Pre-Hire Testing For Cannabis

Are You Ready To Take The Headaches Out Of Hiring In Your Cannabis Business?

Our 3 step process will put you on the path to identifying and hiring honest, hard-working, and reliable team members in the cannabis industry.

[Follow these 3 steps…]

Step 1: Download AND Print The Competency Library Worksheet.

  • Laser-focus your recruitment and hiring process.
  • Create a framework for employee training.
  • Organize performance appraisals.
  • Identify internal candidates for promotion.
  • Structure a succession plan.
  • Plus, many additional human capital applications

Step 2: Determine The Core Competencies for Every Position In Your Company.

Did you print the Competency Library Worksheet? If not, do it now so you can fill it out and write down any questions you have along the way. 

Begin with one position in your company. It can be any position you choose, but I recommend selecting a role that currently has a large amount of turnover associated with it. Alternatively you can select a job that has been challenging to fill, or that provides a critical function within your company.

Read through the entire list of competencies in the worksheet. Place a check mark by any competency that meets the WTGO criteria “Without This, Game Over!” Your objective is to shortlist all the core competencies that are essential for the position.

Review your short list. Initially it is common for this list to be a bit long. Your goal in the step is to evaluate each competency with a critical eye and trim the fat. Throw out any competency that you classify as “nice to have” and focus solely on the ones that meet WTGO criteria.

There are no hard and fast rules as to the number of competencies that you should ultimately end up with. Here is some general guidance. Hourly, associate, and individual contributor positions usually have somewhere between 3 to 6 competencies. Management, leadership and executive positions often require between 6 to 10.

Once you have compiled your final list of core competencies for a position, it’s time to put them to use. Here are just a few ways that job competencies can help streamline your hiring process while eliminating guesswork and confusion.

  • Create laser-focused job ads that are competency based.
  • Drive your interview process.
  • Provide a blueprint for reference checking.
  • Create a framework for employee training.
  • Organize performance appraisals.
  • Identify internal candidates for promotion.
  • Structure a succession plan.

Step 3: Schedule Your Personalized, No-Obligation Competency Mapping Session.

At this point, you may be feeling a bit confused or overwhelmed. Don’t be. I’ll help you create a competency map FOR FREE, for one position in your company. I’ll walk you through the entire process from start to finish.

Click the button below to schedule your customized, complimentary, competency mapping session.

The best part?

It’s customized, complimentary, and there is no obligation. You have absolutely nothing to lose!


While at MJ Unpacked, many of you asked if my slides would be available after the event. The answer is YES! Click the button below to download the slides.

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