The Challenge : An expanding mining and mineral processing organisation in the Central West region of NSW, the Client was keen to hire an individual with formal accounting qualifications and ideally experience with broader commercial responsibilities including the supply and contract management areas, matched with the strategic thinking ability to focus on improving the Company’s financial performance. After a review with the Client it became obvious that the priority was the broader commercial requirements with the Corporate Head Office being able to provide the support for the accounting aspects of the role. On this occasion our involvement was requested as the Company was keen to undertake the candidate identification on a confidential basis with the client details not to be passed on to the candidates until the Short-listing stage.
The Outcome : We adopted the traditional executive search approach, in the initial candidate identification phase focusing on individuals in similar roles in the NSW mining industry, the constraints of Covid making interstate appointments challenging from a logistics perspective.
It proved to be a difficult assignment with only a small number of mines that had suitable candidates as the larger mines had Finance and Supply/Contracts as two quite separate disciplines. The result was the appointment of a well-qualified individual with a very solid business/financial analysis/business improvement background in the resources industry, and the broad commercial experience to provide the required leadership in the broader commercial aspects of the role.
Human Resources Superintendent
The Challenge: The objective was to identify candidates with a proven track record which confirmed an innovative approach supported by excellent communications skills. Ideally the employment history was to include 10+ years in the mining industry, ideally with the hard rock underground sector, although the key objective was to identify a person capable of developing into the Manager role in the next 2-3 years. The experience should have covered the full spectrum of both traditional HR and IR skill sets.
The Outcome: Our approach included an advertising approach supported by connecting with candidates already known to us. This method also helped identify other candidates known to our network. The initial Short List identified a strong candidate who was selected after an in-depth interview and a comprehensive background check. The result was a successful appointment both for the client and the candidate.
Senior Structural Geologist
The Challenge: This role required an experienced structural geologist who had a track record which included hard rock mining experience in a large open pit operation, with the added requirement being well developed supervision and mentoring capabilities for junior geotechnical engineers and graduate geologists. The candidate identification was done through strategic placement of advertising, and at the same time, direct approaches to candidates identified as having the desired experience.
The Outcome: Given that the data collection and interpretation was required, it was agreed to focus geologists happy to take on what was very much a research role as opposed to the more traditional hands-on infield geology. This approach ultimately lead to the identification and subsequent appointment of an appropriately qualified geologist who was looking for a move from a consultant role to one with an operating entity which could offer the appointee the opportunity to develop a less hands-on career path.
Mine Planning Engineer
The Challenge: A major open pit operation in Tasmania, the objective was to source a Mining Engineer with strong software skills relevant to the production planning function. First-hand experience with Surpac and Deswik was the preferred software. The career development plan for this role was designed to suit a person who saw promotion within the Planning and Technical Service as a longer term career objective.
The Outcome: The recruitment process used was a combination of strategically worded internet advertising, supported at the same time by a review of potential candidates already know to Geddes Parker through our Candidate Database. The appointed candidate was an Engineer with a solid track record in the application of the required mine planning software, and a career preference aligned to the technical support roles.
The Challenge: An expanding SME with a business which supports a diversity of manufacturing industries from mining and mineral processing through general manufacturing covering food, consumables, and heavy industrial plant and equipment. A new role created to provide professional marketing support to ensure that the right messages were being delivered with the objective being to achieve an expanded customer base through the generation of unsolicited product and services enquiries.
The Outcome: The initial identification of candidates was achieved through an internet advertising program supported by approaches to potential candidates on record in our Candidate Database. The outcome was the identification and appointment of an experienced Marketing Manager with a solid history in the SME manufacturing sector and previous experience in a competitor company ensuring that the appointee already had a sound understanding of the target market, backed by proven experience in the on-line/social media marketing space which was to be a new development for the Client company.
The Challenge: This role required an experienced geotechnical engineer who had a track record which included hard rock mining experience in a large open pit operation, with the added requirement being that experience working with Slope Stability Radar software, including the interpretation of the data, would be very well regarded, as it would ensure significant value-ad from the appointment. The candidate identification was done through strategic placement of advertising, and at the same time, direct approaches to candidates already known to have the desired experience.
