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For jobseekers, environmental, social and governance (ESG) has entered that non-negotiable sphere. Businesses that fail to incorporate transparency may miss out on top talent.
Transparency around ESG has soared up the rankings of must-haves for organisations in contemporary times, reflecting the passion surrounding these factors held by workers across Australia. This passion has almost forced the hands of companies to adapt as a way of ensuring that top talent on the market at least looks their way.
According to Jake Majerovic, strategy director at Thinkless, companies that accept and implement strategies around ESG are more likely to capture the attention of talented jobseekers.
“Today’s top talent is looking for companies that walk the talk on ESG, not only measuring their environmental and social impact but actively managing it. Businesses that evolve with the demands of a net zero economy, using internal and external data to guide future strategy and decision-making, are the ones capturing attention,” Majerovic said.
“With nearly $1 billion spent on AI technology every day, we’re witnessing a revolution in how businesses tackle ESG. From assessing financial risks tied to climate change to driving impactful projects, AI is reshaping the way companies attract talent and deliver meaningful results.”
Marina Garza, principal consultant and director at Thinkless, believes that having these strategies in place can be crucial to recruiting and retaining young candidates.
“Gen Z is choosing careers with purpose, prioritising companies that align with their ethical and social convictions. To attract and keep top talent, businesses must embed ESG into every aspect of their culture and values from its strategy to its people to the point that it’s thinkless,” Garza said.
“While securing top talent is a challenge, the bigger challenge is retaining them. When what’s promised on the outside doesn’t match the reality within, employees won’t stay.
“Transparency, accountability and a human-centred, benefit-focused approach to engagement are non-negotiable. Think wellness programs, paid volunteer work, and an inclusive culture that proves your commitment to doing better because you know better.”
To attract purpose-driven talent, active demonstration of ESG values is imperative. Simply having policies in place isn’t good enough.
“Purpose-driven talent seeks out organisations that not only share their ethical and social values but actively demonstrate them. Businesses must minimise their environmental impact, treat stakeholders fairly and lead with integrity. It’s about strong ethical leadership paired with effective governance and accountability,” Garza said.
RELATED TERMS
The practice of actively seeking, locating, and employing people for a certain position or career in a corporation is known as recruitment.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
