Discovering and developing local talent


A central tenet of our employment strategy is to attract the best candidates from our host countries and communities providing them with world-class training and genuine opportunity to progress. It is a strategy that enables us to benefit from an efficient and effective workforce, at a relatively low cost base compared to other peers, while also playing an important role in building strong community relations and a secure environment for our mines.
It also provides us with a loyal workforce and we take pride in our staff retention rates.
Our policy to prioritise host country nationals meansthat for every role we seek to place someone with the right level of skills from first the local region, then the host country, then sub-Saharan Africa and beyond. We have a target to maintain the number of nationals in our workforce above 80% and we place a high priority and considerable resources into nurturing talent and skills for long term development.
During recruitment we use a variety of tools such as psychometric and other tests to assess the skills and competencies of all candidates and to match the best ones with the right roles. We then use a combination of both formal and informal training to progress careers and employee excellence. Informal training includes skills shadowing, mentoring and on the job training which most employees engage in to a large extent. We also have several formal training partnership arrangements in place with the Universities of Pretoria, Cape Town and Abidjan.
We also run a stagiaire industry placement programme giving students from host country colleges opportunities to work on our mine sites for up to 12 months. This helps us to both identify and recruit some of the most talented individuals from our countries of operation and provides essential work experience to graduates.



Fode Bengaly Sissoko is a 44 year old who grew up in the village of Sitakily around 20km from our Loulo mine in Mali. He has worked for Randgold for more than 11 years, having initially joined during construction of the mine.

Fode (pictured above) explains: “Until the mine the opportunities for work here were not good. I had done some work as a driver and also a bit of artisanal mining, but the money was not good and the work I was doing was risky. When Youssouf (Randgold community liason officer Youssouf Ongoiba) came to Sitakily, I decided to apply. I was one of 147 applicants – Randgold asked 12 of us to come for testing and four of us were given jobs.”
Fode began his Randgold career as a labourer during construction, helping to build the mill foundations at the plant. During that time he proved himself to be a motivated and highly capable worker. So when operations began he was trained and employed in the plant. From there he has gone from strength to strength and 18 months ago was promoted to the role of crushing supervisor with responsibility for a team of 15 others.
“When I first began I didn’t know anything about how a big mine worked,” he says. “The first thing Randgold did was to send me to Morila for 45 days to learn how it worked and to get some training. Going to Morila was the furthest I had ever travelled. Since then I have had a lot more training and it has helped me to grow and become better. The last training I had was about people management and how to motivate and manage my team. One day I would like to become processing manager and I believe I can, because if you work hard Randgold will help you succeed.”
He continues: “My life before is not comparable to how it is now. There are more jobs and more schools. I had seven years of school, but my four children I hope they will go to University. My job means I can provide everything they need no problem, this wasn’t always the way. The mine has helped local communities and Mali. The roads are good – there are some journeys I can do on my motorbike in 20 minutes that used to take a day, this opens us up to the world.”
Sustainability report