Mining Shutdown Recruitment Framework: 6 Steps to Mobilise Your Workforce
Mining Shutdown Recruitment Framework: 6 Steps to Mobilise Your Workforce
A practical employer guide to workforce planning, screening and mobilisation across Western Australia.
Mining shutdowns involve defined work scopes, fixed timeframes and a strong reliance on skilled personnel. When the workforce is not ready at the required time, maintenance activities can be delayed and pressure can increase across the project team.
A structured recruitment and mobilisation plan helps employers identify suitable workers, complete the necessary checks and coordinate their arrival on site. It also provides a clearer process for managing changing workforce requirements before and during the shutdown.
At Aurora Resourcing & Talent, we support mining, resources, maintenance and industrial employers across Perth and Western Australia with flexible recruitment and labour hire solutions. The following six-step framework outlines the main areas to consider when planning shutdown recruitment.
1. Define the Shutdown Workforce Requirements
Effective shutdown recruitment starts with a clear workforce brief. Before sourcing begins, employers should map the work required and identify the people needed at each stage of the shutdown.
Some roles may be required for the full duration of the project, while others may only be needed for a specific work package. Establishing this distinction helps employers plan workforce numbers and avoid unnecessary gaps or duplication.
A practical shutdown workforce brief should include:
· Shutdown scope and work packages
· Required workforce numbers
· Role types and skill mix
· Start and finish dates
· Roster and working hours
· Site location and point of hire
· Required experience and qualifications
· Relevant licences, tickets and inductions
· Travel, accommodation and mobilisation requirements
· Contingency requirements for changes or replacements
Common shutdown roles may include mechanical fitters, boilermakers, welders, electricians, scaffolders, riggers, trade assistants, operators, drivers, supervisors and site support personnel.
Depending on the project, employers may also require planners, coordinators, HSE personnel, document controllers or administration support. A broader workforce requirement may benefit from input across more than one specialist recruitment division.
For more information, see Aurora's Shutdown Recruitment in Western Australia guide at www.aurres.com.au/shutdown-recruitment-wa.
2. Start Recruitment Early and Use Suitable Sourcing Channels
Shutdown work often creates a concentrated demand for skilled labour. Starting the recruitment process early gives employers more time to identify suitable candidates, assess availability and address gaps in the workforce plan.
Recruitment should not rely on a single channel. A suitable sourcing approach may combine:
· Existing workforce and previous shutdown personnel
· Specialist recruitment and labour hire providers
· Candidate referrals
· Targeted advertising
· Established agency talent pools
· Direct engagement with passive candidates
· Regional and Perth-based candidate networks
A specialist recruitment partner can help employers access candidates who may not be actively applying for advertised roles. This is particularly relevant for experienced tradespeople, supervisors and technical personnel who may already be engaged on other projects.
Maintaining relationships with suitable workers between shutdowns can also create a stronger starting point for future workforce requirements. A current talent pool may include candidates with known experience, verified documentation and an understanding of the client's site or work environment.
When engaging recruitment providers, employers should clearly define the roles each provider is expected to support. This can help reduce duplicated activity and ensure that recruiters focus on the most important workforce gaps.
Aurora provides Blue Collar recruitment and labour hire in Perth, supporting employers with skilled trades, labour and site personnel for projects, shutdowns, maintenance and ongoing operations.
3. Screen for Site Readiness, Not Availability Alone
A candidate's availability is important, but it is only one part of shutdown suitability. Workers also need to meet the technical, compliance and practical requirements of the role.
Screening should be based on the requirements agreed in the workforce brief. Depending on the position and client requirements, this may include:
· Relevant trade or industry experience
· Previous shutdown or maintenance experience
· Trade certificates and qualifications
· Plant, vehicle or equipment licences
· Working at heights and confined space tickets
· EWP, forklift, dogging or rigging tickets
· First aid or CPR certification
· Site-specific inductions
· Work rights and identity checks
· Reference checks
· Medical and drug and alcohol screening
· Confirmation of roster and travel suitability
Employers should separate essential requirements from desirable experience. This provides recruiters with a clearer basis for candidate assessment and may prevent suitable candidates from being excluded for criteria that are not genuinely necessary.
It is also important to confirm whether documentation is current. A candidate may have relevant experience but still require updated tickets, medicals, inductions or client approvals before mobilisation.
Clear communication with candidates is equally important. Before accepting an assignment, candidates should understand the work location, roster, expected duration, site conditions, travel arrangements and any requirements they must complete before starting.
This supports more informed decisions and can help reduce late withdrawals or preventable mobilisation delays.
