How do employers stay ahead in the mining recruitment race?

August 15, 2019

With a mining skills shortage looming, the experience jobseekers have when engaging with your company could make all the difference.

We still hear stories about applicants not hearing back from companies, or “being ghosted”. As the requirement for skilled talent increases, it would seem some mining companies remain firmly detached from the realities experienced by most mining job applicants.

As a recruiter, it is worth putting yourself in the jobseeker’s seat and considering the process from their perspective.

The Jobseeker’s Perspective

For jobseekers there are many steps in the job search process:

• Reviewing several websites for suitable vacancies
• Maintaining an active jobseeker account on SEEK, LinkedIn, and other job websites
• Reviewing companies to ensure they’re a place they’d want to work
• Writing cover letters and a targeted resume for each application
• Creating an account on a company job site and entering information already contained within documents they have been asked to also send
• Preparing for interviews
• Meeting the costs of transport and parking and, in some instances, using an annual leave day to attend an interview
• Taking the time required for potential site visits, medicals and assessments.

READ MORE: How to stop the jousting and hit mining recruitment nirvana

As you can see, often a potential employee has invested significant time and effort to apply for a position and progress through the recruitment process. In a skills shortage situation, the applicant must be managed effectively through this process, as a simple misstep can leave you, as an employer, starting your search all over again.

What can mining employers do to improve the jobseeker’s experience?

It doesn’t have to be like this. There are plenty of changes you can make to your recruitment practices that will vastly improve the jobseeker’s experience and give your company the best chance of securing the right employee.

Here are four things you can do right now:

Review your application management process from a jobseeker’s perspective

Often as recruiters it’s easy to iron out the glitches we observe on a regular basis in the applicant management system, but now is the time to ensure the application process is as seamless as possible

Create processes for staying connected with applicants

Staying connected with all applicants is a challenge. We’re in recruitment and we understand that updating every applicant at every step of the way can be time-consuming and costly. But so is missing out on the ideal applicant because your system or process doesn’t allow consistent outbound communication.

Make sure applicants know how you will stay in touch with them

In particular, letting short-listed candidates know how you will stay in contact is crucial.  Often, a simple email or text to let them know their application is still under review is sufficient and keeps them engaged.

READ MORE: Mining salaries are moving; here’s how to hire at the right price

Personalise your messaging and be approachable

A simple “only short-listed candidates will be contacted” at the bottom of your advertisement ensures applicants know they may not be contacted. But instead of a generic comment, why not personalise it with something like: “we really appreciate the time you’ve taken to apply to our company. We can’t always reply to each and every applicant, but if we are keen to discuss this vacancy with you, we will be in contact within two weeks. If you don’t hear from us in that time then you might have missed out on this position, but we will retain your information on file in case another suitable position comes up. Thank you for your interest.”

Every jobseeker engagement with your company should be positive

Our research regularly shows that all job applicants want to hear back on the outcome of their application.

To ensure all applicants have a positive engagement with your company, now is the time to ensure your recruitment practices meet jobseekers’ expectations. When the coming skills shortage really starts to bite, it could make all the difference.