- Jobs and Skills Australia’s (JSA) employment projections indicate growth in the mining industry, with demand for skilled workers expected to rise significantly from 6,900 in May 2024 to 26,000 by May 2034 10.
- Among 885 responding employers of JSA’s State Snapshot about Western Australia’s recruitment activities and expectations, 54% reported difficulties due to a shortage of suitable candidates, a general lack of applicants, and undesirable working conditions or locations 13.
- Symphony Talent’s State of Recruitment Marketing in 2024 report found that 48% of 450 HR and talent acquisition leaders identified building a talent pipeline as their top priority for 2024, demonstrating the growing importance of proactive recruitment strategies 7.
Jobs and Skills Australia’s (JSA) research on employment projections highlights significant growth in the mining industry, with the number of skilled workers expected to increase from 6,900 in May 2024 to 26,000 by May 2034 10. This growth can present unique recruitment challenges due to the rising demand for specialised skills and the difficult work environments in the mining and resource sectors 10.
To gain a clearer understanding of recruitment experiences and employers’ needs, JSA conducts a monthly survey of 1,000 employers 12. The December 2024 survey revealed that 61% of employers were recruiting solely due to staff turnover, while 29% were hiring for newly created roles 12. The remaining 10% were recruiting for both new and replacement positions, reflecting the ongoing challenges of attracting and retaining top talent in industries that rely on contractors 12.
These challenges are further explored in JSA’s research on Western Australia’s recruitment experiences and future staffing outlook 13. Among the 885 employers who responded in the year leading up to August 2024, 54% reported difficulties in hiring 13. These difficulties were attributed to a shortage of suitable candidates, a general lack of applicants, and undesirable working conditions or locations 13.
Given the competitive and dynamic nature of the labour market, this article outlines key strategies that employers should follow to attract and engage white-collar contractors in specialised sectors 12, 13.
- Define Clear Role Requirements
When hiring contractors for mining projects, employers should define clear role requirements by outlining key responsibilities, technical skills, and industry experience to succeed in the role 2. This may include emphasising expertise in areas such as engineering, environmental compliance, project management, and health and safety 2.
Chandler Macleod’s survey of 180 candidates found that 94% of respondents considered clear and direct job descriptions the most important aspect of their hiring experience 6. Additionally, 73% of candidates reported that more information about the advertised role significantly influenced their desire to work for an organisation, indicating the need for transparent, detailed, and accurate job advertisements 6.
Given the limited facilities in remote locations and the shortage of young talent entering the mining industry, tailoring role requirements to match candidate preferences can help address the specific labour demands in the Australian mining sector 8. For example, mining industry data from McKinsey and Company’s global survey found that 42% of 182 mining employees were likely to stay in their current role due to workplace flexibility, and 38% cited meaningful work as a key factor 1.
This suggested that employers should emphasise aspects of the role that align with candidates’ values, such as remote site experience, fly-in/fly-out arrangements, and safety compliance 1, 8, 14. By doing so, employers can attract candidates with the right expertise and role expectations, leading to more positive hiring experiences and a better long-term fit 3.
Clearly outlining job responsibilities can also foster mutual collaboration between contractors and employers, enhancing transparency and trust when discussing the less desirable aspects of the role 2, 6. This openness can help employers make more informed, strategic hiring decisions that align with both contractor and company expectations 6.
- Have a Proactive Recruitment Process that Reduces Bias
A proactive recruitment process that minimises bias can assist in evaluating candidates based on their skills and qualifications, with all candidates assessed against the same criteria 6, 11. This may involve a structured interview and application process focused on role suitability, reducing unconscious bias and promoting fairness and cultural fit in recruitment 6.
JSA’s July 2024 monthly survey revealed that 67% of employers used both an application and interview process, while 22% relied on informal chats 11. However, the latter approach may risk overlooking key qualifications and role suitability 11. With 77% of employers considering interviews the most important part of the hiring process, structured interviews with consistent questions can enhance objectivity and decision-making 11.
Developing talent pipelines can also assist employers manage future recruitment needs and prepare for talent shortages 18. This may involve continuously sourcing, engaging, and developing high-quality candidates before vacancies arise 4, 18.
