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Committee Blog: Five Best Practices to Future-Proof Your Cannabis Brand on Social Media

By Jake Setlak, Receptor Brands on behalf of NCIA’s Marketing & Advertising Committee

Social media platforms can be perilous for cannabis businesses. Every brand feels the need to have a presence on social media. Their typical approach is to accumulate followers by posting what you think those followers want to see. Then one day, without notice, those followers — and the platform algorithm’s understanding of why your brand was relevant to them — vanishes. Cannabis brands on social media are surrounded by so much gray area, it’s hard to know what makes your presence vulnerable to risks of suspension or worse. To help brands avoid those gray areas, here are five practices to help cannabis marketers future-proof their brands on social media.

1. Embrace standards.

Brands are held to higher standards on social media than users are. This is especially true for brands in regulated categories like cannabis. Why? Standards help protect against fraud and deception. These protections serve both consumer (users) and commercial (brands, businesses) interests across a wide variety of media channels. Think: truth in advertising and consumer protection laws. Get familiar with the federal, state, and municipal or regional laws that apply to all commercial interests where your cannabis brand operates (or find someone to do this on your behalf).

2. Think about your reputation.

How you behave on social media says a lot about your brand. There’s more than content to consider — bad behavior can permanently discolor your brand’s reputation. Why? Everyone can see what you’re doing. Openly engaging in deceptive practices shows consumers, partners, and regulators that your brand isn’t trustworthy. Those duplicate and back-up Instagram profiles? They signal to the rest of us that you know you’re taking risks. That could be all it takes to inspire someone to flag or report you. Social platforms notoriously rely on users to police the community — if users like you don’t report violations, the platforms tend not to know about them.

3. Safeguard your brand’s presence.

This is worth repeating, regardless of being in cannabis or another category: avoid getting banned. Why? No back-up profile can magically restore lost followers and engagement. When social media platforms decide to allow cannabis brands to use paid advertising, you’ll be locked out. This is why it’s important to set clear goals and objectives for maintaining your brand’s social presence.

Establish a compliance strategy for your social media efforts with three must-haves:

  • Social Media Policy for Employees
  • Community Management Guidelines & Protocols
  • Legal Counsel (professional advice regarding cannabis category regulations, truth-in-advertising standards and consumer protection laws, and social media platform policies)

4. Know what you can say and how you can say it.

Be careful not to misinterpret another brand’s social media activity as setting a precedent for yours. Why? Seeing someone else break the rules is not license or permission for us to break those same rules. Plus, let’s face it — legitimate cannabis brands are already working uphill against prohibition-era prejudices. Know a bad example when you see one, and more importantly know what you can say and how you can say it on social media platforms.  

What you can say: 

  • DO stick to “social” objectives. Take the higher ground. Speak from your brand values, not necessarily what the “insta” know-it-alls might insist. Be a valuable presence in the community, not just more clutter in their feed.
  • DON’T antagonize the community. Remember, you’re a commercial interest and held to higher standards than users. It looks bad when brands argue with competitors, followers, or other brands. The Internet is full of trolls who prey and depend on your impulsive responses — even if it isn’t your aim to deceive or misinform, you may already be a target because of the stigma that still comes with cannabis.

How you can say it: 

  • DO communicate generally. Make observations. Be insightful. Grow your audience. Engage the community.
  • DON’T advertise or promote. Explicit calls-to-action (CTAs) like “get”, “find”, “try”, or “buy” aren’t allowed for cannabis, especially on platforms where you can’t guarantee your audience is of a compliant age. This is the same reason you want to avoid depicting or promoting over-consumption.

5. Set the bar higher.

Aim to be the most upstanding citizen in the cannabis community. Why? No one knows when federal legalization will happen or how quickly a platform’s policies will change. This means no one can say it’s too soon to start preparing for such an eventuality!

There are four ways you can start raising the bar right now:

Make content that makes a difference.

Content creation for startups and small businesses doesn’t have to be overwhelming. Start with measurable objectives that justify your content creation process and budget. Scale your efforts toward more effectiveness, not merely more frequent posts. Set aside time to regularly evaluate and optimize your efforts. This is where well-placed focus will go a long way for you. It might take more effort to get beyond the “recommended” or popular approaches, but you will discover that you move faster and spend less when you go with what you know: the meaning and value your brand offers the cannabis community.

Apply paid advertising standard to organic content.

These apply to paid advertising but may in some cases also apply to organic content posted by commercial interests (brands). Platforms change frequently and without warning, so it’s wise to stay current on the policies and guidelines of the platforms you use.

Here are helpful resources for the five social platforms where many brands — regardless of category — typically start on social media. Enforcement may still be a mystery in many cases, but these policies help us understand when a post or profile might venture into gray areas and risk a suspension or worse.

Take cues from similarly regulated categories.

The beverage alcohol industry has multiple efforts to self-regulate advertising and marketing content.

Develop proactive standards that are poised for federal legalization.

