USING ESG TO BOOST RECRUITMENT
AND RETENTION by Karen Morris
Development director and deputy CEO, Community Foundation for Lancashire
Now, more than ever, employees are looking to work with businesses who share their values.
In KPMG’s survey of 6,000 UK office workers, students, apprentices and recent higher education leavers, 46 per cent said they want the company they work for to demonstrate a commitment to ESG.
Those aged 25-34 are the most likely to value an ESG commitment from their employer (55 per cent).
With businesses still struggling to hire and retain the right staff, as reported in the British Chamber of Commerce’s Quarterly Recruitment Outlook, employers wanting to create a more engaged and motivated workforce, and attract the best talent, need to ensure they have a strong ESG strategy in place that aligns with the values of its people.
The Community Foundation for Lancashire works with many
businesses who hold charitable giving at their heart, helping them to develop and deliver their ESG strategy.
With a particular focus on social and community impact, this ensures businesses are able to evidence the impact they are making to potential and existing employees, and therefore, have the edge needed to succeed within a competitive labour market.
Wherever you are on your philanthropic journey, we can provide bespoke support, so that it reflects your business values.
From the first crucial step of creating your social strategy, to connecting you with grass roots community groups who are seeking funding.
By working with us, not only will you be making a real difference to those who need it most, you will also be benefitting your business.
WORKING SMARTLY TO ACHIEVE YOUR
GOALS FOR 2024 by Helen Russell
HR consultant, Harrison Drury
January 2023 brought with it a ‘new year, new job’ trend that was even more marked than previous years and there is no reason to believe 2024 will be any different.
However, statistics also show that employers saw noticeable skills shortages in their applicants, making it difficult to fill gaps.
The upshot is a need to work smartly to keep hold of employees while making your employment offering as appealing as possible.
Do your research on pay: Being aware of pay levels and remuneration packages in your industry will allow you to understand the market and make competitive salary offers.
Be better on benefits: Benchmarking industry working practices and benefit provisions will also allow you to make your company more appealing to prospective candidates.
David Morel, CEO of Tiger Recruitment, suggests that where employers cannot meet salary demands, offers of other financial benefits, such as childcare
vouchers, private healthcare, and gym memberships can make a difference.
Offer flexibility: Now more than ever, the most competitive job offers contain an aspect of flexibility, whether that be remote working or flexible start and finish times.
Family friendly policies can help employees achieve their work life balance, which is a key retention consideration.
Simplify your recruitment process: Where relevant, use online tools alongside more traditional recruitment practices.
These can be used effectively to match candidates against more detailed selection criteria, ensuring your shortlist will meet business need.
Provide career pathways: Doing more to provide a rewarding work environment and giving opportunities for development are essential for motivating and inspiring your people.
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EMPLOYMENT LAW & HR
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