Why Should You Work with an Executive Search Firm?
When you are seeking a senior-level role in your industry, the search and interview process can become tedious and stressful. Working with a recruitment firm opens up new opportunities that you may not be aware of.
Senior-level job seekers should consider working with professional recruiters for the added benefits they provide, such as an expanded network, industry knowledge, and finding unposted positions. Learn more about the do’s and don’ts of working with an executive search firm.
Looking for a new position, especially as an experienced professionalcan be time-consuming. While a job description gives a good indication of the role itself, it is often difficult to discern whether the companies you are considering share similar values or match the culture you are after.
The hiring process is complex at higher levels, so the more you know early on can save you a tremendous amount of time and energy.
Instead of going it alone, work with an executive search firm. They can help you to find the right placement.
This post will cover these key points:
What do executive search firms do
Benefits of working with an executive search firm
Dos and don’ts for interacting with search firms and recruiters
Why you should consider working with Drive Talent
What do executive search firms do
Executive search firms employ expert recruiters who match top talent to open positions in the companies and organizations that hire them.
Executive search firms have deep relationships and an in-depth understanding of their clients; working closely with them to carefully define and craft the role description and strategy for attracting top talent. They help drive their client’s employment brand when targeting passive candidates in the market, and get the word out about positions that are not often posted.
For job seekers, firms also help them find positions that fit their career goals and skill sets. They have lots of knowledge about certain industries and know about positions that are not posted on websites, job boards, or other avenues. Thus, working with a search firm as a job seeker can open up many new opportunities and benefits for senior-level talent.
Benefits of working with an executive search firm
What benefits will you get from working with a recruiter? Here are just a few benefits:
They often specialize in specific industries.
They have large networks and are often the first to know of openings.
They alert executive-level job seekers to opportunities that best match their goals and experience.
They understand what the company is looking for.
They help candidates save time that would be wasted on applying and interviewing for unsuitable positions.
They help job seekers become visible by the employers they want to work for.
They prioritize factors like company culture, interest, and experience matches.
Executive search firms essentially hand-pick opportunities for job seekers after getting to know their career goals, experience and background, and ideal working environment. This takes a lot of the time-consuming and stressful work off the candidate and opens many more opportunities for them.
Do’s and don’ts for interacting with search firms and recruiters
When you start working with an executive search firm or recruiter, there are a few do’s and don’ts to keep in mind.
Do:
Research firms to ensure they are legitimate.
Read reviews or testimonials.
Ask about fee structure upfront.
Ask about similar clients they have helped in the past.
Work with a firm that specializes in your industry.
Clearly communicate your goals.
Ask about the expected timeline.
Don’t:
Interview for a position you are not interested in.
Blame a recruiter for not landing a position.
Interfere too much with the firm’s process – trust their judgment.
Exaggerate your experience or educational background.
Become unresponsive during the process.
Become impatient with the firm or recruiter.
When you find the right recruiter, trust their expertise and allow them to help you find the right opportunities. But always be sure you fully vet the firm, so you feel like they truly understand what you are looking for and have lots of contacts in your specified industry.
Why work with Drive Talent?
When you feel ready to begin your search for an executive-level role, work with the team at Drive Talent, a woman-owned recruiting firm specializing in senior-level positions, sales, marketing, and cannabis. We help executives find the right roles with the right organizations to meet their career goals. We are committed to customizing our approach so that each of our clients is satisfied with the results of our time together.
Contact Drive Talent to get started on your search for the right executive-level position in your desired industry.
Nail the Cannabis Interview: Top 10 Questions to Know
Looking for a senior-level position in cannabis? This industry is still new, and you need to be prepared for tough interview questions. Take a look at these top 10 and start preparing.
Working in the cannabis industry has many career advantages. Because these positions are unique, candidates need to be prepared for the right interview questions.
When interviewing for a high-level position in cannabis, preparation may look a little different from other roles. The cannabis industry is unique and still quite young, so there is an opportunity to use your experience to express creative ideas, showcasing your potential as a leader.
Here are 10 questions interviewees should be prepared to answer when interviewing for a cannabis position:
What do you know about cannabis?
Have you worked in the cannabis industry before?
What customer service experience do you have?
How does this position fit into your career goals?
What interests you about the position?
What skills would help you succeed in this role?
Describe a time you had to deal with a challenging situation at work.
What do you know about our company?
How do you deal with change?
What questions do you have about the role or company?
1. What do you know about cannabis?
The interviewer will almost certainly ask what you already know about cannabis products and the industry as a whole. The response should be related to what the position entails. For example, if the role involves explaining types of cannabis to customers, you will want to show a basic knowledge about the different strains and their uses.
2. Have you worked in the cannabis industry before?
A related question will be about work experience. Previous cannabis experiences will be a bonus. However, because the industry is still young, it may not be a requirement. Discuss similar positions and related those experiences to the position you want. Because you are seeking a high-level position, show the interviewer that you have relevant practice under your belt.
3. What customer service experience do you have?
Many cannabis positions deal directly with customers. If this is the case, be prepared to talk about customer service experience. Again, even if you do not have much in this area, spin experiences you do have to showcase why you would excel in the role.
4. How does this position fit into your career goals?
Be prepared to discuss your desired career path, including past experiences and future goals. Think about why working in cannabis will help you reach your professional goals. Do you plan to stay in the cannabis industry in the long-term? Or is it just a stepping stone to move elsewhere? Relate potential job duties to your career growth. Make it clear why you want this particular role and how it relates to your future.
5. What interests you about the position?
You may be asked what in particular interests you about the role. Be prepared to explain why you want to do the required daily tasks. What will you learn from them? Why is the position meaningful to you? And, talk about the company. Why do you want to work for them? How can you represent them accurately as a leader?
6. What skills would help you succeed in this role?
Make a list of all of your skills and strengths. Nail down a few that relate to the cannabis position. These could be tech skills, managing people, working with customers, being detail-oriented, and many more. This question is all about aligning your strengths with the role’s responsibilities.
7. Describe a time you had to deal with a challenging situation at work.
This is a common situational subject that is likely to come up during an interview. The interviewer will want to know how you deal with conflict, especially as a manager. Have one or two scenarios prepared and ready to discuss. What was the problem? What did you do to solve it?
8. What do you know about our company?
Always do your research about the company you are interviewing with. You want to show that you care about what they do and that you are familiar with their process and values. Otherwise, it will not be clear to the interviewer that you really want the job. Research what makes them unique and where they fit into the larger cannabis industry.
9. How do you deal with change?
One thing that is certain with cannabis is that the industry is always shifting. Whether because of new laws and regulations or in response to extreme upticks in demand, workers in this field have to be adaptable and flexible. Be prepared to talk about how you can respond effectively to change.
10. What questions do you have about the role or company?
Finally, make sure you prepare a few questions of your own. These could be related to duties, salary, benefits, work culture, employee structure, and more. This is your opportunity to assess the company to ensure it is the right fit for you. Remember that you are interviewing each other, and the process should not be one-sided.
When you are looking for high-level employment in the cannabis industry, consider working with a recruiting firm like Drive Talent. We specialize in aligning candidates to senior-level roles and understand the demands of this new and unique market.
Contact the Drive Talent team to learn more.
Top Culture Fit Interview Questions for Executive Positions
Interviewing executive-level candidates requires weighing qualifications and experience with cultural fit. What questions should you ask to find out if they align with your values?
Hiring business leaders requires a good cultural fit. What questions should you focus on?
Searching for executives can be a long process that will likely require multiple interviews with top candidates before you decide. While educational background, management experience, and qualifications are all important considerations, ensuring the candidate aligns with your business’s culture is also a top priority.
Company culture remains a crucial component of business success and employee engagement. One survey showed that 82% of organization leaders think culture potentially gives them a competitive advantage.
What cultural-fit questions should you ask executive-level candidates in interviews? Areas of focus include:
Preferred work environment
Personal and professional values
Leadership and work styles
Decision-making process
We will be diving into each of these topics and providing some strong interview question examples so you can start preparing.
Preferred work environment
One way to assess a cultural fit is to ask candidates the type of working environment they prefer. They may draw on experiences of what has and has not worked for them. You have likely already established a culture based on a common vision at your company, so new leadership needs to align with this vision. Questions to ask include:
In what circumstances are you most productive?
How do you prioritize work culture?
What do you think improves employee engagement and satisfaction?
How could you align employees around a common vision?
What have you learned from past work environments? Likes and dislikes?