The Outcome: Given that the data interpretation capability was required, it was agreed to start the assignment by focusing on geotechnical engineers who had worked previously with slope stability software. This approach proved to be successful with the identification and subsequent appointment of an appropriately qualified engineer who was looking for a move from a consultant role to one with an operating entity which could offer the appointee the opportunity to develop a broader career path in a mining operation. Having the data interpretation capabilities in-house also had significant cost benefit to the Client.
Logistics & Inventory Supervisor
The Challenge: An expanding SME providing lubricants, lubrication systems and related technical support to the resources and industrial manufacturing sectors, the role required a background in warehouse supervision in an industrial environment. An added requirement was well developed software capabilities as the Client was installing an upgraded ERP software application with a strong focus on inventory management.
The Outcome: With the need to have an appointment made while the ERP upgrade was happening, it was agreed that an advertised approach was appropriate, using both the internet and the suburban newspaper, print edition. The advertising proved successful with the appointment of a local person with solid warehouse supervision experience including previous ERP implementation experience. Being a local resident it gave the Client some flexibility in terms of material deliveries outside of normal hours, an unexpected added benefit.
Senior Business Analyst
The Challenge : A successful mining and mineral processing organisation, the Client was keen to hire an individual with a solid financial analysis skill set, with the strategic thinking capability and the supporting commercial acumen to focus on improving the Company’s financial performance. On this occasion our involvement was requested as the Company was keen to appoint an individual who had the qualifications and experience without any significant experience within the resources sector, something which was difficult to achieve with Company branded advertising.
The Outcome : As the Client was keen to find candidates from outside the industry, we were able to provide a combined advertised and executive search approach, specifically avoiding any reference to the resources industry in the initial interview phase and focussing on finding the right experience profile.
On this occasion, the fact it was a non CBD residential role proved to be a major attraction, particularly in regard to the home purchase opportunities it offered. The result was the appointment of a well qualified individual with a very solid business/financial analysis background outside the resources industry, and the broad commercial experience to ask the right questions and challenge the traditional industry norms.
Contract Advisor – Major Capital Works Programs
The Challenge : After several attempts to identify suitable candidates, our Client sought our background from a procurement perspective. An understanding and appreciation of the mining and mineral processing industry was a key experience attribute.
The Outcome : After gaining an in-depth understanding of why the Client identified candidates had assistance to find the person, ideally with a solid contracts establishment and management not been ideal, we put in place a targeted advertising program plus a focused search of suitably qualified individuals in like organisations. One aspect of the role was that it was a residential role, not what has become industry standard of FIFO.
A satisfactory outcome resulted with the appointment of a an experienced professional who was keen to stay in the industry but did not want a FIFO position, preferring a traditional Monday to Friday position with the benefit of evenings at home with the family.
Human Resources Manager
The Challenge: With the decision to upgrade the Human Resources contribution to improving the organisation culture, our brief was to identify candidates with a proven track record within the scientific/medical research sector, ideally in an NFP enterprise. The Client company has a diverse workforce coming from the academic world, the commercial business sector and with a significant Public Service component. A prime objective for the Human Resources Manager will be to ensure that all employees are treated equally, and to further develop the culture of mutual respect, bringing this diverse workforce together under the one umbrella.
The Outcome: Our approach was to implement an advertising program on the internet employment sites, at the same time to approach candidates already known to us who had the relevant employment experience supported by tertiary qualifications in the HR discipline, and concurrently evaluate the internal HR staff. A strong Shortlist was submitted which included a very suitable internal candidate. The end result was that the internal candidate had the edge on this occasion. A successful outcome with a Client who was able to make the internal promotion confident that the right selection decision had been made.
Head Office Manager
The Challenge : An expanding SME with annual growth over recent years in the 20%+ range, the Company had reached the point where the General Manager needed to move beyond the day to day administration functions , and focus on the key growth areas of Business Development and Customer Relationship management. After a strategic review of the organisation, it was agreed that a new role was required to overview the day to day operations, a person with a solid accounting understanding ( although not necessarily a qualified Accountant ), excellent commercial/ operational experience in a growing manufacturing environment, all supported by proven staff motivation and leadership skills.
The Outcome : Given that there was a very tight time line for the appointment imposed by the Client, it was agreed that the traditional “ advertised vacancy “ approach was the most appropriate method of identifying candidates. To ensure that a broad cross-section of candidates were received, the role was placed on several internet sites using different position titles, and slightly different skill sets. The result was the appointment of an Individual with significant commercial experience as a Business Change Agent, a person who was looking for the opportunity to move into a long term role in an organisation which offered good growth prospects.
