Dispensary General Interview Questions – Embroker

The cannabis industry is still relatively new in many states, so there are many opportunities for you as a business owner to tap into this growing market. Whether you’re gathering the best tips for your future cannabis business or you’ve already started your career (thank you and good luck!), you’re here because you want to know the best dispensary interview questions.

The whole process, from reading the candidates’ CVs to the recruitment process, is long and difficult, and goes through several stages.

To ensure an impartial recruitment process they give equal opportunity to candidatesexperts recommend that you use it method of writing for the blind when selecting candidates. The blind recruitment process hides information about the candidates and leaves only the skills and abilities to the recruiters and hiring managers to see when selecting the candidates they want to interview.

If you don’t think blind hiring is the best option for you, this shouldn’t be a problem. Try to keep an open mind when searching the talent pool. Keep in mind that cannabis is still a growing industry and that you won’t find many knowledgeable people.

You are ready to start the interview when you are sure that you have picked candidates who want their skills and qualifications or because you liked their profile and think they can join your team. Maybe someone who has never worked in a dispensary but has experience with cannabis is a better person for your business than someone who is a few years older. It’s up to you.

Maybe your company is the one that will bring a new person into the cannabis services market already employed nearly half a million in 2021. But to do that, you need to be confident that you can choose the right person. We can help you by providing dispensary interview questions designed to help you evaluate your candidates.

What Are the Common Dispensary Questions?

The questions you ask when interviewing your dispensary’s applicants are important to getting a better understanding of your future prospects. You should ask about their previous work experience, especially if you are looking for an experienced employee. But, you also have to talk to the candidate to see what kind of person he is. Personality is also important.

Ultimately, you want to see if they are the right fit for your company, and you can do that if you ask the right questions and listen carefully. It is unnecessary to ask questions about what you can read from a candidate’s CV. But, if you feel that you need more information about the experience or skills listed in the CV, you can ask the interviewer to provide more information.

After that, you need to summarize what you saw during the interview and choose who you want to see in the next stage.

Let’s take a look at the questions you should ask the interviewers and what you can expect to learn from them:

Frequently Asked Questions

All questions should help you get to know the person better before you start talking about the position they are interviewing with your company. For example, you can ask the interviewee to tell you something about themselves, such as their hobbies and interests or how their education prepared them for their first job.

The first few minutes of the interview are when you can ask about the candidate’s background in the cannabis industry. You can ask if:

  • What drew you to the cannabis industry?
  • Are you comfortable talking about cannabis?
  • What do you think is your best work so far?

This should give you an idea of ​​how they feel about the company and what kind of person they are, especially if they seem friendly or arrogant. Remember that there are no right or wrong answers, and this section should give you an idea of ​​how to approach the interviewer for the rest of the interview.

Questions About Professional History and Experience

Unless you are looking for someone with experience to fill an open position, not everyone you interview will have experience in the cannabis industry. However, they may have the right education, passion, and attitude for the job, so you shouldn’t dismiss someone so easily.

If you’re interviewing someone who has experience working at a dispensary, cannabis brand, or any other company, here are some questions you might consider asking:

  • What were your previous roles?
  • What did you learn in your previous roles that will help you now?
  • What challenges did you face in your last job? How did you defeat them?
  • How well do you know the laws and regulations regarding cannabis in this country?

These questions should help you assess how much experience they have in the past for the new job they would have at your dispensary. They are not very specific to any particular job but should give you an idea of ​​the student’s skills and abilities.

When looking to hire a store manager, you may want to ask about their previous work experience or other experiences they have had to deal with in their career:

  • How big were the stores and teams you managed?
  • What store systems or apps have you used in the past?
  • Have you had any problems with the employees you supervise?
  • How do you deal with difficult people?

Budtenders may also have training sessions during their career that you can ask for:

  • Have you ever had any problems with customers?
  • What have you learned from this experience?

These are just a few examples of what you can ask interviewees about their past experiences. If they don’t have any experience, consider asking hypothetical questions to see how they might react to certain situations in the future.

Job Related Questions

Candidates’ answers to job-related questions should give you more information about their background and show how they cope with their daily responsibilities and challenges. Given that these questions are related to the job you are applying for, many are suitable for both experienced and inexperienced candidates.

Here are some career questions that will tell you whether your future employee may need additional training if you hire them:

  • Do you know the technology used in the dispensary?
  • Do you know how to sell edibles/oils/tinctures?
  • How do you define a good customer in the cannabis industry?

Your future employee can expect to be in a position where they need to do something without having time to talk to colleagues. Here are some things you can show them to see how they respond:

  • How do you deal with a difficult customer (demanding, frustrated, drunk, or high, for example)?
  • If a customer is having trouble with a product, how can you help them choose a different one?

Since they may be working in a dispensary, applicants should be aware that there is a possibility that they may encounter an intoxicated customer. If the person is non-violent, your staff should treat them like any other customer. On the other hand, if a customer attacks or swears at someone, your staff should remove them and call the police, especially if the person refuses to leave.

If a person has answered differently to this question, you should not throw them away immediately, because it is possible that they have not experienced the same thing. Provide guidance instead and determine whether the candidate would be good at handling the problem in the way you wanted.

Questions About Products and Personal Use

Your sales and usage questions should help you learn more about your prospects and what they know about medicinal cannabis:

  • How has cannabis affected your life?
  • What color do you prefer?
  • What types of cannabis products do you like and why?
  • How can you make a sale to your first customer?

If they can explain what cannabis means to them, what they like, and explain what they like, that should show that they know what the market has to offer. However, if you would like to review their technical knowledge, you can ask questions such as:

  • Do you know what terpenes are?
  • How would you describe the difference between Indica and Sativa?

Remember that knowledge is something that can be learned on the job, while practical knowledge and the ability to advise from your own experience can be very valuable to your clients.

Expectations and Plans for the Future?

If someone gets to the interview stage, it means you could be dealing with a cannabis superstar and your future employee. All that remains are the questions about what they expect from this session and their plans for the future:

  • What do you hope to learn in this role?
  • What are your future goals? Would you like to continue as a store manager, for example?
  • What excites you most about the future of the cannabis industry?

Of course, you can always modify these questions to better ask for the role you want to achieve. They should tell you a lot about the person’s aspirations, ambitions, and interest in the industry.

At the end of the discussion, don’t forget to ask the familiar question:

  • Do you have any questions for me?

You can learn a thing or two about the candidate and remove any doubts they may have about the role.

The Takeaway

Bringing in the right talent is essential for your dispensary. By hiring the right people, you not only get the best employees for your business, but you also try to provide exceptional service to your customers, who keep coming back to your store.

When you hire your first employees, you should also consider some of the cannabis business insurance that you should purchase for your company. Apart from the usual insurance policies, such as general insurance, property or business insurance, you should also get employee fees and Employers Liability Insurance (EPLI).

Employers respond to employee injuries or illnesses by paying for treatment and rehabilitation costs, medical expenses, and a portion of lost wages. EPLI covers claims of workplace discrimination, harassment, or failure to promote. Also, if an employee sues you for wrongful termination, your EPLI policy will cover the cost of defending the claim as long as the reason for the termination was unlawful.

If this is the right time to buy insurance for your cannabis businessyou can start with fill out the form and get your quote online and Ebroker’s cannabis insurance partners.