Personal and professional values
The next step is to determine whether the candidate’s values align with those of the company. You want to bring in a leader who can show a strong commitment to the company’s top priorities. They need to be passionate about helping the business reach its goals.
For example, if your business has core values of integrity, transparency, and customer-centricity, leaders should hold those values in their personal and professional lives. Great candidates may also add something valuable to the business, contributing to a positive change.
Ask these questions to determine a fit based on values:
What drove you to pursue a career in this industry?
What most inspires you about the work we do?
What do you know about our company?
How do your values align with ours?
What values do you live by?
What are the biggest priorities in your career?
How do you think you could contribute to helping us reach our mission?
Leadership and work styles
A person’s approach to management and work, in general, is a good indicator of cultural fit. You need to understand how they think teams should collaborate and get work done, as well as how they would deal with challenging situations that arise in the workplace.
Here are a few questions to get down to the foundation of their leadership style:
How would you describe your leadership style?
What is your approach to conflict management at work?
What qualities make an effective manager?
What makes a bad boss?
How do you make objective decisions as a manager?
What role do you believe empathy plays in leadership?
Describe a time you had to handle a challenging, high-stakes situation.
What has been the biggest challenge you have faced as a leader?
Decision-making process
Consider how you want executives to handle decision-making. For example, some companies are dedicated to including employee feedback, while others have a more closed-door approach when the stakes are high. Your top candidates need to exhibit similar viewpoints as yours. Because they will be making tough decisions for the company, their process must be clear.
The questions to ask include:
How do you make decisions as a leader?
How important do you think employee’s opinions should be in decision-making?
How would you gather feedback from workers?
Provide an example of a time when you had to make a tough decision. How did you do it?
How would you handle a situation in which multiple departments or individuals had to be involved in a decision?
Why work with an executive recruiting firm?
Now you should have the basics of assessing cultural fit for leadership candidates. But sometimes you need additional help to find the right person for your company. And hiring the right person in an executive-level position is a must.
Work with the professionals at Drive Talent LLC, a woman-owned firm based in Chicago. We specialize in helping you find executive-level talent that fits well with your company values and priorities. Contact the Drive Talent team to get started.
Draw Recruiter Interest with a Powerful LinkedIn Profile
Increase recruiter interest on LinkedIn with an optimized, unique, compelling profile.
Key takeaways:
Recruiters use LinkedIn more than any other social platform to find suitable candidates
LinkedIn has over 260,000 active members
A lackluster profile can turn recruiters off
Your profile helps you rise above the competition
An optimized LinkedIn profile can help recruiters find you and help you find the position you want
Recruiters are playing an increasingly important part in the hiring process. In fact, 89% of recruiters have found and hired candidates through LinkedIn.
The professional social network has more than 260,000 active members. While not everyone on the platform is looking for jobs or even a job in your field, many are. There are 55 job applications submitted per second on the platform.
If you look at the upper left under your photo on your LinkedIn homepage, you will see who has viewed your profile. Have you heard from any of those recruiters?
There are several reasons why a recruiter does not reach out, but one of the biggest is a lackluster LinkedIn profile.
Your profile’s goal is to get you noticed, break through the multitude of other candidates, and get the opportunities you want. Make your profile express who you really are and make it soar above the competition to attract serious recruiter interest.
Seven tips for creating a strong, compelling LinkedIn profile
Think of your profile as your personal brand. There is no magic formula. What makes you uniquely you is what makes for a compelling profile, but here are some things to consider:
1. Identify and speak to the right audience
What kind of job do you want? In what industry? Your profile content should be crafted to highlight those skills and accomplishments that best apply to the type of position you want.
2. Update your intro
That is the first thing everyone sees because it is right under your name. By listing your industry, you will get up to nine times more profile views. Adding your location can get you up to 19 times more views and a 38-time boost in discovery via recruiter search.
3. Write a compelling story for the “about” section
The about section (formerly called the “summary” section) is your place to shine. If you do nothing else, make sure this section grabs attention and keeps it. Consider this your virtual first impression, so it needs to count.
Showcase key skills and how you have added value and made an impact or important contribution. Consider this section your professional biography. Do you have a personal mission statement? What motivates you? What do you think makes you stand out?
For inspiration, take a look at these great examples.
4. Ask for recommendations
Recruiters will still check references, but they also look at the recommendations section. They look for detailed and unique endorsements that highlight the strength of a candidate. What they want to see are performance examples rather than vague statements. Ask former supervisors or clients for recommendations rather than co-workers or acquaintances.
Your recommendations help recruiters get a holistic view of who you are beyond what you have to say for yourself. To help get these favorable mentions, make a request and supply a draft as a starting point.
5. Make sure you appear in searches
SEO counts on LinkedIn, just like it matters everywhere else. Do some keyword research, and then add them in where appropriate in each section.
Some other things that will boost your search appeal include:
Name your headshot to include your name or relevant keywords, so they are indexed with Google. This means your face will appear in image search results.
If appropriate, create backlinks in your “about section” or even in the “experience” section. Some things to link to include blog posts you wrote or whitepapers mentioning accomplishments.
6. Have a great headshot
You have done the SEO work to get high in the search results, but you still want to make recruiters want to click on your profile.
Recruiters spend about 20%of their time looking at the photo, so a selfie will not cut it. Your photo should look professional and reinforce your personal brand.
6. Do your housekeeping
Make sure your profile stays updated, logging job changes, adding additional recommendations and skills, and staying active with posting relevant articles.
7. Never, ever lie
This should be a given, but did you know that one-third of people lie in their profiles, and 11% of those have a profile that is a complete lie? It is hard to imagine why anyone would do this since so much information is available at our fingertips. You will get caught, and you risk your professional reputation.
Lying is not the only thing you should not do, however. There are other things that can break or make your LinkedIn profile.
Dos and don’ts
You probably belong to several social networks, but LinkedIn, by far, provides the most comprehensive picture of the professional you. In fact, if you use a search engine and input your name, your LinkedIn profile is the first thing likely to show up.
To create a profile that impresses recruiters enough to present you with that dream opportunity:
Do:
Turn off update notifications so you do not send tons of notifications to your network.
Use ASCII symbols to add some visual interest since LinkedIn does not allow font formatting within your “about” section.
Include your contact information, which is only visible to first-degree connections. Be sure to use an email address you check often. This shows you are willing to be contacted in ways other than direct messages.
Add multimedia files by uploading presentations, videos, documents, or photos to the experience and education sections.
Include interests in the interest section. It gives recruiters a better idea of who you are, and they can be used to establish rapport.
Don’t:
Keep LinkedIn’s default headline. This is created automatically. However, if you want to appeal to recruiters, write your own. Remember to include keywords, your location, and your industry, as noted above.
Stuff keywords. Do not try to game the system. LinkedIn will catch on and delete your profile. Place keywords strategically so they read naturally.
Put every single job you have had in your experience section. Only include those jobs that apply to what you seek for your future. It is recommended that you list no more than 15 years of experience on your profile.
LinkedIn is a great platform to connect with recruiters, but to maximize your chances of finding and getting your next fabulous job, you have to take matters into your own hands. To find the job of your dreams, make yourself a candidate recruiters and employers dream about.
Drive Talent appreciates what makes you unique
We rise above the chaos to protect and curate critical human connection and chemistry during a time when recruiting has become commoditized and omits what makes companies and candidates unique.
Looking for a new career? Struggling to make the transition? Drive Talent can help.
We are a woman-owned, Chicago-based recruitment firm that specializes in executive-level and sales and marketing professionals.
Contact Drive Talent to learn more about our services for both employers and job seekers.
Tips for Hiring Executive-Level Leadership for Your Startup
Startup executives need to have a unique mix of skills, qualifications, and personality traits to be successful. Make sure you focus on cultural fit and reputational implications when you start the process.
Young companies have a unique set of requirements for their leaders. What skillsets and qualities should you look for when hiring executives for a startup?
Creating a solid leadership team is crucial for your startup to keep growing. But unlike large enterprises or legacy companies, startups have unique needs, and thus executives need to have a specific mix of skills and qualifications.
Before you get started in your search, create a set of goals and a plan of action to help you reach them. For example, consider the new hire’s responsibilities and what personality traits will help them succeed in the position.
We will be walking through these tips to get you started:
Know when it is the right time to hire an executive
Focus on hiring cultural fits, not just qualifications
Remember – executives have a big impact on brand reputation
Work with an executive search firm like Drive Talent
Know when it is the right time
You may be putting off the inevitable, continuing to take on all aspects of running your business yourself. Founders can be especially slow to delegate tasks since they are used to doing it all. But part of a successful executive hiring strategy is knowing when to take the leap and bring in new leaders.