Start by getting familiar with the voluntary marketing and advertising codes already emerging in the cannabis industry.

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Jake Setlak is a founding member and head of Creative Strategy / Brand Experience at Receptor Brands, an agency custom-made for cannabis that transforms relationships between cannabis brands and their customers. Prior to his work in cannabis, Jake spent 20 years guiding the digital transformation of some of the world’s biggest brands and their advertising agencies. He’s worked in social media channels since before they were called “social media” and invented the Facebook Comment Ad format (now known as the boosted or promoted post). Jake is a member of NCIA’s Education Committee but produced this content while a member of the Marketing & Advertising Committee and serving on its Next-Generation Advertising subcommittee.

Member Blog: Are You Practicing Your A, B, R’s? Yes, “R.”

by John Serrantino, co-founder and Chief Strategy Officer of EzHire Cannabis

Why it is critical to “Always Be Recruiting” in the cannabis industry and how to do it. 

The cannabis industry is primed for unprecedented growth in the coming months. Today posting a job can yield thousands of candidates in a matter of hours. In the post we will discuss why this may not be the blessing it appears and how businesses can adapt to handle the influx of talent coming into the cannabis industry.

It seems like everyone wants to work in cannabis these days. With the retail industry experiencing damage that has accelerated its demise, a more diverse candidate set is flocking to cannabis as the industry continues to grow. At EzHire Cannabis, a talent engagement platform, we have identified three distinct buckets of candidates:

  • Retail Refugees – these are candidates with extensive experience in a retail setting, including middle and upper management. This pool of candidates is short on cannabis experience but seasoned when it comes to creating a retail customer experience. 
  • Silicon Valley meets cannabis – when it comes to the evolving needs of cannabis, technical knowledge is at a premium. IT support is necessary as digital storefronts become vital. Digital marketing & communication, particularly to maintain business-to-business relationships, has become a priority over face-to-face interactions. 
  • Advancing from within – as new markets open the talent from more established markets is proving willing to relocate. Finding this type of talent isn’t easy but it can be critical when starting a cannabis operation in a new market where industry experience is near impossible to source locally. 

Cannabis Talent is Building

The legal cannabis market currently employs nearly 300,000 people with exponential growth expected in the coming years. That means there are a lot of prospective candidates with real experience. Unfortunately, there are three core problems that hinder your hiring efforts:

  1. Those experienced professionals aren’t always actively looking for jobs
  2. Experienced candidates aren’t always located in your backyard
  3. Your competitors may be able to lure these candidates to their business before you

In the 1992 film Glengarry Glen Ross, Blake, an aggressive big city salesman played by Alec Baldwin, introduces a sales team to the “Always Be Closing” mentality to drive business. While this advice hasn’t really aged well for sales, when it comes to staffing your business, it is applicable. Best practice dictates the need to “Always Be Recruiting.” This practice, known more commonly as active recruiting, involves networking with those already in the industry to improve your reach and visibility to those prospective candidates. 

Best Practices for Finding Talent

The most common methods of active recruiting involve:

  • Attending industry networking events – virtual or otherwise these are a great way to get face time with a mix of industry professionals.
  • Leveraging Technology – as the stigma around working in the industry fades, top talent has migrated to LinkedIn. A smart business owner or hiring manager will build a strong network via the platform.
  • Monitor industry trends nationwide and share that knowledge – if you’ve built a strong social network, you’ll want to keep them educated. This helps engage the right people for your business.

Balancing Priorities While Getting Results

While it can feel like a lot of work to constantly be recruiting, the benefits far outweigh the time investment in the long run. Take for example the way an experienced hire, be it in retail or lab testing, is able to come in and “get stuff done” with limited onboarding and handholding. Most businesses find those candidates primarily need training on protocols and processes specific to the business rather than a full background in the industry which can be time-consuming and expensive. 

Hiring Managers have consistently expressed feeling overwhelmed by the sheer amount of applicants they receive when they post for a position. They simply do not have time to sort through thousands of resumes to find the diamonds – and resumes often do not tell the full story, requiring a phone screen and in-person interviews to really get to know whether the applicant is a fit. 

Fortunately, within the industry, there are a number of ways to streamline these motions. In fact, this post offers insight into some of the ways you can work toward securing top talent. Bringing on a new employee is an investment you are making in your business, taking the steps outlined above serves as a great way to make sure you are getting the highest probability of a return on that investment. 

Happy Hiring! 


John Serrantino is the co-founder and Chief Strategy Officer of EzHire Cannabis. EzHire Cannabis offers technology forward solutions for business owners and hiring managers to enable their growth. Founded in 2017, originally as Fortuna Business Solutions, EzHire represents  the first talent engagement platform for the cannabis industry. Prior to joining EzHire, John was an early-stage employee at multiple successful startups including as Director of Sales for Seattle-based CRM, PipelineDeals and Director of Client Services at Philadelphia-based remindermedia. John and his wife Sarah reside in the Tampa Bay area and  are active in the animal rescue community.  

 

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