14 Nov Sustainability in Recruiting and HR Management
Sustainability in human relations management in general and in recruiting in particular is not just a trend, but a necessity for all future-oriented companies. Through sustainable practices, companies make a positive contribution to the environment and society and at the same time significantly strengthen their competitiveness.
Advantages of sustainable practices in recruiting and HR management
Long-term competitiveness: Companies that embed sustainability in their recruitment and human resources strategies are better prepared for future challenges. They can adapt more easily to changing market conditions and remain competitive in the long term.
Attractive Employer brand: Companies that take sustainability seriously improve their image as responsible employers. This is attractive for talented employees and strengthens the loyalty of existing employees.
Increased Employee Satisfaction and Productivity: A sustainable working environment promotes the well-being of employees, which has a positive impact on their satisfaction and productivity. This leads to lower staff turnover and a more stable working environment.
Cost efficiency: Sustainable measures such as the digitalization of processes and the promotion of remote working can reduce costs in the long term, for example by reducing office space and paper consumption.
Building blocks for sustainable HR management and recruiting
Establishing and living a sustainable corporate culture
Respect, cooperation and ecological awareness promote a positive working environment.
Regular training and initiatives sensitize employees to sustainable practices that have a positive impact on the company.
Developing a long-term recruiting strategy
The selection of available workers is continuously decreasing, and this trend will continue in the coming years due to demographic change.
Candidates are less and less likely to fully meet the required specialist or management skills and personal and social abilities. Long-term personnel planning, which is closely linked to personnel development, is becoming crucial. The willingness to make compromises when hiring and targeted training and further education measures from the start of the job significantly expand the potential candidate pool. For example, missing specialist knowledge can be imparted, and younger employees can be gradually introduced to management tasks.
Ethical recruiting practices
Recruiting practices are fair and transparent.
Promoting diversity and inclusion is key.
Avoidance of discrimination is day to day practice.
Equal opportunities for all applicants are evident in every step of the process.
Digitization and paperless processes
Reduction of paper consumption using digital tools in recruiting.
Online application platforms, digital signatures and virtual job interviews as sustainable alternatives to traditional methods.
Employer branding with focus on sustainability
The clear communication of the corporate sustainability strategy is attractive to employees who identify with these values.
Increasing the company’s attractiveness and employee loyalty by emphasizing sustainability.
Locality and mobility
Reducing the carbon footprint by promoting local applicants and supporting remote working.
Strengthening the regional economy.
Social aspects
Further training of older employees with adaptation to the respective life situation prevents premature retirement. The passing on of knowledge by long-serving employees ensures that know-how is retained in the company.
Comprehensive health promotion measures ensure long-term performance.
Promoting equal opportunities and diversity
Diverse teams work more effectively and innovatively. All employees – regardless of gender, migration background or language skills – have the same opportunities for development.
Mobile workplace solutions enable employees who work remotely to be better integrated.
Employee development and retention
Long-term investment in employee training and development contributes to the creation of stable and competent teams.
Continuous training to adapt employees to the changing demands of the working world and at the same time strengthen their satisfaction and loyalty to the company.
Health management and work-life balance
A healthy work-life balance helps to reduce the risk of burnout and increases long-term productivity.Promotion of health and well-being through e.g. flexible working hours, home office options and stress management programs.
Fair compensation and social responsibility
A fair and transparent compensation policy is a key component of sustainable HR management. Companies that remunerate their employees fairly and at the same time assume social responsibility strengthen the trust and loyalty of their workforce.
Elisabeth Jacobs-Jahrreiss, Just Human, ISPA partner in Germany