Labor Market Review in Mining Industry
At the beginning of the year, several major manufacturing companies in the industry announced staff reductions and a decrease in investment volumes. The reasons are clear: cost optimization, a focus on improving operational efficiency, and high interest rates on credit products.
Meanwhile, the forecast for the unemployment rate has changed slightly — from 2.4% in 2024 to 2.6% in 2025. It is evident that the released personnel will not compensate for the labor market deficit. Workers, engineers, designers, constructors, sales managers, and specialized professionals remain in demand in the industry — clients continue to contact us for recruitment of these specialists. Competition for qualified personnel persists, which continues to stimulate wage growth.
"On the other side of the coin, specialists have drawn conclusions: to increase income, it is enough to enter the job market and change employers. As a result, the number of those who frequently change jobs has grown. At the same time, hiring managers have become less critical of candidates with unstable experience and are less likely to reject them for this reason. Companies are adapting to new realities by changing standard hiring conditions. For example, our clients are increasingly willing to hire designers and sales managers for remote work," — Anastasia Bauer, Team Leader, ANCOR Recruitment.
The demand for effective top managers remains. Most often, medium-sized businesses, seeking to strengthen their management team, approach us with executive search requests. The greatest interest is in leaders who can ensure product sales, entry into new markets, growth in volumes, and production stability.
Given the companies' statements about releasing part of their personnel in 2025, an increased demand for outplacement services is expected. This service helps maintain the loyalty of dismissed employees and facilitates their quick adaptation to the job market.
— Anastasia Bauer, Team Leader, ANCOR Recruitment