Eco-Recruitment Surge: Why Leading Companies are Mobilizing for Green Talent at Lightning Speed

The world is changing fast. We’re all seeing a push for renewable energy, the buzz about the circular economy, and the growing focus on sustainable farming. It’s not just a trend; it’s a full-blown movement, and it’s creating a big problem for companies: finding the right people.

The World Economic Forum says there could be over 300 million green jobs by 2030, yet the skills gap yawns wide. Companies scramble to navigate this uncharted territory, searching for talent to steer them towards a sustainable future.

Taggd’s Decoding Jobs 2024 Report states that India is set to see a 19% increase in overall hiring compared to last year, indicating a positive shift towards hiring talent. 

In this article, we’ll see how some leading companies are getting smart about finding skilled talent, the specific skill gaps, and why this whole green job boom or eco-recruitment surge is good for everyone, not just the planet.

Let us look at a few reasons why there is an eco-recruitment surge:

1. Global Supply Chain Integration

Indian companies joining the global supply chain are compelled to adhere to increasinly stringent global sustainability regulations, driving the need for eco-recruitment.

2. SEBI’s Mandate on ESG Disclosures

The Securities and Exchange Board of India (SEBI) mandates business responsibility and sustainability reporting (BRSR) as part of ESG disclosures from 2022-23, adding an additional layer of eco-recruitment urgency.

3. National Sustainability Goals

India’s commitment to sustainability, such as the goal of achieving net-zero greenhouse gas emissions by 2070, sets a timeline for companies like Reliance Industries to achieve net carbon zero by 2035, further emphasizing the demand for eco-recruitment.

4. Transformational ESG Roles

ESG roles are evolving from mere reporting to driving actual transformation and creating impact. Companies now seek ESG experts who not only set goals but lead initiatives, requiring a combination of expertise and experience.

The future of business is green, and forward-thinking companies are embracing sustainability and reaping the benefits of attracting and retaining top talent through eco-recruitment. 

The eco-recruitment trend is gaining momentum, and many more companies are sure to follow suit. As environmental concerns continue to grow, attracting and retaining talent with a shared commitment to sustainability will become essential to any successful business strategy.

While the demand for green talent is skyrocketing, a significant challenge lies in bridging the skills gap. The key main reasons for this talent pool shortage are:

• Lack of Awareness: The limited awareness about green career paths and the scarcity of skilled professionals in these fields create a bottleneck in the talent pool. 

Critical areas like renewable engineering, circular economy design, and sustainable finance demand specialized knowledge and competencies. Companies find themselves grappling with the challenge of identifying and securing individuals with the right skill set to drive their sustainability initiatives forward.

• Skill-Building Gap: Finding the right training can be extremely challenging, even if someone’s fired up about a green career. Educational programs need to get up to speed, offering practical skills and industry-specific knowledge to turn green dreams into green realities.

And that’s not all. Inside some companies, there can be some internal roadblocks too:

• Change Jitters: While some companies hesitate to adopt greener practices due to concerns about costs and disruptions, embracing change is crucial. Internal resistance may hinder talent acquisition efforts by challenging the integration of green practices into existing frameworks. Overcoming these hurdles is not only environmentally responsible but also brings strategic benefits.

Lack of Motivation: Despite recognizing the benefits, some companies lack leaders who actively champion change and advocate for sustainable practices. Having passionate leaders who vocalize the advantages of hiring skilled green talent can pave the way for smoother recruitment, generating enthusiasm for the green revolution.

So, how do we bridge this skills gap chasm and build a strong, skilled team? 

It’s a three-part plan:

• Education System: Universities and colleges should update their existing syllabus or provide training programs to offer eco-focused and renewable energy courses and skill development programs, showing students the exciting potential of sustainable careers.
• Career Guidance: Career guidance and educational resources should showcase what people can do in renewable energy, circular economy, and sustainable finance.
• Consistent Upskilling: Inside companies, we need more training for existing employees and a culture that welcomes change. By offering more training, companies could then see the benefits of a skilled, sustainable workforce.

Bridging the skills gap is challenging, but the rewards are huge. Some companies are already mobilizing for green talent at lightning speed.

If your company is also looking to hire talent, then you can check Taggd’s Decoding Jobs 2024 Report  for invaluable insights into essential metrics and proven strategies for effective talent management and acquisition.

Building a strong brand reputation as an eco-conscious employer can attract passionate candidates and create a more engaged and productive workforce. By leveraging their green initiatives in recruiting efforts, companies can attract the best talent and build a brighter future for themselves and the planet.

In addition to the insights we’ve discussed in this article, the India Decoding Jobs 2024 report is a crucial resource for recruiters, offering data-driven insights and trends. Conducted through surveys and conversations with talent acquisition professionals, it provides actionable information for strategic decision-making, ensuring a prepared workforce. 

To download your exclusive copy of the report, click here or write to us at contact@taggd.in.