A New Sandvik Report Confirms the Message We Have Shared for Years
Introduction
For several years we have emphasized a consistent message in our work as a retained recruitment partner in mining and natural resources. Young engineers are not rejecting the mining industry. They simply do not understand it. They do not see the modern technologies, the sustainability work, or the digital transformation reshaping mineral extraction.
A new global report from Sandvik provides clear evidence that confirms this realignment of perception and opportunity (1). The study surveyed 824 STEM students and graduates across nine countries. The results are striking. Nearly 40% of respondents stated that they are unfamiliar with mining as a profession. At the same time, more than 90% said they would consider the industry once they understood how mining contributes to global sustainability challenges.
This validates what we have seen across Canada and the United States. The mining talent pipeline is shrinking, yet the potential to attract young professionals remains strong if companies communicate their value more effectively.
Awareness is low but interest is high when the context is clear
The Sandvik report found that almost 40% of STEM students do not consider mining simply because they do not know what the work involves (1). When informed about the role of mining in electrification, digital innovation and emissions reduction, more than 90% stated they would be more likely to consider a career in the sector.
This confirms a consistent trend. Lack of awareness is the primary barrier, not negative perception.
The engineering talent shortage is growing
The report aligns with broader workforce research across North America. Almost half of the United States mining workforce will retire by 2029 (2). Canada faces a similar urgency with significant retirement forecasts in geology, mineral processing and engineering roles (3).
University enrollment in mining related programs has declined by 10-15% over the past decade (3). Engineering enrollment has also tightened across mechanical, electrical and chemical disciplines that feed into mining operations.
Demand for minerals continues to rise
According to global energy projections, demand for critical minerals could increase three to six times by 2040 (4). This places new pressure on the mining talent pipeline and emphasizes the need for skilled professionals across technical, operational and leadership roles.
The industry requires more people at a time when fewer are pursuing the career paths that support it.
The Disconnect Between Industry Reality and Public Perception
Mining has changed significantly, yet public perception has not kept pace. Modern operations rely on advanced technologies, including digital monitoring, sensor-driven equipment, artificial intelligence, predictive maintenance and electric or battery powered fleets (5). These fields typically attract young engineers, but many do not associate them with mining.
Surveys of STEM graduates consistently show that more than 65% prefer industries they believe contribute to climate solutions (6). When mining is presented as an extraction activity rather than a technology-driven sustainability industry, students overlook it. We all know that without mining, no clean technology will exist, but this is lost in translation to the next generation.
The data reveals a simple truth. Mining must reintroduce itself to the next generation.
The Workforce Challenge Ahead
The talent gap is widening. Consider the following realities:
Nearly half of the United States mining workforce will retire within five years (2)
Canada’s mining industry supports almost seven hundred thousand jobs directly and indirectly (7)
The United States mining industry employs more than six hundred thousand people (8)
Sixty percent of mining employers report difficulty attracting early career engineers (9)
The average time to fill a technical mining role ranges from sixty to ninety days, and some senior roles remain vacant for six months or longer (9)
The sector cannot achieve its future production targets without a stronger and more visible talent pipeline.
Why Early Career Engineers Can Be Won Over
Sandvik’s data and industry-wide research reveal a consistent pattern. Young engineers prioritize:
Meaningful work with visible impact
Career stability and upward mobility
Access to advanced technology
Strong safety culture
Supportive leadership and mentorship
Global mobility
Clear sustainability contributions
Mining delivers all these attributes, but students do not see them. When they are informed, their interest rises sharply. The Sandvik survey makes this clear. More than 90% become more open to mining once they understand its role in climate solutions.
This aligns with our direct conversations with candidates. Once they learn about electrification, digital transformation, modern safety systems and long term professional opportunities in mining, initial hesitation often shifts to curiosity and interest.
What the Industry Must Do at the Grass Roots Level
One of the clearest messages in the Sandvik report is that the mining sector does not have an interest problem. It has an awareness problem. Students are willing to consider mining once they understand its modern purpose, but most never hear that story during the years when career direction is shaped.
This means the industry must engage far earlier. Companies need to invest in high quality outreach that explains why mining matters to the world and how modern operations support climate goals, electrification and global development. Universities remain a critical point of influence, yet many engineering students move through their degree without any meaningful exposure to mining.
Grassroots engagement requires:
Visible presence in engineering faculties
Clear messaging about sustainability and technology
Case studies that show real world innovation
Partnerships with student organizations
Internships that provide hands on exposure
Sponsorship of competitions, research projects and campus events
Early mentorship from industry professionals
At Intelligenciia we regularly speak with newly trained engineers who are exploring career changes. Many only begin to understand what mining involves once they enter the job market, which is far too late to influence their field of study or their early impressions of the sector. Their interests are not the barrier. Lack of information is.
To rebuild the talent pipeline the mining industry must focus on shaping awareness long before graduation. When young people understand the purpose and innovation driving today’s mining operations, many become open to the sector. The challenge is reaching them early enough to change the trajectory of their career choices.
Conclusion
The new Sandvik study confirms what we have long observed. Young engineers are not avoiding mining out of disinterest. They simply do not understand its modern identity. Awareness is low, but interest is high once the industry’s sustainability role, technical sophistication and global importance are communicated clearly.
As demand for critical minerals accelerates and experienced professionals retire, mining companies must become proactive in reshaping their story. The opportunity is significant and the timing is critical.
Intelligenciia supports mining and natural resources employers across Canada and the United States with a focus on long term recruitment strategy. If your organization is preparing to engage the next generation of technical talent, we would be pleased to assist.
References
The Future of Mining Talent, Sandvik
National Mining Workforce Analysis, United States Bureau of Labor Statistics
Engineering Enrollment Data, Engineers Canada
Global Critical Minerals Outlook, International Energy Agency
State of Mining Technology Report, Mining Journal Intelligence
Global STEM Graduate Sentiment Study, McKinsey and Company
Mining Sector Employment Report, Natural Resources Canada
United States Mining Workforce Summary, National Mining Association
Talent Shortage and Why, Intelligenciia
Candidate Experience Benchmark, CareerPlug