Here are three changes mining companies can make to their recruitment processes today to respond more nimbly in a skills shortage.
Are outdated recruitment processes slowing down your hiring decisions?
If the return to boom times has taught us anything, it’s that once a candidate begins to look for a new mining job, they very quickly have interviews scheduled.
That means mining recruiters must be nimble if they want to secure the best talent. For example, you don’t have time to waste ensuring your decision-makers are all available to conduct interviews. You have to act too quickly for that kind of coordination.
Here are three changes mining companies can make to their recruitment processes today, to be more nimble.
Review in-house processes
No mining employer can afford the excuse “that’s just our process”. If your process is slow and immovable, look at how you can speed it up.
- Can you bring all decision-makers into one interview to shorten the process?
- Do you have a detailed position description?
- Is it possible to pre-emptively meet candidates to keep in the pipeline for future roles?
Ask new employees for input on improving your processes.
Automation technology is a great recruitment tool that can allow you to improve efficiency and offer a better service. While there are also risks to automating your processes, a well thought out application of technology that does not lose the human element can be a great complement to your process and a great reliever of your time. Anything that improves efficiency in this tight candidate market is welcome.
Outsource to a specialist
In a fast-moving recruitment landscape, you don’t always have the luxury of doing everything in-house. When your team is pushed to their limits and unable to move through the recruitment steps quickly, it is crucial you have a mining-specialist human resources and recruitment partner who understands your business and can lighten the load to ensure a nimbler process. It could be the entire recruitment process, or outsourcing parts where you don’t have an internal specialist.
Specialist recruiters are also more likely to have established talent pools and know where the talent is and who is looking for a new opportunity.
FURTHER READING: The war for talent is on. Here’s how to win.
Critically analysing your processes and the pathways to improve them is your best chance of survival in the upcoming skills shortage.
Does your mining organisation need help adopting nimble mining employment processes?