Canada’s mining industry may be set for a boom

Canada, a country of 34m people, has a vibrant mining industry with more than 1400 companies listed on their Stock Exchange and active in the sector. The growing demand from highly industrialized nations for raw materials, especially from Asia, is having a significant effect on the Canadian mining industry despite the setbacks of the global recession in 2008-9. The country is now firmly established as a global leader in the production of metals and minerals, it is the leading supplier of uranium and potash to world markets. Mining contributes more than $40 billion annually to their economy.

Top mining companies in Canada and their activities

Whether company size is measured in market value, revenue or net assets, these companies are the largest players in Canada in their chosen markets. One of the world’s most successful gold mining companies, Barrick Gold Corporation is active in eight countries and employs more than 20 000 people on 26 mines around the world. Its acquisition of Placer Dome added to its revenues and the high metal prices in its key product lines, gold, copper, silver and zinc, have also impacted profits.

A major contributor to the Canadian economy is the Potash Corporation of Saskatchewan, the world's largest fertilizer producer. It was in the news last year after a hostile bid from BHP Billiton was foiled by the Canadian Government. Suncor Energy Inc is the leader in oil sands exploration and production. The rising price of oil is having a significant effect on its bottom line. A company to watch is Teck Cominco, often referred to as the "partner of choice" of junior miners. This company is active in most mining sectors, base metals, coal and gold production and is now diversifying into oil sands.

Talent and Remuneration
The shortage of experienced middle managers in the 30-50 age group due to the retirement of the “baby boomers”, those born between 1946 and 1964, is evident in Canada as it is in the rest of the world. The Mining Industry Human Resources Council (MIHRC) says the industry will need an additional labour force of 100,000 people to maintain current levels of production. Although there are initiatives afoot to encourage new entrants the talent gap is widening.

Staff retention should be a key strategy for mining companies. Flexibility in HR policy is needed to allow for movement of professionals across continents, they need to consider personalized solutions for key employees and innovative solutions to rotations to suit family life. Design of relevant incentive programs should be high on their agenda.

The Coopers Consulting-PwC 2011 Mining Industry Salary Survey reports that “CEOs are still riding a wave of high salaries and cash bonuses in 2011.” Their statistics show that 56% (a growing number) of CEO’s have an annual pay package of more than $1m. The PWc report goes on to say that new graduate mining engineers with one to two years of experience can expect an annual package of around $75,000. Young mining professionals are therefore well-placed to launch their careers in Canada.

The volatile global economic climate could well affect the demand for commodities and there is no consensus on the outlook. However, the mining sector in Canada seems robust enough for the moment.

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International Expatriate Jobs

When the job market for professionals and experts is tight in developed countries and the opportunities are few, maybe it’s time to consider an overseas posting. It is surprising to see the range of openings that are advertised, the different levels of experience required and the locations that a person can choose to work in. Clients are looking for banking relationship managers in Nigeria, nurses and doctors in the gold mining industry, and even facilities managers in Kazakhstan.

Expatriates can be appointed in various ways:  

The placement may be a permanent one, meaning that there is an employment contract that continues until it is terminated by agreement.

Contract appointments are for a fixed term, usually one or two years with a stated end date. There may be an option to renew and possibly a termination bonus.        

Interim appointments are made for a period of time that allows for the client to search for a suitable person to fill the role on a longer term basis. 

Openings are advertised by on-line specialist job sites and global recruitment agencies.  They act for clients in mining, oil and gas, banking, power, I.T and telecommunications, medical and construction industries among others. It is preferable to use a service provider that has experience in the region that you are targeting, especially in Africa, where local knowledge is vital.           

The roles that are available are diverse and mostly require people with technical or professional qualifications and a few years experience in their chose field.  Applicants with well developed language skills other than English receive preference in locations where the main language is French, Spanish or Portuguese.  

Internet research into the employers, their locations, their H.R policies is recommended. There is a wealth of information available for potential expatriates: details on the country that will host them, the relative cost of living and local conditions in each country and the type of lifestyle you can expect.  Importantly, use a trusted agent to assist you who can answer the many questions that you may have and who can allay your fears of the unknown.  Expand your horizons and look for an international expatriate job that suits you. 

Article's for Expats working in Africa: Metallurgist roles in mining companies

Article's for Expats working in Africa: Metallurgist roles in mining companies: Mining of metals and minerals is a growth industry, especially in Africa , providing job opportunities for metallurgists to work in various ...