One rule to live by, the 50 Percent Rule, states that it is time to get help when you are only accomplishing half of all the tasks that a business function requires. If this is the case, executive-level help will keep you moving forward.
Focus on hiring cultural fits
Of course, education, professional background, and qualifications are all important considerations when hiring executives. But, it is crucial that the person you hire fits in culturally with your team and can align with your company’s core values. In many cases, these considerations may be more important than hiring based on past experience alone.
When interviewing, consider committing a portion of your questioning to personality and work culture. Ask them about their vision for a successful workplace and where they would feel most comfortable. What kind of environment would allow them to succeed?
Go over your startup’s values and vision, and ask them if they share those values. How have they shown a commitment to those values in previous positions? What has always driven them in their career path?
Remember that you are interviewing each other, and they will be assessing if your company fits into their ideal career trajectory. The relationship should work well for both parties.
Remember the reputational impact of executives
Hiring an executive for your startup should go beyond the normal vetting process. This person will be representing your brand, and their actions (past and present) matter. Because their own professional reputation may be scrutinized by your audiences, here are some tips to ensure you are being extra careful:
Reach out to your networks to find candidates that someone you know can vouch for.
Ask for references and actually use them. Inquire about weaknesses as well as strengths.
Conduct a more vigorous background check, including financial, professional, criminal, and even academic records.
Hold multiple interviews in the process to get to know the candidate in various settings. This also may include allowing other team members to be involved in interviewing and screening.
There may not be a perfect executive, just as there is no perfect person, but it is still important to fully vet everyone being considered for the position.
Hire an executive search firm
Even with the best of intentions, you may just not have the time to put enough energy into the hiring process to ensure all these considerations are followed. Fortunately, executive search firms can do a lot of the heavy lifting for you. They know how and where to find the right candidates who will align with your goals and vision. An executive search firm will have many resources, so your candidate pool is wider, which is especially important when you are hiring an executive.
The team at Drive Talent is ready to help you with your search. We specialize in finding executive-level talent with a focus on sales, marketing, and the cannabis industry. We know how important it is to find the people who align with your startup’s goals and culture, and we help you find long-term hires.
Drive Talent is a woman-owned firm based in Chicago. Contact our team to learn more about our approach and how we assist clients like you in finding the right executives.
Top 6 Cannabis Careers Worth Exploring
Working in the cannabis industry can be a rewarding and promising career. Learn the top roles in the market right now and the type of background and experience these positions usually require.
Here are 6 different types of cannabis positions to know about
Finding the right career path takes time. But it also requires aligning passion and skills with the right industry. Many people across the nation are recognizing the benefits of working in the fast-growing cannabis industry. If you are interested in finding your way into this market, where do you start? What kind of experience do you need? And what are the most popular career paths?
Here are six top cannabis positions to keep an eye on right now:
Edibles chef
Dispensary manager
Budtender
Harvester
Marketer
Delivery driver
We will take a deeper look at each of these roles, including the desired experience and background.
1. Edibles chef
The world of cannabis edibles is growing. This means that chefs are stepping up to make unique, original creations to give them an edge in the market. Edibles include baked goods, candies and gummies, teas, chocolates, sauces, desserts, and more. In addition to edibles chefs, there are also many similar workers involved in the creation process, taking over tasks like packaging up the edibles, working the assembly line, and others.
Experience and qualifications for these roles will vary, but past positions handling food and making original food creations are assets. Sometimes a degree or educational background in culinary arts is preferred.
2. Dispensary manager
Dispensaries are the retailers that put the products in front of the customers. As with any retail space, a store manager is in charge of everyday dispensary operations, employee matters, scheduling, and sales. They may also be responsible for hiring the team of budtenders and salespeople on the floor and handling escalated issues.
Managers should have experience either in working in dispensaries or other similar retailers. Previous positions managing other people will also be an advantage when trying to land a dispensary manager role. If seeking a role in a medical marijuana dispensary, a background in pharmacology will set you ahead of the competition.
3. Budtender
Budtenders are experts on cannabis products. They are friendly, personable, and can answer any customer questions about the different selections. Just as a bartender would have a thorough knowledge of all types of drinks and spirits, budtenders can advise customers on appropriate strains for their needs.
In addition to knowledge about cannabis, successful budtenders should have experience in customer service, sales, or similar retail environments.
4. Harvester
Harvesters are a significant part of the cannabis industry. They are in charge of growing and trimming the plants themselves, and sometimes extracting and packaging tasks, as well. For people looking to scale in the cannabis industry, harvester positions can be a great place to start. But, they can also turn into long-term careers.
Harvesters have an in-depth knowledge of the plants, how the supply chain works, and other helpful information about the industry, all with firsthand experience. Individuals with a passion for learning about cannabis, even if they have no relevant experience, are often good candidates for these roles. It should be noted, that some employers in the space prefer for those working within a grow operation to possess an agricultural background.
5. Marketer
The cannabis industry is young and growing, and businesses need excited, adaptable individuals to lead their marketing and advertising campaigns. Cannabis marketers need to keep abreast of shifts within the industry. They should be able to spin a brand’s message so that it resonates with the right audience. And, marketers should be familiar with and have multi-channel experience.
Education and experience in marketing, social media, and similar roles are required for these positions.
6. Delivery driver
Delivery drivers are in pretty high demand, particularly for medical cannabis products. This is another role where someone interested in cannabis can break into the industry or begin a long career, providing a necessary service.
These people are responsible for loading products, driving a company vehicle, scheduling drop-offs and pick-ups, and other related tasks. Drivers could also be truck drivers transporting products from location to location.
Work with a recruiting firm focused on the cannabis industry
If you are interested in working in the cannabis industry in one of these roles or others, it is wise to work with a recruiting firm with knowledge of that particular market. Drive Talent LLC helps both candidates and companies align their goals and right the right fit.
Drive Talent is a Chicago-based boutique recruiting firm run by women. Contact us to learn more about how we can help.
Top Qualifications and Characteristics for Cannabis Executives
Looking for an executive-level role in cannabis? Do you have what it takes? Learn about the top qualifications and personality traits these individuals should have to excel.
What does it take to excel as an executive in the cannabis industry? We look at the top qualifications and characteristics that lead to success in these roles.
The cannabis industry is booming, and many professionals are interested in this fast-growing industry. If you want to break into this market or work your way up to an executive-level role, where should you place your focus? What qualifications and characteristics does it take to succeed in these higher positions? And what unique skill sets are required?
This article will be diving into:
Qualifications and background for executive-level cannabis professions
Personality characteristics to have
How Drive Talent can help with placement and recruiting
Qualifications and background
Here we look at the key qualifications an executive in the cannabis industry should possess.
Industry knowledge
It is important to have a thorough knowledge of the process and market to land an executive-level position in the cannabis industry. This includes staying abreast of news and information such as:
Changing laws on the federal and state level
Uses of medical cannabis
How the supply chain works
Best practices for management
This knowledge can come from experience working in the cannabis world, from farming to distributing and dispensaries. Having this in-depth knowledge can better position you for a change to an executive role.
Management experience
It is favorable to have experience managing supply chain operations, coordinating multiple business functions, and overseeing staff, even if this experience is outside of the cannabis industry. These roles will help you manage the daily challenges that executives face. Your previous managerial experience will have equipped you to lead a cannabis team effectively.
Relevant training
There are many cannabis-related training courses and programs offered around the country. While these opportunities are not necessarily required to break into the industry or become an executive, they can help you understand how everything runs and where your role might fit into the larger picture.
Personality characteristics
Next, we will cover the personality traits and motivators that will help cannabis executives excel.
Interest in a new industry
It takes a special person to be effective in a top-level role in a young industry. These roles take patience, persistence, motivation, and creativity. Because executive-level cannabis roles are relatively new, there is often no roadmap for how to lead. It takes using what you know from other industries and businesses and applying it to this unique world.
Understanding of its potential in helping people
It is also crucial to recognize the product’s benefits and not be solely focused on financial opportunities. It takes someone who is willing to learn because discoveries about cannabis’s benefits continue to emerge as new research is conducted. Optimism is essential for workers in the cannabis industry.
Flexibility and versatility
Because the commercial cannabis industry is still young, it is important that executive candidates are ready and willing to adapt to whatever comes next. They should have an open, creative mind, and be willing to pivot when necessary.
Communication and people skills
The cannabis supply chain has many moving parts, and all must work together to get the best products on the market. As an executive, it may be your responsibility to manage multiple people and functions to ensure everything runs smoothly. This takes excellent communication skills, both written and verbal, and expertise in dealing with people.