The Australian Institute of Human Resources reported that 72% of CEO’s and board leaders view the availability of key talent as a major threat to organisational health 18. Symphony Talent’s State of Recruitment Marketing in 2024 report highlighted the growing focus on talent pipeline development, with 48% of 450 HR and talent acquisition leaders identifying it as their top priority 7.
These reports suggested that talent acquisition teams are rethinking recruitment practices by developing pipelines of prospective candidates who may not be reached through traditional job postings 18. By proactively sourcing and nurturing relationships with top talent, employers can ensure they are prepared to efficiently address critical vacancies as hiring demands and labour markets fluctuate 4, 18.
- Prioritise Compliance and Certifications
Since specialised sectors require adherence to corporate and industry standards, employers should prioritise candidate’s compliance and certifications with relevant regulations 14. The complex legal frameworks that govern mining projects reinforces employers’ responsibility to ensure contractors are aware of, and act in compliance with environmental standards, land access, and work health and safety regulations 14.
JSA emphasised the importance of verifying candidate’s experiences and certifications during the interview process, particularly for mining and resources roles where qualifications are a key aspect 11. These roles may include technical, professional, managerial, or machine operator positions 11.
The value of alternative credentials is rising as demand for upskilling and reskilling grows amid talent shortages 16. Research sponsored by the Society for Human Resource Management found that 94% of supervisors and 95% of executives and HR professionals believe new hires with alternative credentials, such as apprenticeships or industry certifications, will perform as well as or better than those with traditional education 16. Accordingly, 75% of 500 executives, 68% of 12,000 supervisors, and 63% of 1,129 HR professionals would recommend candidates with alternative credentials for interviews, emphasising their potential in technical and safety-focused mining projects 16.
By prioritising certifications and compliance, employers can build a workforce that meets industry standards and supports organisational goals for productivity and legal adherence 11, 14, 16.
- Conduct Psychometric and Technical Assessments
Psychometric and technical assessments can help employers evaluate candidate’s cognitive abilities, predicting how they handle critical situations in high-pressure, remote mining environments 8. These may include preventing safety hazards in isolated conditions or managing risks on-site 16.
In 2024, Safe Work Australia reported 11 preliminary worker deaths in mining and 30 in construction, indicating the need for strong safety and risk management skills among contractors 15. Psychometric assessments can be effective in identifying candidates with the mental fortitude and problem-solving abilities needed for such challenges 7, 16.
Additionally, Symphony Talents report revealed that 73% of C-level executives believed these assessments helped identify higher-quality hires 7.
By integrating these assessments into the recruitment process, employers can make more informed decisions, selecting candidates who meet technical requirements and perform well in complex situations 16. This can contribute to a safer and more effective workforce throughout the mining project lifecycle 16.
- Develop a Comprehensive Onboarding Program
With 20% of employee turnovers occurring within the first 45 days of employment, a comprehensive onboarding program is potentially crucial for successfully integrating contractors into their role and team 5. Chandler Macleod’s survey found that 72% of respondents agreed the onboarding process significantly influences their decision to stay with a company, which is important in the mining industry where high turnover is common due to the demanding nature of work 6.
A well-structured onboarding program can improve retention by clarifying work conditions, role expectations, and company culture, while supporting ongoing performance monitoring 9. In mining, onboarding should extend beyond administrative tasks to include information and training on safety protocols, emergency procedures, work arrangements, project details, and the Code of Conduct 17.
This approach can help contractors understand their role, endorse company goals, and perform effectively in high-pressure, isolated environments 9. With effective training, communication, and structured guidance, employers can better monitor contractors’ progress and performance 6.
Conclusion
Recruiting white-collar contractors in specialised industries requires a strategic approach 1, 13. By defining role requirements, using proactive recruitment, conducting assessments, verifying certifications, and ensuring effective onboarding, employers can attract top talent, align hires with company values, and minimise market challenges 6, 7, 16.
References
- Abenov, Timur, and Margot Franklin-Hensler. 2023. “Has Mining Lost its Luster? Why Talent is Moving Elsewhere and How to Bring Them Back.” McKinsey and Company. February 14, 2023. https://www.mckinsey.com/industries/metals-and-mining/our-insights/has-mining-lost-its-luster-why-talent-is-moving-elsewhere-and-how-to-bring-them-back#/.
