Baffinland Iron Ore Mines – Attracting Global Talent to Canada’s High Arctic
Baffinland’s Mary River site is a fly-in, fly-out open pit iron mine and ocean port greenfield operation located above the Arctic Circle on Baffin Island. Work life in an Arctic camp can be the experience of a lifetime but it takes extraordinary talent and highly-skilled professionals to deliver the business. This business imperative makes strategic recruitment a top priority.
Project Date: May to December 2013
Challenge: Meet an ambitious recruitment target on a tight timeline requiring top global talent in a remote location – Canada’s Arctic
Approach: Employ a custom two-pronged recruitment process using an aggressive search model and third party recruiters
Outcome: Recruitment target reached ahead of schedule, with an impressive 20 per cent Inuit workforce, and a 5,000+ resume database of qualified candidates for future recruitment
When the company received approval to proceed with a self-perform construction model in late May 2013, it came with an expectation of full labour on site by September 2013. Meeting the ambitious three-month timeline required a tailored and highly-tactical talent acquisition strategy.
That’s where we came in.
Our team implemented a custom recruitment process using an aggressive search model and brought in third-party recruiters. To control costs we selected recruiters aligned with our vision and goals. Recruiters were given a rigorous plan with uncompromising targets. They worked within clearly defined roles, responsibilities and expectations on a 24/7 recruitment schedule. In addition, our team managed service agreements and ensured recruiters worked as a unified team.
To execute our strategy we leveraged two approaches: precision targeting and word-of-mouth referrals. We relied on LinkedIn and other social media to hyper-target qualified and interested talent. We also maximized word-of-mouth referrals and the identification of individuals with experience in similar climates who were capable of both construction and operations activities. We rapidly sourced, customized and implemented a robust ATS application to manage applicants. At the end of the project we had created a 5,000+ resume database of qualified candidates.
Central to our success was the effort and planning that culminated in a unique onboarding plan. We implemented on-site training that combined the company’s standard operating procedures with High Arctic lifestyle acclimatization and high-quality vendor training resources.
Our team defied expectations—including those of the EPCM provider—by staffing up successfully and ahead of schedule. Unique to the enterprise was the recruitment, training and success of a 20 per cent Inuit workforce.
By rapidly transitioning the workforce from construction to operations the mine was able to reach its production targets. The mine now produces 10,000 TPD of high-grade iron ore (+67 per cent iron content) for shipment overseas.