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We know firsthand the mounting pressures you face to recruit, pinpoint, and secure specialized skillsets amidst supply constraints against fierce global competition with lean internal HR bandwidth.

We’ve found a well-crafted job description can significantly help to draw top talent to the table.

This is your first introduction to a candidate. It’s either attracting or repelling your candidates. It’s an opportunity to share your unique voice to resonate with specialized candidates that deeply align with your operational values.

Our insights from collaborating with others across the mining sector tell their one-of-a-kind stories are simple: set clear expectations, convey your values, and highlight growth opportunities while accurately capturing role specifics.

 1. Be Concise – The Shorter, The Better

Time is precious. Candidates often don’t have the patience to sift through lengthy job descriptions. They want to skim and get the gist as quickly as possible to make the split-second decision if they want to know more.

How to do it:

  • Use clear and direct language.
  • Focus on the most critical responsibilities and qualifications.
  • Avoid jargon and unnecessary buzzwords.
  • Keep the overall length to a minimum.

The goal is to make the job description scannable and enticing.

 

2. Express Your Values and Company Culture

Mining companies operate in challenging environments, and candidates want to know if they align with their values and culture. As we said before, job descriptions are the first impression, an opportunity to give potential employees a glimpse into what it’s like to work at your mining operation.

How to do it:

  • Include a brief section about the company’s mission and values.
  • Provide information about the workplace culture and any unique aspects of your mining operation.
  • Give a statement that conveys the company’s commitment to safety and sustainability, which are crucial in the mining industry.

Attract candidates who share your vision by sharing your values and culture, and you’ll retain employees in the long run.

 

3. Detail Must-Have Traits

Many roles require specific qualities and characteristics, so be explicit about what you’re looking for in candidates. This allows prospective talent to evaluate fit, saving all parties time.

How to do it:

  • List technical skills required for the role (e.g., equipment operation, geological knowledge).
  • Provide the soft skills essential for success in your mining operation (e.g., teamwork, problem-solving).
  • Mention relevant certifications or licenses necessary for the position.
  • Paint the picture of the characteristics of candidates (e.g., enjoys being outdoors and fieldwork, a love for travel, great icebreaker at networking events)

Clearly outlining your requirements and ideals increases applications from qualified, engaged individuals.

 

4. Provide a Snapshot of ‘Why Join the Company’ and Benefits

Job seekers are looking for both a paycheck and a fulfilling career. Spotlight what makes your company stand out – the challenges, growth paths and perks that motivate top talent to apply.

How to do it:

  • Share the unique projects or challenges they will be a part of.
  • Showcase opportunities for growth and career advancement.
  • Mention special perks or benefits, such as competitive salaries, health benefits or employee development programs.

A snapshot of your distinctive employee value proposition attracts best-fits seeking a rewarding career.

 

5. Invite Passionate Candidates to Apply

Mining roles can be demanding, and sometimes, candidates might hesitate to apply if they don’t meet every requirement listed in the job description. Worse yet, biased language could be preventing some applicants from applying.

How to do it:

  • Include an encouraging note inviting those eager to learn and grow to take a chance on your organization.
  • Use technology to scan for biased language.

Enhancing accessibility and inclusiveness from the outset conveys that your firm values building diverse, well-rounded teams.

 6. Widen the Applicant Pool

Apart from the gender-neutral language in job descriptions, there are some other ways companies can follow to enhance diversity in their mining team.

How to do it:

  • Diverse hiring panels: Encourage diverse perspectives by forming hiring panels that include individuals from various backgrounds.
  • Networking events: Attend and sponsor networking events, workshops, and job fairs focused on underrepresented groups in the mining industry.
  • Diversity metrics: Set and track diversity metrics to gauge progress in creating a diverse workforce. Regularly assess hiring practices and make adjustments as needed.
  • Inclusive outreach: Partner with organizations and communities that support diversity and inclusion in mining. Collaborative efforts can yield a more diverse applicant pool.

 

 7. Enhance Accessibility

Make roles and the application process more welcoming for neurodivergent applicants.

How to do it:

  • Clear and simple language: Use straightforward language in job descriptions. Avoid jargon and complex sentences that might be confusing to neurodivergent individuals.
  • Provide clear instructions: Offer explicit and step-by-step instructions on how to apply for the position.
  • Highlight inclusivity initiatives: Mention any inclusivity initiatives, support programs, or accommodations the company provides for employees with neurodiversity.
  • Be flexible in requirements: Consider flexibility in required qualifications and experience. Neurodivergent individuals may possess unique skills and perspectives that traditional qualifications may not capture.

An accurate, authentic job overview is the first step toward assembling a collaborative, invested workforce that drives operational success. Let’s collaborate to sharpen your voice and make each opening speak to your one-of-a-kind culture.

 

Tools For Gendered Language Checking:

  • Textio: an AI-powered writing platform that provides real-time feedback on job listings, including suggestions to remove gendered language.
  • GenderNeutralize: a Chrome browser extension that automatically scans the text on a webpage for gendered language and highlights it. It also provides suggestions for gender-neutral replacements.
  • Text Analyzer by Language Tool: a grammar and spell-checking tool that includes a feature to highlight gendered language. Use this app to proofread job descriptions and other texts for gender bias.
  • ProWritingAid: a comprehensive writing assistant tool that checks for grammar and style and identifies gendered language. It provides suggestions for making text more inclusive.
Are you a job seeker looking for your next opportunity or an organization looking to hire your next team member, MRC can help connect with us.

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