The mining industry is facing an unprecedented talent crisis that threatens production targets, operational efficiency, and long-term sustainability. Recent McKinsey survey data reveals that 86% of mining executives say it’s … Read More
The semiconductor industry is experiencing an unprecedented talent crisis that’s reshaping the landscape for talent acquisition professionals and HR specialists worldwide. As we navigate 2025, the statistics are sobering: by … Read More
The U.S. CHIPS and Science Act is fundamentally reshaping the semiconductor industry’s talent landscape as we’re midway through 2025. With billions in funding now flowing to major manufacturers like Intel, … Read More
As summer 2025 approaches, semiconductor companies across North America are entering a critical time for production. However, one issue threatens to derail even the most prepared operations: unfilled roles. With … Read More
Your heavy equipment mechanic position: 4 months vacant. Your lead electrician: just gave two weeks’ notice. Summer production targets: non-negotiable. This scenario is playing out across remote mining sites throughout … Read More
America’s labor shortage has become one of the most pressing challenges for industries nationwide—and for HR professionals in mining and manufacturing, the effects are especially pronounced. According to the U.S. Bureau of Labor Statistics, manufacturing positions remain unfilled for an average of 43 days, while specialized mining roles can take up to 62 days to fill. This hiring delay costs industrial companies an estimated $98 billion annually in lost productivity and additional recruitment expenses.
The semiconductor industry is at the heart of global technology innovation, powering everything from smartphones to satellites. With the passage of the CHIPS and Science Act in 2022, the U.S. is making a significant push to reclaim its dominance in chip manufacturing, supported by $52.7 billion in funding. Industry giants like TSMC, Intel, and Samsung have pledged billions in investments, aiming to create 115,000 jobs by 2030.
Manitoba’s recent announcement of its critical mineral strategy signals a big step forward for the mining sector, particularly for those in the business of recruiting specialized talent. The 20-page report, Securing Our Critical Mineral Future, outlines a roadmap that aims to streamline mining projects, establish meaningful Indigenous partnerships, and attract major investments in the critical mineral sector. This strategy holds significant implications for workforce demands, particularly in roles requiring expertise in mineral exploration, extraction, environmental stewardship, and Indigenous engagement.
The semiconductor industry is facing an unprecedented talent gap as global demand for advanced technology continues to rise. With industries such as electronics, automotive, and defense heavily dependent on semiconductor manufacturing, the need for skilled professionals in this sector is at an all-time high. For HR and talent acquisition professionals, addressing this semiconductor talent shortage requires both innovative sourcing strategies and a focus on transferable skills from adjacent industries.
In the realm of human resources, the concept of “hire to fire” refers to the practice of hiring employees with the intention of terminating their employment shortly thereafter. While this approach may seem expedient in the short term, it poses significant risks and drawbacks for companies in the long run. Let’s delve into what “hire to fire” entails, why it’s detrimental, and explore an alternative solution: contract staffing.