The bottom line: cannabis executives need to have the right mix of experience and knowledge of the industry and a creative, adaptable spirit. When these characteristics can come together, executives can lead in this new industry with confidence.
Looking for employment in the cannabis world?
The team at Drive Talent LLC is here to help. We help place executives in the right roles and work with companies within the cannabis industry to find the perfect candidates. We have a vast knowledge of the industries we serve so that we can better place talent.
Drive Talent is based in Chicago and is woman-owned. Contact our recruiting firm today to learn more about what we do and who we serve.
Why Now Is the Right Time to Break into the Cannabis Industry
The cannabis industry is growing quickly. More and more businesses are popping up every day in each step of the supply chain. Here is why you may want to consider getting your foot in the door.
The cannabis industry is booming, and now is the perfect time to explore career opportunities in this space
New companies and positions are created every day in cannabis, and professionals are transitioning into the industry because they recognize the potential for long-term growth in cannabis. Young companies are seeing major profits and will not be slowing down anytime soon.
We will be taking a look at some of the biggest trends in cannabis and shedding light on why the industry has so much potential. This article covers:
Industry growth and projections
Employment by the numbers
Hottest positions in cannabis to consider
Ancillary cannabis opportunities, including recruitment
Cannabis industry growth
By 2025, annual sales of medical cannabis are expected to reach $13.1 billion, and the total legal sales of cannabis will reach $30 billion. Medical cannabis is legal in 34 states, and recreational adult use is legal in 11. During the November 2020 election, four additional states voted to legalize recreational cannabis.
Cannabis is becoming more popular, and some believe the increase is largely due to anxiety associated with the COVID-19 pandemic. A survey from Brightfield Group showed that 40% of consumers are planning to use CBD because of the pandemic, and 15% are planning to increase their dosage. Both CBD and THC cannabis products are increasing in demand.
Aside from the overall statistics, it helps to look closer at a business that sees these effects firsthand. The organic gardening and hydroponic company GrowGeneration, which first started in cannabis in 2014, saw a 50% increase in walk-in business and is currently valued at $770.5 million. The company more than doubled revenue in the second quarter of 2020 alone.
These numbers highlight just how quickly the cannabis industry is growing. Now is the time that businesses can take advantage of soaring profits.
Employment numbers
Employment opportunities are also increasing. At the beginning of 2020, one report found a 15% increase from the previous year in full-time positions in the legal cannabis industry. And that percentage is set to keep going upward from there.
Compared to other young markets, career growth for legal cannabis is expected to be 250% between 2018 and 2028, whereas the next highest industry is solar energy, with just 63% growth for that same 10-year period.
As of early 2020, the legal cannabis industry was supporting around 243,700 full-time positions.
Hottest cannabis industry positions
Because the cannabis industry is young, there is a significant need to fill positions of all types. This is good news for those interested in a career in this fast-paced, fast-growing industry.
New farms, distributors, biotech, biopharma, biosciences, and companies all along the supply chain are seeking highly skilled individuals looking to break into the market. So, no matter where you are in your career, there is probably an opportunity for you.
Here are some of the hottest cannabis positions to be aware of right now:
Chief Executive Officer (CEO)
Director of Sales or Sales Executives
Public Relations Executive
Edibles Chef
Master Grower
Cannabis Store Manager
Other cannabis industry functions
Along with the opportunities discussed above, there are also many ancillary cannabis positions available with companies experiencing positive growth from the cannabis industry.
Consider marketers and advertisers. Now, more businesses are focusing on cannabis to help young companies increase awareness about their products. Other businesses in the professional services realm include law firms, financial services, accounting, and more. These service providers are crucial because the cannabis industry has unique regulations and laws.
Other secondary businesses in this industry include construction companies, packagers, equipment providers, and even venture capitalists.
Working with a cannabis-focused recruiting firm
Another impact has been on hiring and recruiting. Often executive-level positions in cannabis require a special combination of skill sets and experience. It is wise to work with professionals who understand this unique mix of qualifications.
Drive Talent, a boutique recruiting firm based in Chicago, focuses on finding the right candidates for executive-level cannabis industry positions. We are a woman-owned business and can assist with executive-level, sales, and marketing roles within the industry.
To get started, contact the Drive Talent team to learn more about our unique approach.
How to Find the Right Executive Search Firm
Finding top talent is not an easy process, especially when the position means high risk for the company. Here is why working with an executive search firm may be the right way forward.
How to determine if an executive search firm is the right option
The hiring and recruiting process can be challenging when hiring for a senior-level position. It is important that the candidate integrates well with the company culture, represents the brand effectively, and has the right mix of experience and skills.
One way to ensure success is to work with an executive search firm. These organizations can take over many recruiting tasks that help you find the right candidates and free up your time to focus on other business functions.
This article will cover:
Why you would need to retain an external firm
The benefits of working with an executive search firm
How to find the right firm to partner with
Why you would need to retain an external hiring team
Filling a senior-level position
One of the most common reasons companies hire an executive search firm is when a senior-level position is open and the stakes are extremely high. Because hiring out can be an investment, it is often reserved for these higher-level openings.
Rare mix of expertise
Another scenario is if the candidate you are looking for has a mix of experience that is not easily found. It can be extremely challenging to find the right blend of skills and background on your own. You know what you want, but you may not know how to find it.
Discretion is required
If your search requires the utmost secrecy, it is wise to get help from an executive search firm. For example, if you are looking to fill a position that is currently taken by someone who is not working out and that person is not aware of the upcoming transition.
Diversity initiatives
You may be focusing on diversity and inclusion in your organization. If you know you need to take steps to create a more representative team of leaders, work with an outside firm to take the right steps while ensuring you are following laws and regulations and operating under the right policies that support equality.
Benefits of working with a search firm
Executive search organizations can support you if you are going through the above changes or scenarios. Working with a search firm will help you:
Gain an edge in your industry with better hires
Speed up the search process
Expand existing networks and contacts
Gain expertise you may not have
Free up time to focus on other mission-critical tasks
Build or improve your employment brand
Executive search firms also ensure that you hire people who align with your company culture and values. They can customize their services to your particular goals and needs for a given position or industry climate.
Finding the right firm
Now that you know when you may need an executive search firm and the benefits of working with one, how do you find the right search organization? Here are a few tips to keep in mind.
1. They must know your industry
Find a search firm that knows your specific industry well. They should have experience and lots of networking opportunities for your target market.
2. They specialize in the positions you are looking to fill
One of the first questions you ask should be if they have worked to fill similar positions in the past. What were the outcomes? Were their previous clients satisfied? They should also have an impressive executive-level track record. Ask for references or testimonials.
3. They have similar core values
When you are looking for firms, make sure you evaluate what drives them. What are their core values? Why was the firm founded? What do they care about the most?
These are important questions when you want to be sure a firm will help you hire based on cultural fit.
4. They are transparent
It is important to work with a firm that will always be transparent. This kind of relationship requires open, consistent communication. You should always trust the firm and know that they are working for your best interests.
5. Ask about individuals you will be working with
Sometimes it is more about the individuals helping you. Ask about the person you will be working with, and make sure you get to know them before you hire them. They should be driven to dig into what your company does and the precise characteristics and experience you are looking for in a candidate. They should also be concerned with helping you meet each goal.
Why work with Drive Talent?
When you need experienced professionals to help with your senior-level recruiting initiatives, work with the team at Drive Talent. We personalize our approach to your needs and help you find top-level candidates. We are a woman-owned business with a unique focus on executive, sales, and marketing positions.
Contact the Drive Talent team today to get started with a better executive search process.
Tips to Boost Your Career with a Professional Business Association Membership
Professional business associations are an invaluable resource for professional development, and memberships, when done right, leads to valuable connections.
Professional organizational memberships, when done right, lead to valuable connections
Professional business organizations are an invaluable resource for professional development, a place to show expertise, and a place to network for collaboration and support. It can also be a place where entrepreneurs learn about potential new positions and create new business connections.
All industries have professional associations. Whether you join a local organization, a local association, or a group with a specific focus, they offer opportunities to learn and grow in your chosen field. Joining the right group can even offer a competitive edge when applying for a new position.
Professional organization benefits
Each professional organization is unique, but all offer some basic benefits, including:
Member-only online resources. Most organizations have a website with a “members only” section that offers resources, including message boards and listserv subscriptions that send notifications of events and exclusive opportunities. These sites also offer blogs or white papers on topics like building your business, how to run a business, and various career development resources.
