sustainable recruitment strategy

Recruiting in the age of sustainability

© 2010 Green recruitment SA, Inc. All rights reserved. Proprietary & Confidential

Sustainable SAP – Dec 10th 2010

Vincent Truyens+32 496 596 [email protected]


What makes your company attractive today ?

Recruiting is about:AttractSelectRetain

Motivate the right talents


Source: Agoria

What do we know about best places to work ?

http://www.greatplacetowork.be/index.php


What do we know about best places to work in Belgium ?

1. Les entreprises gagnantes continuent à communiquer avec leur personnel même si le message est négatif.

2. Leurs managers ne se cachent pas en temps de crise, ils restent disponibles pour parler avec leurs gens de leurs plaintes. "Ils nous écoutent", disent leurs collaborateurs.

3. La gestion reste en tous points transparente : même lorsque les salaires sont gelés, tous les collaborateurs peuvent voir sur leur fiche de paie comment cela se passe.

4. Ces firmes accordent une attention personnelle à chacun de leurs collaborateurs que la crise met sous tension : elles organisent pendant les heures de bureau des activités sportives, des sessions de coaching personnel, etc.

5. Ces entreprises sont conscientes de leur responsabilité sociale. Elles organisent des actions de solidarité auxquelles participent leurs collaborateurs. Professeur Buyens : “C'est un phénomène qui n'existait presque pas il y a 5 ans.”

6. Ces entreprises croient dans la valeur d'un effectif diversifié. C'est notamment pour cela qu'elles mettent sur pied des actions qui permettent aux plus de 50 ans de garder une place active dans l'entreprise.

http://www.greatplacetowork.be/index.php


Recruiting in the age of sustainabilityThe new workforce is aware of and actively involved in encouraging

their employers to consider sustainability.

A study in Australia indicated CSR as the main reason whether or not to work for a company.

In Belgium, values and environment have increased in importance during the last five years, whilefinancial health and earnings fell. Some 53% of students do not apply at a ‘corporate social irresponsible’ company.

While candidates of all generations have begun evaluating potential employers based on their “greenness”, few have integrated this hot topic in their recruitment strategy.

Individual recruiters need to make their firm’s SD policy a critical element of their sales pitch to potential applicants and candidates.


Respect, authenticity, integrity and honesty are the key values around which recruitment and selection must

turn in order to be in line with SD principles. Treating workers fairly starts here.

Employer Branding

Communication

Sourcing

Preselection

Selection

start

Sustainable Recruiting Strategy

Beta version


Going “green” is becoming a significant factor in the shape of an employer brand !

• This is a way to differentiate yourself from your competition.

• Creating a green message can support retention efforts for employees who are themselves, becoming more socially conscious and will look for this values alignment in their work experience.

• Being clear about who you are from a cultural perspective can also repel the candidates you know are not a good fit.

Employer Branding Communication


Create a 3P story and advertize it !No matter what message you create, if it is not authentic and congruent to your true organizational culture – employees may be attracted, but will not stick around very long once they are on boarded.

Your credibility is damaged when it turns out that you do not ‘walk the talk’.People get the message when a company is greenwashing.

HR could play a gatekeeper role and find the balance between what it is externally communicated about CSR, and how really it lives internally.



Building your Employer Branding

Compile all the information you can find about your company’s employment brand and the level of greenness of the organization before getting started. There may be initiatives underway that you’re not aware of.

• X-ray your whole HR policy with the P-P-P filter (social benefits, …)• Corporate Communication (philanthropic initiatives, …) • Annual company and social report (training, diversity, health & safety, …)• GRI Report (environmental figures, commitment to reduce CO2 emissions, energy efficiency measures, …)• Go to your competitor’s website and check how sustainable they are.

CSR programs should be deeply integrated with HR initiatives that aimto develop, motivate, reward and attract the best employees.




• Career Website (not only a link to corporate site)

• Job Description •Company policy•“Sustainable competencies” : values, ethics.



• Green Car Policy: Subsidies for low carbone cars•  On site farmers markets• Green commuting vouchers• Organic dry cleaning • Employer-supported volunteering (ESV).Volunteering projects are an excellent way of making employees feel recognised, appreciated and motivated, while developing soft skills such as leadership, communication and adaptability.

• Tailor-made mobility plan:Mix between public transportation, pool car, “Villo”, parking, …

http://www.references.be/carriere/votre-place-de-parking-contre-le-train-en-1e-classe-composez-votre-pack-mobilit%C3%A9-sur-mesure?utm_source=carrierepush&utm_medium=email&utm_content=article1_link&utm_campaign=cp_weekly

































ExamplesEmployer Branding Communication

“Schoenen Torfs is een bedrijf met een hart voor mensen en dus voor haar medewerkers. U & Us is ons uitgesproken motto als het om onze medewerkers gaat. U omdat er plaats is voor jou als authentieke mens met jouw gaven, behoeften, dromen. Bij Torfs mag je "jezelf" zijn. Jawel, just be U! Us omdat we je bij Torfs graag opnemen in onze "community". Je hoort erbij. Welcome to Us!”