Metallurgist roles in mining companies

Mining of metals and minerals is a growth industry, especially in Africa, providing job opportunities for metallurgists to work in various roles. Positions are well paid as metallurgists are required to have at least one degree from an accredited university or college. The preferred qualifications are a Bachelors Degree in Extractive Metallurgy or Metallurgical Engineering or BSc. in Chemical Engineering with a major in Mineral Processing. This is not a profession where candidates can learn the required skills on the job although experience can be gained throughout their career by expanding their exposure to different types of work on mines.

The type of work they do

The most common metallurgist roles include project management, consulting, technical or site management and research. For example, on a mine he/she would be expected to: 

Design work programs and manage all metallurgical testing both in-house and with external service providers and laboratories

Work with the senior team to review and evaluate technical solutions  

Liaise with geologists and other technical personnel to ensure the most suitable metallurgical solution is understood and employed

Constantly re-evaluate the metallurgical performance

At middle management level, as a project manager they would coordinate day-to-day mining activities, manage quality assurance and generally ensure a smooth operation. Mining companies look for a minimum of 5 years experience before they post these types of managers to remotely located mines. At the most senior level metallurgists can become mine managers which includes coordinating all operations, staffing, running the site itself, selecting the extraction process, and resolving operational and business issues.

Furthering a career

Metallurgists with further education and extensive experience in many technical processes become professional consultants or researchers either working directly for a large mining company or for a consulting firm contracted to it. Their role may be to advise clients on process engineering, to perform cost analyses or do budgeting. They may get involved in environmental impact assessments, HSEQ and social responsibility as well.  The mining industry is constantly updating its methods of extraction and waste management in order to stay profitable and needs researchers to continue to explore new methods and processes. Pay levels vary depending on work experience, area of expertise and the location where they are posted.

Some of the personal attributes required to be successful in this field are to be an effective team player, have a high level of inter-personal communication skills and be able to express yourself in writing.  A good knowledge of French is often asked for when an African posting is offered. Because of inhospitable locations and remoteness of mines, most of the postings attract single people or more mature staff who do not have school-going children.

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The shortage of Geologists in Gold and Iron Ore is still with us

“Although the news is full of stories about recession and unemployment, the demand for geologists is stronger than in most other business sectors” reports Geology.com, an established US reference site for the profession. They continue to say “salaries and demand for geologists often mirror the price of geological commodities such as fuels, metals and construction materials.”

There is a perpetual need for senior geologists in the growing gold and iron-ore mining sectors, especially in Africa.  Many opportunities are offered to earn large salaries working in early stage programs to evaluate potential exploration areas or in the production environment.  Job roles include creating and managing remote site exploration teams carrying out geochemical and geophysical surveys and overseeing multiple drilling programs.  Companies require experience in working with internal GIS databases and external mineral intelligence and technical data sources.

The role of the geologist in the mineral exploration field, however, is not limited to working exclusively in earth science functions.  They are often expected to apply themselves more broadly in identifying and initiating new business opportunities and dealing with officialdom to get new mineral licenses and other permits. Part of their work can include quality management, setting standards and ensuring compliance to them.  Sometimes geologists are even responsible for safety and health of the workforce (SHEQ) and developing community relationships. Because of this, an ability to write and speak French is an added benefit when negotiating pay.

Vale, the world’s second-biggest mining company by market share, is one of the companies that is expanding. “Our current investment proposal in Africa is to expend more than $12-billion over the next five years, subject to board approval,” Vale Zambia exploration manager Ian Hart told the recent first Zambian International Mining and Energy Conference and Exhibition, in Lusaka.  He said that “the peak year in this programme will be 2012, which should see the company invest $3.3-billion in the continent.”  The UK Financial Times recently estimated that in April 2011, Vale’s investment in Africa totalled $2.5-billion.  The ex-CEO Roger Agnelli noted that Africa was second only to Brazil in terms of iron-ore production potential.  This will no doubt add to the demand for “greenfield” and exploration geologists.

The shortage of geologists is evident when we see some companies sourcing candidates from outside Africa and from their neighbouring states. A leading company exploring in Madagascar for iron-ore and manganese is recruiting young geologists from India.  An MSc or BSc (Hons) or PhD in earth sciences is usually required for this type of job as well as a working knowledge of geo-mining software such as ArcView and data base management.  Because of a shortage of geologists in Liberia and the renewed interest in the exploring their mineral potential, they are looking to hire from Ghana and other African countries.  Not enough geo-scientists are graduating to replace the people retiring from the profession which means that the shortage is likely to continue for some time.         

