sure to describe your company, mission, and culture. Ask yourself: what makes your business stand out from its competitors? What would make a new hire want to work for your business? Be sure to address these points in the introduction and use a tone that is warm and welcoming – letting your company’s voice shine through.

2.   Summarize the role.

Before diving into a list of job duties and responsibilities, provide a brief overview of the position. Is it full-time or part-time? Why is your business hiring for this position? What goals and expectations do you have for this role? Does a candidate need experience in the industry to apply? By clearly outlining the goals and expectations, you’ll help attract more qualified talent and save yourself from interviewing those who don’t measure up.

3.   Define job tasks and responsibilities.

Consider all of the job duties and for the position. A budtender, for example, must interact with customers on a daily basis; complete point-of-sale transactions; and operate the scale and other equipment. They must be knowledgeable in the different cannabis strains and their effects, as well as explain and comply with legal requirements. It’s important to think of what the employee would experience day-to-day and list out every task possible to avoid misunderstandings later.

4.   Determine skills and abilities.

Observe your most high-performing employees and identify what makes them valuable workers. List the characteristics, desired skills, and abilities in this section. If hiring for a budtender, you may want candidates that are personable, charismatic, and have exceptional customer service skills. For a trimmer, you might desire a candidate who is detail-oriented, organized, punctual, and eager to learn. Do you have current employees that exhibit your ideal skills and abilities in the new position, and would the new position advance their career? If the answer is yes, talk to them about applying for the role and save yourself time and money searching for a new hire.

5.   List qualifications and requirements.

Aside from any age requirements and physical demands, this section also used to list education and experience requirements. Does the applicant need a license or state-mandated education requirements to work for your business? Do they need experience using specific technology? Do they need experience in the cannabis industry or other comparable field? This section also includes if training or education is needed prior to the hiring start date and if training is provided. In addition, outline if background checks or pre-screenings need to be conducted prior to hiring.

6.   Highlight salary and benefits.

It is a common mistake to leave off the salary from the job description. Salary is often not mentioned until the actual interview, and if the salary is not what the prospect is expecting, the candidate will likely end their job pursuit. As mentioned in our ebook on attracting and recruiting the right employees, a cannabis business must offer a competitive salary as well as benefits and perks to rein in top talent. Highlight standard benefits such as insurance coverage, retirement planning, and stock options, as well as additional perks like team events, paid training, flexible work schedules, etc.

7.   Include necessary legal language.

Hiring in the cannabis industry comes with a number of restrictions and requirements. Remember to include any necessary legalese in your job description to avoid legal hurdles. Language should include being an equal opportunity employer, affirmative action statements, and directions on how to apply. Each state has different rules and regulations when hiring new employees, so check with your state association to ensure your job description is compliant.

Seek and Find Top Talent

The hiring stakes in the cannabis industry are significantly high. If you want to attract the right employees, it’s time to rethink how to write a job description. Reworking job descriptions can be a true game changer in your recruiting process. Taking the time to highlight your company’s mission and culture, identify goals, and outline the expectations for the new role will set you apart from the competition and lead you to build the workforce you’ve always wanted.

Learn how to improve your entire recruiting process. Download our newest ebook on How to Attract & Recruit Cannabis Employees and learn the best practices for finding top talent for your growing business.

Download the ebook now.