In the fast-paced and competitive landscape of the cannabis laboratory industry, building a new laboratory or the sudden departure of a key employee requires a quick and strategic hiring process. This guide to hiring testing laboratory employees - written by leading cannabis recruiters - is designed to assist organizations in not just identifying acceptable employees but in securing EXCEPTIONAL talent.
This guide navigates through crucial stages of the hiring process, starting with the importance of preparing an accurate job description tailored to the unique demands of cannabis testing. It discusses the significance of posting opportunities on job boards strategically, screening resumes diligently, and conducting structured interviews to ensure fairness and consistency.
The inclusion of role-specific knowledge tests and predictive pre-hire assessments adds a layer of precision to the evaluation process, helping in the identification of candidates with the ideal job behaviors.
The guide discusses into the necessity of background checks, particularly in the context of the sensitive nature of cannabis testing, and addresses the complex issue of non-compete clauses, advocating for a nuanced approach that balances protection of business interests with employee career opportunities. Finally, the guide provides insights into negotiating compensation and perks, highlighting the importance of a comprehensive total compensation package in attracting, retaining, and motivating a talented workforce.
This guide is organized into sections below and covers the key aspects of the hiring process. Additional links and resources are included for further insight.
Table of contents
Prepare an Accurate Job Description
A job description is the first item a potential applicant will review during their search for a new position. In the highly regulated and specialized field of cannabis testing, a precise and accurate job description is particularly important. It ensures that the applicant has the necessary expertise in areas such as analytical chemistry, quality control, employee management, and compliance with industry regulations. This specificity helps in finding candidates with the right skill set and experience to navigate the unique challenges of the cannabis industry.
Future job performance is dependent upon correctly identifying the appropriate factors for the role that is needed within YOUR laboratory. While it may be tempting to copy/paste an existing job description or have AI write one for you, it is essential to understand and clarify the expectations of what YOUR laboratory needs and confirm that key requirements of the position are addressed. Since no two laboratories are the same, this ensures that both the hiring organization and potential candidates have a mutual understanding of the job requirements.
The job description serves as a reference point for setting performance expectations and goals for the cannabis laboratory director. It helps to align the director's responsibilities with the overall objectives of the organization, fostering a more efficient and effective work environment. A clear job description outlines the key performance indicators (KPIs) and outcomes and key results (OKRs) expectations for the role, promoting accountability.
When the laboratory director and the organization have a shared understanding of what success looks like, it becomes easier to track and measure performance.
Job descriptions often serve as a foundation for employment contracts and can be crucial in ensuring legal compliance. Clearly defined minimum qualifications, roles and responsibilities, salary bands, and benefits help to avoid misunderstandings and potential legal issues related to employment terms and conditions.
By clearly defining the qualifications, skills, experience, and expectations required for the position, the job description also helps in streamlining the recruitment process. Both internal and/or external recruiters can use the information to identify suitable candidates more efficiently.
Read: An example job description for a cannabis laboratory director.
Post the Opportunity on Job Boards
Job posting boards provide access to a large and diverse pool of candidates. Employers can reach a broad audience, increasing the chances of finding qualified individuals for open positions. In most cases, job posting boards often allow employers to target their job advertisements based on specific criteria, such as location, industry, skills, and experience. This targeted approach helps attract candidates who closely match the requirements of the job.
Virtually all cannabis laboratories use free posting services offered by job posting sites. Without any doubt, Indeed is the leading job board for both applicants and employers with both free and paid options. LinkedIn is popular with applicants but has limited use for employers who do not want to pay for an annual license to post because it limits the total number of free posts to one (1) and the total number of application to ten (10).
E4 Bioscience advises against using free LinkedIn services for this reason alone. Monster, CareerBuilder, ZipRecruitier, our own E4 Bioscience Job Board are distant alternatives and often suggest applicants based on resumes that have not been updated for years.
Popular job boards often attract a large volume of applications by promoting a “Quick Apply”, making it time consuming for employers to sift through and identify the most qualified candidates. Implementing specific screening criteria that require candidates to answer a single job specific question, significantly helps to manage application volume more effectively.
Asking applicants to complete a generic skill assessment provided by the job board is an option, but E4 internal data shows that few qualified applicants (including highly qualified applicants) finish the assessment. We believe that the risk of screening out qualified candidates by including a skills assessment is too high to be a good strategy in the early stages of recruiting.
