The Craft of the Recruitment Process

Develop a Process and Prioritise the Candidate Experience

When a candidate engages with your business, the recruitment process they experience offers a glimpse into your business operations. This perception, however, may not always be accurate. A business may have strong structures and processes in day-to-day professional activities, yet recruitment and onboarding often lag behind. It is fascinating to observe the lack of attention given to recruitment processes, especially in industries like mining and energy, where there are typically long periods of high candidate demand coupled with the complexity of managing large-scale, multidisciplinary teams.

When executed correctly, robust recruitment processes can dispel any preconceived negative notions about the business, site, or team. It ensures the quality of your next hire, guarantees accuracy, and can elevate your opportunity to the top for the most in-demand candidates. Without a doubt, if they’re considering your business they’re likely in discussions with alternatives, or at least open to the idea. This underscores the importance of giving your process the attention it deserves, thereby increasing your candidate-to-employee conversion rate. Here are some thoughts to help you rethink your recruitment process:

A Structured Process with a Personal Touch

A structured recruitment process is critical for consistency and quality. It reduces bias, streamlines workflow, and ensures that everyone, from HR to management, is on the same page, maximizing the likelihood of a successful outcome. A well-adhered-to process saves time and resources and promotes a positive, professional candidate experience. This, in turn, leads to higher retention rates and a happier workforce, contributing to the long-term success of the company.

Developing a robust process requires research and reflection and may necessitate tailored plans for different divisions and geographical regions. The effort to align with industry best practices is worthwhile, as it reduces the legwork and heartache that come with a lack of planning and execution.

Alongside a structured process, personal engagement and correspondence are crucial to hiring success. A highly systematized process can often feel robotic. Prioritizing a personal touch in your process enhances the impression of your business and its people. Being emotionally intelligent, recalling key personal information, and linking the relevant attributes of your business to the candidate is a significant asset for your recruitment toolkit. These moments become memorable and leave a lasting impression, regardless of whether the candidate progresses.

Strike While the Iron is Hot

In the mining and energy sectors, it is not uncommon for candidates to receive interview requests 4-6 months after initially applying. While these businesses clearly have a process, its length limits their chances of securing preferred candidates quickly. Momentum is key from the day of the application. Prolonged timelines can diminish candidate enthusiasm and lead to assumptions about their status without adequate communication.

Clear, precise communication is essential to maintaining momentum. It is crucial to strike while the iron is hot to increase conversion rates. Even if your policy is to formally interview only after all applications have closed, making verbal contact for an informal introduction with your best applicants can instantly differentiate your business. In as little as three minutes, you can outline timelines and start building an initial relationship.

Speed and decisiveness are a major indicator for hiring success.  As timelines slip, the risk of candidates declining rapidly increases. Keep this in mind, track previous successes and failures, and create a preferred timeline within your process and workflow. 

Reality Check, You’re Likely Not the Only One in the Picture

Most mining and energy businesses over the past three years are well aware that candidate supply hasn’t kept up with hiring demand across most functions, particularly in technical and operational roles. Candidates have options, often with varied offerings and conditions that appeal to different ambitions. Acknowledging that alternative opportunities can arise at any moment is crucial. This awareness not only motivates timely action but also emphasizes the importance of a strong process. Not all offers are accepted, so have contingency plans in place beyond the first, preferred candidate. While options may be limited in a candidate-short market, this reality curtails complacency, especially for business critical roles. External recruitment support can also ensure full market coverage and increase the chances of success.

Execute

Building a recruitment process tailored to the unique requirements and structure of your business often starts with internal reflection. Analyze what has worked well and what hasn’t. Consulting with a recruitment provider can provide larger data sets on effective workflows and timelines. In my experience, the biggest contributors to successful recruitment processes for technical and leadership roles in mining and energy are speed, professionalism, and personal connection / authenticity.