HR Strategies For Hiring Workers

Anthony Milewski is the founder of The Oregon Group and an influential figure in the mining, metals and energy industries.

The mining industry faces unique challenges when it comes to hiring and retaining a skilled workforce. For more than a decade, the skilled labor force that the mining industry requires has been in decline. Mining engineering programs have been closing in both Europe and North America, and the generation of senior mining executives who helped build mines globally during the commodities boom is retiring. As the world is increasingly turning to technologies that rely on mining, companies are facing a labor shortage.

As a leader in mining, I’ve witnessed how the labor shortage has impacted nearly every aspect of the business. In particular, I’ve found that finding senior experienced mine builders has become exceptionally challenging and increasingly costly. The increased costs and lack of senior talent add increased risk to projects being completed on time and within budget.

The combination of remote work locations, demanding job conditions and a shrinking talent pool has created an urgent need for innovative and targeted human resource (HR) strategies. Therefore, companies that prioritize employee satisfaction and workforce development can be better positioned to meet the industry’s labor demands and growth requirements in the coming years. Based on what I’ve seen as an industry leader, I recommend the following HR strategies for hiring and retaining workers.

Understand the workforce needs.

It’s crucial to understand the specific needs and challenges faced by workers in our industry when developing effective hiring and retention strategies. These include physical demands, safety risks and the need for specialized skills. Employers should conduct regular assessments of their workforce to identify critical skill gaps, understand the motivations and challenges of their employees, and monitor industry trends and workforce demographics.

Attract talent through employer branding.

Our industry often struggles to compete with other sectors in attracting talent. But a strong employer brand can make a difference by highlighting the benefits and opportunities of working in mining. Consider the following approaches:

• Showcasing Career Growth Opportunities: Highlight training programs, mentorship initiatives and clear career progression paths.

• Promoting The Industry’s Value: Emphasize the critical role mining plays in supporting global infrastructure and technology.

• Leveraging Technology: Use social media, industry events and online job boards to demonstrate your company’s commitment to innovation, safety and sustainability.

Offer competitive compensation and benefits.

Competitive salaries and comprehensive benefits will help attract and retain talent. Benchmark compensation against industry standards and include benefits such as:

• Health And Safety Benefits: Provide health insurance, wellness programs and on-site medical support.

• Housing And Travel Allowances: For workers in remote locations, offer housing accommodations, travel stipends or fly-in-fly-out (FIFO) arrangements.

• Retention Bonuses: Introduce loyalty bonuses or milestone incentives for long-term employees.

Develop training programs.

With advancements in mining technology and automation, companies must invest in continuous training to keep their workforce skilled and adaptable. Key training initiatives include:

• Onboarding Programs: Ensure new hires are thoroughly trained on safety procedures, equipment handling and company policies.

• Technical Skill Development: Offer certifications in machinery operation, geology and data analysis.

• Leadership Training: Prepare employees for managerial roles with leadership development programs, ensuring a pipeline of skilled supervisors.

You can also partner with local colleges, universities and trade schools to help develop a steady stream of qualified candidates.

Address workplace safety and well-being.

Safety is a top priority in the mining industry due to the inherent risks of the job. A robust safety culture not only protects employees but also boosts morale and retention.

I suggest conducting regular safety training with frequent safety drills and refresher courses, investing in modern equipment with enhanced safety features and offering mental health support to employees. This can include providing access to counseling services and mental health resources to address the stress and isolation often associated with mining work.

Foster a positive work culture.

A supportive and inclusive workplace culture plays a significant role in employee satisfaction. Mining companies can foster a positive culture by encouraging teamwork through team-building activities and shared goals or boosting morale by recognizing milestones, such as project completions or safety records.

Fostering a positive work culture also means emphasizing diversity and inclusion. Actively recruit from diverse backgrounds and create a welcoming environment for all employees.

Leverage recruitment technology.

Digital tools can streamline the recruitment process and help identify the best candidates for mining roles. Consider using:

• AI-Driven Recruitment Platforms: Automate resume screening and candidate matching.

• Virtual Reality (VR) Simulations: Provide candidates with virtual job previews to help them understand the demands of the role.

• Social Media Campaigns: Reach younger candidates by showcasing your company’s culture and opportunities on platforms like LinkedIn, Instagram and TikTok.

Implement flexible work arrangements.

The nature of mining work often limits flexibility, but companies can still offer arrangements that improve work-life balance such as FIFO and DIDO options, rotational schedules and remote office roles for administrative and support functions.

Build Community Relationships

Mining companies operating in remote or rural areas can strengthen their workforce pipeline by engaging with local communities through:

• Community Outreach Programs: Host career fairs, sponsor local events, and provide scholarships to local students.

• Apprenticeships And Internships: Offer on-the-job training opportunities to community members.

• Local Hiring Initiatives: Prioritize hiring from nearby areas to foster loyalty and reduce turnover.

Monitor And Adapt HR Strategies

Regularly evaluate the effectiveness of your HR initiatives to ensure they meet workforce needs. You can use data-driven insights to identify trends in employee turnover, measure the impact of training programs and gather feedback through employee surveys and exit interviews.

Conclusion

In the face of changing demographics and years of under-investment, the mining industry’s workforce challenges demand proactive and innovative HR strategies. By understanding workforce needs, enhancing employer branding, offering competitive compensation and fostering a positive work environment, companies can attract and retain top talent. Continuous investment in training, safety and community engagement will ensure a stable and skilled workforce that drives long-term success.

Mining companies that prioritize employee satisfaction and development can reduce turnover and position themselves as employers of choice in a competitive industry. Implement these strategies today to build a resilient and motivated workforce ready to meet the challenges of tomorrow.

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