Recruit

Description

Include sustainability as an element of the recruitment process by promoting the organisation's sustainability commitments or by assessing a candidate's sustainability values and/or competencies.

Question

To what extent do you include sustainability as an element of the recruitment process by promoting your sustainability commitments and/or by assessing a candidate's sustainability values and/or competencies (such as interdisciplinary thinking or an understanding of lifecycles and systems)?

Resources
The Role of Human Resource Management in Corporate Social Responsibility cover

The Role of Human Resource Management in Corporate Social Responsibility

This is a useful resource if you are looking to partner with HR in your company. This guide provides helpful background research on the connection between sustainability and a variety of HR functions, including recruitment, onboarding, and employee development. It also lays out ten steps that HR managers can take to support embedding sustainability within their organisation, along with examples from leading companies.

Is Corporate Social Responsibility Part Of Your Recruiting Emphasis cover

Is Corporate Social Responsibility Part Of Your Recruiting Emphasis

This article provides a useful introduction to corporate social responsibility (CSR) more generally, as well as its potential as a tool for employers to recruit and attract strong talent. According to the article, employees are becoming more socially selective when searching for a job, and have a growing preference for employers whose CSR practices align with their beliefs. The article also illustrates three ways that businesses can incorporate CSR results and key messages into their recruiting practices.

Role of HR in Driving Sustainable Business Practices cover

Role of HR in Driving Sustainable Business Practices

This resource provides a general overview of how human resources can create systems and processes to embed sustainable business practices at all levels of an organisation.

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