It has never been harder for mining companies to hire the right people. There’s a global talent shortage and strong competition for skilled workers, so the way we communicate job opportunities can make all the difference. Writing a strong job ad is essential—and often overlooked— if you want to attract top candidates.
Your ad shouldn’t just be a checklist of duties, it’s your first chance to engage the right people, set expectations, and sell the opportunity.
In this article, we cover seven tips to get the best results from your job ads, whether it be on LinkedIn or any platform. Whether you’re in HR, recruitment, or a hiring manager in operations, these insights can help you craft ads that attract the best quality candidates—not just more applicants.
1. Spark interest
Avoid overwhelming potential candidates with too much detail. A well-balanced ad should spark interest, allowing for a conversation where you can fill in the finer details later.
As Kevin Gill, Delivery Manager – APAC at Globe 24-7 explains, “I am a little vague in what I say, intentionally, because it garners a better response. It piques enough interest that more people will apply and have a go as opposed to those that won’t.”
The intrigue created by being slightly vague encourages more candidates to engage, while still ensuring that the right people apply.
2. Paint a picture
Help candidates visualise the role by describing the work environment, the team, and the types of projects they will be involved in.
“To get the best applicants you really need to paint the picture. This is what it can do for you. This is what the company has got. This is who you’ll be working for. This is what the company has done for these people’s careers in the past,” Kevin says.
A strong job brief should highlight opportunities for growth and professional development, making it clear why the role is an exciting one.
3. Highlight learning & exposure opportunities
Great candidates want to grow. Clearly outline what they will learn, who they will work with, and what exposure they’ll get to different mining operations.
Kevin emphasises how crucial this is: “Mining engineers want exposure to different types of mines. They want this rounded experience because they know once they’ve got that—coupled with some international experience—it will get them to the executive level.”
If your company operates across multiple assets or employs different mining methodologies, highlight the potential for variety and career progression.
4. Showcase your brand strength
A strong employer brand is essential—why should they work for your business instead of another? Talk about things like the company’s profitability, asset base, life-of-mine projections, and long-term opportunities.
Stability and growth prospects are selling points for job seekers in mining. Kevin highlights the importance of making these strengths clear:
“If the client has a good balance sheet with multiple assets in global locations that have been in production for years, then that’s a very stable business.”
Job seekers want confidence that their role is secure, so emphasise these points in your job brief.
“If people have good tenure in a company, then you should lean into that. You can document that, publish it, and get it out there in the job briefs,” Kevin advises. If employees stay at your company long-term, it’s a positive sign of good culture and career stability.
5. Avoid AI-generated job descriptions
While AI tools can assist, don’t rely on them to craft your job brief. A generic, cookie-cutter listing won’t resonate with the right talent.
Write the brief to your specific site and role—candidates can tell the difference. Put in the effort, and you’ll see better results.
As Kevin puts it: “AI is useful in so many ways but I wouldn’t dream of using it to write a job ad.”
6. List the salary (but sometimes don’t)
Should you always include the salary in your job ad? It depends. If the salary is highly competitive, listing it can be a strong attraction point.
However, if it’s not at the top of the market, emphasise other compelling benefits—career development, location perks, lifestyle advantages, and team culture.
Research also shows that most candidates prefer to see a salary range listed, and not including it could lose you good candidates.
7. Be creative
With talent shortages across the industry, you need to lead with your strengths. What makes this role unique? Is it the chance to work on high-profile projects? A great roster? An opportunity for career growth? A forward-thinking company culture?
Kevin advises hiring teams to think beyond the basics: “Is there an opportunity to rotate people through three or four different sites? Have you got anywhere international where you could send this person? If they can get that international exposure as well, that will give them that rounded experience.”
Highlighting what sets your opportunity apart will give you the best chance of attracting top candidates.
This article covers how to streamline your recruitment process to make it a success.
A well-written job ad is more than just a list of responsibilities—it’s your first opportunity to engage the right talent. By writing a thoughtful and compelling advertisement, you’ll attract more top-tier candidates who are genuinely excited about the role and the company.
