Pressure from shareholders, corporate responsibility and customer demand for transparency means that environmental awareness and sustainability are becoming increasingly important for businesses.

Because sustainability is a worldwide issue, organisations should care about how these environmental issues impact their competitiveness and long-term success. Recruitment marketing and employer branding can play a large role in implementing and achieving success in environmental management.

Use green initiatives in your employer branding 

Harness green awareness as part your employer branding. Through companies creating a good reputation for green awareness, potential candidates can understand if they share aligned values. Employees can feel a sense of pride through working in an organisation with corporate responsibility. Also, “they also tend to take information about an organisation’s environmental performance and description as criteria to judge how organisations (more broadly) treat their employees.”

Organisations can implement green initiatives throughout various aspects of their day-to-day business, including the HR recruitment and selection process. Share these initiatives in your website copy, social media posts, and job advertisements. 

Communicate green awareness with candidates

Amanda Woodward reporting for HRM states: ““Candidate’s green awareness […] involves personality factors that enable an organisation’s environmental goals to be achieved, such as green consciousness, conscientiousness, and the agreeableness of candidates.

“Employees who are of environmental value have been found to actively enhance their environmental knowledge in the operational process, which in turn enhances the environmental performance of their firms.”

Attracting and selecting candidates who have environmental awareness can be accomplished through discussions and testing. This can ensure new hires share similar values and will make a good cultural fit.

Create a green culture within your organisation 

Consider conducting internal training initiatives for your current employees to motivate them to learn about environmental issues and skills, and accomplish your organisation’s green objectives.

“Green training can enhance employees’ awareness of pro-environmental activities in the workplace and increase their understanding about environmental protection. This makes them more sensitive to environmental control and/or prevention processes such as collecting data on waste and identifying pollution sources.”

Does your organisation have any green initiatives? Let us know in the comments. 

Source

The new green initiatives HR needs to implement now

Amanda Woodard, Guiyao Tang

HRM Online

The post Capitalise on green awareness to attract talent with shared values appeared first on Recruitment Marketing.

In an interview with HRD Asia magazine, Nestlé Malaysia’s Executive Director, Group Human Resources Shahzad Umar shares what it means to create and promote a strong employer brand. Umar has successfully and consistently kept the company as the country’s top most attractive companies to work in, with Nestlé securing countless employer awards, as well as attracted top professionals in a competitive market.

In order to attract top professionals and stand out from business competitors, Umar states their clear purpose and values are embedded within company culture:

“Our purpose motivates our people to work for the company while our value-based culture engages the hearts and minds of our employees.

 

At the end of the day, it is the wholesome employee experience that would become the binding factor for companies to attract and retain top talent.”

But the company doesn’t just rest on their laurels. Some of the key challenges include ensuring teams are learning and upskilling to continuously deliver value to the organisation–an attractive selling point for future employees.

Attract top professionals by embedding clear purpose and values within company culture #RMMag
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Umar concluded by stating the importance of continuous improvement in efficiency and effectiveness in fast-changing business, and following through with effective delivery.

Source

How to engineer a strong employer brand

Nurhuda Syed

HRD Asia Magazine

The post Engineering a powerful employer brand for attracting and retaining talent appeared first on Recruitment Marketing.

Transparency and authenticity about products, services and costs are gaining increasingly visibility. But when it comes to communicating authentically about employee experience, companies still have a lot of work to do.

Latest studies reveal only 19% of employees surveyed felt the public image of their company matched reality, and one third of new employees voluntarily leave their position within the first six months.

Sarah Clayton from Harvard Business Review reports:

Employers who deliver on the experience they promise enjoy better recruitment, engagement, employee advocacy, and retention outcomes.

 

Their employees are more likely to recommend their employer as a place to work, to post or share praise about their employer online, and to put more effort into their job than is required.

Clayton recommends:

• being true to your organisation’s corporate purpose and values
• aligning promises and delivery
• encouraging current employees to share stories about their experiences
• aspiring to do better.

Employers who deliver on the experience they promise enjoy better recruitment and engagement #RMMag
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What are your current strategies for crafting and communicating an authentic employer brand? Share your thoughts in the comments section below.

Source

How to strengthen your reputation as an employer

Sarah Clayton

Harvard Business Review

The post Top tips to strengthen your reputation as an employer appeared first on Recruitment Marketing.