A rapidly increasing number of Global Impact clients encounter a developing trend in their recruitment. As far back as 2017 they began to notice that, when searching for staff born after 1980 (the ‘Millennial’ generation), they were regularly being “interviewed” about the company’s CSR & Sustainability positioning.
Cited in the ‘Journal of Corporate Social Responsibility & Environmental Management’ (Vol 24, Issue 5, October 2017), the researchers Klimkiewicz & Oltra, quoting other extensive research, quoted the following. “In the era of the ‘war-for-talent’, both practitioners and researchers stress that job seekers tend to reject employers with a bad reputation. In this context, younger generations are expected to make employer choices having in mind their ethical and CSR practice (Deloitte, 2014).”
This reflects our experience and that of many Global Impact clients for whom recruiting emerging talent is one of the key drivers in their plans for both growth and corporate change.
For recruiters, these encounters grow in frequency & intensity when recruiting into management-level roles, where the Millennial generation increasingly dominates, and it is increasingly stressed by CSR & Sustainability-savvy businesses that their Corporate Social Performances (CSP) is one of the key factors in them attracting the talent they need.
As preparation for a sustainability audit conducted by the Global Impact team, recent discussions with a new client focused on the key triggers for commencing the relationship with us. It was no surprise to us that the dominant motivator for seeking our input was a deteriorating experience with the recruitment of level 1 management talent.
And therein lies the lesson; if your business needs to attract talent, your business must be attractive to that talent. Key recruitment differentiators for employers in a competitive jobs market are therefore;
I. To be distinctively & identifiably sustainable to the talent you wish to recruit &
II. To be knowledgeable enough about the company’s sustainability profile to be able to promote it at interview.
Without these two key advantages your business is operating under a recruitment disadvantage.