The internal recruitment function is crucial to an organisation’s ESG (Environmental, Social, and Governance) strategy, yet some fail to recognise the need for collaboration between these two departments. Recruitment contributes to every component of ESG and ensures that hires are in sync with the companies ESG objectives, and that the recruitment team’s vast skillset is fully utilised. It’s crucial for Recruitment to actively participate in ESG discussions to foster a strategy that yields results rather than just a theoretical framework.
Environmental
Recruitment is pivotal in communicating the organisation’s sustainability and environmental goals to potential candidates, attracting those whose values align. According to a survey done by IBM, 71% of employees believe that environmentally sustainable companies are more attractive employers. Along with many environmental goals reflecting in the organisation’s employee benefit scheme, such as electric company cars and cycle to work, it shows the need for recruitment teams to grasp the organisations ESG strategy to appeal to such candidates.
Social
The recruitment team’s involvement aligns greatly with the Social Value aspect of ESG. Diversity and Inclusion is paramount in todays hiring, and recruitment teams should actively seek a diverse pool of candidates and ensure equitable opportunities for all. This can include Veterans, individuals in and exiting custody, returners, and those distanced from the job market – all of which are significant ESG objectives for most organisations.
Additionally, recruitment professionals possess valuable expertise in areas such as interviewing, CV writing, and career guidance. This makes them ideal for STEM engagement activities and community outreach initiatives like employability workshops in local schools and colleges.
Hiring apprentices and graduates should also be a key initiative for internal recruitment teams. Not only will this align with most organisation’s ESG objectives, but will also enhance their competitiveness in tenders, address any internal skill gaps and create a learning and development environment.
Governance
Governance is key for all areas of the business, including internal recruitment. Recruitment teams can contribute to monitoring and reporting on all the aspects mentioned, tracking volunteering hours, students reached and diversity and inclusion. Not only can they track this, but they can also present it and identify areas for continuous improvement.
By acknowledging the importance of the recruitment team’s role in the organisations ESG strategy, organisations can cultivate a more sustainable and knowledgeable workforce, a more attractive option for those seeking new opportunities and can contribute to the long-term success of the organisation. The Recruitment team need a seat at the ESG table.
Written by Rebecca Ford, Resource and Social Value ESG Lead
