Sustainable Choice for Attracting Top Talent

A Sustainable Choice for Attracting Top Talent

by with No Comment DiversityEmployer BrandingInclusionJob MarketStartups

Gen Z are looking for companies that walk the walk on sustainability, not just talk the talk. Going green isn’t just good for the planet, it’s a smart business decision that attracts and keeps top talent.

By implementing eco-friendly practices, you’re not just protecting the environment, you’re creating a conscious workplace culture that resonates with today’s generation.

So, what’s the ROI on this “investment” in Earth?
It’s a win-win! You get a dedicated, engaged workforce and a healthier planet.

Let’s break it down:
ROI stands for Return on Investment. It’s basically how much you get back for what you put in. When it comes to Earth, the “investment” is protecting its resources, and the “return” is a thriving business and a happy planet.

Here are some easy eco-actions you can take at work to attract and retain top talent, with benefits for everyone:

  • Give your office a makeover with a sustainable twist! Use recycled pallets for furniture, or host a competition for teams to create eco-friendly decorations from recycled materials.
  • Open the blinds, and embrace the golden hour vibe (save energy).
  • Ditch the Printer Habit (unless double-sided & recycled paper!) – Go digital!
  • Encourage your team to carry their refillable bottles, coffee mugs etc.
  • Skip the plastic utensils, straws, and cutlery at the office.
  • Reuse those notebooks, pens, and paper clips.

It’s those small efforts that can add up to big results!

Businesswoman hr registers new woman job candidate at workplace. Female manager character at registration new hire applicant. Concept of employment, hiring, recruitment. Vector illustratiom

Why Is Employer Branding Necessary For Your Recruitment Efforts?

by with No Comment Employer Branding

Recruitment has always run till very recent times on the belief that supply is more than demand. But as the war for talent continues and newer generations put work environment and salient benefits over monetary benefits, they have made recruitment a trickier business.

Before it was transactional where an employee gave in 9 hours and return took a market standard or higher compensation. Now it is about what is career progression planning, does the company supports the beliefs of the individual being interviewed, and whether the role itself lends to the personal aspirations of the candidates.

As rightly put by an HBR article, all organizations need to now have their three basic checks in place, what is the vision of the company and can that be trickled down to the employee base, what is the kind of talent that the company hires or the community that will be for the new hire and lastly how well does the role itself helps the prospective employee in their career and learning curve.

Although this does sound easy on paper, finding a cause that the employees can rally behind, a career progression plan that is equitable and fast-tracked enough for this newer workforce and a community of like-minded and talented individuals is not an easy task.

Having said that, if as a leader, whether a Start-up or a Legacy firm, working with your recruitment and HR team, and top management, can work out the three checks of what is your vision for the company, a learning and career path and finally the workgroup for your employees, it is easier to have your recruitment efforts lead to becoming the employer of choice.

It is always perceived that Employer branding is an external exercise but unless your employees are not becoming your brand ambassadors, the organization will always run on fumes of the three checks rather than having a great foundation backed by your talent.

Once the three checks are in place, all you need is to spruce up your candidate experience, where you become responsive and fast, your employee experience where the employee lifecycle is managed to provide maximum satisfaction to the employee, and an alum experience where your ex-employees will always feel part of the organization.