Principal Geotechnical Engineer
The Challenge: To join a major Tasmanian mining operation, the objective was to identify an experienced senior Geotechnical Engineer with particular expertise in the design and implementation of pit wall stability strategies Experience should also include preparation of civil and environmental assessments, and in an ideal world, have the seniority and broad mining operations experience to step into the Mine Manager role as required. Relocation to Tasmania was another issue to be addressed as part of the selection process.
The Outcome: Recognising the limited pool of potential candidates, the chosen approach was a combination of the traditional executive search techniques using both our extensive Candidate Database and our network of industry professionals complimented by a selective advertising program. The result was the identification and resulting appointment of an experienced individual with a broad background covering geotechnical responsibilities specific to pit wall stability issues in a high rainfall environment. A person experienced in managing and mentoring the development of the Geotechnical team.
Director – Sales
The Challenge: A key role in the expanding Executive Team of a major international organisation which services the Australian Automotive industry, both the OEM sector and the retail industry supporting the consumer market within the Australian Automotive sector. With a focus on the strategic and operational direction of the Company’s sales activity, the objective was to identify candidates with a skill set to drive sustainable growth in both revenue and market share.
The Outcome: Very much a traditional Executive Search assignment which required a detailed evaluation of the Company’s competitors and identification of potential candidates. As with all Executive Search assignments, a review of our Candidate Database was also undertaken to identify individuals already known to us to support the findings of our competitor research, research being an integral part of every Executive Search assignment we undertake. The result was the identification and appointment of a person with a strong industry experience and knowledge base, a person who is looking for the opportunity to move into a key executive role. On this occasion the person was not already known to us, and was identified as part of the competitor research.
Manager – Human Resources
The Challenge: The creation of a new HR role, with a Division of a Global direct marketing organisation, the result of a decision to allow the Division to assume day-to-day responsibility for HR issues which until now had been provided by the Australian Corporate and the Regional (offshore) HR teams. The ideal person required a broad generalist HR background with experience in a retail/customer focused organisation, preferably with experience adapting and implementing appropriate Corporate HR policies.
The Outcome: Utilising an advertised approach to identify suitable candidates, maintaining client confidentiality at initial interview stage, we were able to attract a strong response although the majority of applicants fell short in terms of their breadth of HR experience. Fortunately we had received several extremely relevant candidates resulting in the appointment of a well qualified individual with a solid retail/customer service background which has proven to be an excellent appointment for both the client and the candidate.
Director – Centre of Sustainability
The Challenge: The role was a key one, managing the research Centre of Sustainability within a leading Australian University. As the focus was on the diverse field of sustainability within the natural resources sector, the role called for a person with a sound academic track record to meet the hiring criteria of the University, together with firsthand experience working within the mining and exploration business area, ideally with an established network of contacts within the Australian natural resources sector.
The Outcome: A very narrow brief, the process undertaken included a global review of University Mining Schools, identifying those with established research centres that worked closely with the major global mining houses. At the same time as initiating an extensive advertising program in relevant industry journals and publications, an intensive research program was put in place to identify persons recognised by industry peers as being potential candidates. The preparedness to relocate to Australia, if not already a resident here, added an additional selection criteria to be satisfied. The successful outcome of this assignment has been the appointment of a candidate with a strong academic background matched with a prior employment history with major international mining houses who had operations in Australia, ensuring a ready network of contacts as potential clients for the Research Centre.
Lead Engineer – Embedded Systems
The Challenge: To identify a person with a track record in software development, specifically including a passion for robotics and remote controlled vehicles. Because the client was developing a product with a direct maritime application, one selection criteria included a recreational background in sailing, an added dimension to the assignment.
The Outcome: A traditional approach was adopted including appropriately worded advertising placement, supported by a review of our candidate database to identify individuals with a history in ocean going sailing and experience in the development of remote control robotics. The result was the identification and subsequent placement of a candidate with a successful track record in the robotics environment matched with an extensive sailing history.
WA Regional Manager – Auto Sector
The Challenge: Internal promotion created the need to identify a person with proven experience managing a salesforce and developing sales strategy. With the responsibility encompassing both new vehicle and aftersales volume market share targets, it was essential that the candidates came from within the automotive sector.
