BHP has used many innovative techniques when recruiting its workforce for the Cannington Project. Looking for a balance of experience and enthusiasm it was necessary to develop pre-selection tests to reduce the initial number of applicants to a manageable number for first interviews in Townsville. Success at this stage led to an applicant, and their spouse, to go through a second interview at the mine site. The full process from application to job offer took up to six months, but the results were felt to be worth the effort. The approach taken has resulted in a highly motivated and flexible workforce. This paper outlines the philosophies behind Cannington's recruitment process, highlights some of the issues associated with the approach, and offers some measures of the outcomes.