Opportunities to network. Professional organizations can help people grow their existing relationships and identify new business connections. They often hold meetings and have mixer events. Being active and engaged is the key to success in a professional association. Seek out opportunities to join a committee, offer to speak on an area of expertise, and seek out introductions to those who share common interests. Lasting bonds can be formed this way, and these relationships can prove a great source of ideas, inspiration, and motivation.
Learning and certifications. Association members often have access to workshops, seminars, conferences, and classes that build on current skills or present the opportunity to learn new ones. Members may also have access to information, such as taxes, human resource management, and other important business aspects.
Discounts on professional publications. Many organizations have newsletters that members receive free and offer discounts on subscriptions to journals, video classes, and relevant magazines.
Support systems. Organizations often offer mentors and formal coaching. This builds confidence and offers invaluable information straight from someone who has “been there and done that.”
Picking the best organization to join is important. As a busy professional, time is valuable.
How to choose a professional organization
Associations in the U.S. hold over 315,000 meetings, with about 60 million people attending. This presents unlimited networking options and many opportunities to get involved. But how do you pick the right organization?
Define goals
People have different motivations for joining organizations, so deciding what provides the most beneficial experience based on whether that organization can help meet the defined goals.
Look at the organization from every angle
Attend a few meetings and speak with other members and leadership and ask questions. Sampling programs and meeting the people involved means discovering if the members are the right fit and whether the organization is worth spending time on. Also, find out more information about the leadership and board roles in leadership. What the association does and what they care about should also offer aligned values.
Talk to peers
Use a current network with colleagues or other business owners. Question them about any organizations they belong to and what they get out of the experience.
Reviewing benefit lists and comparing dues’ cost is not the best way to choose a professional association. Finding the right organization means finding the best pathway to achieving defined goals and career objectives. Avoid organizations that just look good on paper or those that might just look good on your resume.
Find an organization that fosters engagement and the opportunity to get involved with activities that offer real benefits for your career.
Get the most out of membership
Professional organizations offer many benefits. However, using them successfully requires time, and most professionals may not have much to spare.
It is all about human connection. To make the most out of a professional business association membership, follow these tips:
Attend several events in a short period of time. This creates familiarity with fellow members and helps build relationships.
Make high-quality connections with are personal touch. Work the room and listen in on interesting conversations. When meeting someone new, ask about their hobbies or families to foster a personal connection that they will remember.
Decide who you want to meet. This might include someone in a particular field or position and then build a relationship. When moving the conversation to business, ask how you can help them, ask for ideas, and inquire if they can make some introductions.
Follow through. After meeting someone send an email with something of value like a recommended article, an introduction to someone they might want to know, or an event they might like to attend.
Take a leadership role. If the opportunity presents itself, head a committee, or take another position of responsibility. This will show a willingness to work hard, and boost status within the organization, which will lead to more connections and more opportunities.
Build your network with Drive Talent
At Drive Talent, we rise above the chaos to protect and curate critical human connection and chemistry in a time when recruiting has become commoditized and omits what makes companies and candidates unique. We can help you recognize and build your own connections to move you forward professionally.
We believe the potential for greatness exists in everyone and see ourselves as the facilitators for identifying what this means for our clients and candidates.
Contact the Drive Talent team to learn about our customized approach to recruiting.
Top 5 Ways Leaders Can Institute Employee Recognition Programs
Employee recognition can boost motivation, satisfaction, company culture, and productivity. Here are five ways that leaders can start effective recognition programs.
Employee recognition programs work. They influence company culture in positive ways and contribute to retention, motivation, and productivity.
As a leader, looking for methods to improve company culture will directly impact retention and, ultimately, profitability. Recognizing employees’ hard work is foundational to job satisfaction and motivation.
Recognition programs can look different depending on the industry, team, or department but the general purpose is universal. Recognition shows employees that their contribution matters and their commitment to the company is appreciated. When employees feel valued, it fosters a culture of positivity and collaboration.
Employee recognition empowers long-term company success, and it supports business drivers like high productivity and low turnover. We explore why recognition programs work and the top five ways you can institute an effective system.
Why do recognition programs work?
When workers feel recognized and are rewarded for their hard work, they are more satisfied at work. More satisfied employees improve the bottom line. In fact, research shows that highly engaged teams lead to a 21% increase in profitability.
Recognition programs also help leaders and managers set clear goals and expectations. When employees know what is expected of them, and are recognized and rewarded for meeting goals, they will be less likely to seek out other companies for career fulfillment.
How to implement a recognition program
Here are the top five ways you can institute a program that will boost motivation and retention and contribute to a positive company culture.
1. Reward system
Contests and friendly competitions can be the perfect way to recognize employees and keep them working toward a goal. When they reach a certain number or target, they receive something they want like a bonus or gift. Cash awards like a bonus or an extra paid day off can be very effective.
Make sure that the contest is applicable to each team’s primary function and that the reward is enticing. These systems directly show workers that what they are doing is worthy of appreciation.
2. Public recognition
Another way to implement a recognition program is to recognize workers publicly. Methods to do this could include posting on your social media accounts or making an announcement during a company-wide meeting. Sometimes all an employee needs to feel appreciated is recognition for doing something really great. This encourages other employees to strive for similar goals.
3. Point system
A points system is similar to the rewards system but works in a more incremental way. Create a program where a team works to hit targets each week to receive a certain number of points. They could receive special “badges” or other indicators that keep them on the path to keep achieving the next level.
4. Peer-to-peer recognition
Consider letting employees recognize one another instead of rewards coming from a manager. Co-workers who work together each day will have a full picture of another’s successes. Create a space, whether in the office or online, where employees can praise one another’s efforts. Positive feedback goes a long way and sometimes can be more meaningful coming from a peer.
5. Years of service
A great way to recognize worker tenure is through a years-of-service program. This form of recognition could be given annually to workers who have reached their one-year, five-year, or ten-year mark, and so on. When they are rewarded for staying at the company, they are more likely to want to reach significant milestones and will feel proud and appreciated when they do. Make sure the rewards are relevant and meaningful and perhaps get feedback from employees through surveys on how they would want to celebrate these events.
Find more ways to attract talent
An effective employee recognition program will not only motivate and satisfy current workers but also look great to prospective executive-level hires.
When you are ready to discuss your recruiting methods and how to improve your approach, work with a recruiting firm like Drive Talent. Based in Chicago and woman-owned, we customize our services to each of our clients. We help you find the right top-level candidates who align with your company values and vision, which helps to ensure long-term retention.
Contact the team at Drive Talent to learn more about how we can help.
The Cannabis Industry Needs Your Executive Leadership
Your traditional skills translate well to the growing and evolving cannabis industry.
Your executive leadership skills are invaluable to this evolving and growing industry
Key takeaways:
The cannabis industry appreciates established leadership skills
Some positions require previous cannabis industry experience
A start-up mentality is essential; be prepared to wear many hats
Compensation is on the rise
Regulatory issues must be top of mind
The legal cannabis market, valued at $17.7 billion in 2019, continues to grow, creating executive-level opportunities at cultivators, manufacturers, labs, and concomitant businesses.
While executives working in the cannabis industry share many of the same responsibilities (and headaches) as they would with any other business, the world of cannabis is ever-evolving and requires a start-up mentality.
Cannabis companies are looking for the same traits that made you successful in your current position: effective leadership, specialized knowledge, and commitment.
If you are intrigued by the cannabis industry and looking to find a way to advocate for the space’s healthy growth, a move to Chief Executive Officer (CEO), Chief Operating Officer (COO), Chief Financial Officer C(FO), Chief Technology Officer (CT), Chief Legal Officer (CLO), or Chief Science Officer (CSO) within the industry could be a satisfying shift. Executive compensation has increased in 2020 by as much as 16% in comparison to prior years. How do these positions in cannabis compare to your current responsibilities?
Cannabis CEO
Industry experience counts, but the main focus is on hiring executives who have experience establishing an operational foundation for healthy growth, and are willing to roll their sleeves up and re-create the same success.
In other words, cannabis companies are looking for a nimble CEO regardless of industry who understands what it takes to grow and scale a company to the next level organically and/or through acquisitions.
A CEO who is comfortable with a start-up environment in an ambiguous and evolving space will be equipped to navigate an industry experiencing rapid change.
Experience working within a highly regulated industry is attractive. As an example, consumer packaged goods, spirits, and agriculture have many parallels to cannabis when it comes to compliance, operations, and distribution.
