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How to guide to recruiting ‘climate snubbers’

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It is no longer appropriate to assume that only younger generations are environmentally and socially conscious when it comes to their career. In fact, recent research by Resource Solutions was revealed by Tom Lakin, the Global Practice Director showing that two in five (39%) over-55s would turn down an offer of higher pay if it was made by a company they consider unethical or non-sustainable. Here is a how-to guide to recruiting ‘climate snubbers’.

The increasingly widespread desire for eco-conscious employers among all age demographics is evident. More and more, we’re observing a phenomenon I like to call climate snubbing. Whereby candidates are turning down job opportunities that don’t align with their values, even if it means more pay.

This can also manifest as an unwillingness to accept superficial or token green gestures.  Ultimately the decision to climate quit when employers aren’t doing their bit for the environment.

In the world of recruitment, we often advise our clients on how to optimise their employer value proposition (EVP). That is, the sum package of benefits and rewards employees receive from the organisation they work for.

Recruiting climate snubbers to secure best talent

Today, we’re finding that a big part of attracting the best talent rests more specifically on improving an employers’ sustainability offering.

So much so that we’ve coined a term for it – the employer sustainability proposition (ESP).

It’s no longer just a matter of organising the occasional fundraiser and installing recycling bins; today’s candidates are intent on working for businesses. Demonstrating, a genuine commitment to environmental, social, and corporate governance (ESG).

For many, it’s non-negotiable. To attract the best talent in a workforce increasingly populated with climate snubs, companies can consider some of the following ways to improve their ESP.

Weave green initiatives into the fabric of the organisation

One way of establishing your green credentials with candidates early in the recruitment process. It is to weave green initiatives into all job descriptions.

Even for non-green roles, integrating the company’s broader ESG mission into job postings signals to employees and prospective candidates alike that environmental responsibility is not confined to a select few roles or departments; rather, it is a collective and shared commitment.

In doing so, organisations hold themselves accountable while also spreading the responsibility of meeting sustainability goals across the workforce.

Employees from all areas of the business can now also benefit from the sense of fulfilment and reward that comes from working towards these targets.

Avoid greenwashing

Greenwashing can alienate eco-conscious talent. Resource Solutions’ recent data reveals over a third (35%) of the UK workforce said they would climate quit. Only if they felt their employer was greenwashing its environmental efforts, demonstrating it’s a key factor in driving talent away.

To avoid greenwashing, organisations should provide concrete data and evidence to support their sustainability claims, including carbon reduction goals, renewable energy usage, and waste reduction.

When employees see verifiable statistics and measurable outcomes, they gain confidence in the company’s dedication to the environment.

Promote volunteering initiatives

As a tangible demonstration of a company’s commitment to its ESG values, engaging in volunteering initiatives is a powerful way for organisations to support the planet and enhance their ESP; whether it be supporting external charities and organisations or setting up initiatives within the company, such as recycling laptops and other electronics.

When employees are not only aware of but actively participating in initiatives related to ESG, this communicates to prospective job candidates’ profound dedication to sustainability among their would-be colleagues and the opportunity to live and breathe these values if they decide to join the ranks.

The workforce become brand ambassadors and elevate the company’s reputation both internally and externally.

Develop sustainable employee benefits

Offering sustainable employee benefits such as public transport incentives, bike-sharing programmes, carpooling or tax-free electric car purchases can demonstrate the company’s commitment to reducing its carbon footprint.

By financially supporting sustainable commuting options. Businesses show they actively care about the environmental impact of their employees and are willing to subsidise environmentally-friendly transport costs.

To attract climate snubs, businesses must ensure their sustainable credentials are bulletproof. Climate snubs may be hard to attract. But if your ESG strategy is engrained in every element of the business the credibility of this will speak for itself.

Audit your employer sustainability proposition

Finally, auditing your employer sustainability proposition (ESP) is the most effective way of gaining valuable insights into how your sustainability ethos and initiatives compare to competitors. And are perceived by both current and prospective employees.

The output of an audit is a step-by-step roadmap for actioning meaningful change and improving employee and candidate messaging. Meanwhile strengthening your ability to attract and retain top-tier talent.

If you like this sort of content, check out our website for more sustainable companies and content: Latest · PA Life