Screen Active Applicant Resumes
Screening applicants is a tedious and time-consuming process that should be conducted daily. Active applicants are actively seeking employment, and their interest is likely to be time-sensitive. By reviewing resumes daily, cannabis recruiters can respond promptly to qualified candidates, ensuring they don't lose out on top talent to competitors.
The cannabis laboratory job market for highly qualified applicants is competitive, and top candidates may receive multiple job offers. Screening resumes daily allows hiring managers to identify and engage with high-quality candidates quickly, giving their organization a competitive advantage in securing the best talent. Furthermore, prompt communication with applicants contributes to a positive candidate experience, leading to a more positive perception of the hiring process and the organization.
Daily resume screening enables recruiters to continuously evaluate and refine their screening criteria. This iterative process allows them to learn from each batch of resumes, improving their ability to identify the best-fit candidates over time.
The Importance of a Structured Interview
A structured interview is a highly organized process with predetermined questions, a scoring rubric, and a standardized format. The questions asked are job-related, and each candidate is assessed based on the same criteria. Structured interviews aim to reduce bias in the hiring process by ensuring that every candidate is evaluated on a consistent set of factors.
Conversely, unstructured interviews are more casual and flexible. There is no predetermined set of questions, and the conversation flows based on the interviewer's discretion. While unstructured interviews allow for a more personalized interaction, they are often and correctly criticized for their lack of reliability and potential for bias as each candidate may be assessed differently.
Having scripted behavioral questions in a structured interview ensures that each candidate is evaluated on the same competencies and skills, promoting fairness and consistency. Well scripted questions are designed to assess specific behaviors and past experiences relevant to the job, leading to more accurate predictions of a candidate's suitability.
Documenting candidate replies is crucial for maintaining a record of each candidate's responses. This documentation serves as a reference for later stages of the hiring process, such as comparing candidates or justifying decisions. Detailed documentation can also be essential for legal compliance, providing evidence that the hiring decisions were based on job-related factors.
Scoring responses based on predefined criteria introduces objectivity into the evaluation process. This reduces the influence of personal biases and ensures that assessments are aligned with job requirements.
Scoring allows for a quantitative comparison of candidates, enabling hiring managers to identify top performers more effectively and make informed decisions. A standardized scoring system also adds transparency to the hiring process, allowing stakeholders to understand how decisions were made and ensuring accountability.
Read: FL Schmidt & JE Hunter “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings” Psychological Bulletin (1998) Vol 124, No 2., 262-274
Develop a Role-Specific Knowledge Test
Unfortunately, a subset of candidates will exaggerate or misrepresent their skills on their resumes. A role-specific knowledge test serves as a practical tool to validate the claims made by candidates, ensuring that their stated qualifications align with their demonstrated abilities.
Ideally, the knowledge test allows hiring managers to assess the candidate's technical skills and proficiency in laboratory techniques, procedures, and methodologies relevant to the specific position. This is particularly important in scientific roles where practical expertise is crucial for success. For technical positions, questions might include sample testing tasks, instrument troubleshooting, or data analysis issues that simulate real-world scenarios the candidate is likely to encounter in the laboratory.
Finally, a well-designed knowledge test can be engaging for candidates, providing them with an opportunity to showcase their skills and knowledge. This can enhance the overall candidate experience and attract top talent who are enthusiastic about proving their abilities.
Here are some example questions that could be used to identify a technically proficient laboratory position:
Calculate the mass of butane contained in a 15 mL headspace vial if 50 uL of standard is placed in the vial with a standard concentration of 500 ug/mL for propane.
Describe the difference between SIM and MRM acquisition modes in gas chromatography when coupled to a quadrupole mass spectrometer.
A potency analysis chromatograph analysis reveals peak retention times have shifted 1.25 minutes later in the run than expected. What are some of the possible reasons for this observation and how you prioritize troubleshooting steps?
Conduct Predictive Pre-Hire Assessments
Pre-hire assessments can provide an evidence-based and scientifically supported indication of how closely the individual comes to having the ideal job behaviors and also reduce the risk of early turnover. Using a validated and legally compliant testing tool can help organizations navigate potential legal challenges associated with the hiring process. It ensures that the assessments are fair, unbiased, and relevant to the job requirements.
The pre-hire assessment is job description dependent (i.e. each job description will have a unique set of assessment questions) and is meant to capture information about candidate work preferences, emotional intelligence, and personality as these behaviors relate to the position they applied for.
