Sustainability in Recruitment: 5 ways to help attract and retain Top Talent whilst Driving Positive Change

Introduction:
An Environmental, Social, and Governance (ESG) strategy has evolved, in recent years, from an investor-attractive quality to a non-negotiable factor for job seekers exploring new opportunities. This is particularly important for the millennial and Gen-Z workforce, who are projected to constitute 72% of the global workforce by 2029.

Businesses are aligning their recruitment practices with sustainability goals and this strategic
shift aims to attract purpose-driven talent, fostering engagement, motivation and a
commitment to making a positive impact.

Below are 5 simple points which can help with implementing sustainability into your
recruitment process:

1) Highlight your commitment to sustainability in job descriptions and advertising
campaigns: Clearly communicating the company’s commitment to sustainability in job
descriptions can attract candidates who align with these values and seek purpose-
driven work. Transitioning to entirely digital application processes can be attractive to
potential employees whilst reducing paper usage and having clear environmental
impact.

2) Shift to virtual interviews: Utilising technology for remote interviews can reduce the
need for travel, minimising your carbon footprint. Virtual Onboarding can be another
way to mitigate the environmental impact of traditional, paper-heavy orientation
methods.

3) Focus on Diversity and Inclusion in hiring:
a. Attracting a diverse talent pool: Recognising the importance of a diverse
workforce, companies are actively incorporating inclusivity into recruitment
strategies for long-term sustainability.
b. Inclusive hiring policies: Creating environments that support diverse
employees is integral to fostering sustainability

4) Integrating sustainability into the interview process: Upskilling current employees to
make them aware of the evolving sustainable practices and the importance of them
to the success of the business. During the interview process, the interview panel
should emphasise the company’s sustainability practices including Corporate Social
Responsibility and commitment to diversity and inclusion. This can make candidates
feel more connected to the company’s values.

5) Extending sustainability efforts into the onboarding process: Providing new hires with
information about the company’s environmental policies, waste reduction practices,
and any green initiatives. Encouraging sustainable commuting options and educating
employees on how they can contribute to the company’s broader sustainability goals.
This sets the tone for a sustainable work culture from day one and should begin at
the hiring process.

Conclusion:
The ongoing evolution of recruitment practices towards sustainability not only reflects
responsible business practices but also acknowledges the pivotal role corporations play in
creating a more sustainable future. In a world where job seekers scrutinise a company’s
values, integrating sustainability into recruitment and retention strategies is not just beneficial
– it is essential for attracting and retaining top talent in the modern workforce. The emphasis
on sustainability withing the recruitment process is vital in ensuring that candidates see your
company as an Employer of Choice.