Last but not least, these companies are also looking for a cultural fit – someone who has moved past the old guard stigma and has a real interest in the plant and its potential.
Cannabis COO
In addition to the usual complement of skills to the CEO, a cannabis COO would need to quickly understand the day-to-day processes for a grower, manufacturer, or retailer.
The COO for a cannabis operation would be responsible for keeping up with legal regulations, overseeing human resources, and knowing the technical and scientific fundamentals of the business.
Depending upon the company’s nature, It is possible the COO could partner with the CEO to raise capital for the business and work with the CSO to craft an efficient approach to new product manufacturing.
Cannabis CFO
Cannabis companies are looking for the same things that make a CFO successful in their current position: mad financial skills and plenty of proven experience. The CFO will need to acquire additional knowledge, as the cannabis business has some unique and irregular business expenses.
The CFO for a smaller company within cannabis may wear many hats including bookkeeping, accounting, and reporting. It is important to have or acquire an extensive understanding of 280e and COGS deductions when it comes to taes.
The CFO will likely partner with the CEO and COO to raise capital and analyze opportunities for expansion and acquisition.
Cannabis CTO
For the most part, it is business as usual for the CTO within a cannabis company. If the CTO works for a smaller company, they are likely wearing many hats from making strategic technology-related decisions to ensuring the POS is operating effectively, and each employee is equipped to do their jobs efficiently.
One important aspect of technology in a cannabis setting is adherence to regulatory standards, including HIPAA laws and creating or upholding governance standards.
Cannabis CLO
A CLO or General Counsel for cannabis companies must be advocates as well as attorneys. Prior experience within the spirits or biopharma industries could be good preparation for the challenges faced within cannabis.
The CLO will be involved in lobbying, addressing the company’s exposure from a legal standpoint, and reviewing all advertising, marketing, and promotions for regulatory compliance within this fast-growing ever-adapting industry.
Cannabis CSO
The Chief Science Officer will need to have previous cannabis-related experience in some capacity more so than other leadership roles, whether as a neurologist studying the physiological effects of the plant or as a member of a team at a cannabis-focused science organization.
The CSO is typically responsible for leading research programs, ensuring standard operating procedures, testing, and analyzing. This individual will likely oversee a team of fellow researchers as well as lab management.
Cannabis industry growth means plentiful opportunities
Like the general job landscape, cannabis companies have been challenged to fill open executive positions. As more entrepreneurs enter the cannabis market, many lack the knowledge a seasoned executive can provide.
If you have a passion for cannabis or are looking for your next big career challenge, this is an industry that can capture both your heart and mind. It is your chance to shape an evolving business that appreciates commitment, creativity, and innovation.
Looking for a new career? Struggling to make the transition? Drive Talent can help. We are a woman-owned, Chicago-based, recruitment firm, and specialize in executive-level as well as sales and marketing professionals.
Contact Drive Talent to learn more about our services.
How COVID-19 Has Altered Work Environments
COVID-19 has changed work life as we knew it, with more employees telecommuting and working at home. These changes are likely to continue for the indefinite future.
State and national stay-at-home mandates have changed the way businesses operate and employees carry out tasks. What are the most significant changes?
The COVID-19 pandemic has upended the economy, closing businesses and causing record layoffs, and along with it, the work life we once knew is gone.
Before the pandemic, working from home was already gaining traction. Between 1996 and 2016, the number of organizations offering telecommuting benefits rose from 20% to 60%. Gallup research in January 2020 showed that over half of office workers (54%) say they would leave their current position for one that gives them remote work flexibility.
The pandemic sped up the transition for some, forcing companies to reevaluate how their operations function. New tools to support virtual communications and remote office environments had to be implemented quickly. And now, many companies are planning to stay remote for the indefinite future. Some estimates say that between 25% and 30% of the workforce will still be working from home, at least a few days a week, by the end of 2021.
Regardless of what 2021 brings, change has been upon us for months. Shifts caused by COVID-19 have altered both in-office and remote work environments. Here is a look at some of the most important changes.
Remote work environments
A major change for businesses of all sizes is a shift to remote work. If a company could operate remotely, chances are it started doing so in March 2020. This means that workers ditched the commute and logged on from home. The transition has been easier for some than others, especially considering businesses likely had to invest in new tools and solutions to ensure their workers could maintain high levels of productivity.
For example, companies may have sped up their transition to cloud applications so that company information and processes are available from anywhere. Video conferencing tools have become a must so that teams can communicate regularly. Workers must have access to the internet from wherever they are working.
The new work-from-home normal has changed many aspects of the employee’s work life. The most significant alterations have been:
Requiring a dedicated at-home workspace where distractions are limited
Gaining a new perspective about boundaries, especially if they have children or many responsibilities at home
Requiring consistent, reliable internet
Learning new tools and technologies
Managing working at home with a partner or spouse and simultaneously trying to help children attend classes
No longer needing to dress in business attire for work
Striving to maintain social connections with coworkers
These challenges have created new work norms that will likely continue long after pandemic restrictions have been lifted.
In-office workplaces in COVID-19
Some company executives are still overseeing an in-office environment. Because the threat of the virus is still ever-present, this means new precautions and procedures must be implemented to limit contact and keep employees safe.
A few of the precautions that offices are taking include:
Mask-wearing requirements
Social distancing rules
Routine temperature checks
Workspace separation tactics
Increased sanitization efforts
Contact tracing and quarantining process if an employee contracts covid on or off-premise
Some offices may implement a hybrid return, meaning employees will follow a staggered schedule to limit the number of people in the office at the same time. Another change is that business travel has been extremely limited and may never recover to what it once was.
Next, we discuss the new interview process and how to prepare for the changing landscape when trying to secure a new position.
The interview process
As both candidates and hiring managers are now working remotely, the interview process has changed. Instead of inviting candidates into the office, many interviewsare being held remotely. To try to make up for the changes, some employers are adding more interviews to the process or even asking for prerecorded responses to questions before the real-time interview.
Preparing for remote interviews
One piece of advice for those preparing for interviews is to keep an open mind and be as flexible as possible. The process will look much different than it has in the past. While recruiters or managers may ask the same questions, expect the current state of communications to be incorporated into questions regarding your specific industry, your ideal work arrangement, changes in your career goals, or your predictions for the future.
Focus on keeping answers brief and to the point. Online interactions can be more tiresome than in-person conversations, and it can be more challenging to read social cues. Know the key points you want to make about yourself and your experience. Take a few extra seconds to gather your thoughts when asked a question so you can be straightforward and give clear, relevant answers.
It is also very important to consider your background and lighting during video interviews. Make sure you choose an area that is tidy and professional. If needed, invest in a small light that you can put by your computer.
Dress the part. Even though you will be interviewed remotely, business attire is usually the safest bet, and can help you feel more prepared. .
Hiring during COVID-19
There is no sugarcoating the fact that hiring and recruiting is much different in 2020. When your business needs assistance in finding executive-level candidates, working with a recruiting firm will help you tailor your approach to the current environment.
Contact the team at Drive Talent to learn about our customized approach to recruiting.
Attitude is Everything: How to Improve Your Hiring Process
The quality of your hires depends on the preparedness and courtesy of your hiring process. Here are some tips for making it better for all involved.
The quality of your hires depends on the humanity of your hiring process
Hiring is not always enjoyable or even comfortable for most people, no matter which side of the desk you are on. Establishing a healthy hiring process can lessen the angst, and is a crucial component for building a positive employment brand. If you are tasked with making hiring decisions for your company, how you invite people to become a part of your team reveals volumes about your company’s core values and culture. The tone is set from the minute a candidate’s resume is read and you initiate a personal connection.
Much has been written about the financial repercussions of making a “bad” hire. The hiring process can impact a company’s bottom line long before an offer is accepted, as reports of a poor candidate experience can damage a company’s reputation and affect its ability to attract talent in the future.
Developing a hiring process that is a credit to your company is challenging but not impossible. Make it a fundamental component of your company culture. The key is aligning with trustworthy partners and communicating clear expectations for everyone on the employer’s side of the conversation.
You are probably familiar with conventional best practices: use the best technological tools, conduct the appropriate checks, and ask the right questions during the interview. However, you can stand out by incorporating dignity, decency, and reputation-promoting niceties into your hiring process.
Here are some tips for infusing a bit of humanity into what can be an impersonal and bureaucratic ordeal. These tips can make the interview experience better for all involved.
Clearly communicate what you need
When you have an opening you need to fill, put a good amount of effort into the job description. Don’t recycle the one you used the last time; the requirements for the position may have changed, so this is the time to redefine it.
