Australia’s mining industry has been struggling in recent years to attract and retain talent. Recent data from MPI Recruitment suggests that it could be a lack of awareness within the industry.
Earlier this year, MPI Recruitment asked 482 white-collar mining workers what matters most when considering a job.
Out of 482 respondents, 22% value job promotions the most when considering a new role, followed by using and improving skills (19%) and leadership support (16%), as reported.
Then the recruitment agency analysed 482 SEEK and LinkedIn white-collar job advertisements to see how often these needs were explicitly mentioned.
“Advertising logic would usually suggest that if these job adverts regularly reflect what’s important to people, then more of those people should apply,” MPI Recruitment says.
However, MPI’s latest data suggests otherwise.
A disconnect with what workers want
MPI Recruitment found that the industry is saying what it thinks will attract people, rather than giving them a convincing reason to consider the job.
The comparison in the data reveals a disconnect between what workers want most and what employers communicate in their job advertisements.
For example, salary, rosters, and camp facilities feature prominently in job advertising.
Previously speaking to Mining.com.au, MPI Marketing Business Partner Mark Pearce explains that mining has historically competed on pay.
“Every year, most mining companies carry out salary benchmarking reviews. Salary is tangible [and] can be easily tracked and tweaked,” Pearce told this news service.
“Support, engagement at work, culture, and leadership are harder to quantify.”
Workers are placing more importance on opportunities to develop their skills, progress their careers, and receive support from senior leaders.
“Needs that appear less frequently in the adverts MPI analysed,” the recruitment agency says.
Job advertisements are often built around a role’s responsibilities, as well as the required experiences and qualifications.
However, while those details matter, a job description is not the same as a job advertisement. A job description does not paint a picture of how candidates might progress their careers or explain how opportunities benefit them.
Three practical steps
MPI Recruitment recommends three practical steps for employers when advertising jobs.
The first step is to start with candidate priorities. Asking current employees and prospective candidates what would influence their decision to move can help employers understand what matters most to potential candidates.
MPI Recruitment also highlights the importance of making duties and benefits specific during the recruitment process.
Employers can replace generic promises about career development with specific examples of the skills people can build, the experiences they can gain, and the pathways available. Explaining how leaders support their teams and how company culture feels to employees can also be beneficial to readers.
The third step is auditing what the advertisement already says.
“Identify which priorities are addressed, which are missing, and whether any claims are backed by evidence,” MPI Recruitment says.
MPI Recruitment is a mining recruitment agency for employers and job seekers. The company has extensive mining knowledge and provides personalised guidance and insights for professionals, from first-year trainees to senior managers.
Write to Aaliyah Rogan at Mining.com.au
Main image: iStock
