When it comes to hiring in the mining industry, choosing the right recruitment model can make a major difference in speed, cost, and quality of hire. Whether you’re filling a single hard-to-source role or staffing up for a new project, if you understand the different types of mining recruitment: contingent, retained, and Recruitment Process Outsourcing (RPO), you can make a more informed decision.
In this guide, we explain what each model involves, when to use them, and how they apply in a mining context.
1. Contingent Recruitment: Pay Only If You Hire
Contingent recruitment is the most transactional model. The recruiter works on a success fee basis, meaning you only pay if you hire their candidate.
Best for:
- Common or lower-risk roles
- Employers needing to fill a role quickly
- Companies happy to brief multiple recruiters at once
Considerations in mining:
- Good for short-term hires or backfilling operational roles
- May not yield the same depth of search or candidate commitment
- Recruiters often prioritise roles they’re most likely to fill fast
Related article: What Is Mining Recruitment? A Guide for Hiring Managers
2. Retained Recruitment: Deep Search for Critical Hires
Retained search is a partnership model, where a recruiter is paid a portion of the fee upfront to conduct a thorough, dedicated search — typically for leadership, technical, or niche roles.
Best for:
- Senior, technical, or difficult-to-fill positions
- Situations where confidentiality or discretion is important
- Companies wanting guaranteed focus from one recruitment partner
Considerations in mining:
- Ideal for executive and technical roles (e.g., Mine Manager, Processing Superintendent)
- Provides access to passive candidates not actively looking
- More collaborative and strategic process than contingent search
3. Recruitment Process Outsourcing (RPO): End-to-End Support
RPO is a long-term solution where an external provider manages part or all of your recruitment function. It’s embedded, scalable, and often used during growth phases, project ramp-ups, or for improving recruitment capability.
Best for:
- Large-scale hiring projects (e.g., new mine ramp-ups)
- Building or supplementing an in-house recruitment team
- Companies looking for cost-effective, long-term talent strategies
Considerations in mining:
- Flexible resourcing for fluctuating workforce demands
- Allows internal teams to focus on other HR priorities
- Adds mining-specific expertise to your hiring process
Which mining recruitment model is right for you?
The right recruitment model depends on your business needs, hiring goals, and internal capacity. For one-off hires, contingent or retained may be enough. But if you’re expanding operations, entering new markets, or struggling with consistent hiring outcomes, RPO might be the better choice.
Need help deciding? Talk to us about which model best suits your operation.
