Think about how to create a well-rounded crew. This means considering the specific qualities, skills or experience you need to complement your existing crew members before you post a job for additional guardians. Also be sure to include any mandatory requirements in the job posting (i.e. driver’s license, grade 10 completion, small vessel operator ticket, etc.
Spread the word about new jobs well in advance of the application deadline to ensure it gets out widely and that people have lots of time to respond. Use social media or ask for recommendations from trusted advisors to encourage applications.
Be sure to ask questions during job interviews that are related to what you need to build a strong team. Ask situational questions to help you assess whether a candidate is suitable for the day-to-day realities of the job, including remote work, physical demands, travel and overtime, close quarters with the crew, and comfort with dealing with the public.
Establish a transparent and objective ranking system to evaluate applicants. A hiring committee can help you be objective when weighing the pros and cons of each applicant.
Use internship, summer student or youth training programs to mentor and train youth for guardian positions and add to your crew during the busy field season.
