August 21, 2023
Climate change is undeniably one of the most pressing challenges of our time and recent weather events have brought it to the forefront of people's minds.
As the effects of climate change become more apparent, businesses and organisations are finding themselves in a unique position where they must not only adapt to the changing environment but also address the need for sustainable practices.
Recruitment is one of the many industries where companies are reevaluating their strategies to ensure they attract and retain talent that aligns with their climate-conscious goals.
The UK has set ambitious targets to reach net-zero carbon emissions by 2050, with businesses being urged to reduce their carbon footprint, adopt sustainable practices and innovate for a greener future. Corporate social responsibility has gone beyond philanthropy to encompass environmental consciousness. Pertemps itself has pledged to be carbon neutral by 2030. Already, well over half of our vehicle fleet uses alternative fuels and we have signed up to Government schemes on emissions reporting to better monitor and improve our performance at sites across the country.
Recruitment has always been about finding the right candidates to fulfil specific roles within a company. However, the landscape is shifting, and prospective job seekers are not only evaluating job offers based on salary and job description, but also on a company's values, culture, and commitment to sustainability. Recruiters and their clients need to be fully mindful of this and make sure they are clear on policies and transparent about reporting on them.
Here are some things to consider when updating your recruitment strategy:
Aligning values: Climate-conscious job seekers are increasingly looking for employers whose values resonate with their own. They want to work for companies that take proactive steps to mitigate their environmental impact. To attract such candidates, businesses must communicate their commitment to sustainability through their branding, online presence, and corporate messaging.
Sustainable practices: Candidates are more likely to be drawn to organisations that have clear and actionable sustainability practices in place. This might include green office initiatives or robust recycling and waste reduction programmes. Highlighting these initiatives can set a company apart and attract individuals who want to contribute to meaningful change.
Innovation and adaptability: Companies that are at the forefront of developing innovative solutions to combat climate change are particularly appealing to candidates who are eager to be a part of meaningful progress. Highlighting ongoing research, development, and adaptation to emerging challenges can attract forward-thinking individuals who are excited about contributing to a sustainable future.
Diversity and inclusion: A holistic approach to climate change and sustainability involves acknowledging its disproportionate impact on marginalised communities. Companies that prioritise diversity, equity, and inclusion in their recruitment strategies not only contribute to a fairer society, but also signal to potential employees that they are committed to addressing systemic issues.
Professional development: Talented individuals interested in climate-related roles are likely to be seeking opportunities for continuous learning and growth in their careers. Offering training, workshops, and professional development opportunities related to sustainability can be a significant draw for potential candidates.
Recruitment strategies must evolve to attract talent that aligns with the values of sustainability and environmental consciousness. Job seekers want to contribute to a better world through their work. By embracing sustainable practices, communicating environmental values and fostering a culture of innovation, companies can not only attract top talent, but also contribute to a greener future.
At Pertemps, we firmly believe we have a responsibility not just for helping people into jobs but for establishing and maintaining sustainable and inclusive employment practices. Visit our website to see our approach towards environmental, social and governance (ESG).