- Abrahamsson, Lena, Bo Johansson Bo, Jan Johansson, Joel Loow, and Magnus Nygren. 2018. “Attracting Young people to the Mining Industry: Six Recommendations.” International Journal of Mining and Mineral Engineering 9 (2): 94-108. https://doi.org/10.1504/IJMME.2018.091967.
- Atlam Group. n.d. “A Mining Industry Job Guide.” Atlam Group. Accessed January 29, 2025. https://www.atlamgroup.com/a-mining-industry-job-guide/.
- Brymer, Rhett, Lisa Ellram, Matthew Josefy, and John-Patrick Paraskevas. 2024. “Pipeline Hiring’s Effects on the Human Capital and Performance of New Recruits.” Strategic Management Journal 45 (9): 1822 – 1850. https://doi.org/10.1002/smj.3605.
- Carucci, Ron. 2018. “To Retail New Hires, Spend More Time Onboarding Them.” Harvard Business Review, December 4, 2018. https://hbr.org/2018/12/to-retain-new-hires-spend-more-time-onboarding-them.
- Chandler Macleod. n.d. Golden Standard Recruitment Processes in a Candidate Short Market. https://irp.cdn-website.com/0ba2c165/files/uploaded/Chandler%20Macleod%20-%20Golden%20Standard%20Recruitment.pdf.
- Crist, Carolyn. 2024. “Building a Talent Pipeline is a Top Priority for 2024.” HR Drive, February 16, 2024. https://www.hrdive.com/news/talent-pipeline-top-priority-for-recruiters/707784/.
- Hatch, Dan. 2023. “10 Things Mining Recruiters Want to See on a Resume.” MPI News, May 9, 2023. https://www.mpirecruitment.au/news/10-things-mining-recruiters-want-to-see-on-a-resume.
- Hays. n.d. “Guide to Onboarding an Employee.” Hayes. Accessed January 29. 2025. https://www.hays.com.au/employer-insights/management-issues/effective-onboarding.
- JSA (Jobs and Skills Australia). n.d. “Employment Projections.” Australian Government. Accessed January 29, 2025. https://www.jobsandskills.gov.au/data/employment-projections#keyfindings.
- JSA (Jobs and Skills Australia). 2024a. “How Employers Recruit.” Australian Government. https://www.jobsandskills.gov.au/research/how-employers-recruit#factsheetdownloads.
- JSA (Jobs and Skills Australia). 2024b. Jobs and Skills Australia, Recruitment Insights Report, December 2024. https://www.jobsandskills.gov.au/sites/default/files/2025-01/reos_recruitment_insights_report_-_december_2024.pdf.
- JSA (Jobs and Skills Australia). 2024c. Recruitment Trends and Employers’ Needs: State Snapshot Update. https://www.jobsandskills.gov.au/sites/default/files/2024-10/Recruitment%20snapshot%20Western%20Australia.pdf.
- Safe Work Australia. n.da. “Mining.” Australian Government. Accessed January 29, 2025. https://www.safeworkaustralia.gov.au/safety-topic/industry-and-business/mining.
- Safe Work Australia. n.db. “Preliminary Fatalities – 2025.” Australian Government. Accessed January 29, 2025. https://data.safeworkaustralia.gov.au/interactive-data/topic/preliminary-fatalities-2025.
- Society of Human Resource Management. 2022. The Rise of Alternative Credentials in Hiring. https://www.shrm.org/content/dam/en/shrm/about/press-room/The-Rise-Of-Alternative-Credentials-In-Hiring.pdf.
- Sandvik. n.d. “Onboarding.” Sandvik. Accessed January 30, 2025. https://www.home.sandvik/en/careers/our-culture/onboarding/.
- Verduyn, Monique. n.d. “What is a Talent Pipeline? 101 Guide to Building a Robust Talent Pipeline.” Australian Institute of Human Resources (Blog), Accessed January 29, 2025. https://www.aihr.com/blog/talent-pipeline/.