美國一半以上地區(qū)都認(rèn)定醫(yī)用大麻合法，目前已有九個(gè)州允許使用娛樂性大麻。在這種形勢下，大麻企業(yè)將創(chuàng)造一批新就業(yè)機(jī)會。到2020年，全美大麻行業(yè)的新增工作崗位料將達(dá)到34萬個(gè)。

考慮轉(zhuǎn)行？認(rèn)真想一下就會發(fā)現(xiàn)，即使想加入歷史相對悠久、發(fā)展更為成熟的行業(yè)，但缺少行業(yè)相關(guān)經(jīng)驗(yàn)很容易在招聘過程中被淘汰出局。大麻行業(yè)就不同了。美國丹佛市大麻業(yè)獵頭公司Vangst的創(chuàng)始人兼首席執(zhí)行官卡爾森·休米斯頓稱，該產(chǎn)業(yè)發(fā)展迅猛，“擁有直接從業(yè)經(jīng)驗(yàn)的人本來也不夠多，所以我們不得不招徠其他行業(yè)的人。我們別無選擇。”

而且，隨著大麻行業(yè)日益發(fā)展壯大，業(yè)內(nèi)所需人才的類型也在變化。貿(mào)易組織美國全國大麻行業(yè)協(xié)會（NCIA）有1500家會員，發(fā)言人摩根·福克斯指出：“新增工作之中，直接從事（大麻）種植的占比越來越小。大麻企業(yè)正聘用有其他行業(yè)背景的人才，比如財(cái)務(wù)經(jīng)理、市場營銷和品牌專家，還有人力資源專家。”

怎樣才能搭上大麻行業(yè)崛起的順風(fēng)車？以下四種方法可以幫助你找到大麻行業(yè)的工作：

1、嘗試傳統(tǒng)找工作的方法。

可以跟大麻行業(yè)的獵頭交流一下。業(yè)內(nèi)最有資歷的兩家獵頭是Vangst和舊金山的THC Staffing Group，分別成立于2015年和2014年。別忘了，由于美國已經(jīng)普遍推行大麻合法化，各類求職平臺和招聘廣告發(fā)布平臺也都在公布大麻企業(yè)的空缺職位。克里斯汀·霍奇登此前在丹佛地區(qū)一家油氣公司任人力資源副總裁，去年經(jīng)Vangst介紹，跳槽到羅拉多州大麻用品店Native Roots Colorado主管人力資源。霍奇登介紹了新公司的招聘情況：“我們的確在求職平臺發(fā)招聘信息，公司內(nèi)部也積極鼓勵(lì)員工推薦人才。我們還聘了一些毛遂自薦的人，他們剛好主動(dòng)上門詢問怎樣申請工作，補(bǔ)充了人手。”

2、結(jié)交業(yè)內(nèi)人士。

相比其他很多行業(yè)，結(jié)交一些大麻行業(yè)的人士對找工作可能更有幫助。本地和地區(qū)性的業(yè)內(nèi)活動(dòng)迅速增多，用谷歌搜索很容易找到。此外專家建議，如有可能可以報(bào)名參加即將召開的四大大麻行業(yè)盛會之一，分別是：今年9月和10月先后在洛杉磯和波士頓舉行的大麻業(yè)世界大會暨商業(yè)展（Cannabis World Congress & Business Expo），10月在舉行的NICA加州安那罕舉辦的NCIA加州商業(yè)展（NCIA California Business Expo），行業(yè)媒體《每日大麻商業(yè)》（Marijuana Business Daily）11月在拉斯維加斯舉行的展會。抽不開身參會怎么辦？克里斯汀·霍奇登說：“如果關(guān)注了某些大麻行業(yè)公司的官方社交媒體賬號，經(jīng)常能發(fā)現(xiàn)一些招聘職位，還有線上活動(dòng)。也許因?yàn)檫@些企業(yè)都比較新，線上活動(dòng)往往比規(guī)模更大、更成熟的企業(yè)活躍得多。”

3、事先了解行業(yè)和企業(yè)。

當(dāng)然，在參加正式面試以前，求職者應(yīng)該好好了解行業(yè)趨勢和主題。在大麻行業(yè)更是至關(guān)重要。因?yàn)樵撔袠I(yè)在各地仍然受到極為嚴(yán)格的監(jiān)管。THC Staffing Group的創(chuàng)始人兼首席執(zhí)行官丹尼爾·舒馬赫就舉了個(gè)例子：“假設(shè)你要去一家大麻公司面試廣告主管的職位，要熟悉各種相關(guān)的法律，了解法律規(guī)定，即使是在科羅拉多和加州之類（大麻經(jīng)營合法）的州，也要了解該怎樣宣傳大麻，在哪里可以做廣告。假如你的廣告創(chuàng)意風(fēng)險(xiǎn)太大，挑戰(zhàn)監(jiān)管容忍限度，整個(gè)公司可能因此關(guān)門大吉。”

