What Makes Candidates Stand Out in Mining? | Advice from Industry HR Leaders (Part 1)
Dig Deep
What makes candidates stand out immediately
Panelists explain tailored CVs, curiosity in interviews and demonstrating outcomes over activities.
In this special series (Part 1 of 3) around HR and recruitment, we bring together three experienced HR leaders from across the global mining industry: Leanne Holmes, Head of People at Central Asia Metals, Paul Eagle, Vice President People & Culture at Evolution Mining, and Bridget Hunter, Group Manager Shared Services at Ivanhoe Mines.
Together, they share practical perspectives on recruitment, careers, and what it takes to stand out as a candidate in today’s mining industry. Drawing on experience across operational and corporate environments, they highlight common mistakes candidates make, from generic CVs to lack of preparation and a limited understanding of mining’s unique challenges.
The conversation also explores what differentiates strong candidates, including tailoring applications, demonstrating outcomes over activities, and showing genuine curiosity in interviews.
Whether you're already in mining or looking to transition into the sector, this episode offers clear, actionable advice to help you better understand employer expectations and position yourself more effectively.
KEY TAKEAWAYS
- Generic CVs are a major red flag; candidates must specifically link their skills and achievements to the unique operational context and safety requirements of the mining industry.
- Successful candidates demonstrate deep curiosity by researching the company's specific operations, recent financial results, and regional challenges before the interview.
- HR managers are more impressed by candidates who can articulate the tangible business benefits and results of their work rather than just listing daily tasks.
- In the high-stakes, collaborative environment of a mine site, a candidate’s alignment with core values (like safety, respect, and accountability) is often considered more important than pure technical competence.
BEST MOMENTS
"A CV is probably only 10% of the recruitment process... It should be a snapshot of a profile of yourself to get you that interview."
"Mining is a very specific industry with unique challenges, and generic CVs don't really tell us how someone's experience relates to what we do."
"I think what impresses me most is when candidates don't just share successes, but they also talk about challenges, what they learned, and how they grew from that experience."
"Understand the basics of mining—the life cycle of a project and the safety and environmental considerations—then make it clear how your skills can transfer."
GUEST RESOURCES
Paul Eagle: paul.eagle@evolutionmining.com
https://au.linkedin.com/in/paul-eagle-80128740
Leanne Holmes: https://uk.linkedin.com/in/holmesleanne
Bridget Hunter: https://za.linkedin.com/in/bridget-hunter-3a000230
VALUABLE RESOURCES
Mail: rob@mining-international.org
LinkedIn: https://www.linkedin.com/in/rob-tyson-3a26a68/
X: https://twitter.com/MiningRobTyson YouTube: https://www.youtube.com/c/DigDeepTheMiningPodcast
Web: http://www.mining-international.org
CONTACT METHOD
rob@mining-international.org
https://www.linkedin.com/in/rob-tyson-3a26a68/
Podcast Description
Rob Tyson is an established recruiter in the mining and quarrying sector and decided to produce the “Dig Deep” The Mining Podcast to provide valuable and informative content around the mining industry. He has a passion and desire to promote the industry and the podcast aims to offer the mining community an insight into people’s experiences and careers covering any mining discipline, giving the listeners helpful advice and guidance on industry topics.
This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/
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