The mining industry is a dynamic landscape, often marked by its cyclical nature. Understanding the nuances of these cycles is crucial for Human Resources (HR) professionals tasked with managing the workforce. In this article, we delve into the intricacies of the cyclical nature of the mining sector and provide valuable insights for HR planning.
In today’s dynamic job market, workforce development, and skills enhancement have become critical factors in maintaining a competitive edge. To address this challenge, the Mining Industry Human Resources Council (MiHR) offers a range of innovative programs to help Canadian employers hire and retain skilled workers. Among these programs, MiHR’s wage subsidy initiatives stand out as powerful tools for facilitating job creation and promoting skill development in the mining sector.
In the dynamic world of the mining industry, retaining skilled professionals is a challenge that mining companies often face. Employee turnover can disrupt operations, lead to knowledge loss, and hinder productivity. To address this issue, it’s crucial for mining companies to identify the reasons why employees leave and implement effective strategies to improve retention. According to a recent TPD survey, here are three common reasons people leave their jobs and what mining companies can do about it:
While the rise of environmental, social, and governance (ESG) is impacting many industries, the mining sector in particular is facing a crucial time of change and opportunity.
In today’s competitive job market, crafting a standout resume is crucial to catching the attention of recruiters. When applying for a position in the mining industry, it’s essential to highlight specific skills that recruiters are actively seeking. With the sector’s ever-evolving demands, mining companies are on the lookout for candidates who possess a diverse skillset and are capable of contributing to their organization’s growth and success. Let’s delve into the top skills TPD’s mining recruiters want to see on a resume:
The global talent shortage has affected nearly every industry, and the mining sector is no exception. Nearly three-quarters (71 percent) of mining leaders say the talent shortage is holding them back from meeting specific objectives, and 86 percent of mining executives say recruiting and retaining talent is more complicated than it has been in the past. Many factors have contributed to talent shortages in the mining industry, but one reason is that people are hesitant to move to remote locations for mining jobs. To combat this issue, it’s up to recruiters and HR reps to simplify the employee relocation process and ensure it’s worthwhile for the new hire. it’s worth the new hire’s while.
The mining industry has been an important driver of global economic growth and development for many years. As mining companies seek to optimize their operations and improve profitability, they are faced with a range of workforce trends that are shaping the industry. In this white paper, we will explore five key trends impacting the future of work in the mining industry.
It’s mining conference season, with the VRIC, AME Roundup, PDAC Conference, and CIM Convention + Expo, around the corner! Mining conferences can be a fantastic way to discover new talent within your industry while connecting with other mining professionals face-to-face.
Diversity, equity, and inclusion is a strategic priority for leaders in the mining industry, and there is no disputing the business case for it. The Energy Information Administration (EIA) projects that by 2029, more than half the current US mining workforce will be retired (approximately 221,000 workers) creating a significant skill and knowledge gap. Let’s look at gender diversity alone, women make up only 16% of the industry workforce, and if this imbalance continues it significantly reduces the talent pool likely to replace those retirees. Company values are increasingly important to potential employees, post COVID-19, 59% of employees are either changing or looking to change jobs to work with a company whose values align with their own. There is a clear need to incorporate diversity and inclusion measures throughout all aspects of business, and with mining conference season around the corner now is a great time to start the conversation. Visit TPD at PDAC and VRIC to discuss how you can build a more diverse and inclusive workforce.