4. Plan Mobilisation as a Separate Workstream
Recruitment does not finish when a candidate accepts an assignment. Mobilisation requires its own schedule, responsibilities and tracking process.
The mobilisation plan should work backwards from the required site commencement date. This allows the recruitment and project teams to identify when each activity must be completed.
Key mobilisation activities may include:
· Offer and employment documentation
· Licence and qualification verification
· Medical and drug and alcohol screening
· Site-specific inductions
· PPE and equipment requirements
· Travel and flight arrangements
· Accommodation and camp bookings
· Transport to and from site
· Payroll and timesheet setup
· Pre-departure information
· Site contact details and reporting instructions
A checklist for each worker can provide a practical way to track progress. It should show which requirements are complete, which are outstanding and who is responsible for the next action.
For FIFO roles, employers should also confirm the departure point, roster pattern, travel arrangements and reporting time. Aurora's FIFO Recruitment in Western Australia guide outlines several of the recruitment considerations that apply to remote and site-based roles.
Where several recruitment partners or internal teams are involved, all parties should work from the same mobilisation timeline. Consistent information helps reduce confusion and gives the employer a clearer view of workforce readiness.
5. Provide a Clear and Realistic Employment Proposition
Skilled shutdown personnel often have several potential work options. Clear information helps suitable candidates assess whether an assignment is appropriate for their experience, availability and circumstances.
The employment proposition should explain:
· Role responsibilities
· Work location
· Roster and hours
· Assignment dates
· Pay rate and applicable allowances
· Travel arrangements
· Accommodation arrangements
· Site conditions
· PPE and equipment expectations
· Induction and screening requirements
· Likely opportunities after the shutdown, where applicable
Accuracy is important. Candidates who receive incomplete or unclear information may withdraw later if the actual conditions differ from their expectations.
Employers should also consider whether the work is best supported through labour hire, contract recruitment or permanent recruitment. Labour hire may be suitable for a defined shutdown period, while permanent recruitment may be more appropriate for roles that continue into ongoing operations.
Some organisations use a combination of models. For example, temporary labour hire can support the immediate shutdown workforce while permanent recruitment is used to fill longer-term maintenance or operational positions.
Aurora supports labour hire, contract and permanent recruitment, allowing the recruitment approach to reflect the nature of each workforce requirement.
6. Maintain Communication Throughout the Shutdown
Regular communication supports workforce readiness before mobilisation and helps identify issues once the project is underway.
Employers, recruitment providers and workers should have clear contact points for questions about:
· Start dates and reporting arrangements
· Travel changes
· Site access
· Accommodation
· Rosters and shift changes
· Timesheets and payroll
· Replacement requirements
· Extensions or changes to assignment dates
A short daily or scheduled update can be useful during the mobilisation period, particularly where workforce numbers are changing or several work packages are running at once.
Communication should continue after workers arrive on site. Feedback from supervisors can help identify whether the workforce is meeting the requirements of the shutdown and whether additional personnel may be needed.
It can also support future planning. Workers who perform well may be suitable for later shutdowns, maintenance programs or ongoing roles. Maintaining accurate records of experience, performance and availability can make future recruitment more efficient.
A Practical Shutdown Recruitment Checklist
Before recruitment begins, employers should be able to answer the following questions:
· What work needs to be completed?
· How many people are required at each stage?
· Which roles are essential to the work scope?
· What qualifications, licences and tickets are required?
· What roster, location and travel arrangements apply?
· Which workers need FIFO, DIDO or local arrangements?
· What screening and site-readiness checks must be completed?
· When must each worker be mobilised?
· Who is responsible for tracking outstanding requirements?
· Is labour hire, contract or permanent recruitment the most suitable model?
· What contingency is available if requirements change?
The more clearly these questions are addressed, the easier it is for a recruitment partner to source and assess suitable candidates.
Shutdown Recruitment and Labour Hire Across Western Australia
Mining shutdown recruitment requires more than filling vacancies. It involves understanding the work scope, identifying the required skill mix, screening candidates against site requirements and coordinating mobilisation within a defined timeframe.
Aurora Resourcing & Talent provides flexible recruitment and labour hire solutions across Perth and Western Australia. Our Blue Collar team supports employers seeking tradespeople, operators, supervisors and labour personnel for shutdowns, projects, maintenance and ongoing operations.
We also support White Collar, Professional Services and IT requirements where shutdown or project work requires broader workforce capability.
PLANNING AN UPCOMING SHUTDOWN?
Talk to Aurora Resourcing & Talent about your shutdown workforce, recruitment and labour hire requirements across Perth and Western Australia.
Visit our website here or email us here for more Information