Hiring in cannabis is high stakes. One wrong move in compliance, payroll, or operations can cost time, money, or even a license. Yet too many operators still rely on resumes and keyword detection to make those big decisions. In an industry as complex as ours, guessing is expensive. I’ve learned over the years that past behavior predicts future performance. How someone handled real challenges yesterday tells you how they will perform tomorrow. And as the ol’ saying goes, “The way you do one thing is how you do everything else.”
RELATED: The hidden trap sinking cannabis shops everywhere
Resumes and soft claims can sound impressive, but they rarely reveal how a candidate reacts under pressure or navigates regulatory and operational complexity (something not foreign to working in cannabis). This is why I’m a big proponent of and rely on behavioral interviewing. Behavioral interviewing is one of the most practical tools I’ve seen in cannabis hiring. It strips away the buzzwords and gets straight to how someone has actually performed when the pressure was on.
Instead of asking the generic “What are your strengths?” I like to ask things like, “Tell me about a time you had to fix a compliance issue under a tight deadline,” or “Walk me through a process you improved that saved your team time or money.”
These types of questions cut through the fluff. They show me how a candidate thinks, how they respond under pressure, and whether they’re accountable. And here’s the best part: it works both ways. Employers get a clearer picture of the person they’re hiring, and job seekers get a real chance to stand out by sharing stories that prove they can deliver.
RELATED: How cannabis reform in the U.S. could impact international markets
Let’s run through how employers and employees can give themselves an edge in one of the most competitive industries:
Five Techniques for Smarter Hiring and Career Growth
- Behavioral Interviewing
- For operators: Stop just listening to candidates talk about themselves. I want to hear real stories about past challenges. Ask questions like:
- “Tell me about a time you caught a compliance mistake on a batch of flower before it went to retail.”
- “How did you handle a last-minute audit?”
- “Describe a situation where you had to manage a scheduling conflict between cultivation and fulfillment teams.”
The answers tell you more than a resume ever will.
- For job seekers: Think of this as your chance to shine. Identify a few moments where you solved a cannabis-specific problem. Maybe you helped a customer who was brand new to cannabis feel comfortable about their first dispensary visit. Maybe you navigated a tricky seed-to-sale reporting issue. Or maybe you smoothed over a tense situation between teams. Share what happened, what you did, and the result. Remember, stories stick and help employers remember you!
- Skill Assessments
- For operators: Give candidates something hands-on. For example:
- Ask a retail manager candidate to resolve a POS issue with compliance implications.
- Have a cultivation lead create a corrective plan for a nutrient deficiency scenario.
Watching them work their magic is far more revealing than talking in hypotheticals.
- For job seekers: Don’t just tell your potential employer what you can do. Show them by sharing stories of how you solved problems on the job and in the field. Demonstrating that you’ve already done the work proves more than just listing it on a resume.
- Cultural Fit Conversations
- For operators: Hypotheticals work wonders. Ask questions like:
- “If a batch fails lab testing due to a cross-contamination issue, how would you address it with the team?”
- “How would you handle a situation where your dispensary staff is short-staffed on a high-volume day?”
Answers to these types of questions will reveal how they approach problem-solving, communication, and teamwork.
- For job seekers: Culture is everything. Learn what matters to the company. Maybe it’s strict compliance, sustainability, or customer education. Show how your mindset fits.
- Reference Checks
- For operators: Call former bosses. Ask about real-world situations like handling an unplanned harvest or resolving a lab compliance failure. One honest reference tells you more than ten polished interviews. I’ve had candidates look perfect on paper but fail the reference check when asked about past audits. It saves me headaches every time.
- For job seekers: Keep relationships strong with managers who can speak to your hands-on experience. References who understand your role and are happy to support you in your next move are invaluable.
- Patterns of Achievement
- For operators: Look for consistent results, not just one shining moment. Did they repeatedly meet yield targets, uplift team morale, or improve store sales quarter over quarter? That pattern recognition is gold.
- For job seekers: Show repeated wins. Maybe you optimized a packaging process, consistently hit delivery metrics, or helped launch new product lines successfully. Proving consistency matters more than a one-off success story.
RELATED: Want to get into weed? These scholarships could help
Attracting and Engaging the Best Talent
Employer Branding
- Operators: Your culture is your secret weapon. Show it off. Share behind-the-scenes photos of your grow rooms, highlight employee growth stories, or post about how your dispensary team handles high-volume weekends. I’ve seen operators attract candidates who already know they’ll thrive because they can picture the environment and values before even applying.
- Job seekers: Pay attention. If a company talks about sustainability in cultivation or prioritizes compliance in retail, show how your experience aligns. Maybe you implemented a seed-to-sale system or trained staff on new state regulations. These concrete examples help you stand out.
Employee Referrals
- Operators: Your current team knows who will thrive in your environment. Encourage them to refer people they trust.
- Job seekers: Your network matters. Reach out to mentors or colleagues in the industry. If you can share referrals from within the cannabis industry, they’ll carry a lot of weight.
RELATED: Want a job in weed? These scholarships could help
My Guiding Principle
I live by the idea: “There is no such thing as failure, there are only results.” Every interview, hiring decision, or career move is an input. The outcome reflects the effort and preparation behind it. Operators who refine their hiring processes and professionals who prepare thoughtfully will consistently see better results.
Take Action Today:
- Operators: Focus on behavior, not buzzwords. Ask real questions, validate experience, and look for patterns that indicate future success.
- Job seekers: Run through a couple of mock interviews. Your objective should be to be able to clearly demonstrate adaptability and showcase measurable achievements. Don’t forget to focus on what you have already accomplished, not just what you can do.
Behavior wins over buzzwords. Hiring and career success both come from real results, intentional actions, and consistent follow-through. Improve the systems that power your inputs, and you’ll be pleasantly surprised with the outcomes that follow.
*This article was submitted by a guest contributor. The author is solely responsible for the content.