sustainable HR

 

In many ways, millennials are the hope of the 21st Century — and they’ve got a lot to teach us about social innovation. But to get them on board, business has to speak their language. This month on Triple Pundit, Shannon discusses how to attract and foster millennial talent for the impact sector.

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These days, sustainability leaders are emerging from within organizations, but are unable to find a clear path that encourages innovation and development. This book by Andrew W. Savitz, Karl Weber and Edward E. Lawler shines a light on how business leaders and HR professionals can tap into sustainability to recruit, motivate and support top talent. In the process, companies will increase productivity and boost their triple bottom line.

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At many companies and organizations around the globe, small sustainability teams have been operating as a stand-alone department for years. Now, these companies are keen to grow sustainability leadership and embed sustainability throughout their operations. While this shows exciting progress, the transition often leaves HR executives unclear on how to support the development of existing teams development while making sense of the core competencies their non-sustainability staff will need.

Welcome to the minefield. Sustainability is a notoriously woolly and evolving agenda, and as the competitive advantage from engaging with it becomes more established, likewise the demand for top talent grows. But what does this talent pool look like?

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The sustainability field evolved quickly and there is no universally recognised list of core competencies or non-traditional key performance indicators (KPIs) to prove an employee’s value. While this is certainly a challenge for the jobseeker and sustainability go-getter, it also presents exciting opportunities for HR and sustainability leaders to redefine professional development.

How can HR help in this process? They can start by building a competency framework that fosters sustainability leadership at all job levels and functions.

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Sustainability is a notoriously woolly and evolving agenda, and as the competitive advantage from engaging with it becomes more established, likewise the demand for top talent grows. But what does this talent pool look like?

In March’s Dear Shannon column on GreenBiz.com, I council an HR executive at a global retail firm on how to identify and develop the core competencies needed to grow sustainability leadership from within an organization.

Read the full column here.

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As hiring trends show that most roles are being filled internally, HR managers will need new tricks to assess top talent in the sustainability space. The key will be to identify individuals who are already creating change and exhibiting leadership through disruptive innovation. But who are these people, and where can they be found?

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Do you sometimes feel like what you are hearing about the sustainability jobs market is inconsistent? If so, rest assured that you are not the only one. The impact jobs market is evolving quickly, and yet not in a universal way. There is both uncertainty about the field’s future trajectory and little consensus on where it stands right now. In the last few months, I have come across more than five articles by thought leaders analyzing where we in the “sustainability club” are heading, and they are anything but conclusive.

On top of that, every company is talking about this agenda a bit differently and branding it in its own language, making an online job hunt very difficult. Don’t worry! It’s actually easier than you think to get the facts straight.

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Shannon Houde has been published on leading sustainability website CSRwire.com with an article on how to assess top talent for sustainability leadership skills. Look out for future articles from Shannon by logging on to her author page on CSRwire, or follow us through the social media links above.

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