According to S&P Global Ratings Industry Top Trends 2021: Metals and Mining report, the pandemic had a significant impact on industrial activity, global steel markets, and downstream producers in 2020. Although the world is still emerging from the pandemic, and far from resuming full-blown industrial production, a vastly improving outlook for most metals is expected going into 2021.
Now looking to the future, Mining corporations are continuing to operate under pressure to control costs and improve efficiency, whilst simultaneously becoming more responsive to environmental and political conditions. With the accelerating pace of change in the sector, central talent management themes have emerged including:
Increasing women and minority representation
Strengthening transformational leadership capabilities
Workforce & Succession Planning
With these priorities, mining organisations need big ideas and innovative partnerships. Accessing talent that is highly commercial, agile and can lead innovation is critical to future performance. Often, this talent is found outside of the mining sector and therefore, businesses need to understand where the most aligned talent exists and how best to access it.
Talent Insight identifies trends, challenges, opportunities and the major players, both businesses and individuals, so you can make better informed business decisions.
We’ll scour relevant talent pools to identify qualified candidates for your talent acquisition team to approach.
From the initial approach to the interview stage, we’ll engage hard-to-find and/or passive talent, screening each candidate against your hiring criteria and deliver a list of ready-now or ready-later candidates for current and future requirements.
Our thorough approach to executive search allows us to identify and secure the high-level candidates who can guide your business through times of transformation.
We provide a fully outsourced process for ensuring leadership hires in your business, allowing you to focus on business priorities without worrying about succession or finding new leaders.
We verify a candidate’s background and credentials to ensure every hire you make is the right one and to mitigate hiring risks.
By identifying the strengths and weaknesses of executive candidates, we make sure only the best join your senior team.
From an ageing population of mining leaders to the transition to green energy to reshaping EVPs to attract and retain new leaders, our experts can help. HR leaders need to stay ahead of these changes to build a deep knowledge of strategically aligned talent pools.
Without a doubt, strategic workforce planning, succession planning, talent pool development and engaged pipelines of talent are crucial activities essential for business growth.
Our insights will give your talent acquisition strategy an unparalleled advantage.
The Armstrong Craven team are experts in talent research and are ready to help you adopt new approaches to hiring talent for a new wave of customer demands.
The transition to green energy is creating new roles and demand for new skills. Forecasters predict that renewable energy employment would grow to 45,000 by 2025, averaging around 35,000 jobs each year to 2035.
If you would like to speak to Martin about how we can help businesses within the Mining sector, please leave your details below and we'll reach out to start conversations.