Amazon Boosts Entry Level Recruiting 400% Targeting Cannabis Users
David Filwood
CEO | TeleSoft Systems | People & Process Improvement For Contact Centers
For many Customer Service Representatives (CSRs) – one of the last steps before being officially hired for a Contact Center job is a drug test – that includes looking for traces of THC (the main psychoactive compound in cannabis that produces the high sensation).
In most Metro Areas in the USA & Canada – industries that depend on a steady stream of “Entry Level” (sub $20/Hr) workers have been experiencing widespread talent shortages.
Contact Centers are among those finding themselves dealing with this serious labor pinch.
Employers are struggling to attract quality CSRs in enough numbers.
Many have dropped requirements that made it harder for them to hire CSRs – from reducing minimum education levels – to the amount of previous Call Center experience needed to qualify for the job.
In This Tight Labor Market – Staffing Shortages Are Also Impacting Drug Screening Policies – As Companies Struggle To Find Enough Suitable Talent To Fill Their Job Vacancies
At the beginning of June – eCommerce giant Amazon (the second largest private employer in the USA) – announced that they were in favor of federal marijuana legalization – and would no longer test job applicants for cannabis use (for any positions that aren’t regulated by the Department of Transportation) – stating that relaxing their drug testing policies was just another way for them to expand their pool of candidates.
The company will continue to test potential employees for hard drugs like methamphetamine / cocaine / heroin / opiates – and that while they’re now a “Weed Friendly” workplace – Amazon has zero tolerance for employees working stoned – and will conduct “impairment checks” on the job.
“If an associate is impaired at work and tests positive due to reasonable suspicion, that person would no longer be permitted to perform services for Amazon.”
For The Past 2 Months – Amazon Has Explicitly Advertised In Their Recruiting That They Don’t Test Candidates For Marijuana Use – And This Strategy Has Boosted Job Applicant Volume 400%
The Substance Abuse and Mental Health Services Administration (SAMHSA) reports that:
A Growing Number Of Contact Centers Are Taking A “Live & Let Live” Approach – Adding Cannabis Use To Their “No Alcohol On The Job” Policies
As long as their CSRs don’t work high – they don’t care.
Marijuana legalization doesn’t allow individuals to smoke pot whenever or wherever they want. Put simply – it doesn’t give CSRs the right to be impaired on the job.
Many Call Centers these days are generally feeling that it’s enough of a challenge just getting “Butts In The Seat” – and they can’t be worrying about what their CSRs do in their spare time – as long as it doesn’t affect job performance.
Additionally – when it comes to “Entry Level” job search – an increasing percentage of Millennials & younger GenerationZs believe:
“What I do in my personal time is my own business, and by forcing a marijuana pre hire drug screen, the company is infringing on my personal rights. I can drink alcohol until I pass out, as long as I don’t do it or are under the influence at work. If I’m not high, or getting high at work, why should my employer care what I do in the confines of my home, on my own time?”
As more job applicants test positive for THC – it becomes more difficult to find workers willing to agree to pre hire marijuana testing.
Employers who take a hard line approach to marijuana use may have more difficulty getting enough qualified employees to work for them.
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Under Federal Law – Marijuana Remains Illegal – So There’s A Solid Foundation Of Contact Centers – Mostly In Banking / Finance / Insurance / Health / Government / Public Safety (And Those With Federal Contracts) – Maintaining Zero Tolerance Policies Towards Cannabis Use By Their CSRs – Both On & Off The Job
Some businesses also have insurance & liability concerns – reason enough for them to continue drug testing CSR job applicants for marijuana use.
But an increasing number of Call Centers are adapting their pre hire drug testing policies in this new reefer friendly economy & tight labor market.
Pre hire testing for marijuana use might be outdated & counterproductive for your Contact Center.
Employers need to consider how today’s acceptance of recreational cannabis will impact their CSRs in the workplace – and the expectations of job applicants.
As cannabis legalization continues – and more people spark up on a regular basis – highlighting that your company is a “Weed Friendly” workplace – that doesn’t test job applicants for marijuana use – can motivate more individuals to apply for your CSR jobs – and keep your Contact Center fishing from a deeper labor pool.
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