The ability to test for future job performance depends on correctly identifying the appropriate factors for the role including job eligibility and job suitability. Assessing job eligibility (educational requirements, years and type of experience, required certifications or licenses etc.) through a resume alone represents a comparatively small portion of the critical factors to predict performance.
When job suitability (behavioral competencies including work preferences, emotional intelligence, and personality) is also quantitatively measured, a much higher degree of accuracy is attained to predict individual performance in specific jobs. Unfortunately, job suitability cannot be determined from a resume or CV and standard, unstructured interviews are generally ineffective at revealing key factors.
Results from a pre-hire assessment are analyzed using a validated mathematical formula and a score indicating how closely the individual comes to having the ideal job behavior patterns is generated. The numerical results across a variety of areas provides an easy comparison between multiple potential job candidates. A summary “Suitability Score” is determined by the traits that have been proven to relate to job success and therefore the process includes a comparison with others related to the most important overall criteria – job success.
Predictive job suitability assessments also correlate closely to potential premature termination (voluntary or involuntary) and actual job performance. In a study with 341 employees, each employee completed a pre-hire assessment and overall performance was rated by supervisors scoring attendance, productivity, service quality, and safety at 6 months. Of the employees predicted to have probable success using pre-hire assessment testing, 91% were successful.
Of the employees predicted to fail using pre-hire testing, 75% were identified as poor performers or did not complete 6 months in the job.
The financial and operational relevance of this data cannot be overstated to any company executive or hiring manager: 3 out of 4 pre-hire candidates predicted to fail in the future from poor performance or voluntary/involuntary termination, did!
n = 341 employees | Employee Turnover Rate(Under 6 Months) | Employee Turnover Rate(Projected Annually) |
Best performers | 2% | 4% |
Average to good performers | 5% | 10% |
Poor performers | 24% | 48% |
E4 Bioscience licensed and certified to offer the Harrison Assessment. The Harrison Assessment is a pre-hire assessment which complies with guidelines mandated by both the Equal Employment Opportunity Commission (EEOC) and international standard, ISO 10667-2:2020.
Secure Background Check Authorization
Background checks are a legal requirement in the cannabis testing industry primarily due to the sensitive nature of the work involved and the regulatory framework governing the legal cannabis market. These checks are intended to serve as a crucial component of ensuring the integrity and security of the industry. A comprehensive background check helps identify any potential risks associated with an individual's past activities, ensuring that only qualified and trustworthy individuals are involved in the testing process.
Agencies who provide these services have access to various databases and can retrieve information such as criminal records, employment history, credit reports, and more. Issues that could be identified on a background check, leading to disqualification from working in the legal cannabis industry, may include criminal convictions related to drug offenses, fraud, or any other activities that could compromise the reliability of the testing process.
Consent and Disclosure are required before initiating a background check. This is often done through a standalone document that clearly explains the intent to conduct a background check, what information will be gathered, and how it will be used. This document is provided by the background check agency and must be completed by the candidate before any search will begin.
Of course, after a background check is conducted it is important to review the information and ensure they align with state requirements and then to file the consent/disclosure and results for legal documentation.
There are many organizations that provide various types and thoroughness of background checks. It is recommended to confirm your service provider is approved by the state regulations in which hiring will be conducted. E4 Bioscience uses Laborchex and has been pleased with their cost, result delivery time, and webpage user interface.
Is a Non-Compete Clause Necessary?
A non-compete clause is a contractual agreement between an employer and an employee that restricts the employee from engaging in competitive activities, usually within a specified time and geographical area, after the termination of their employment. The primary purpose of a non-compete clause is to protect the employer's legitimate business interests, such as trade secrets, confidential information, and client relationships.
Unfortunately, cannabis is replete with non-compete clauses often requiring all employees at an organization to sign as a condition of employment. This mindset limits career opportunities of low-level employees, reduces company innovation, and promotes employee dissatisfaction from day one, especially if introduced at the time of employment offer without earlier notice.
Contrary to popular belief, the processes and methods validated in a cannabis laboratory to extract, test, and analyze samples are not top secret, proprietary, or one-of-a-kind purple spotted unicorn activities. Many laboratories required by state law to use a AOAC International, ASTM, and FDA standard methods for which there is little room to customize.
