It’s widely known that the resources and energy sectors have numerous opportunities that are constrained by a limited talent pool. In this market, top talent isn’t waiting around. They’re moving fast and progressing faster. Speaking with candidates and hiring managers every day, I see what’s driving the shift.

Candidates Often Hold the Cards

There’s no shortage of opportunity. Despite being a tumultuous time for commodity prices, many miners are ramping up projects, expanding their portfolio and diversifying into new regions. To support this, they need the right people. Those with the right skills are often juggling multiple offers at a time. I’ve seen it firsthand, if the value proposition is unclear, they won’t hesitate to discount a role.

Employers must move fast, communicate clearly, and differentiate themselves beyond salary.

Leadership Capability Issue

One of the biggest drivers behind candidate movement? Leadership. It’s not just about pay or role conditions. It’s about the quality of leadership and a clear alignment. When communication is poor, recognition is absent, or direction is unclear, people disconnect. And once they disengage, they leave.

Invest in leadership capability; especially at the frontline. Your leaders set the tone so ensure they are well equipped to lead effectively.

Lack of Career Progression

Professionals want to see where they’re heading. If progression plans are vague or development opportunities are not present, they will seek it elsewhere. Candidates want more in their roles. Positions that lack stretch, exposure or future pathways are no longer enough.

Show people what’s next; early and often.

Work-Life Balance is Key

Attractive role conditions and working arrangements are no longer a ‘nice to have’. They’re a deciding factor. Professionals are prioritising family time, commute time, and burnout risk when making career moves. Outdated role conditions, without a compelling financial or lifestyle offset, are falling out of favour.

Build flexibility into your workforce strategy. Consider what arrangement is essential to perform the role duties rather than sticking to outdated preferences. 

Poor Role Clarity and Misaligned Expectations

When reviewing potential candidates, we often notice early turnover or short stints in prior roles. When we dig a little deeper, it’s usually because the role didn’t match what they were expecting. Many felt the position was misrepresented or not clearly defined from the outset.

Be transparent from the start. Create a compelling yet honest opportunity brief that accurately reflects the role and clearly communicates the team culture. Leverage executive search services to ensure alignment on both sides. 

The Bottom Line

Attraction is only half the equation. Retention is where capability either compounds or collapses. High turnover does not represent disloyalty, but rather a response to leadership, flexibility, clarity and alignment… or lack thereof.