“Green” is all the rage these days. Green buildings. Green transportation. Green clothing. And yes, now there is even a way to “green” your recruiting program. Learn how to attract candidates by evolving interviewing and hiring into completely electronic processes in order to reduce your carbon footprint.

1. How to Create & Maintain a “Green”
Recruiting Program
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2. About Our Sponsor: Cachinko
• Reduce administrative time and wastes by 60% or more
• She can focus more time engaging the Talent Community and filling
positions
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3. What is “Green” Recruiting?
Employers committed to “Green Recruiting” recognize
and embrace the broader issues of social
responsibility, community involvement, environmental
stewardship and sustainability of the environment
and openly assess their results at all levels of the
organization.
They especially realize the importance of sharing their
vision and actions with employees and candidates in
order to attract, engage and influence the most
talented candidates to come and stay.
-- Gerry Crispin, CareerXroads
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4. How Important is Being “Green”?
• 75% of consumers believe social responsibility
is important
• 55% of consumers said they would choose a
product that supports a particular cause against
similar products that don’t
• Similarly, many potential employees will
evaluate organizations based on their corporate
responsibility and “green” initiatives
• Particularly Gen Y or “Millennial” candidates
– Gen Y ranks “working for a socially responsible company”
4th most important
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5. Why Go “Green”?
According to a report by the Sustainable Business Network
of Washington (SB NOW), here are some reasons why a
company should go green:
1. Increasing employee satisfaction, retention and productivity
2. Improving operational efficiency and effectiveness
3. Saving energy, water and raw materials
4. Shielding yourself from escalating energy and water prices
5. Branding the business and differentiating it from the competition
6. Developing a positive, proactive relationship with local compliance
inspectors
7. Reducing pollution, waste and greenhouse gas emissions
8. Avoiding fines and other sanctions green guide and certification
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6. Steps to Creating a “Green” Recruiting Program
• Evaluate your organization & recruiting program
– How important is social responsibility at your company?
– Are you taking steps toward becoming more
environmentally-friendly?
– Have any employees left to work at a more socially
responsible company?
– Are “green” practices supported by upper management?
– How are you communicating “green” efforts to candidates
and consumers?
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7. Steps to Creating a “Green” Recruiting Program
• Evaluate your organization & recruiting program
(con’t)
– Check out competitors’ sites to see how “green” they are
– Read the latest “green” strategies to see where you could
improve or what you could add
– Gather all information about your organization and its
“green” initiatives
– Determine how socially responsible your current recruiting
program is, including interview tactics, traveling, paper
use, etc.
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8. Steps to Creating a “Green” Recruiting Program
• Evaluate the employee lifecycle
- Work force planning – Performance appraisals
- Recruitment – Payment processes
- Career fairs – Communications & PR
- College focused events – Employment branding
- Candidate interviews & – Reward & recognition
selection programs
- On boarding – Exit interviews
- Distribution of benefit – Holiday parties &
information celebrations
- Open enrollment – Announcements of
- Orientation program changes in benefits,
- Retirement benefits policies, procedures
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9. Steps to Creating a “Green” Recruiting Program
• Determine changes to be made
– Where can your organization do better?
– What processes can be streamlined?
– Are there options to be more environmentally-friendly?
– Particularly: How can your recruiting program take the lead
in social responsibility?
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10. Steps to Creating a “Green” Recruiting Program
• Make it clear through the company brand &
messaging how important social responsibility
is
– Develop focused messaging to use throughout company
efforts
– Branding your organization as a “green” leader
differentiates it from the competition
– Recruitment and retention is based upon a candidate’s fit
within the organization
• Having transparent and clear messaging helps attract
the “right” candidates from the beginning
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11. Steps to Creating a “Green” Recruiting Program
• Social recruiting
– Use social media and networking sites to communicate &
interact with candidates
• Twitter, Facebook, LinkedIn, blogs, YouTube, Flickr
Tumblr, Reddit, etc.
– Create talent communities and talent networks for
organizing your potential candidates, alumni and current
employees
– Focus on creating great content for candidates in order to
attract top talent
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12. Steps to Creating a “Green” Recruiting Program
• Virtual interviewing
– Attract top candidates from all areas with virtual interview
options
• Skype, GreenJobInterview
– Reduce travel emissions and costs by using technology
• Live virtual interviews save 628 kg of CO2 per
interview. 60 interviews per month of CO2 reduction
equals 120 cars off the road annually!
(Source: “How To Create a Green Recruiting Practice” by Lizz Pellet)
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13. Great Examples of “Green”-Focused Companies
• Proctor & Gamble
– Focus on sustainability, environmental & social
responsibility, product safety, heritage & employee
engagement
– Lots of info about each program, results, measurements
and the company’s mission
• Whole Foods
– Focus on organic farming, sustainable agriculture,
alternative energy, composting, etc.
– They clearly understand the ideal candidate and describe
their mission and values clearly to that candidate
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14. Great Examples of “Green”-Focused Companies
• Nike
– Focus on innovation and responsibility
– Showing Nike is a thought leader in their industry by
releasing its Environmental Apparel Design Tool and
collaborating with other companies
• Coca-Cola
– 2020 Vision: Getting ready for tomorrow today
– From the vision: Be a responsible citizen that makes a
difference by helping build and support sustainable
communities.
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15. Maintaining a “Green” Recruiting Program
• Continued support from all levels of the
organization
– Management, marketing, C-level, etc.
• Clear, consistent messaging from recruiting to
marketing to social media
• Evolving efforts to corporate and social
responsibility
– What’s the next best thing?
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16. Thank you!
Join us for our next employer webinar on:
February 28, 2011: Creating a Proactive
Recruiting Strategy to Target Passive
Candidates
Contact Heather at heather@comerecommended.com