If an employee has minimal influence over revenue or clients (like most technicians), it is a prudent to evaluate the temporal and financial investments necessary to litigate a non-compete breach. This becomes a prominent issue when the defendant is probably not collectable. Recall that laboratory technician positions are not known for their generous salaries.
However, no laboratory wants their client contact list or laboratory developed test validation plan transferred to a competitor just because an employee wants to work closer to home or enjoy a small raise. In cases where there is more obvious business risk, an intelligently drafted non-compete may make sense. However, even if non-compete does not make sense for a particular hire, while recruiting cannabis laboratory employees it good practice to ask about potential non-compete restrictions from current and prior employers.
It is essential for cannabis employers to craft non-compete clauses that are reasonable in scope, duration, and geographic reach, taking into consideration the legitimate business interests they seek to protect without unduly restricting employees' career opportunities. Consulting legal professionals to ensure the enforceability and fairness of such clauses is strongly advised.
Negotiate Compensation and Perks
The cannabis industry known for its fast-paced growth and evolving challenges, so a comprehensive and thoughtful approach to total compensation is essential for building a motivated and resilient workforce.
Many employers think of compensation solely as the amount of money that an employee will receive in exchange for their time, knowledge, and efforts to support the laboratory. However, it is better to think of employee compensation as more than wages and consider the Total Compensation package.
Total compensation is much more than base salary and is directly to higher employee satisfaction and long-term retention. In addition to base salary, total compensation can include a selection of components including:
· Bonuses and incentives
· Benefits
· Stock option and/or equity grants
· Access to training and professional development
· Flexible work arrangements
· Employee assistance programs.
· Perks and allowances
· Career advancement opportunities
Many of the total compensation decisions will be driven by the financial performance of the laboratory, but during early company development, owners will find that attracting top talent is very, very difficult without health insurance. Health insurance is second only to base salary in terms of importance to most applicants.
One common workaround for the absence of an early health insurance plan is to offer an additional stiped or higher wage to offset the cost of health insurance through the open market as part of the Affordable Care Act available through providers in each state.
For more senior positions like a laboratory director, offering an equity stake or stock options is a fantastic way to generate good will and foster long-term planning. A vesting plan that occurs over time is a highly recommended option to help attract these educated, experienced, and essential employees.
If a laboratory has competitive wages, health insurance, and an equity sharing program, the next most helpful offering is a defined professional development plan that includes protected time to attend educational conferences, take additional educational courses, or participate in a project where they are exposed to new ideas and skills. A personal favorite of E4 Bioscience is to hold a regular, scheduled journal club that reviews current opinions, challenges, and findings in cannabis analytical testing.
While the specific components may vary, a fair and well-rounded total compensation package that considers both monetary and non-monetary elements with help to attract, retain, and motivate a talented and satisfied workforce.
Summary of Guide to Hiring Testing Laboratory Employees
In the fast-paced and competitive landscape of the cannabis laboratory industry, the sudden departure of a key employee necessitates a swift and strategic hiring process. This guide, titled "How to Hire a Cannabis Laboratory Team," is designed to assist organizations in not just identifying acceptable employees but in securing exceptional talent.
The guide navigates through crucial stages of the hiring process, starting with the importance of preparing an accurate job description tailored to the unique demands of cannabis testing. It emphasizes the significance of posting opportunities on job boards strategically, screening resumes diligently, and conducting structured interviews to ensure fairness and consistency.
The inclusion of role-specific knowledge tests and predictive pre-hire assessments adds a layer of precision to the evaluation process, helping in the identification of candidates with the ideal job behaviors. The guide delves into the necessity of background checks, particularly in the context of the sensitive nature of cannabis testing, and addresses the complex issue of non-compete clauses, advocating for a nuanced approach that balances protection of business interests with employee career opportunities. Finally, the guide provides insights into negotiating compensation and perks, highlighting the importance of a comprehensive total compensation package in attracting, retaining, and motivating a talented workforce.
Additional resources related to recruiting cannabis laboratory employees
Schedule a free consultation with our cannabis laboratory recruiters to get started on your journey of starting a lab in the cannabis industry.
Did you know that E4 wrote the book on how to start and operate a successful cannabis testing laboratory? The book is called Cannabis Laboratory Fundamentals.
Our cannabis laboratory recruiters identified a chapter of the book that are relevant for each of the steps above.
Recommended book chapters for further reading: