The mining sector of Canada has a significant contribution to the economy of the country. As per current statistics, the mining sector of Canada employs more than 3770000 employees in the year 2020 (Statista, 2023). The percentage of employment has increased further between 2021 and 2023. The mining sector generates almost $22.5 billion national income in the year 2021 (Government of Canada, 2022). From this perspective, it can be said that the growth of the mining companies can also facilitate the growth of the economy of the country. As per the point of view of Koch et al. (2018), the recruitment process used in any organization can determine if the organization can recruit highly skilled employees for managing the operations of the organization. For this reason, it is important to identify the recruitment methods that are used by the mining companies of Canada so that the effectiveness of the recruitment methods can be analyzed effectively. The mining companies use various types of recruitment methods like temporary and contract staffing, recruitment process outsourcing, online recruitment and recruitment via referrals.
In online recruitment method, the human resource managers or the recruitment officers of an organization make online posts about their vacant positions in the social media platforms and the online job portals and the job seekers can apply for those vacant posts by seeing those posts (Anwar and Abdullah, 2021). After that, the human resource officers of the company screen the applications and after that the select deserving candidates via various processes like online tests, interviews and others. In this process, it becomes easier for the mining companies to recruit skilled staffs considering the strategic goals of the organization (Geetha and Bhanu, 2018). On the other hand, in temporary staffing process and in permanent staffing process a written contract is developed with the staffs for a particular period of time or for life time employment. In Canada, mining companies usually do not use ‘At will’ recruitment process but they often offer internship offers to the students (Heron and Smith, 2020). On the other hand, the large mining companies also outsource their recruitment process. In this process, any third party organization performs all the activities related to recruitment and selection on behalf of the mining company that has outsourced its recruitment process to the third party agency.
By outsourcing the recruitment process to a third party recruiting agency, it becomes easier for the mining organizations to reduce the costs of the recruitment and selection process. On the other hand, the human resource department need not to manage the extra work pressure of screening applications, interviewing candidates and other complex operations related to the recruitment and selection process of the organization and the human resource department gets enough opportunities of focusing on pother important operations like employee performance management, training and development, managing workplace issues and other things. In some cases, some of the mining organizations use more than one and two recruitment methods as per their human resource requirements and all these recruitment methods can be considered effective enough for helping the mining companies to recruit skilled staffs for managing their operations.
References
Statista, 2023. Employment percentage in mining sector Available at: https://www.statista.com/statistics/552685/number-of-mining-support-activity-and-mineral-processing-employees-in-canada/ [Accessed 31 May 2023]
Government of Canada, 2022. National income generated by mining sector Available at: https://natural-resources.canada.ca/our-natural-resources/minerals-mining/mining-data-statistics-and-analysis/minerals-and-the-economy/20529#:~:text=Key%20facts,reached%20%2455.5%20billion%20in%202021. [Accessed 31 May 2023]
Koch, T., Gerber, C. and De Klerk, J.J., 2018. The impact of social media on recruitment: Are you LinkedIn?. SA Journal of Human Resource Management, 16(1), pp.1-14.
Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
Geetha, R. and Bhanu, S.R.D., 2018. Recruitment through artificial intelligence: a conceptual study. International Journal of Mechanical Engineering and Technology, 9(7), pp.63-70.
Heron, C. and Smith, C., 2020. The Canadian Labour Movement. James Lorimer & Company.
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