How to find a ‘unicorn’ candidate in a tight jobs market
In a tough jobs market, mining companies are struggling to find candidates with specific sets of skills. Here’s what to do.
Does your candidate search sometimes feel more like a unicorn search?
You know the feeling. You’re looking for a candidate with a very specific skill set for a particularly technical role that really limits the talent pool.
A few years ago, you’d have run an advertisement with a closure date, interviewed promising candidates, done your due diligence, made an offer to the right candidate, and welcomed them onboard when they gladly accepted.
Boy, how things have changed. The days of the candidate-rich market, where finding applicants was relatively simple are long since over.
Experienced candidates are well aware what skills are in demand and know there are plenty of other job opportunities available to them if they don’t like what you (or your client) are offering.
How to find the perfect candidate in a tight mining skills market
So, how do you find that unicorn?
The first thing to note is that they probably aren’t actively applying for positions. They’re certainly not going to be reaching out to recruiters and hiring managers on LinkedIn, or have a SEEK or LinkedIn profile saying they are available.
It’s also highly unlikely they are looking for a lateral move in their career.
Snaring a unicorn requires you, as the recruiter, to have a comprehensive and detailed understanding of the role, the non-negotiable skills and attributes, the team dynamic, the mining company and operation culture, and the key areas where your unicorn might be found. It requires a proactive, targeted and multi-level approach, and you need to know exactly what it is you are looking for before you start.
Streamline recruitment processes immediately
But the hunt is only part of the process.
You need to ensure your recruitment process is streamlined, you have approval to hire at a higher salary level if needed, and the key people involved are available to interview at times that suit the applicants.
Particularly if you are reaching out to these unicorns via LinkedIn or SEEK or through a recruiter, your own schedule needs to be secondary. You need to demonstrate your company is:
- Fast-moving
- Proactive
- One they will achieve their career goals in
- One they will want to join.
You will potentially only get a single chance to prove all these things.
Want to talk about your recruitment strategy for finding your next mining unicorn? Contact the team of mining search and recruitment experts at MPI.