11 Ways to Build a Successful Sustainable Recruitment Strategy

For employees, the grass is always greener on the other side of the fence. This makes retaining top talent a challenge for most companies. A report highlighted that because companies do not give compelling career paths, their employees are looking at new roles in different organizations.[1] That being said, you need to hire candidates more than just filling up vacancies but for long-term goals. This is where sustainable recruitment comes in.

What is Sustainable Recruitment?

Sustainable recruitment is a strategy for talent acquisition that focuses on both immediate hiring needs and the long-term impact new hires bring to the company. The goal is to build a team that aligns with the organization’s values, mission, and goals.[2] Sustainable recruitment also involves creating a network of companies and candidates with shared values, using methods to make long-lasting and effective hires, and building an employer brand around sustainability. This approach helps the business plan and reach its sustainability goals.

In short, retaining talent is essential to sustainable recruitment. The strategy aims to hire the best match for the role and create a supportive environment that helps employees thrive over time.[3]

11 Steps to Create a Sustainable Recruitment Strategy

1) Identify Priorities and Create Goals

The first step is to identify which roles you need to prioritize and what the company’s long-term needs and hiring goals are. Work together with relevant stakeholders to determine future talent needs and skills gaps. Consider technological changes, market trends, and economic forecasts while doing so.

2) Create Good Employer Branding

Then you need to ensure that you have good employer branding. Typically, candidates prefer to work with a company that has a strong employer brand, reflecting its values, culture, and commitment to sustainability. Use social media, company website, and employee testimonials to showcase what makes your company a great place to work.

3) Use Diverse Sourcing Channels

Time to look for candidates. Use different channels like general job boards such as LinkedIn, Glassdoor, and Foundit where you can reach a wider and more diverse tool. You can also use industry-specific job boards like Dice and Braintrust to look for tech talents, Behance for creative professionals, and Arc.dev for remote developers, marketers, and designers.

4) Leverage Employee Referrals

Another effective method for sourcing candidates is through employee referrals. Referral programs can lead to faster hiring times, improved employee retention, and a stronger sense of community within your organization as employees bring in people they know and trust. Encourage your current team members to recommend people they believe would be a good fit, both in terms of skills and organizational culture. To make this approach more enticing, consider offering incentives or rewards for every referral that results in a successful hire.

5) Nurture Talent Pipeline

Develop and maintain talent pipelines for key positions to ensure that you have a pool of qualified candidates ready when vacancies arise. This involves:

• Actively source candidates: Identifying key roles and proactively sourcing potential candidates who fit the criteria.
• Constant communication: Engage with these candidates through regular communication, providing updates about your company and potential opportunities. This ongoing relationship-building keeps them interested and invested in your organization, even when you’re not actively hiring.
• Use a recruitment tool: Manatal’s AI recommendation feature can enhance this process by intelligently suggesting candidates from your talent pool who best match the requirements of a particular role. This technology ensures you’re considering the most relevant candidates, making your recruitment efforts more efficient and effective.

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6) Create a Positive Candidate Experience

Make sure candidates have a good experience from the time they apply to the moment they start working. Here’s how:

• Clear communication: Always communicate clearly with candidates. Let them know what to expect at each stage of the process and provide updates regularly.
• Timely feedback: Give feedback as soon as possible after each stage of the process. This shows respect for the candidate’s time and keeps them engaged.
• Smooth process: Make the application process straightforward and user-friendly. Avoid unnecessary steps or long waits.
• Respectful interactions: Treat all candidates with respect and courtesy. Even if they don’t get the job, a positive experience will leave a good impression of your company.
• Onboarding support: Once a candidate is hired, make their transition smooth by providing clear instructions, necessary resources, and ongoing support.

