How can your global employer brand attract candidates interested in sustainability and social responsibility?

To attract sustainability and social responsibility-focused candidates, it's essential to go beyond the basics. In addition to transparently showcasing eco-friendly practices and philanthropic efforts, highlight measurable sustainability achievements, share employee testimonials of their involvement in initiatives, mention certifications and awards, offer green benefits, communicate future sustainability goals, and provide links to sustainability reports. This multifaceted approach demonstrates a genuine and comprehensive commitment to sustainability, making your global employer brand even more appealing to like-minded candidates.

I believe the key is in localisation. Employees in each country would want to know what impact the organization is creating in their geography. For instance, informing the audience about CSR initiatives undertaken by the organization in local communities can be helpful. Equally impactful could be sharing the sustainability initiatives taken in, say the offices of organization in the country or some green business practices they have introduced. In addition, the global employer brand talking about overall initiatives undertaken and impact created will inform candidates that the organization is serious about CSR and ESG goals.

To attract candidates who are keen on sustainability and social responsibility, we as Talent Acquisition Leaders need to showcase: 1. set sustainability goals Align your goals with your overall corporate strategies and values. 2. be transparent with your workforce Find ways to include employees in conversations, you could consider everything from starting an employee resource group (ERGs), to adding ESG to the strategic agenda. 3. find your ambassadors Brand ambassadors bridge the gap between management and staff, ensuring changes are embraced. 5. leverage technology and data In a data-driven world, leveraging the right technology can help you develop and sustain a climate-conscious culture.

As per my understanding, apart from role or Job enrichment, salary, if a person is attracted to sustainability and social responsibility, sees the contribution of employer in the same, gives them an additional perspective. Brand's contribution can be from four days which are are follows: 1. The company inculcates the same in their own officer and culture 2. Motivates their employees to follow the same 3. Promotes their customer and consumers for the same 4. Additionally contribute to society in general as CSR preferably If the brand showcases the same in their employer branding. It'll help attract.

Although we are from a Consulting background, If you are in a Tech Company highlight how your products or services contribute to solving social or environmental problems, or how you foster innovation and diversity in your teams.

As inside out approach is the very basis for any strategy execution, stakeholder inclusion al in all and thrive to build a strong culture as "brand ambassadors" is imperative.Best people practices, transparency in communication and participative leadership builds mutual trust and incessant efforts and attempt to showcase the org culture could accelerate and drive sustenance in totality.

I have had several peers or clients in general asking me- how can we do this? And by this they mean- 'advertising' their social responsibility practices. Time and again, I have just advised on one aspect- its not about you advertising, but please think about it as a medium to showcase, the recent visit to old age home or the plants planted in the campus or absolutely anything which has built the communities. Sustainability and social responsibility needs to be talked about, the efforts will only be appreciated if you release that one post, one report, one coffee table book. It's all about showcasing your culture and the right story telling.

In my experience, utilizing the online “real estate” known as your careers site is the first place you should ensure clear communication of your commitment to sustainability and social responsibility. Candidates will be researching your page when making a decision to interview with your company. It is important to showcase the information here, while including authentic stories surrounding this key area of the business.

Here is a short example of a paragraph that conveys a company's culture and stories, and how they demonstrate their sustainability and social responsibility practices: "we believe that our people are our most valuable asset. That's why we are committed to creating a workplace where everyone feels valued, respected, and supported. We offer a variety of programs and initiatives to promote employee well-being and development, including employee assistance programs, mental health resources, professional development opportunities, and flexible work arrangements. We are also committed to diversity and inclusion. We believe that a diverse workforce is essential to our success, and we are working hard to create a more inclusive workplace.

In my experience, tailoring your information shows an investment in the diversity of your team, as well as your customers. This is especially important in a global brand. Consider making your website and careers site available in multiple languages, as well as your employment application.

A global approach with a local perspective. Across many Fortune 500 firms, the approach to localize works. It truly represents a global mission, vision - and maps or aligns to local community and geographical needs. This is important since at grass root levels, one could find a lot of diverse programs.

While building a talent portfolio, in the interaction this could be teased from candidates - their interest, contribution, strengths to the cause for Sustainability and impact in day to day lives. Once i was interviewing a candidate who said "i want to live a sustainable lifestyle and embed values in my children". When prompted the candidate cited few examples - Built a green community in neighborhood Participates in any social cause event for cleanliness and care Imbibes the habits in children and takes them for field trips celebrates occassions with the needy and gives back to community Such examples could be brought up to know and learn more about the persons interest, which often during interactions could be missed or forgotten

An employer brand is truly a testament of values, culture, engagement and living by the beliefs across. It takes a village to build and a community to speak about..Cant be done overnight and defnitely not just by a single team.. It can be done in various ways and approaches Host sessions with every center, location Talk and showcase actions Present an approach through goals and milestones Create employee groups and empower Partner with vendors who could promote Participate in external evaluations and assess current processes

In my experience, employee advocacy is one way employers can attract candidates interested in sustainability and social responsibility. Encourage your employees to share their experiences and involvement in sustainability and social responsibility initiatives. Their authentic stories can inspire potential candidates and help them connect with your brand on a deeper level.

The first thing to consider is that such candidates probably would look closely at an organization's communications and "body language." This is not a commonly used term, and what I mean here is the attitude of an organization towards certain behaviors of its employees. For example, say a company talks about environmental sustainability. However, it allows its employees to litter (plastics, cigarette buds, etc.) on the premises without any coaching /reprimand from the management. This signifies an inconsistency in their company culture and communication. It throws a red flag to any mature professional (one conscious of sustainability and social responsibility) considering joining.