The worldwide mining industry is currently facing a shortage of qualified people to meet its needs. Currently, the industry consists of more than half of its workers being over the age of 40. Additionally, as many as 40 percent of current mining employees are due to retire within the coming 10 years. This is thought to be due to the boom in mining in the '70s. Then, in the '80s and 90s, lay-offs, restructuring and downsizing meant that less talent entered the field. With this in mind, let's take a look at the 3 biggest recruitment challenges that need to be addressed.
Decrease in candidate numbers. With more than 90 percent of sites now being operational, labour demand is ongoing. Unfortunately, more people leaving than entering
mining jobs at this present moment in time. There are various reasons behind this, including how people generally perceive the industry, fewer people beginning apprenticeships and workers retiring.
Skill shortage. There is a huge demand for robust training in various specific skills areas. Mechanical maintenance, in particular, is one of these. Additionally, there is an increasing number of Trade Assistants who have no job-specific training or experience at all. With this in mind, Premier People have created an industry-specific training package. The nationally-accredited unit RIISAM207D – Apply Operational Skills – is aimed at entry-level candidates who have no previous experience in mine site / mechanical maintenance work.
Safety. The unit mentioned above focuses on improving work quality, safety and efficiency while reducing injury risk by ensuring candidates are familiar with a replica life-sized working environment.
With careful planning, education and research, mining companies can attract and retain good candidates. By investing in the right people and opportunities, today's modern mines can remain operational for many years to come.
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Recruitment and Retention Challenges in the Mining IndustryContent Source
