Stand Out in an Increasingly Competitive Market AME-BC Roundup Student Session 2015

Outline for Presentation

Talent AcquisitionTalent Acquisition

• Employer/Recruiter Perspective • Employability of students/new grads

• Breaking in to the Job Market • What are you looking for?

• Companies & Jobs • What’s out there?

• Differentiators• How to appeal to companies as a candidate/how to increase your employability

• Your Brand • Importance of maintaining appropriate resume, business cards, LinkedIn, and other social media presence, etc.

About MRC

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MRC Overview & Qualifications

• MRC’s 35+ years industry experience and capability, enables us to attract, select, develop and retain the best possible talent for our clients.

• Our focus is to provide highly focused talent acquisition services to the Mining Industry at all levels and disciplines.

• We work with a mix of large multinational mining organizations as well as smaller mining companies from start-ups to mid-cap juniors.

• Our associates have a mix of experience in the Mining industry and in HR Management and Consulting.

• Relationships & Communication are KEY to our success (and to yours as well)

About Me

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Why am I here talking to you today?

Lindsey Schultz – Corporate VP

• 2001 - Began work as HR Intern/Research Assistant while attending the University of New Mexico

• 2005 - graduated B.B.A. HR & Organizational Behavior – transitioned to HR Search Consultant.

• 2008 - earned an M.B.A. from Arizona State University Focus shifted to the Mining Search division of MRC.

• Provide executive search services to an array of Mining clients for all functional areas within the Mining Industry both domestic and international.

• Advise and counsel candidates re: resumes, job search, networking, career development, etc.

• Attend various mining conferences to build and maintain relationships with clients and candidates (re: business development)

Employability of students/new grads Employer/Recruiter Perspective

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• Employability for new grads looks good! Statistics on attrition show major gap between numbers (and skills) of those exiting and those entering the industry.

• The supply/demand will remain in favor of (qualified) mining professionals for the foreseeable future

Graph from SME – 2012, Emerging Trends in US Mining Industry (http://www.smeny.org/sitebuildercontent/sitebuilderfiles/smeny_12_01.pdf)

Employability of students/new grads Employer/Recruiter Perspective

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This graph was taken from MiHR – Canada 2013 http://www.mihr.ca/en/resources/Hiring_Requirements_Available_Talent_10_year.pdf

Also, see MRC’s publication on Recruitment/Retention in the Mining Industry. http://www.miningsearch.com/wp-content/uploads/Article-Mining.com-Recruitment-and-Retention.pdf

Breaking into the Job Market What are you looking for?

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WHERE TO START? • Your key to success will be communication & relationship

development!! • For best/quickest results, this takes place PRIOR to your

graduation• Explore internships, finding a mentor, joining industry associations

KNOW YOURSELF !!!• Think about what you want to do

• Understand (learn) what’s out there, what appeals to you so that you may target opportunities/companies that match your career objectives and your qualifications.

COMMUNICATE !!!• Talk to others, network, research/learn about the mining industry,

companies, jobs, and what the expectations/responsibilities are for the day-to-day before you start interviewing.

What are you looking for?

Breaking into the Job Market

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• How/Where to look for a job • Job fairs • Industry Specific Online Resources (Infomine, Northern Miner, etc.)• Industry Associations ( AME-BC, PDAC, CIM, SME, NMA, etc.)• Online job boards both industry specific and general • Social Media • Conferences • Staffing/Recruiting Companies • Networking

• UNDERSTAND YOUR TARGET! • Human Resources vs. Hiring Managers as point of contact • Goal is to minimize resistance and encourage visibility,

engagement, and interest

What’s out there? Companies & Jobs

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Majors • $500 million + (rev) • Financial capability to develop a major mine on their own• Most likely to bring on entry/semi-entry level mining professionals (all skill

sets)

Mid-Cap’s/Intermediate• $50 – 500 million (rev) • Depending on their proven resources/stage of development – often a

target for majors to acquire a new developmental or operating property• Occasionally bring on entry/semi-entry level candidates with appropriate

skill sets (primarily Environmental/Geological/Engineering/Processing roles)

Start-Ups/Juniors • Less than $50 million (rev) • Typically exploration companies / may also reach production stage - often

a target for mid-cap/majors to acquire new resources• Selectively, a potential employer for entry/semi-entry level mining

professionals (primarily Geology/Environmental/Engineering.

What’s out there? Companies & Jobs

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Technical Consulting/Engineering Companies

• Employ an array of technical skilled consultants, provide support to mining companies. • (geology, hydrology, processing engineers, mining engineers, environmental, etc.)

• Often employ entry/mid-level mining talent as support for their senior managers.

Service Companies

• Provide mining specific services: drilling, chemicals, helicopters/pilots, accounting firms, recruiting firms, etc.

• May bring on entry/mid-level mining talent as support for their senior managers.

Product Sales Companies

• Provide equipment, technology, and supplies to mining companies.

• May bring on junior mining talent for sales/logistic support, or technical support in the design and application of their products.

What’s out there? Companies & Jobs

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Mining Commodity Areas & Organizational Types:

Industrial Minerals & Metals

Precious & Base Metals

Chemicals

Coal

Diamonds

Tar/Oil Sands

Health, Safety & Environmental Firms

Laboratories & Research Facilities

Engineering & Consulting Companies

Mining Products & Equipment

Government/Regulatory

Mining Disciplines/Functional Roles:

Board of Directors/Executive Management

Corporate Finance/Legal/Admin/IT

COO/VP/GM/Operations Management

Investor Relations/Sustainability

Business Development/Sales

Project Management/EPCM

Mine Management/Engineering

HR/Training/Community Relations

Health & Safety/Environmental

Exploration/Geology

Processing/Metallurgy

Mechanical/Maintenance/Reliability

Logistics/Purchasing/Procurement

Entry Level Professionals

How to increase your chances of employability/appeal as a candidate Differentiators

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How to you make yourself more attractive to a potential employer

• During University : • Internships• Work study• Field trips to mines• Industry memberships• Find a mentor

• Post University:• Career Development (Leadership Development)• Continuing Education/(certifications)• Language skills• Actively involved/industry participation/memberships, • Become a mentor

• Communication !!!

How to increase your chances of employability/appeal as a candidate Differentiators

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How to you make yourself more attractive to a potential employer

• Resume/Cover Letter • Email – have a ‘normal’ email address! • Phone/Interview Etiquette • Have a good handshake • Social Media presence • Know your target• Do your homework • Understand your strengths/weaknesses/areas for

development• Convey how you can add value to a team/organization

Maintaining an appropriate resume, cover letter... Your Brand

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Resume/Cover Letter• Maintain/Update key accomplishments/skills as you obtain

them

• Consider creating a few resumes

• Use similar language in your resume as the job description/ad to quickly gain traction with the person reviewing your credentials

• Maintain a current list of references

• Develop a cover letter, customize it by adding specifics to the job you are applying to and how your skills/background apply

• Follow up after meetings/interview/phone screen with a thank you note

Maintaining an appropriate resume, cover letter... Your Brand

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Maintaining an appropriate business cards, social media presence etc. Your Brand

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Business Cards • Keep card simple, but unique

• Include: name, email, phone, any special certifications/degrees you may have.

Social Media Mining is a fairly traditional industry, keep your ‘professional’ use of social media in line with how you want to be perceived.

• LinkedIN – a must for most professionals! • Facebook • Twitter • Etc.

Thank You & Good Luck

Talent Acquisition

Stay connected with me :

Lindsey Schultz Phone : 480-659-5847Email : Lschultz@MiningSearch.com Twitter : @MRCcorp Website : MiningSearch.com