The mining industry plays a vital role in the global economy and jobs creation and arguably has had the upper hand in being a desirable industry to work in. However, attracting and retaining top talent has entered a challenging phase as perceptions of the industry evolve.
The workforce of the future is here, and they’re looking for employers whose values, vision and culture align with their values rather than purely financial gain. Generation Z often view mining as hazardous and environmentally unfriendly, leading them to pursue careers in other sectors. To attract engineering and technical talent to Western Australia’s mining projects, strategic recruitment tactics must be harnessed to enhance its appeal, especially to its non-conventional demographic.
1. Showcase Social, Environmental & Diversity
Environmental and social considerations have become paramount for all jobseekers, but more so among the younger generation. Mining companies can attract talent by showcasing their commitment to:
Sustainable and ethical mining practices
Reducing carbon impact through renewable energy integration into their mine sites
Inclusive hiring practices and a genuinely diverse workplace culture
Community engagement and local employment opportunities
2. Promote Cutting-Edge Technology in Mining
Mining has substantially transformed, offering highly technical and innovation-driven career pathways. Younger generation engineers are increasingly drawn to roles that involve the application of advanced technologies and, as such, seek opportunities where they can work with sophisticated systems. Organisations should emphasise their technology leadership such as:
Autonomous transport options
AI-driven predictive maintenance
Remote operations centres
Renewable energy initiatives such as hydrogen, solar and biofuels projects
3. Offer Competitive Remuneration and Benefits
While salary is important, the younger cohort places high value on benefits such as wellbeing programs, study allowances and a culture that respects personal time and mental health. Organisations should consider benefits that offer:
Competitive salaries benchmarked against similar employers or industries
Flexible work arrangements such as remote or hybrid options or rotational shifts
Health and wellbeing programs
Mental health support
4. Promote Career Development Programs
Providing clear career pathways and continuous learning opportunities can attract ambitious professionals. Companies should invest in:
Graduate programs and apprenticeships
Mentorship and leadership training
Scholarships and partnerships with universities
On-the-job training with access to new technologies
5. Leverage Digital Recruitment Strategies
Reaching Gen Z candidates requires a fresh approach to recruitment strategies. Mining companies should:
Utilise social media platforms like LinkedIn, Instagram and TikTok
Use augmented reality to showcase mine sites and its amenities
Host virtual ‘open days’ to showcase their potential workplace
Partnering with educational institutions to create awareness
6. Refine your Employer Brand
Gen Z approach life and work with fundamentally different expectations than previous generations, so refining your employee value proposition can make your employer brand more relevant and attractive to these jobseekers. Make your brand more authentic by showing – not telling, by:
Including employee storytelling and testimonials
Highlighting diversity and inclusion initiatives
Engaging in corporate social responsibility initiatives that resonate with candidates
Demonstrating work-life balance through flexible working options
Attracting Gen Z to mining jobs requires an approach that aligns with their values, ambitions and outlook. They prioritise purpose over financial gain, demand authenticity from their employer and expect workplaces to demonstrate genuine commitment to social, environmental and ethical standards.
For more information on mining engineering jobs, get in touch with our team or search current jobs.
