Hays says that is has seen a number of candidates become disillusioned with the fly-in, fly-out lifestyle, and a bigger paycheck is not necessarily enough compensation.

“Onsite facilities, time away from family and friends, and the rosters on offer are common issues raised by these candidates,” Hays Resources & Mining senior regional director Simon Winfield said.

“While many are unable to justify the huge reduction in salary that would result from no longer working in such roles, others are now pursuing residential positions that are more favourable to families and work/life balance.”

Hence, the need for a new kind of worker.

Hays says that the type of workers needed for FIFO work would display a willingness to work in remote locations; have an ability to cope with a lack of services onsite; a genuine interest in the industry; the right attitude towards compliance; and the ability to commit to a project long-term.

“Orange collar candidates do not fit standard definitions of white or blue collar; they could be geologists, bogger operators or even the chief executive,” Winfield said.

“They are those candidates who possess highly technical and specialist skills, are willing to work in remote locations, possess the necessary training and tickets, have the right attitude to compliance and are willing to commit to a project long-term.

“This is a very unique combination of characteristics, which not every candidate possesses.”