One of the biggest recruitment dilemmas many recruiters in the mining industry face is reaching the best people. Job boards like SEEK and Indeed are becoming a less effective way of recruiting for this industry. Why? Your ideal candidates are just not looking on the sites anymore… instead, the job offers are being delivered directly to them!

Similarly, for both construction and mining, the skills shortage is having a real impact, making it harder than ever to attract the best talent. So, if you’re recruiting for these industries, it’s crucial for you to understand the best way to attract and convert passive candidates. 

Passive candidates, or continuous candidates, are candidates who are not actively looking for a new role. This means that they are employed, enjoy their current work or lack the time to search for new opportunities. 

However, passive candidates may investigate the right opportunity if it arises, so it is important to create that opportunity and persuade the candidate to pursue it further.

Here are 3 passive recruitment techniques you can use to find the best people in mining and construction. 

Headhunting and digital headhunting

Headhunting and its digital counterpart is a targeted search for talent who are currently employed. These passive candidates may not be actively looking for a new position, but would be happy to move if the right opportunity arose.  

Headhunting is a particularly successful method of sourcing prospective employees with a niche skill – which may be just what you need in mining and construction!  

Clever advertising & standing out from the crowd

Typical recruitment advertisements can be completely missed or ignored by the passive candidates you’re looking to target. Create exciting and relatable recruitment advertisements that really speak to your demographic to attract attention and promote click-throughs that convert applications. 

Use a careers video or employee profile story as a way to promote your organisation’s ethos and culture. Establish an attractive careers page on your website with images of your real employees, as research reveals candidates are highly likely to investigate your employer brand and their careers page before applying. 

Utilise social media to promote brand awareness

Using social media as an advertising tool, you can advertise your vacancy to the right demographic and tailor it to reach those who like relevant pages and capture or recapture their attention. Advertisements are more likely to capture attention if it is related to your target’s personal interests.

For example, using Facebook advertising, you can search for potential candidates in a specific location, within a specific industry, based on interests and more to really target your recruitment advertisement. 

Our recruitment advertising team are experts in passive candidate attraction, headhunting, writing effective recruitment advertisements and social media advertisement targeting. For the best chance to fill your mining or construction vacancy, call us on 1300 366 573 or email us at info@employmentoffice.com.au.