Whether your team is handling the initial screening or you are working with a search firm, make sure you are clear about the basic requirements for the position. Separate qualifications into “must have” and “nice to have.”
Prep your interviewers so they know which credentials and qualities to look for in a candidate and what could be considered a non-starter or red flag. Let the candidate know how he or she stacks up against your requirements, but do it kindly.
Be considerate
Everyone involved in the hiring process should model respectful and considerate behavior. This means giving the candidate your undivided attention whether the interview is conducted in person or remotely. Put your phone away, and show the interviewee that you value his or her time.
Be punctual, explain your role within the organization, and follow up when you say you will. While they seem small, these courtesies go a long way.
Add some customization and creativity to the process
Think beyond the standard interview questions, and show you are prepared. Ask questions to uncover clues about cultural fit and temperament. Be creative and strategic, and challenge your interviewee to reveal skills not included on their resume.
By introducing questions that show you did your homework, you will cut through small talk and make a personal connection. You will also help put the candidate at ease, which will most likely be appreciated and remembered.
Be aware of bias
Your initial impression of a candidate or “gut feel” could misguide your judgment when it comes to identifying the best person for the role. Too many times poor hires are made due to a desire to seek out those who are “like” us or engaging and easy to talk with. While this may make the interviewing process more enjoyable, we then run the risk of rating a prospect with whom we connect as higher, and infer this individual will be a fit. Adherence to a solid hiring process can minimize the likelihood of this pitfall yet allow for the essential human AND professional connection around the role and company.
Be appropriately transparent
It’s important to give the candidate enough details to make them feel comfortable with the process. No one wants to begin a new position shrouded in mystery. Do not overshare, but let the candidate know about your next steps and when you will be making a decision.
Have an infectiously positive attitude
Be the employer you would like to work for when you talk with a candidate, even if you are having a bad day, and insist that your team conveys positivity as well. Regardless of the outcome, you want each candidate to leave the meeting with a good impression of your company.
Enlist high-quality partners
One of the best ways to ease your hiring managers’ burden is to outsource part of the recruiting process. Involving a search firm in the early stages of the hiring process allows hiring managers to focus on a select group of candidates who have been thoroughly vetted, and spend more time assessing specific skill sets and culture fit. This is a sound strategy, particularly when hiring for senior or executive-level positions.
If you are responsible for your company’s hiring, consider how an executive search firm could help your efforts. Drive Talent is a woman-owned boutique that focuses on executive-level recruitment with a niche in sales, marketing, and the cannabis industry. We work diligently to match companies with their ideal candidates. Contact us to learn more about our process.
How to Hire and Retain a Sales Executive
Hiring for an executive-level position such as VP of Sales is no small accomplishment. These four steps can help you find qualified candidates.
Hiring a Sales Executive? Take these four steps to hire the right person for the job.
The growth and long-term success of your company depend on a competent, effective sales team. Because the head of Sales likely leads the department, choosing the right candidate for the position is key.
Before creating the job description, PAUSE … and then ask yourself and other stakeholders these questions:
Is our leadership team aligned when it comes to the purpose of and fit for the role?
Do we have someone on the team today who has the ability to stretch or step into this role?
Where have we made missteps in the past when hiring for this function?
What did we learn from that process when it comes to fit?
How will we position this new hire for success?
Do our designated interviewers know how to assess sales capabilities?
The answers to these questions will provide clarity and contribute to a successful hiring experience for you and for the new hire.
Now you are ready to recruit and need a solid plan for creating a compelling position spec and identifying and vetting candidates to help you land top talent. The best strategy involves pinning down where this individual will fit into the overall company goals and culture. You need to conduct more than just a resume review to hire a Sales Executive who will help the company grow and succeed long-term.
Here are specific steps to take when you are hiring a Sales Executive for your company.
1. Create a compelling job description
To attract top talent, you need a job description that concisely tells a story about the company and where the Sales Executive will fit in. Describe the characteristics you are looking for that are directly related to success in the role, and expectations about experience need to be clearly stated. Be mindful of the fact that titling does matter, given they are externally facing, and see the title as a tool to present credibility and gain access to key stakeholders with potential clients.
While you should create bulleted lists of responsibilities and required qualifications, it is important to include a short narrative that sets the tone. Candidates should get a sense of what the company stands for and why this position is so vital.
2. Advertise the position to the right audience
Once you create the job description, it is time to post it. Unlike C-Suite level candidates, senior sales individuals do indeed engage with job boards and tend to be more responsive to a recruiter’s outreach in comparison to other functions. They understand the importance of keeping in touch with and expanding their network. Each industry has its own unique online community and often has industry-specific job boards, so take advantage of the outlets applicable to your market. Post the job on popular sites, but also consider senior-level and sales-specific boards as well.
LinkedIn remains one of the most valuable online tools for recruiters and job seekers. You can search for candidates and browse through your network to see if you already have contacts who meet the job requirements you have defined. Your contacts could be potential candidates or serve as great referral sources toward identifying the strongest candidates. Make sure you announce the opening to your connections and reach out to individuals with whom you are interested in working.
3. Know how to vet candidates
Once you have created your job description, you will have a solid sense of what you are looking for. But when it comes time to start reviewing resumes and interviewing, there are even more considerations.
Aside from an impressive resume and sales experience, it is crucial that candidates uphold the organization’s values and vision while fitting into the company culture. This means you need to involve others in the interviewing process to conduct the culture-fit interview, which is more focused on a candidate’s ideal working environment.
A Sales Executive will most likely need to be an excellent leader, so experience managing others should be assessed. Ask questions specifically related to their leadership experience. Inquire how they have handled similar challenges in the past that are likely to arise in this role. Ask candidates to talk about their sales philosophy and how they can make a significant impact at the company.
And never forget, sales talent can be very good at selling themselves. This is what they do for a living! For this reason, they need to provide numbers and explain how they helped previous companies grow. Key questions should be asked regarding types of goods/services sold, size of deals, sales life cycle, lead sources, revenue goals, and historical meeting of quota.
Remember candidates are interviewing you as well. Allow time for them to ask plenty of questions to ensure the fit exists on both sides. Only then will you hire someone who is likely to stay in the position for the long-term.
4. Get help from an executive search firm
One of the smartest steps you can take when hiring a Sales Executive is to work with a recruiting firm that focuses on executive-level positions. The firm’s guidance and expertise can help you identify the strongest passive candidates. They will partner with you, act as an extension of your brand by touting your selling points, know the ideal target companies from which to recruit, and possess expertise in assessing candidates to ensure a fit with your requirements and vision for the role.
Drive Talent is ready to help you identify your Sales Executive and set your company on a long-term path to growth. We are a women-owned boutique recruiting firm in Chicago, focused on executive-level sales and marketing job placement and recruitment.
Find the right candidate for the job by working with us. Contact the team at Drive Talent to learn more.
Executive Search Firms Get You Noticed
A general overview of how executive search firms function, focusing on the benefits they offer for candidates seeking executive-level positions.
And for all the right reasons. Here is why partnering with an executive search firm makes sense.
You have worked too hard to leave your next career move to chance or solely on your network.
At this point in your career, you have perfected skill sets, know how to navigate office politics, and built a solid professional reputation. You have been in business long enough to know which corporate cultures fit you and where you can thrive.
If you are seeking another executive-level position or testing the waters to broaden your career, casually perusing online job boards is not the best strategy.
But you knew that.
When personal and professional networks are exhausted and confidentiality is key, your time and energy would be best spent building a relationship with an executive search firm.
Here is a general overview of how executive search firms function with a focus on the benefits they offer candidates seeking executive-level positions.
About today’s hiring environment
The economic downturn caused by the pandemic has made the job market particularly tight in most industries. Unemployment rates are improving but still high even among college-educated workers.
Working from home limits the opportunity for casual exchanges that can spark connections, and social distancing requirements have curtailed traditional networking. If you were planning to explore career opportunities before the lockdown, you might find the current restrictions dampening your enthusiasm.
Executive-level opportunities are still out there, but the competition has increased. So candidates must find ways to stand out. While no one can predict when the economy will fully recover, there are signs of improvement. And companies will continue to need well-qualified leaders in order to strategically thrive during these unprecedented times. This is critical for survival and may require switching out talent.
This is where executive search firms shine.
How executive search firms work
Executive search firms invest a tremendous amount of time developing deep relationships with their clients and candidates, as well as researching the competitive landscape. Hiring an executive is a costly investment, and it is critical for employers to see the best talent within their market, including prospective candidates that may not be actively seeking a new role. As a result, companies often engage an executive search firm rather than posting an executive role online. This is particularly true if they need to replace existing leadership and ensure confidentiality.
