The supply and demand for workers in mining shifts with the fortunes of the industry.
As green shoots start to appear in the sector, and more jobs open up, the balance is once again tipping back to favour the candidates. That’s particularly true in certain disciplines, like exploration and field staff.
As much as we try to prepare for these patterns, the seemingly subtle changes in balance in the industry can catch companies and recruiters off guard. Gone are the days when candidates would leave their current job for an extra dollar an hour, allowing those competitive companies to simply readjust their offers. This time around what seems to be the game changer is job stability, with most experienced candidates sitting in full-time, permanent work and having no intention of leaving for anything less elsewhere (even if they don’t enjoy their current role).
As a result, companies working on calendar years, with tight budgets, or just looking for that “temp” contractor to fill a short-term post until they get on top of things, may need to wipe “X-years’ experience” off the checklist before submitting their request to recruit. It’s just not realistic.
But don’t fret because there are many benefits that come with hiring a “greeny” that could put your workplace ahead of others in the long term:
Entry-level candidates like to challenge the “way we’ve always done it” mentality and can bring fresh, new ideas to the workplace. They’re good at questioning processes and can often see a better way of doing things that experienced people may not.
Ease with technology
Many of our workplaces involve some form of technology, whether it is a data tool, online training matrix or purchasing system. With technology at the fingertips of so many young, inexperienced candidates these days (let’s be honest, they’re practically born with an iPhone in their hands), they can make the learning/teaching process twice as easy.
Trial period that could lead to something more
A contract role can be a great way to see how much potential an entry-level candidate or recent graduate has in the field. You’ll get to see their skills and work ethic as an “intern” and might choose to bring them on as a permanent employee down the line.
Help with projects or tasks you’re struggling to complete
Without any prior experience, these candidates are less inclined to have the “that’s not part of my job description” attitude when it comes to accepting ad hoc tasks or projects.
Gain brand advocates
From an HR/recruitment perspective, the successful placement of an entry-level candidate can promote positive word of mouth for others seeking employment within your company.
On top of all of this, most of these candidates have already gone through the pre-employment process to ensure they have everything they need in order to be “work ready” when that opportunity comes. This means they are likely to be mobilised much faster than candidates who have been headhunted or poached from their current workplace and need to complete notice periods.