Sir Ernest Shackleton's way of recruiting

Below is a summary of key recruiting methods of Sir Ernest Shackleton

· Start with a solid core of workers you know from past jobs or who come recommended by trusted colleagues.

· Your Number Two is your most important hire. Pick one who complements your management style, shows loyalty without being a yes-man, and has a talent for working with others.

· Hire those who share your vision. Someone who clashes with your personality or the corporate culture will hinder your work.

· Fire quickly when it is clear you made a wrong recruiting decision even if it means legal action.

· Weed out potential slackers or people who are not prepared to do mundane or unpopular jobs.

· Be a creative, unconventional interviewer if you seek creative, unconventional people. Go deeper than job experience and expertise. Ask questions that reveal a candidates personality, values, and perspective on work and life.

· Don’t stick doggedly to your list of questions; rely on your intuition as well.

· Surround yourself with cheerful, optimistic people. They will reward you with the loyalty and camaraderie vital for success. Also, they will stick by you when times get tough.

· Applicants hungriest for the job are apt to work hardest to keep it.

· Hire those with the talents and expertise you lack. Don’t feel threatened by them. They will help you stay on the cutting edge and bring distinction to your organization.

· Spell out clearly to new employees the exact duties and requirements of their jobs, and how they will be compensated. Many failed work relationships start with a lack of communication.

· To help your staff do top-notch work, give them the best equipment you can afford. Working with outdated, unreliable tools creates an unnecessary burden.