Top 100 Editorial – HR Initiatives
Courtesy of the Saskatoon StarPhoenix
Originally published: 09/26/2007
Cameco aggressive in recruiting right talent
As the mining sector booms and as an aging workforce retires, employers like Cameco are facing unprecedented challenges in attracting new workers. Gone are the days of several applicants vying for a single position as employers adapt to a new world where someone looking for a job is likely to receive simultaneous offers of employment.
Increasing competition for employees has prompted Cameco to respond with a variety of new strategies ranging from more flexible working conditions to building stronger relationships and partnerships with the educational institutions where future employees are trained.
“It’s really a whole new ball game in terms of much more aggressive recruiting, and it comes down to being more flexible in what we are able to offer job applicants,” says Darrell Bast, Cameco’s manager, recruitment.
In terms of individual employees, increased flexibility translates to a total rewards program including pay for performance and a flexible benefits program where an employee can opt for traditional benefits or a customized benefits plan designed specifically for their circumstances. At the company’s corporate office, flex-time is available as a tool to address issues such as work-life balance. Wellness co-ordinators are part of Cameco’s Saskatchewan mine sites and its Saskatoon office to encourage good health along with physical and mental wellbeing.
Once Cameco attracts a new employee, career development opportunities are an important element in ensuring that person remains with the company, according to Susan Nichol, senior recruitment specialist. Because professionals, including engineers, are among the toughest positions to fill, Cameco has introduced an engineer in training (EIT) program for recently-graduated engineers who join the company. The concept is to continue the education of new engineers by exposing them to the full range of technology and techniques Cameco uses, according to Nichol. So by participating in the EIT program, an engineer can round out their knowledge with exposure to everything from jet boring mining technology that will be utilized at the Cigar Lake mine to the raise boring technology used at McArthur River.
Secondment opportunities are also offered to employees to broaden their experience. Employees are released from their regular work responsibilities for a temporary assignment that provides greater exposure to Cameco and an opportunity to develop a broader range of skills.
Building relationships has also become a big part of effective recruiting. So you’ll find Cameco participating in an ever-increasing number of career fairs in Saskatchewan, across Canada and throughout the USA.
Developing relationships with individual students is also important, so programs for summer and co-op work students have increased annually. This year the company employed 89 summer students, many of whom are residents of northern Saskatchewan. The objective is to provide the students with a flavour of both the mining industry and Cameco in hopes that they will pursue a career in the sector.
Encouraging students to remain in school and include math and science in their high school courses is also a priority for Cameco. Company representatives conduct classroom presentations and co-ordinate minesite tours for students from northern Saskatchewan to familiarize them with the industry and career opportunities at Cameco.
Whether it’s summer students or new engineers participating in EIT, Bast notes word of mouth is an important component of recruiting. “If they have a great experience with Cameco they talk about us, that gets around and it can generate interest in working here.”
Increasing interest by former Saskatchewan residents in returning to the province also reinforces recruiting. Cameco recently hired four Alberta residents, all members of the same family. There are many reasons former residents are considering a return to Saskatchewan, including what Bast calls “the grandma and grandpa factor” where parents want their children to be closer to grandparents who continue to live in Saskatchewan. And Bast says the company provides relocation assistance to ensure someone offered a job with Cameco actually accepts the position and moves here.
