Competing with the Mining Industry: How to attract and retain great employees
Does your workforce comprise highly skilled, high demand employees, such as engineers or tradespeople? If so, you may be all too aware of the difficulties in attracting and retaining quality staff, particularly against the lure of attractive wages offered by the mining industry.
Recently, it has been a common trend for companies in regional areas to have trouble employing quality staff, as more and more men and women are being attracted to the impressive pay packets received when working in the mines. While smaller, local operations may not have the ability to compete with the offering of such grand salaries, there is an opportunity for employers to focus on highlighting other key drivers of attraction, both through initial advertising and at interview stage. It is vital to remember that while salary is just one component for candidates to consider, there are many other factors that employers can focus on to attract and keep the right people.
Interestingly, when jobseekers were surveyed by Seek regarding Laws of Attraction in 2012 in the Mining, Resources and Energy industries, it was found career development was just as important when looking for a role as salary. Quite often when working in the mines, employees can feel as though they are ‘just another number’ that is part of a larger scale employer, and recognition for hard work may often go unnoticed and the need for ongoing training and development ignored. It is important therefore, for local companies to be aware of ways in which they can offer their workforce, both current and potential, further training and development options, including external training (which can often be funded by the government), internal promotion opportunities and succession plans. When seeking employees with a view to retaining them longer term, emphasise the fact that they will be rewarded for a job well done and have the opportunity to receive further training for their own personal and professional growth within the company. Make them understand that they will be a vital part of the team that is truly valued and appreciated.
Another main driver of attraction for jobseekers, regardless of industry, is a good work/life balance. The ability to earn higher wages often also means a likelihood of working long hours over extended rosters, which may impact on personal relationships, families and social lives, and can result in a somewhat nomadic lifestyle. All employers should subtly emphasise that high wage mine workers not only work much more physically demanding hours in much harsher environments, but also attract a higher tax bracket. The local employer can offer a more positive balance between personal responsibilities, leisure and work.
Further research conducted by Employment Office also found that job location is another important factor for those seeking employment, with a significant amount deeming it highly desirable for their workplace to be close to home. Rarely is a mine located near a large city, so to work in the industry, usually means either living permanently or in camp style accommodation in remote and rural areas, often truly ‘in the middle of nowhere’. Whilst this might not immediately appear to be an issue, it always pays to point out considerations such as extreme weather conditions, high cost of living and poor reception coverage often associated with these areas. Also, if they work on a Fly In, Fly Out (FIFO) basis, it is often the case that facilities will be shared and different rooms will be appointed on each roster, making it very difficult to establish a home away from home. Reinforce the advantages of working within close proximity to the workplace.
With strict Workplace Health & Safety policies high on the corporate agenda, it is also recommended to reiterate the high risks inherent with working at mine sites. Due to the larger scale of the workplace, the amount of machinery, traffic and workforce onsite is considerably higher, meaning mine work can be exceptionally dangerous. Of course at any place of work there will always be safety risks, however it should be highlighted when trying to attract employees that hazards or safety issues are likely to be significantly smaller in scale in the local workplace and with processes closely managed.
Another point to sell, which has again been found to be high on most jobseekers priority list, is job security. It is widely known that the mining industry has recently been hit hard by the current economic climate, and quite literally thousands upon thousands of people have lost their jobs. So, as employers you need to take advantage of this, and turn a bad situation for many people, into a positive. When advertising or interviewing, be sure to mention how long your company has been established or what the business plan is for growth over the coming years. This will ensure that your potential employers will feel there is stability within the company, which should then encourage them to be loyal and stay at the company long term.
There are many other key drivers on which to focus and emphasise when recruiting. If it is viable, offer better employment terms and promote benefits such as incentives or bonus schemes offered, flexible working hours, extra allowances, extra leave entitlements, increased superannuation contributions, and, importantly, make sure the salary offered suits the jobseeker according to their skill-set. Although this may cost employers a little more initially, it will be worth it in the long run if they can avoid extra costs associated with recruiting, retraining and time lost. If employers consider all of these factors when looking to attract and retain staff, it will assist in being more appealing to jobseekers, ensuring they won’t have the urge to look elsewhere, specifically the mining industry, for their next position.
