3 effective recruitment strategies to find geologists and offsiders
Western Australia is experiencing a major labour shortage, with mining exploration companies and drilling companies finding it more difficult than ever before to find geologists, drillers and offsiders.
Search engines, online job boards, and social media platforms have made it easier than ever to find and apply for jobs. But there are other digital channels you can use to reach job seekers, promote new positions and attract the top applicants in your field.
It can be difficult to determine which channels are best for your company and to successfully implement them. This post outlines three additional avenues to get more applicants outside of Seek or recruitment agencies, along with some best-practice tips to help you get started.
1. Your website
Your website should be designed with prospective applicants in mind. You need to provide them with engaging information about your business and job opportunities, or they'll move on to the next website.
Your career-focused pages should describe who your company is and include details about your company's culture, values and work climate. You could also use your main employment page to link to other pages about your company’s history, mission and other important details.
Most job seekers conduct their research using search engines like Google. To actually reach these candidates, it's important to improve the careers pages on your website so that they appear in search results for particular words and phrases. This process is called Search Engine Optimisation (SEO). Focusing your efforts on SEO will help you to reach users in your industry entering job-related search queries.
For example, if someone is looking for a job, they’ll likely search something like “drilling jobs in Kalgoorlie.” or “geologist jobs Perth.”
Having your employment pages and job opportunities listed on your website and including search terms that candidates are likely to use will help you to rank higher in Google search results and get more applicants to visit your website. Not taking the extra time to refine your website could mean that potential applicants may not find you at all. A missed opportunity!
2. Pay-per-click (PPC) campaigns
Pay-per-click (PPC) advertising campaigns are another way to improve your visibility in Google search results. This advertising model allows you to place advertisements for particular keywords in search engine results.
For example, if you’re a drilling company located in Kalgoorlie, you could place an ad in the search results for “drilling jobs Kalgoorlie WA.”
If a searcher clicks on your ad and visits your website, you will be charged for that click. However, if they are not interested in your work opportunities and do not click your ad, you would not be charged a cent. This makes PPC ads one of the most cost-effective recruiting techniques available right now.
3. Targeted social media and industry group pages
Social media has evolved into a key marketing channel for a wide range of reasons, and recruitment is no exception.
In the current worker shortage we are experiencing, this is by far the most powerful channel to use to get in front of your active and passive job seekers.
LinkedIn is particularly valuable to reach roles like geologists and exploration managers. However, ads for roles like drillers and offsiders may perform better geared on Facebook or Instagram.
It's easy to list open positions at your business on your company's LinkedIn and Facebook profiles. When people search for opportunities on the site, they will discover yours and visit your company's page to learn more about you.
Both Facebook and LinkedIn also offer more targeted paid promotional options to help you reach potential applicants. This requires having an understanding of your ideal candidates and using LinkedIn or Facebook ads to specifically target these candidates.
(Feel free to reach out to us via our chatbot and we can give you a few more pointers or refer you to someone that can help you with this!)
An active social media page full of photos of company events, activities around your office and links to company news and accomplishments will make your prospective candidates much more confident in their decision to apply.
Another easy way to reach candidates using social media is to share your job ads (whether they are posted on Seek, LinkedIn or Facebook) to groups where your ideal candidates might sit. There are plenty of groups for drillers and geologists on Facebook. It's an easy way to directly reach these types of candidates, particularly if you're not sure about using the paid advertising options outlined above.
Inviting your staff onto CorePlan
Once you’ve found the perfect fit and hired your new driller or geologist you can easily invite them to your CorePlan account. Just enter their work email, choose their role for the correct permissions and you’re good to go.
Once on the platform, CorePlan offers your staff the right training on how to use the tools that are relevant to them using an array of one-on-one and digital resources.
You can learn more about CorePlan, the all-in-one platform for mining exploration and drilling companies to run their operations, over on our website.
More from our blog
CorePlan is a cloud based operations platform that helps people in mining work better together.
Exploration teams at Mining Companies (and Exploration companies) use CorePlan's Exploration Hub to plan, run and manage their drill programs.
Drilling Contractors use CorePlan's Drilling Hub to capture data from the field, share the data with their clients (which happen to be exploration companies and mining companies) and then invoice them.
As a modern SaaS platform you are able to easily subscribe and get started in a matter of days.