“Umicore focuses on application areas where it knows its expertise in materials science, chemistry and metallurgy can make a real difference. Umicoregenerates approximately 50% of its revenues and spends approximately 80% of its R&D budget in the area of clean technology, such as emission control catalysts, materials for rechargeable batteries and photovoltaics, fuel cells, and precious metals recycling. Umicore’s overriding goal of sustainable value creation is based on this ambition to develop, produce and recycle materials in a way that fulfils its mission: materials for a better life”

Best Employer Rank 1st 2010

Rank 46th2010 World Top 100

Most SustainableCompanies

http://www.facebook.com/album.php?profile=1&id=144050788941735


ExamplesEmployer Branding Communication

Starbucks: Living our values – Starbucks commitment to Social Responsibility. Developed a six panel brochure that outlines their values and how the values are woven into their mission statement and guiding principles.

On the main menu link to Sustainability :“We strive to be a sustainable company, one that recognises its responsibilities towards the environment, our employees and the people who make our products. In our Sustainability Performance Review 2009 - 'TEAM TALK' we respond to the questions our stakeholders have asked us, review our sustainability performance and present our strategies for managing social and environmental issues in the future. To read the Sustainability Performance Review 2009, please click here.”

Royal Haskoning is acutely aware of its responsibilities to all stakeholders and to society as a whole. Therefore some actual themes deserve our special attention: Sustainability, Innovation , Diversity

http://www.adidas-group.com/en/SER2009/


Sourcing

Career Fairs and College focused events:• Paperless (encourage onsite CV download, rational use of flyers, …)• Recycling paper• Sustainable merchandising• Car pooling• Eco-friendly building materials (stand)• Witnesses • …

Organize Sustainable Recruitment events/incentives (“springt voor goeie doel”)

Be explicit on your website about electronic CV Challenge your suppliers (job boards, recruitment agencies, …) about their

sustainable approach. Consider working with specific actors (e.g. Wheelit, Green Recruitment )

How make your recruitment channels the most sustainable ?


Preselection

Sensitize your staff about diversity and discrimination (gender, age, race, handicap, …)There is sometimes unconscious prejudice among line managers and employees, and it is up to HR to disprove those by sensitizing and educating about dealing with other cultures.

Anonymous CV ? (problem -> interview)

Implement a double sided printing policy“Be green, leave it on screen” messages

CV and phone screening

Ask yourself in what extent your selection tools are sociallyresponsible or respectful towards the candidate


• Be ready to

answer questions about the company commitment to Sustainability. Recruiters must be the first readers of GRI reports

Are any of your products and/or services environmentally sustainable? Are there efforts to facilitate and engage employees broadly to examine operational

processes and maximize sustainability development? Do you know the company’s carbon footprintDoes your staff’s restaurant provide bio-food ?Do you have any jobs whose responsibilities are to reduce you firm’s carbon footprint? What is the yearly budget dedicated to philanthropy ? (proportion of turnover?)

ask questions about the candidate’s personal values and involvement

InterviewSelection


• Be ready to

Give feedback and access to the candidate’s file !

Convince line managers not to compromise in terms of CSR competencies (while they

often focus only on technical aspects)

InterviewSelection


Source: The Green Job Interview

InterviewSelection

“You improve our environment; let us help improve yours!”


VALUES & BUSINESS PRINCIPLES

SUSTAINABLE talent acquisition

TransparencyEthicsReliabilityPassion


•Sustainable pricing Abstract of HR Roundtable about CSR (White Paper HRM Info)“How head-hunters and recruiters work in order to make a profit may sometimes be at odds with sustainability. The rewards for the recruitment of candidates put the focus on providing people, and less on how long the candidate remains in the job. There is indeed a guarantee of a few months, but in a sustainable policy, a sustainability bonus could, for example, be linked to it. “

• Transparency : weekly report with all information about actions and contacts.• Bilan Carbone © of our recruitment process is foreseen

• Send your CV, plan a tree. Support of Graine de Vie. 1CV=1 tree. 1 hiring=1000 trees.

• Health & Sustainable: support of Green Energy Run

• Use of Skype © for pre-selection if the journey > 60 km

• Cars < 105 gr CO2 (Smart, Volvo V50)• Promotion of green jobs in elementary schools• Use of Web 2.0 (transparency)• Bike parking• Waste Management• Green merchandising• …

Some examples of Green Recruitment’s commitments


Source: The Green Job Interview


Our Evolution

Lowcarbon

Economy


What’s important is that your work is your passion, it is part of your career

path and it contributes to sustainable use of energy and natural resources.

There has never been a more exciting time to be choosing a career in GREEN

JOBS where there is a diverse range of opportunities …


Sources: •HRM Info White Paper on « Corporate Social Responsibility & Sustainability The new challenges for HRM – October 2010• “Creating a Sustainable HR Function” , Emerge International, June 2010

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