Recruitment
Coal & Allied recognises the importance of recruiting and retaining high potential candidates who are committed to our values and will help build an effective culture.
In 2007 we researched and identified the key aspects of working for Coal & Allied that are attractive to the recruitment and retention of high potential employees.
Four key areas were identified:
- Great workplace relationships
- Benefits for work and life
- Career development
- RTCA's focus on safety.
Relationships
At Coal & Allied we strive to provide an environment where people can develop positive working relationships with colleagues and their leaders and peers. Our leaders are encouraged to create and maintain positive working relationships with their people, to demonstrate the organisation's values through their own behaviour and encourage two way open communication.
Benefits
Coal & Allied has a range of benefits in addition to basic remuneration which employees can access. These include financial support such as assistance with private medical premiums, support with further study and policies that promote flexibility in working arrangements. For example, our operations use continuous shift rosters that allow for flexibility with working hours.
Career development
Many people have, and continue to have, long, fulfilling careers in Coal & Allied and across the Rio Tinto Group. Through Coal & Allied's existing systems such as performance reviews, people are encouraged to identify with their leader development actions that will assist their future career goals. A range of training opportunities are also provided to employees as part of their career development.
Safety culture
The safety of its people is a core value and key priority for Coal & Allied. Through a commitment to eliminating workplace injuries and illness and setting ourselves high standards, we are moving towards our ultimate goals of zero injuries and workplace related illnesses. Click here to read more about our approach to safety.
Results
As part of our proactive recruitment strategy, in 2007 Coal & Allied employed 10 graduates for the 2008 graduate development programme. Currently Coal & Allied employs approximately 26 graduates at various stages of the three year graduate development programme. All graduates have participated in specific development activities aimed at preparing them for future leadership roles and to build their technical competency.
We also directly employed 18 vacation students for the 2007 summer programme. The vacation programme is a key recruiting pipeline for Coal & Allied's graduate programme.
Two scholarships each were made available for The University of Queensland and University of New South mining engineering students. Including scholarships awarded in previous years Coal & Allied supported 12 students through its scholarship programme in 2007.
