How a Specialised Team can Recruit across Functions

Overcoming Hurdles with Specialised Recruitment:

CSG Talent's strategic involvement began with Mining specialist, Alex Wilkinson, addressing New Gold's unique challenges in finding specialised talent. Alex first connected with the company’s HR Director with CSG Talent’s extensive global track record of mining placements in 61 countries and an offer to assist in their recruitment processes. After being connected to the HR department for the Rainy River mine it became apparent, they had challenges in sourcing the right talent due to their remote location paired with the specific requirements of the roles they were looking to fill. New Gold were experiencing challenges in filling roles across multiple functions – Supply Chain, Mining Engineer, Mine Planning and Mine Leadership. Due to the unique structure in possessing a Mining Functional Expert in each of these fields, we were able to offer a retained proposal to fill all talent demands in one recruitment project. This is feedback we often receive from clients highlighting the benefits of identifying a single mining recruitment specialist to fill vacancies across a range of mining functions. A great commercial decision for our client, greater understanding of the client and full business operations for the specialist mining recruitment team at CSG Talent and ultimately a more positive candidate experience.

Utilising Global Networks and Tailored Solutions:

CSG Talent has an established team focused on the mining industry with specialist functional consultants across the sector. A senior team of mining recruitment specialists devised a tailored solution to tackle the initial five roles. They were supported by a wider team of researchers and in-house marketing specialists to support talent attraction.

First and foremost, it was imperative for the consultants to gain a thorough understanding of their client’s business, culture and what they were looking for in their potential candidates, going beyond the job requirements and recognising the type of people New Gold wanted in their business. This information was then fed into CSG’s marketing department to develop a bespoke candidate engagement pack to present to suitable candidates during the recruitment process.

A focused advertising campaign was launched for the roles whereby CSG acted as brand ambassadors of New Gold, in addition the consultants reached out to local and national networks in mining to identify suitable options to target for each vacancy. CSG Talent then managed the entire process from defining the target audiences and sourcing candidates, through to detailed candidate assessments with shortlist reports and managing the interview process and continue to offer aftercare.

The successful recruitment campaign resulted in two roles being filled in a short time frame, with other positions soon fulfilled. The transparency in collaboration between CSG Talent and New Gold's HR department ensured a seamless process.