Last updated on 2024年4月24日

What do you do if your company's CSR values don't align with potential hires?

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Corporate Social Responsibility (CSR) is a self-regulating business model that helps a company be socially accountable to itself, its stakeholders, and the public. By practicing CSR, companies can be conscious of the kind of impact they are having on all aspects of society, including economic, social, and environmental. When your company's CSR values are a core part of your identity but don't align with those of potential hires, it's a challenge that requires careful navigation. This article will explore how to address this misalignment while maintaining your company's integrity and reputation.

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Melissa Ervin, CCP, CEBS,

Total Rewards Manager at Automox
Swapna Abraham

Versatile Corporate Professional, World Record Holder, Singer-Songwriter, Mentor, Interior Designer, Actor, Author…

1 Assess Fit

Before taking any drastic measures, it's crucial to assess how significant the misalignment is. Sometimes, what appears as a lack of alignment could simply be a misunderstanding of your company's CSR values or the candidate's personal beliefs. Engage in open dialogue to explore their perspectives. This can reveal whether there's room for common ground or if the differences are too fundamental, indicating that the potential hire might not be the right fit for your company culture.

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Melissa Ervin, CCP, CEBS,

Total Rewards Manager at Automox
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Assessing a candidate's alignment with your company values is not just about ensuring a good fit for the role. It's about building a culture that drives engagement, fosters collaboration, and supports your company's long-term success. Remember, skills can be taught, but values are inherent. Choose candidates who not only have the right skills but also share your core values to strengthen your team and your company culture.

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Swapna Abraham

Versatile Corporate Professional, World Record Holder, Singer-Songwriter, Mentor, Interior Designer, Actor, Author, Philanthropist
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Presuming the company is not a philanthropic organization... The founder/ stakeholders will have formulated the company's CSR values. It will be ideal to also involve employees in this formulation, but most certainly, in their revision from time to time. Any prospective hire will be informed about the company's CSR values amongst other things. They don't necessarily have to subscribe to the same, which can change over time, just as it does for the individual, unless such alignment will be fundamental to the organization's other values and goals. That said, a conflict in both may deter such individual from integrating into the fabric of the organization, potentially also adversely affecting productivity.

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Beatriz Ramírez Vázquez

Director of Corporate Communications & Public Affairs | B2B/B2C Expert | Reputation Strategist | Crisis Management, Media Relations, Internal Communications | Speaker & Author
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When a company's CSR values don't align with potential hires, it's crucial to initiate open and transparent communication about the company's CSR initiatives and their importance in fulfilling its mission and culture. Educating candidates about these initiatives and listening to their perspectives can help bridge any gaps in understanding. Flexibility in certain CSR areas and seeking compromises can also be explored to accommodate both the company's objectives and the values of potential hires. Reevaluating the company's CSR strategy and fostering a long-term culture where CSR values are understood and lived by all employees are essential steps to navigate discrepancies constructively and build a stronger organizational culture.

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2 Educate Clearly

If you find that a potential hire isn't fully aware of your CSR commitments, take the opportunity to educate them. Clearly articulate what your CSR values are, how they're integrated into your business operations, and why they're important. This transparency can sometimes turn the tide, as it allows the candidate to make an informed decision about whether they can commit to these values in their professional role.

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Dr. Krishnaveni- Kris Kunji Raman, Ph.D.

Linkedln Top Corporate Communications Voice?? Top Problem Solving Voice ?? CEO/Founder of Jaysas Corporate Communications & Brand Management, Head- Corporate Communications of Jaysas Global Technologies Sdn Bhd
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CSR should not be seen as an end goal. Rather, it should be seen as a journey where joint efforts create a sustainable corporate culture - one that benefits not only the company and its employees but also the world. Pawprint helps you sustain your CSR efforts and grow your business through your employees. With the help of behavioural change techniques and digital technology, we’ll turn environmental CSR into a tracked activity that’s fun and even a little bit addictive.

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3 Reflect Values

Your recruitment process should reflect your CSR values at every stage, from job descriptions to interview questions. Be explicit about your CSR commitments in your communications. This not only helps to attract candidates who share your values but also sets clear expectations for what it means to be part of your organization. If a misalignment is discovered, it can then be addressed as a mismatch of expectations rather than a surprise.

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4 Offer Engagement

Sometimes potential hires may not initially share your CSR values because they haven't been exposed to them in a meaningful way. Offer opportunities for engagement with your CSR initiatives during the recruitment process. This could include invitations to volunteer events or discussions with team members who can share their experiences. Seeing CSR in action can inspire candidates to embrace these values.

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5 Reevaluate Practices

If you consistently encounter candidates whose values don't align with your CSR principles, it may be time to reevaluate your recruitment practices. Consider where you're sourcing candidates from and whether your employer brand messaging effectively communicates your CSR stance. Adjusting these strategies can help attract talent that is more in tune with your company's social responsibility goals.

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6 Move Forward

When alignment can't be reached, it's sometimes necessary to respectfully move forward without the candidate. Maintaining the integrity of your CSR values is crucial for long-term success and authenticity. While it's important to remain open-minded, you also need to protect the culture and mission of your company. It's better to wait for a candidate who aligns with your values than to compromise the principles that define your business.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your company's CSR values don't align with potential hires?

1

2

3

4

5

6

7

1 Assess Fit

2 Educate Clearly

3 Reflect Values

4 Offer Engagement

5 Reevaluate Practices

6 Move Forward

7 Here’s what else to consider

Corporate Social Responsibility

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What do you do if your company's CSR values don't align with potential hires?

1

2

3

4

5

6

7

1 Assess Fit

2 Educate Clearly

3 Reflect Values

4 Offer Engagement

5 Reevaluate Practices

6 Move Forward

7 Here’s what else to consider

Corporate Social Responsibility

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