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Executive Search in Africa a.k.a. Headhunting

The skills shortage in certain functional job areas has prompted clients to use headhunting to source suitable candidates rather than use traditional recruitment processes that may not deliver the results they need. The competition is getting fiercer with large global recruiters entering African markets. The stagnation of the economies in the more mature business regions of the world has also encouraged the headhunters to scout for business in more lucrative places. 

Some practitioners in global “executive search” are sensitive to the term “headhunter” but headhunting is primarily what it is.  There are also regional firms that are growing their operations across Africa, mostly from a base in South Africa or Nigeria, and there are also many in-country operations focused solely on local needs.

Where do they source candidates?

Many potential candidates come from within Africa – from the more developed English speaking markets of South Africa, Nigeria, Ghana, and Kenya.  Headhunters also reach out to graduates and experienced African candidates who are working outside Africa, particularly in Europe or North America, who would like to return home.  Other sources of talent are those seasoned expatriates from Europe and the US that have worked extensively in Africa and have an affinity with the continent.

Who do the headhunters recruit for? 

Many of the clients are foreign-based multinationals with growing businesses in Africa.  Usually the objective is to expand or develop an existing business in markets where they are already operational or to enter new countries.  Expansion within the mining sector and petroleum exploration and production companies is driving the growth in recruitment of individuals for senior executive roles in Africa.  The industries that are most active in using headhunters are : 

• Metals & Mining
• Energy, Oil & Gas
• Financial Services
• Telecommunications
• Manufacturing and FMCG 
• Health care and pharmaceuticals

How do they operate?  

Headhunters typically use a direct approach to top candidates in a carefully defined target market that has been fully searched beforehand.  Researchers are employed to do the initial preparation of a “short list”.  Headhunters look for the right skill set and also attempt to find candidates that are a good fit for the culture of the company and the industry. The people being approached are likely to be working happily at a competitor, performing well and not currently looking for a move.  These search companies look for senior managers and specialists that have strong track records of success in that particular industry in Africa.

Approaches may come through the use of personal contacts and recommendations, through social networking, or by a “warm” phone call to introduce the possibility of a move.  The better operators follow a formal methodology including an extensive interview process and checking of academic and career credentials.  Confidentiality and ethical behaviour are two of their cornerstones, partly to protect both the client and the candidate but also to ensure that they are not undermined by unscrupulous competitors.  Beware, there are many unprofessional headhunters that take shortcuts. 

Executive Search in Africa, Executive Headhunting services

South Sudan and its future

The newly-formed government of Africa’s newest state, South Sudan, has pledged its support for the development of the private sector in the country. It has ambitions to promote growth and economic development through public-private partnerships and dialogue with existing business leaders in the country.

This ambition was made clear at a workshop that was organized by the South Sudan Business Forum (SSBF) in partnership with the International Finance Corporation (IFC) of the World Bank Group in September 2011.  Elizabeth Majok, the Undersecretary in the Ministry of Commerce said “The President himself is committed to nurturing the private sector; the private sector should now play its role and spur economic growth in the country”.  Their plans include passing four Bills that “when enacted, will play a major role in streamlining the business environment in South Sudan” she concluded. 

The challenges

There are many, some are weighty.  The legacy of 22 years of internal strife has taken its toll. South Sudan has a real hurdle to overcome in skills development, they urgently need educated and trained workers needed to run the new government.  Estimates of the literacy rate show only 27 percent, one of the world’s lowest which means that it will be a long road.    

A new complication is that Juba, the present centre of government and industry, is too small and the government intends to build a new city and relocate the capital to Ramciel, 250 km northwest of Juba.   This is causing some consternation in business circles, especially with Kenyan companies that are installed in Juba.

In its early days of independence the country is still struggling with security issues and also with rampant inflation.

Trade with Kenya and other neighbouring states

Lack of rail infrastructure is hampering many growth initiatives as is problems accessing routes through the Khartoum. This landlocked country has the disadvantage of no access to a port although it clears most of its imports through Mombasa in Kenya.  80% of South Sudan’s trade is with East Africa countries, the leading country is Uganda (also landlocked) closely followed by Kenya.

However, talks are continuing with the oil majors to connect to the main fuel pipeline from Eldoret to Mombasa which would improve export opportunities to Kenya, Uganda, Congo, Rwanda, Burundi, Tanzania and Ethiopia.

The banking sector in South Sudan is quite lively, the government is taking a state in one and the Family Bank of Kenya are making a play for another.  The four main banks are potential acquisitions for the more established finance houses in the East Africa region who can see $$ signs.

It is expected that South Sudan will apply for membership of the East Africa Community (EAC) as early as next year.     


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