Find Top Mining Talent Beyond Job Boards

Are we looking for the wrong type of people in mining? An interesting conversation I had recently with a senior HR professional working within a growing international mining business.....one point really stood out. As mining companies grow, acquire assets and move through expansion, they don't necessarily need people who are comfortable with everything already being structured and established. Sometimes they need the opposite. People who: ✅ Are comfortable with change and ambiguity. ✅ Can hit the ground running without constant direction. ✅ See a problem and work out how to solve it. ✅ Have an entrepreneurial mindset. ✅ Are prepared to challenge existing thinking. ✅ Can operate effectively when the systems and processes aren't perfect. She described the ideal person as having a little bit of "Maverick" about them.........perhaps even being slightly rough around the edges......which got me thinking. In recruitment, we often look for the polished CV. The perfect career history...........someone who ticks every box on the job description. But in a business going through growth, transformation or operational change, is adaptability actually more important than having the perfect CV? And are companies sometimes rejecting exactly the type of person they really need because they don't fit the traditional mould? I would be interested to hear what people in the mining industry think. When you're hiring into a growing or changing business, what matters more...... the perfect experience on paper or the mindset and ability to make things happen? In my opinion I think most look at the former, not latter 🤔 #mining #robtyson #mininginternational #executivesearch #search Ben Brockman Christina Bolding Kirkness MIRP Cert RP

The chain of hiring mistakes I see so many mining companies make in this market: > They post roles to a job board with no real management strategy. > They get overwhelmed / don't get the results they hoped for. > They hire a HR generalist to manage recruitment. > HR and Recruitment are not the same thing. > They think the lack of delivery is due to a competitive market alone, not a bad system in place. > They waste hours of time and energy navigating the hiring process, interviewing the wrong candidates, and digging into their own networks as best as possible (until that runs dry). [This can create a bad impression in the market and negative downstream affects] Job boards will only expose you to a fraction of the market and require a tremendous amount of time to filter through. What I recommend: Leveraging an experienced recruitment partner who actively reaches out to the specific people who would be best for the roles (including those who are employed and who wouldn't have otherwise known of your opportunity). Utilizing the right, trusted partner who is a subject matter expert is key for best consistent results. [Do not get sold by an Account Manager from a firm, ask to speak with the actual recruiters who are working on your file.] Going this path will: > Expose you to the entire market and the best options. > Allow for prescreening/preparation of candidates, saving you otherwise wasted time. > Allow the recruiter to get candidates excited and bought-in to the opportunity as much as possible before entering the interview process. > Allow for support during the offer negotiation process (very useful in this market with multi offer situations). > Provide detailed notes on each candidate including motivations, compensation target, culture fit, etc. Interested to learn more and get insights into the hiring landscape? Let's chat asap. Your trusted recruitment partner, David Starboard Recruitment #mining #recruitment #miningrecruitment #hiring #starboardrecruitment

We don't wait for talent to come knocking. Many recruiters only talk to candidates who are actively job hunting. That's a HUGE mistake. Here's what we do differently: We build relationships with exceptional mining professionals BEFORE they're looking for their next role. Why? Because: - The best talent isn't always actively searching - Relationships built without an immediate agenda are stronger - When they ARE ready to move, we're already trusted This approach takes more effort upfront. But it means when a client needs someone exceptional: 1. We already know who's amazing 2. We understand their true motivations 3. We can make meaningful connections fast Stop chasing only active candidates. Start building your talent network today. The best recruiters are relationship-builders first, matchmakers second.

Read the latest whitepaper from Founding Partner Carl Kaufman, talking about the importance of deep industry understanding to the search process and how that finds mining companies betters leaders and key technical staff. #mining #KPOsearch #retainedsearch #executivesearch #leadership

Most mining companies already know a job posting won't find them a leader. Fewer have figured out that not every search firm can actually find the right one either. That's not a small gap. The people you actually want for a senior technical or leadership role are usually not scrolling job boards, not updating a resume, not applying anywhere, and not responding to LinkedIn messages from people they don't recognise. They're working, probably at a company you're familiar with, and reaching them takes more than posting a role and hoping, or one random connection request. This is the thing I don't think gets discussed enough: a generalist recruiter or search firm with a database and a specialist retained search firm with real relationships built over years in this exact sector are not the same thing, even when the fee looks identical. One of them can actually get in front of the person you want. The other is fishing in the same shrinking pond as everyone else. I put twenty years of doing this work, plus a full breakdown of the Canadian mining labour data, into a new whitepaper: how executive and retained search actually works in this industry, realistic timelines, and why sector expertise ends up deciding almost everything. It's live on the KPO Search website now. Great leaders don't apply. They get found. #KPOsearch #retainedsearch #executivesearch #mining https://lnkd.in/gsTjiDRG

Mining professionals, a quick question: If you needed to find a specialist consultant tomorrow, where would you look first? LinkedIn Google Ask your network Recruitment agency Someone you've worked with previously Other We're interested in how people actually find expertise today. Because if the industry is still relying primarily on personal networks, there's a huge opportunity to make specialist expertise more accessible. Put you method in the comments.