By working with an executive search firm, candidates will have exclusive access to opportunities they would not have otherwise known existed and can leverage the search firm’s relationship with their client to stand out ahead of other talent.
It is important to distinguish between retained executive search firms and those using a contingency recruitment model.
Retained executive search firms work exclusively on behalf of their client to fill a specific position and are paid on a retainer agreement. Retained searches are heavily researched, confidential, and involve a more intricate partnership between the client and search firm because the client has invested upfront on the search in the form of a kick-off fee. Candidates will benefit from this in multiple ways.
The search firm is involved in all stages of the hiring process, from defining the search through candidate onboarding, allowing the recruiter to obtain and deliver detailed feedback throughout the interview process, and manage negotiations in the offer process while preserving the client/candidate relationship.
Executive search team members curate and vet numerous candidates from a pool of highly qualified professionals who may or may not be looking to change jobs. An experienced executive recruiter will have in-depth knowledge about the company and role and will spend time preparing you for any direct client interactions. This increases your probability of success during the interview process and provides efficiency to the client.
Searches for the highest-level corporate positions and board appointments tend to be retained.
Contingency search firms are paid per candidate placement and tend to work on behalf of many employers concurrently. Likewise, the clients often work with multiple contingency firms at once, so there is less of a commitment to partnering on either side since there is no guarantee of placement. Additionally, contingent recruiters are incented to present a larger number of candidates to multiple clients in hopes that one will work out. Contingency firms are typically less involved in the hiring process after the candidate and potential employer have been introduced, often leaving candidates yearning for more clarity on where they stand in the process compared to others, and leaves more of the candidate evaluation on the client’s shoulders.
Contingency search firms are more appropriate for less senior roles.
Why it makes sense to outsource your search
A job-seeking executive, or one who is qualified and ready to compete for executive-level jobs, should have others networking on her or his behalf. The options are better.
Consider this scenario: Two executives, eager for their next career opportunity, begin a job search. One relies on her personal and professional network, LinkedIn, and various online job boards that claim to be geared toward executive-level candidates. The other chooses an executive search firm and registers through its platform or becomes a part of the firm’s database.
Two months later, the first candidate has had a few phone interviews but nothing compelling. Her hit rate with the job boards is unimpressive. She submitted her resume but never heard back in most cases, due to internal recruiter overload and inability to get through all of the applicants (more so the case in today’s market). She is essentially back at square one.
The second candidate had an extensive interview with the executive search firm. Soon after, she is found to be a potential fit for an executive-level position with one of the firm’s clients in the candidate’s preferred industry. The executive search team member advocates on the candidate’s behalf and gets her the interview, which results in a job offer.
There is no guarantee either scenario will happen, but the second one does sound more effective, right?
Simply put, an executive search firm has the power to conduct confidential and highly targeted networking. The firm’s contacts and experience give it access to resources and information even the most connected job seekers could not match.
It is your move
At this stage of your career, you should be found instead of doing the finding.
Executive search firms understand what constitutes a successful match from background to skill sets to culture. They know how to best represent candidates to potential employers and extract the unique nature of a candidate’s background because they have done the due diligence.
If you are ready to take the next step in your career, consider how an executive search firm could help your efforts. Drive Talent is a woman-owned recruitment consulting firm that focuses on executive-level recruitment with a niche in sales, marketing, and the cannabis industry. We work diligently to match professionals with their ideal opportunities. Contact us to learn more about our process.
Why You Should Explore a Career in Cannabis
People ready for a career transition may want to look at the cannabis industry, which is growing rapidly in the U.S. Check out these reasons why you should consider making the shift.
Thinking of working in the world of legal cannabis? The industry is growing, giving you opportunities for career growth.
Recreational use of cannabis is now legal in 11 states and the District of Columbia, and medical cannabis is legal in 33 states. As cannabis products like edibles and oils are increasingly in demand, the industry will only continue to grow. More states are likely to legalize all uses of cannabis, increasing ancillary services and dispensaries across the country.
If you are entering into what you hope will be a new career season, or considering transitioning into a cannabis career, there could be many benefits ahead of you. Before we delve into the benefits, it is important to note that this is not an industry for those who want an unchanging focus on a long-term strategy, nor those who have ever uttered “that was not in my job description.” This industry requires adaptability, flexibility, advocacy, multi-hat wearing, and herding of cats. If this evokes a sense of excitement versus dread, you could have the potential to make a comfortable living and take advantage of the thousands of jobs opening each year in the industry.
Here are a few more enticing reasons you should explore a career in cannabis.
The cannabis industry is a leader in growth
According to Leafly’s annual Cannabis Jobs Report, as of January 2020, there were 243,700 full-time jobs supported by legal cannabis. Why is that significant? Because the number increased by 15% from last year. There were 33,700 new jobs created within the cannabis world in the last year, meaning this is the fastest growing industry in the U.S.
While this is exciting and promising, it should be noted that most roles at all levels within cannabis will require a step back when it comes to base compensation. While these companies value strong talent and tend to be more open to strategic risk, they are also highly conservative when managing their capital and cash burn.
A cannabis career can be lucrative for those within the more senior ranks. Particularly for those who are willing to set sights on the longer-term pay-out, step away from a traditional sector, and look for opportunities to translate their skills into this fast-moving industry.
Executive level talent, specifically COOs or CFOs, can make over $250,000, in base plus bonuses, equity, and strong benefits within the more well-established plant-touching organizations.
However, plant-touching businesses are only one piece of the ecosystem. There are multiple B2B ancillary non-plant touching businesses such as biotech, biopharma, biosciences, payroll companies, and marketing agencies, to name a few. The equity component often appeals to individuals moving into cannabis from CPG or Agriculture, because they have an opportunity for wealth creation if/when a company goes public.
Opportunities to grow
Industry growth is far from over. Reports show that COVID has increased demand, and it is estimated that the industry will be worth $30 billion by 2025 after seeing a compound annual growth rate (CAGR) of 14%. It is predicted that adult use, or recreational use, will be the fastest growing segment of the market by 2027. And more states are likely to make recreational cannabis use legal.
With all of this growth, more executive-level positions will be created within the plant-touching and ancillary sides of cannabis. Consultants will be in higher demand. Like any field, once you are working in the cannabis industry, you have many opportunities to scale up or explore different positions and assess what fits.
Great employee benefits
The cannabis industry has been found to offer some of the best benefits to workers. According to ForceBrands’ 2019 CPG Talent Market Report, the cannabis industry offers employees more leave time than any other sector in the consumer packaged goods (CPG) industry:
Average 12.5 weeks of maternity leave
Average 10.7 weeks of paternity leave
Average 10 weeks of family leave
These numbers are nearly double what is offered within the wine and spirits industry.
Additionally, we have found that cannabis businesses offer the best raise averages, a more progressive culture, and greater remote work flexibility. Many of these young companies offer 14% annual raises, which is significant compared to the 3% national average.
Pair these benefits with a comfortable salary, and you could be thanking your lucky stars you made the leap.
There is a need for more employees
As the industry continues to soar, it has been a challenge for companies to fill open positions. Many of the jobs are for highly skilled workers, including executive-level, marketing, and sales. By getting into the industry now and investing in the training and qualifications these positions require, you will be entering a very large market, and your skills could be in high demand.
A wide array of jobs are available in the ever-growing cannabis industry. These are just a few of the many reasons why you should explore shifting your career to this market. Your horizons will be expanded. You will be challenging yourself to get out of your comfort zone in a fast-moving burgeoning frontier, and will find yourself in an industry that will call upon you to bring both your heart and mind.
Looking for a new career? Struggling to make the transition? Drive Talent can help. We are a woman-owned, Chicago-based, recruitment firm, and specialize in executive-level as well as sales and marketing professionals.
Contact Drive Talent to learn more about our services.
Advice for graduates starting a career amid the COVID-19 pandemic
Via Montana High Tech Business Alliance
Last month our CEO and Founder, Kimley Svendsen, connected with Montana High Tech Business Alliance to discuss the rocky path ahead for the new graduates. Read the full article here
Drive Talent Places Ben Kaanta as CEO of KelSie Biotech
We are excited to announce placement of Ben Kaanta as KelSie Biotech’s Chief Executive Officer!
Drive Talent Helps Laughlin Constable in Finding Chief Creative Officer
We are excited to announce the recent placement of John Maxham as Laughlin Constable’s Chief Creative Officer! Congratulations John!