The document discusses winning the war for talent in the mining industry. It notes that demand for talent will remain strong as major mining companies staff new projects and developing world companies seek world-class talent. However, the recruitment process is changing as talent risk becomes a higher priority and employees become less mobile. The document outlines different channels for building a talent pipeline, including universities, professional networks, and country funnels. It emphasizes that an effective employment brand is needed to appeal to employees and attract candidates by focusing on elements like culture, development opportunities, and work-life balance, as traditional incentives alone will not be as appealing.

1. Winning the War for Talent
China Mining
Paul Pittman
Managing Director, Swann Americas
November 2008
SWANN GLOBAL

2. Industry Demand for Talent
• Will diminish but remain strong
– Major minecos staffing new projects
– Developing world Minecos eager to be world class
– Impact of ‘lost engineering generation’
– Few untapped talent pools
• Recruitment process is changing
– ‘Talent Risk’ a Board and Investor level issue
– Less opportunistic
– Increasing pre-need strategies
– Employees less mobile
– Work becoming a commodity
– The “boomer” effect
– Focus on quot;Performance Fit”

3. Candidate Hierarchy
Swann “Royal World Class
Family” Competing with major
employment brands
Often several offers
Exceptional
With Mid-size and Juniors
Require development in global company
processes
Solid
Attracted by development opportunity; and
Comprehensive employment brand
Significantly greater development required

4. Global Recruitment Channels
Traditional
University Search
Alumni
Pre-need
Pipeline
Project Project
Completions Teams
Professional
Network
Country
funnels
Different channels A recruitment partner
fill the pipeline in aware of client’s
advance of need future talent needs
Focused channels replace
opportunistic single projects

5. Talent Pipeline
Universities
Associations
Local Country
Agencies Funnel
Project 1 Project 2 Project 3
Projects
Individuals & Project Talent Pipeline Timeline
Teams Funnel
• A well Documented Process
• Transparent to candidates
Company
Funnel
Alumni

6. An Effective Employment Brand
Appealing to Employees
• Employees select an
employer because
Terms and Work
Incentive
of their overall
Conditions satisfaction with
and perception of
the organization
• As work becomes a
commodity with
Reward Brand Location more Gen X, Gen Y
in management
positions, the
traditional terms
and conditions, pay
Vision Culture and benefits will
not appeal
Development

7. Assignment Challenges
Barriers to candidate success
End Date
HR Attention
Necessary
Career Planning
Assessment
Developmental Support
Employee Value
Fit Actual
Terms and Conditions
Contribution
Mobility Support
Start Date
Time

8. Paul Pittman
• Manages Swann Americas and our global consulting practice. He is a
member of the Swann Management Committee and partner.
• 25 years of international experience in HR including leading the Canadian consulting
practice for Deloitte, global HR roles at Alcan and Japan Tobacco International (formerly
RJR Nabisco).
• In addition to conducting major search assignments he works with Boards and executive
management on compensation strategies aligning business goals with incentives and
improving the return on investment tin people
• He has implemented global mobility systems and led multi-culture change initiatives and
noteworthy projects include globalizing Alcan’s HR practices following the merger with
Pechiney, leading the HR teams in the $8 billion acquisition of RJR by JT in 55 countries,
the $12m IPO of Novelis Inc., $20m in shared service savings from global rationalization
and working with the Board of Alcan re-designing executive reward globally.
• He is a former member of the Conference Board of Canada's Council of Human Resource
Executives and speaks regularly at conferences in North America and Europe
• He has lived in the UK, Canada (Quebec and Ontario) and Switzerland and worked
extensively in many other parts of the world and is currently located in Toronto.

9. About Swann
Executive Search and Human Capital consulting
to the resource sector
Global in organization, search methodology and
clients
Australian HQ
Private company owned primarily by its partners
Established 1993
60 staff worldwide
Serving major and midsize clients seeking,
retaining and rewarding mobile, technical and
leadership skills
AUSTRALIA AMERICAS CHINA MIDDLE EAST NEW ZEALAND UNITED KINGDOM RUSSIA