Yes, bring your thoughts and recommendations to work through reasonable uncertainties to build judgement, confidence and true independence. #figureitout to achieve breakthrough results.

COMMUNITY ENGAGEMENT IN MINING — PART 18 “EVERYONE EXPECTS A JOB”: WHEN EMPLOYMENT EXPECTATIONS BECOME A COMMUNITY RELATIONS ISSUE A mining company arrives in a community. Before the machines start working, people may already be asking: “How many jobs are available?” “When will recruitment start?” “How many people from our community will be employed?” Employment opportunities are important. But there is a problem when expectation becomes entitlement before the actual opportunities are understood. WHY DOES THIS HAPPEN? Sometimes information is unclear. Sometimes rumours move faster than official communication. Sometimes individuals make promises they are not authorized to make. And sometimes the community simply assumes: “The company is coming here, so our people must get the jobs.” If these expectations are not managed early, recruitment can become a major source of tension. WHAT SHOULD COMMUNITY RELATIONS TEAMS DO? ☑️ Explain the types of jobs the project may require. ☑️ Distinguish between skilled, semi-skilled and unskilled positions. ☑️ Clearly communicate minimum qualifications and requirements. ☑️ Explain the recruitment process before recruitment begins. ☑️ Avoid promising jobs that have not been approved. ☑️ Communicate where and how vacancies will be announced. ☑️ Encourage skills development where local capacity gaps exist. ☑️ Keep records of employment-related commitments. ☑️ Communicate honestly when available positions are limited. LOCAL EMPLOYMENT ≠ EMPLOYMENT FOR EVERYONE A community may have hundreds or thousands of people. A project may only require a limited number of workers. Some positions may require specialized qualifications that are not immediately available locally. That reality should be communicated before recruitment begins, not after disappointment has already developed. THE BIGGER LESSON One of the most dangerous things in community relations is an uncontrolled promise. Don't tell people: “Everyone will get a job.” Tell them what you actually know. Explain what is possible. Explain what is not. And where skills are lacking, ask: “What can we do now to prepare qualified local people for future opportunities?” Because good community relations is not about promising everyone a job. It is about creating realistic expectations and communicating opportunities fairly and transparently. ©️Omo Arigba

𝐉𝐨𝐛 𝐓𝐢𝐭𝐥𝐞 & 𝐂𝐕 - 𝐂𝐨𝐦𝐩𝐮𝐭𝐞𝐫 𝐬𝐚𝐲𝐬 𝐍𝐎 I saw a comment on Linkedin last week which prompted me to write this Speaking on behalf of myself, I don't simply match a job title with a CV. A Mine Manager from one operation may be completely unsuitable for another. The scale of the operation, mining method, commodity, jurisdiction, project stage, workforce, contractor model and company culture all matter. Your personality can also count for half if not more in whether you get a chance of securing a new job. The same applies at executive level. A successful CEO of an established producer may not be the right person to finance and develop a junior mining company. Equally, a strong project builder may not be the best leader for a mature, multi-asset business. The role of the recruiter is to understand where someone has genuinely solved challenges, delivered results and identify the companies and situations where that experience will carry the greatest value. That means looking beyond job titles and understanding: • What you have actually achieved • The environments in which you perform best • The problems you are equipped to solve • Your leadership style and motivations • What you want from the next stage of your career If you are a mining professional or executive then I’m always interested in hearing your story..............not just receiving your CV. My inbox is open for confidential conversations. #mining #miningjobs #jobs #executivesearch #robtyson #mininginternational #christinakirjness #benbrockman #nicklear

Friday Article “How am I supposed to get experience when every job requires experience?” It’s a question we hear often from jobseekers starting out in mining and engineering. The good news? Your first opportunity doesn’t have to be your dream job. It just needs to help you build the experience that gets you closer to it. Our latest Friday Career Advice article looks at practical ways to get that all-important first experience. 👉 Read it here: https://lnkd.in/dEJREb6D #BilnorStaffingSolutions #CareerAdvice #JobSeekers #WorkExperience