7) Organize or Join Career Fairs and Networking Events

By participating in these events, you can connect with candidates in a more personal way and strengthen your company’s presence in the job market. Here’s how:

• Meet candidates in person: These events allow you to meet potential candidates face-to-face. This personal interaction can help you assess their enthusiasm and fit for your company.
• Showcase company culture: Use these opportunities to share what makes your company unique. Bring along current employees who can share their experiences and insights.
• Collect resumes and contact information: Gather resumes and contact information to build your talent pool. Follow up with promising candidates to keep them engaged.
• Networking opportunities: These events also allow your team to network with industry professionals and potential partners.

8) Assess Candidates Objectively

Using skill-based assessments and structured interviews can help you ensure you’re hiring based on merit and potential, not just resumes. Here’s how to do it:

• Skill-based assessments: Develop tests or tasks that mirror the actual work candidates will do. This helps gauge their practical skills and how well they can perform job-related tasks.
• Merit-based hiring: Focus on candidates' abilities and potential rather than their educational background or previous job titles.
• Behavioral questions: Include questions that explore past experiences and how candidates handled specific situations. This can reveal their soft skills and cultural fit.
• Objective scoring: Use clear criteria to score assessments and interviews. This reduces bias and helps make informed decisions.

9) Offer Flexibility

Incorporating flexible work options into your recruitment strategy can make your company more attractive to top talent and help you retain valuable employees. Here’s what you can offer to candidates:

• Remote work options: Allow employees to work from home or other locations. This can reduce the need for office space and lower commuting-related stress and expenses.
• Flexible hours: Provide options for flexible working hours. This can help employees balance work and personal life, increasing their overall satisfaction.
• Compressed workweeks: Allow employees to work longer hours over fewer days, such as four 10-hour days instead of five 8-hour days.
• Unlimited vacation: Some companies allow employees to take as much time off as they need, as long as their work is completed.
• Flexplace: Allow employees to choose where they work within the office, such as hot-desking or using co-working spaces.

10) Invest in Employees’ Professional Growth

Highlight growth and development opportunities within your company. Offer training programs, mentorship, and career advancement paths to help employees grow and stay engaged. Here are the top 3 ways to invest in your employees’ growth:

• Offer training programs: Regularly develop and provide training sessions to help employees enhance both their technical and soft skills. This can include workshops, e-learning courses, and certifications.
• Mentorship programs: Create a mentorship initiative where experienced employees guide and support newer team members. This facilitates knowledge transfer and professional development.
• Career advancement paths: Clearly outline potential career paths within the company, showing employees how they can progress and what steps they need to take to reach higher positions.

11) Evaluate Recruitment Efforts

Regularly assess the effectiveness of your recruitment strategies. Use metrics and feedback to make continuous improvements. Monitor key performance indicators such as time-to-hire, cost-per-hire, and retention rates.

This holistic approach should help you establish a sustainable recruitment strategy that meets your company's goals and adapts to future needs.

Enabling Consistent Communication Process

Ensure that communication is clear, timely, and consistent throughout the recruitment process. Utilize automated systems to send updates and reminders to candidates, ensuring they are informed at every stage. Create templates for different stages of the hiring process to maintain uniformity and professionalism. Regular feedback helps candidates stay engaged and feel valued, enhancing their overall experience and impression of your company.

Tech and Tools Technology in Sustainable Recruitment

Leverage advanced technology and tools to streamline the recruitment process and make it more efficient. Applicant Tracking Systems (ATS) can help manage candidate information and streamline hiring workflows. Video interview platforms reduce the need for travel, making the process more convenient and eco-friendly. AI-powered tools can assist in sourcing and screening candidates, improving the quality of hires and reducing time-to-hire. Additionally, integrating data analytics can provide valuable insights into recruitment metrics, helping to continuously improve your strategies.

Conclusion

Creating a sustainable recruitment strategy involves a comprehensive approach that aligns with your company's long-term goals. By identifying priorities, leveraging modern technology, maintaining clear communication, and continuously evaluating your efforts, you can build a recruitment process that not only attracts top talent but also supports environmental and organizational sustainability. Implementing these strategies will help ensure that your recruitment efforts are efficient, effective, and aligned with the evolving needs of your business.

Citations:

1. Forbes
2. GS2 Partnership
3. Recruiteze