What is Sustainability Recruitment and Why Does it Matter?

Sustainability recruitment simply put is hiring for sustainability in an organization or for positions in sustainability. It involves recruitment for key roles in sustainability that will help your organization meet its SDGs (sustainable development goals) and reduce its carbon footprint considerably, establishing itself as an environmentally responsible organization and one that is actively contributing to the drive towards climate change control everywhere.

Why Sustainable Recruitment Matters

Sustainable or sustainability recruitment matters because it helps to ensure that the organization does not get penalized or earn a bad reputation for not achieving sustainability goals, set by regulatory or government bodies. It also ensures that the organization can save money and perhaps even time by following sustainable practices and instructing its vendors to do the same too.

Key Elements of Sustainable Recruitment

Sustainability in recruitment is not just about an open confession that you care about the planet. It is about ensuring that you maintain an ethical workplace while you worry over and reduce the carbon footprint as much as you can in your organization and for others. The key elements of sustainable recruitment are:

1. Company-Wide Approval

Sustainability must win the approval of all the stakeholders involved. This not only includes the investors but the employees and other members of the company including the HR and the vendors. Everyone has a role to play, and it is necessary that approval exists company-wide for the sustainability practices HR is trying to introduce into the company. If approval is difficult to win, then people must be educated in the benefits of sustainability.

2. Ethical Operations

Ethical practices such as sustainability must not be limited to only recruitment and exits. It must embrace all aspects of operations, and vendor and customer buy-in is just as important as employee and investor buy-in. For example, in product companies, the entire supply chain must be environment conscious and follow sustainable practices.

3. Green Hardware and Software

Enterprises should ensure that they use equipment, tools and software from companies that have a green core and are committed to maintaining it to manage the hiring and other processes. To ensure that this happens, companies must do deep research on their vendors and make sure that they are certified too for their sustainability practices.

4. Transparency and Accountability

Investors and other stakeholders would want to know how sustainable a company is. They would also want to know if sustainability is documented. Who are the managers and other people who are responsible for sustainability? What can be done to improve sustainability in the company? There must be complete transparency in all these areas.

5. Curiosity

Ask these or similar questions:

• How often are low emission-based products and services supported?
• Has there been a change in recruitment practice too with the switch to sustainability in the organization?
• What do current and new employees think of the processes within the organization?
• Are corporations looking at impact investing and trying to understand the impact of sustainable investments in the company and elsewhere?

The answers to these questions will help your organization achieve its sustainability goals and hire people for green jobs.

What are the Challenges and Solutions in Sustainability Recruitment?

There are several challenges faced by companies in sustainability recruitment. The best way to overcome each challenge is mentioned under the solution for each challenge.

1. Bridging Knowledge Gaps

The knowledge gap needs to be bridged. This can happen only through continuous learning.

Solution: Sustainability recruiters must encourage the professionals in the green industry to keep updating their skills and acquiring new skills to ensure that the professionals stay relevant for their roles and are ready to meet any future challenges that may arise.

2. Aligning Values with Vision

The values of a company must be aligned with its vision. This can be particularly difficult for a very large company, especially if it has embraced sustainability very late.

Solution: When sustainability comes into the picture, it is necessary to move from energy to clean energy. Also, if your motto goes something like, “high quality, always sustainable”, then you must ensure sustainability throughout the entire supply chain. This will ensure that customers also perceive your company as a 100% environmentally friendly company. Cultivating a culture that embraces sustainability in the company is very important too.

3. Balancing Sustainability and Profitability

Hiring for sustainability roles can take more time and could be costlier than other roles, and it could also mean that the operational costs increase, reducing profit margins over time.

Solution: The magic lies in balancing sustainability and profitability. This will help ensure that the business remains sustainable without losing too much profit. 

4. Staying informed of regulatory changes

We bridged the knowledge gap by continuous learning. To keep pace with regulatory changes, we will need to be continuously informed of the latest changes to regulatory and statutory policy or guidelines.

Solution: To ensure that you know of the latest compliance changes, you must visit government sites frequently and read the newspaper too regularly.

5. Measuring the impact of sustainability in recruitment

Impact of sustainability recruitment and to the government ability initiatives must be measured to ensure that they meet the standards set by government. But measuring impact can be difficult.

Solution: There needs to be fixed KPIs that help us understand how well a sustainability initiative, particularly sustainability in recruitment, is doing. This will also help with regular monitoring to ensure that we get to know if it is difficult to meet any of the compliance requirements and helps in taking remedial action.

Are You Planning to Hire?

If you want to recruit for sustainability, Alp Consulting could be a partner you can trust. With over a decade of experience in sustainability recruitment, which extends a year before the formulation of the SDGs, we can help meet your requirements, no matter how stringent and immediate they may be. Talk to us to explore sustainability recruitment solutions with a talent pool of the best in the green industry from all over the world.

Contact Us For Business Enquiry

Amit Saproo

Head Operations: RPO

Amit Saproo is the Head of Operations at ALP Consulting with nearly 17 years of experience in Executive Search, RPO, Leadership, and IT & Engineering recruitment. He leads nationwide recruitment programs across Technology, BFSI, and R&D domains, driving strategic hiring solutions for diverse client needs. Amit excels in building and managing high-performance teams that deliver scalable, end-to-end recruitment and consulting services.