The full impact of the global skills crisis on the South African engineering industry will be compounded by 2020 owing to the ageing nature of professionals 
within the industry, reports 
executive search firm Landelahni.

The average age of a professional within the industry is 
between 50 and 55 years.

Landelahni CEO Sandra Bur-meister reports that this phenome-
non is not unique to South Africa.

“Research in Canada showed that 40% of the mining workforce is likely to retire over the next ten years and that an additional 
81 000 skilled people will be 
required to meet current and 
future industry needs owing to 
retirements,” says Burmeister.

She adds that Australia showed a similar trend, with skilled jobs in the mining industry doubling within the next ten years to 
215 000. 
In 2005, the US Society of Mining Engineers reported that 58% of industry members were over the age of 50.

While there are a number of 
industry initiatives in place to 
resolve the skills crisis, Bur-meister feels that the industry is lacking a strategic long-term 
approach to the skills quandary.

“Skills development in South Africa is currently demand-driven 
and focuses on the short term. However, the skills shortage in the mining industry cannot be solved in the short term. 
“It requires long-term strategies from mining companies and the State to ensure adequate funding of education and 
research,” says Burmeister.

Another problem within the South African mining industry is the migration of skills. 
A minute percentage of mining engineering graduates, 15%, join the industry in South Africa rather 
than opting for lucrative dollar-
based international contracts.

“A comprehensive graduate talent acquisition plan, beginning with a proactive graduate
recruitment programme to identify and hire graduates, linked to an effective on-boarding and mentorship programme is 
required. 
“An increase in bursaries and formal work-back programmes will also increase the number of graduates in organisations,” says Burmeister.

She adds that creating the pipeline is only the first step. 
Developing appropriate devel-
opment plans, mentoring and coaching to grow this talent from graduate to effective engineer is going to be critical in the future.

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