The Outcome: A combined approach using print/internet media advertising, together with a review of our extensive candidate database was initiated. The outcome was the appointment of a candidate with an in depth industry knowledge, with a sound track record within the WA automotive space, a candidate who was looking for the opportunity to work with a major automotive manufacturer with a commitment to expanding their presence in the WA market.
Senior Manager – Human Resources
The Challenge: Reporting to Director level, the role carried human resources responsibility for this major retailing organisation with a network of company owned and licensed distributors across Australia. The client was specifically seeking to appoint a person who had this organisational experience without prior experience in their specific areas of business. The objective was to deliver a revitalised human resources approach, moving away from the traditional approach normally adopted in their industry sector.
The Outcome: To maintain confidentiality and to identify candidates who would not normally be prepared to make a change into an unrelated industry, we undertook an extensive functional research approach supported by an in depth review of candidates already in our Candidate Database. The result was the appointment of an individual with significant human resources experience in organisations with a strong service industry focus, organisations with strong import and distribution networks, and organisations that operated with significant capital city and regional centre representation. An ideal background, without direct experience in our clients business sector the appointee has been able to bring a revitalised approach to the human resources programs.
Director – Sales
The Challenge: Reporting to the CEO of the Australian operations, our brief was to identify a person with an outstanding track record with a major Australian OEM business. A person with a background in strategic sales management, a background which included the development, maintenance and ongoing enhancement of a network of both company and independently owned retail outlets.
The Outcome: Once again, our proven approach of combining strategically placed advertisements in relevant industry publications, matched with a direct approach to individuals identified through indepth research of like organisations, produced the desired result. In this instance, the appointed candidate had the additional benefit of being able to bring significant international experience in the relevant OEM industry sector, which resulted in a very satisfied client.
Director – Dealer Network Development
The Challenge: Whilst conducting another assignment for the client company, we were advised that there was the potential need for an executive level candidate with the experience to work alongside the existing management team, to create and develop strategies to improve the market presence and by association, the sales volume, for an international consumer product organisation committed to achieving an increased percentage of the Australian market.
The Outcome: In the course of the candidate identification process for the initial assignment, we were able to identify a senior executive who was ideally suited to the role. Having operated at CEO level for a number of years, the candidate was now looking for an opportunity to utilise his extensive industry knowledge and management/motivational skills without the demands of another CEO level role – an ideal fit from both perspectives with the candidate moving into a role which had the potential to offer a high level of job satisfaction and a client company who was able to gain the direct benefit from bringing in an experienced CEO in an advisory role which did not in any way impede the career development prospects for existing members of the management team.
WA Manager – Aftersales Focus
The Challenge: To identify the person to join the restructured regional management team of a leading International passenger vehicle manufacturer, to be based in Perth. The role required a solid background in dealer/retailer/licensee relationship management. A passion for business development matched with the skills to motivate and mentor the members of the dealer network to continually improve customer satisfaction levels was a key experience requirement.
The Outcome: Our proven strategy of utilising a combination of print and electronic media, together with our extensive candidate database, proved to be a successful formula. Recently returning to full-time employment after completing an MBA, the appointed candidate had an excellent track record in the management of retail and wholesale networks within WA. Experience working with distributors to develop business improvement outcomes was a significant component of his career history.
State Manager – Victoria & Tasmania
The Challenge: Reporting to the National Sales Director, our brief was to identify candidates with a successful track record in managing and developing sales strategy and positive dealer relationships – a person not comfortable with simply maintaining the status quo.
The Outcome: Using our proven methodology for assignment success, a combination of print media advertising and our extensive candidate database, we were able to achieve the appointment of a well qualified individual. A person with the ability to meet the challenges of this role, and at the same time, demonstrate the potential for further advancement with the client company in the future.
General Manager – Commercial Vehicles
The Challenge: To identify a senior General Manager with a solid track record in the Australian commercial vehicle sector, ideally with experience which includes full profit and loss responsibility. A wholesaler/manufacturer background with an established track brand was preferred by the client.
The Outcome: Confidentiality was important for this assignment, the client being concerned not to flag to the industry the intro of a new product range within the Australian market. An extensive research programme with the addition of suitable candidates already known to us, resulted in the appointment of a seasoned professional with substantial commercial vehicle experience at a general management level supported by a well developed profit and lost competencies.