Sustainability in Recruitment: How SME Can Prioritize Sustainability in Hiring Practices

As a sustainability advocate and employer, I've seen firsthand how important it is for companies to prioritize sustainability in their hiring practices. In fact, my personal experience with a previous life has shaped my belief in the importance of sustainability in recruitment.

A few years ago, I was leading a team at a large corporation that claimed to be committed to sustainability. However, I quickly realized that this commitment was mostly lip service. Despite the company's public statements about sustainability, I didn't see any evidence of it in our day-to-day work. In fact, my team and I were often frustrated by the lack of resources and support for our sustainability initiatives.

This experience taught me the importance of aligning the company's values with its actions, especially when it comes to sustainability. When I started my own business, I made it a priority to build a culture that values sustainability and to incorporate sustainability into our recruitment process.

But it's not just me - companies around the world are starting to prioritize sustainability in their recruitment practices. This is driven by several factors, including increasing consumer demand for sustainable products and services, pressure from stakeholders and investors to prioritize sustainability, and a growing awareness of the social and environmental impacts of business.

So, what does sustainability in recruitment look like? Here are some of the ways that companies are prioritizing sustainability in their hiring practices:

• Screening for sustainability-related skills and experience: Many companies are now using technology to screen candidates for sustainability-related skills and experience, such as experience in sustainable supply chain management, renewable energy, or circular economy.
• Providing sustainability training: Some companies are providing sustainability training to all new hires, to ensure that sustainability is integrated into the company culture from the start.
• Prioritizing candidates with a passion for sustainability: Companies are increasingly prioritizing candidates who are passionate about sustainability and have a track record of promoting sustainable practices in their previous roles.
• Using technology to reduce carbon footprint: Video interviews are becoming more common in the recruitment process, which not only saves time and money but also reduces the carbon footprint of the recruitment process by eliminating the need for candidates to travel to interviews.
• Emphasizing sustainability as culture, not just CSR: Small and medium-sized enterprises are recognizing that sustainability should not just be a corporate social responsibility initiative, but a culture and practice that is integrated into every aspect of the business, including recruitment.

By incorporating sustainability into the recruitment process, companies can attract and retain top talent who are aligned with their values and are passionate about creating a more sustainable future. This has not only helped companies build a more sustainable business but has also contributed to their overall success.

In conclusion, my personal experience has shown me that prioritizing sustainability in the recruitment process is not only important for the planet but also for building a successful business. By incorporating sustainability into recruitment practices, companies can build a culture of sustainability and contribute to creating a more sustainable future for all. Let's continue to prioritize sustainability in every aspect of our businesses, including recruitment.