是不是有點(diǎn)害怕？

4、靈活多變，帶著創(chuàng)業(yè)思維。

Vangst的卡爾森·休米斯頓指出，美國各州和聯(lián)邦政府對大麻企業(yè)有廣泛的規(guī)定和限制，不僅如此，“因?yàn)榭傆幸恍┬麓胧┏雠_，作為業(yè)內(nèi)人士要有很強(qiáng)的適應(yīng)性，迅速跟著轉(zhuǎn)向。如果應(yīng)聘者有在初創(chuàng)公司工作過，經(jīng)歷過公司由小到大擴(kuò)張，求職時(shí)比較占優(yōu)勢。之前在大企業(yè)工作的人不習(xí)慣迅速變化，往往會被嚇到。”

另外要提醒大家，體驗(yàn)過大麻產(chǎn)品不是應(yīng)聘的必要條件，沒試過也不影響。舒馬赫稱：“有些雇主可能更喜歡聘用（大麻的）消費(fèi)者，那僅僅是因?yàn)樗麄儗Υ烁私狻５皇枪ぷ鲘徫粡?qiáng)制條件。”

對一些求職者來說算是好消息吧。（財(cái)富中文網(wǎng)）

本文作者安妮·費(fèi)希爾是職場專家，也是提供職場建議的專欄作家。她在財(cái)富開設(shè)“解決問題”（Work It Out）專欄，給予讀者21世紀(jì)的工作與生活指南。

譯者：Pessy

審校：夏林

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With medical marijuana now legal in well over half of the U.S. and recreational marijuana use allowed in nine states (and counting), cannabis companies are scrambling to fill a rush of new jobs in the industry—an estimated 340,000 of them nationwide by 2020.

Contemplating a career change? Think about this: In older, more established businesses, you may have noticed, a lack of industry-specific experience can land your resume in the circular file pretty quickly. Not so in the marijuana trade, an industry growing so fast that “there just aren’t enough people with direct experience, so we have to bring people in from outside,” says Karson Humiston, founder and CEO of cannabis recruiters Vangst in Denver. “We have no choice.”

Moreover, as the cannabis industry gets bigger, the kinds of talent employers want is changing. “A shrinking percentage of newly created jobs now require you to deal directly with the [marijuana] plant,” notes Morgan Fox, a spokesman for the 1,500-member trade group National Cannabis Industry Association. “Finance managers, marketing and branding experts, HR professionals—cannabis companies are hiring people with the same backgrounds as any other business.”

So how do you get in on all this growth? Here are four ways to get a job in the cannabis industry:

1. Try traditional job search methods.

It’s worth talking to marijuana-industry recruiters. Two that have been around the longest (since 2015 and 2014, respectively) are Vangst and San Francisco-based THC Staffing Group. But bear in mind that, as marijuana legalization spreads, all kinds of job boards and other help-wanted venues now post cannabis companies’ job openings, too. “We do post on job boards, and we have an active employee-referral program,” says Christine Hodgdon, who was vice president of human resources at a Denver-area oil-and-gas company before Vangst tapped her last year for her current role as HR chief at Native Roots Colorado. “We also hire some walk-ins—people who just come into one of our dispensaries and ask how to apply.”

2. Get connected.

Even more than in most other fields, building a network of relationships with cannabis industry insiders helps, and the number of local and regional networking events, easily Googled, is proliferating. Beyond that, experts recommend signing up, if possible, to at least one of four big cannabis conferences, all coming up soon: Cannabis World Congress & Business Expo in Los Angeles in September and in Boston a month later; the NCIA California Business Expo in Anaheim in October; and the Marijuana Business Daily‘s trade show in Las Vegas in November. Can’t get away to attend any of these? “If you follow specific cannabis companies on social media, you’ll often find job postings and networking events popping up,” says Christine Hodgdon. “Maybe because these are all young enterprises, they tend to be much more active online than many bigger, more established businesses.”

3. Do your homework.

Of course, every job hunter should study up on industry trends and topics before meeting with interviewers, but in the cannabis business it’s essential, because the marijuana industry is still extremely heavily regulated everywhere. Just one example of why that matters: “Let’s say you’re an advertising executive interviewing at a cannabis company,” says Danielle Schumacher, founder and chief of THC Staffing Group. “You need to be well-versed in the various laws about how and where cannabis can be advertised, even in states like Colorado and California. Taking too big a creative risk in your ads—what in another kind of company would be just ‘pushing the envelope’—could get your entire company shut down.”

Gulp.

4. Bring a startup mindset.

Not only are state and federal rules and restrictions on marijuana companies extensive, but “there are new ones every day, so you need to be super-adaptable and be able to change direction fast,” notes Karson Humiston at Vangst. “Candidates who have startup experience, and who have been through the scaling process, have a real advantage. People from large corporations, who aren’t used to rapid change, by contrast, tend to freak out.”

One more thing, in case you’re wondering: Direct experience of the product is optional. “Some employers might prefer to hire people who are [marijuana] consumers, simply because they’re more knowledgeable,” says Schumacher. “But it’s not a requirement.”

Good to know.

Anne Fisher is a career expert and advice columnist who writes “Work It Out,” Fortune’s guide to working and living in the 21st century.