Don’t sell a candidate the job—tell them why they might not want it. By addressing the challenges and tough aspects right from the start, you prevent future disappointment and avoid the risk of overselling the position. This transparency ensures that new hires know exactly what they’re getting into and can truly commit to the role and the company.
In today’s job market, filled with overly positive job descriptions and lofty career promises, a surprising strategy could be more effective: convincing candidates not to take the job. This approach, inspired by Sir Ernest Shackleton’s straightforward recruitment style over a century ago, focuses on setting realistic expectations rather than deterring applicants.
The Shackleton Approach to Recruitment
When I was at Harvard University, we delved into the story of Shackleton. As a founder, I often reflect on those lessons, questioning whether this might be the ultimate example of leadership. The challenge of finding strong, resilient, and capable teammates is ongoing. Shackleton’s ability to keep his crew united under extreme conditions continues to inspire.
Shackleton’s ad for his 1914 Antarctic expedition was famously direct:
“Men wanted for hazardous journey. Low wages, bitter cold, long hours of complete darkness. Safe return doubtful. Honour and recognition in event of success.”
This level of transparency is something today’s HR could learn from, as it ensures candidates know exactly what they’re signing up for!
His honesty ensured he attracted a crew that was mentally prepared for extreme challenges. He looked for resilience, optimism, forward looking, teamwork driven, and risk-taking people.
Shackleton meticulously guided the selection and group development processes to create a team optimized for the extreme physical and emotional challenges they would face.
The Benefits of Brutal Honesty in Recruitment
1. Attracting the Right Fit: Clear communication of a role’s challenges helps match the job with the right people, those who are resilient and a good fit for the position’s demands.
2. Building Trust: Being upfront about the difficulties of a job builds trust from the start. Candidates appreciate transparency, viewing it as a sign of respect and integrity, foundational qualities of any good workplace.
3. Enhancing Engagement: When people start a job with a full understanding of what to expect, they’re more committed and better prepared to handle challenges.
Implementing a ‘Shackleton Strategy’ in Your Recruitment
To adopt this straightforward approach, make some changes in how you recruit:
- Job Descriptions: Write descriptions that are honest about both the benefits and the demands of the role.
- Interview Process: Discuss potential challenges openly during interviews to gauge a candidate’s readiness and fit.
- Cultural Fit: Check that a candidate’s values align with those of your company, which is key to long-term success.
Encouraging candidates to think twice about a job by being clear about its challenges can lead to a workforce that is not only more prepared but also more dedicated. Shackleton’s strategy of embracing realism helps us remember that resilience and honesty are crucial, especially when navigating the complexities of modern business.
This approach doesn’t just fill positions—it builds strong teams ready to face whatever comes their way.
My advice is simple: stop selling jobs and positions. Instead, focus on presenting them as they truly are.