As frustrating as the talent shortfall has been for companies across the mining industry , some are finding inventive , forward-thinking ways to gain an edge over the competition in closing that gap . Here are several that in my work with mining concerns around the world , I ’ m seeing yield particularly promising results .
Redoubling efforts on the productivity and operational efficiency fronts One angle from which to attack the talent gap is by focusing on improving operational productivity and efficiency . “ Looming challenges make productivity growth an imperative ,” McKinsey asserts in a report about productivity across industries . “ Workforce shortages , debt , inflation , and the cost of the energy transition are powerful headwinds . All will be easier to confront with higher productivity .” Autonomous mining and other intelligent automation technologies are one way to address the talent shortfall . As Canada-based Teck Resources is discovering by deploying autonomous haulage systems at certain sites , automation reduces safety risk , improves productivity and makes operating costs more consistent . Remotely operated hauling trucks and other machinery are increasingly prevalent at mining sites in Australia , Canada and Africa . To further close the talent gap , mining companies can also streamline and centrally manage extraction and business processes , so they rely less on human intervention , and boost productivity by providing remote workers with new mobile tools .
Trying new tactics to turn an organization into a talent magnet Currently , “ mining is not an aspirational industry for young technical talent to join ,”
McKinsey observes , noting a 63 percent drop in mining engineering enrollment in Australia since 2014 and a 39 percent drop in US mining graduations since 2016 .
Reversing these trends requires creative recruiting approaches to overcome the safety and ‘ dirty industry ’ stigmas that have tainted mining ’ s public image .
Cultivating local talent through community engagement is one such approach . Canada ’ s Lundin Mining has a program that trains people and invests in educational and digital infrastructure in local communities in which the company is active . In Ecuador , for example , a training program graduated more than 300 people , 85 percent of whom got jobs with Lundin Gold .
Mining in general struggles to compete with other ‘ sexier ’ industries for younger , digitally inclined talent
Companies can also differentiate themselves in the talent market by showing a progressive approach to safety . Vale , for example , has developed a mobile risk assessment app that can be used offline at mining sites . These are the kinds of advanced safety capabilities companies need to not only develop but tout in their recruiting efforts .
Mining in general struggles to compete with other ‘ sexier ’ industries for younger , digitally inclined talent . To appeal to that demographic , mining companies can modernize their image by portraying themselves as hip , techforward organizations where employees can work with emerging technologies ( AI , machine learning , drones , autonomous vehicles ) and play a role in exciting new business models and products , such as green steel , for example .
22