As the demand for ESG expertise continues to grow across the UK, organisations are under pressure to secure the right talent to drive their sustainability agendas. Yet in a competitive and rapidly evolving market, attracting and retaining ESG professionals is far from straightforward.
At ESG REC, we recently surveyed over 200 candidates actively seeking roles in the sustainability space to better understand what really matters to them when considering a new opportunity. The findings – which you can explore in our article What ESG Talent Really Wants offer practical insights into how organisations can stay ahead of the curve.
But understanding candidate preferences is just the beginning. The real opportunity lies in how hiring managers leverage this data to inform, refine, and strengthen their recruitment strategies.
Why Data Matters in ESG Hiring
Recruitment in the ESG sector can’t rely on assumptions or outdated approaches. Data-led hiring enables organisations to make better decisions from understanding which roles are proving hardest to fill, to identifying which aspects of a job offer are genuinely valued by candidates.
At ESG REC, we use candidate data every day to help clients fine-tune their job specs, adjust salary benchmarks, and improve the overall hiring experience. When data is embedded in your hiring strategy, it becomes much easier to attract candidates who align with your values, mission, and business objectives.
Turning Insights into Action
According to our latest candidate survey, three factors stand out: salary, flexibility, and professional development. These aren’t just perks – they’re priorities. If your job adverts and interview processes don’t reflect this, you may be missing out on top ESG talent.
It’s also important to track the more human aspects of your hiring process – such as how and when you communicate with candidates. Our survey found that consistent, transparent communication was one of the biggest influences on whether a candidate accepted a role.
Key Metrics Worth Monitoring
For those involved in ESG hiring, some of the most useful recruitment analytics to track include:
Application and conversion rates by role type
Time-to-hire and candidate drop-off stages
Source of best-performing candidates (e.g. LinkedIn, referrals, agencies)
DE&I performance across shortlists
Monitoring these metrics helps you identify what’s working, where improvements are needed, and how your recruitment strategy aligns with your wider ESG goals.
A Smarter, More Sustainable Approach
When hiring strategies are informed by data, they don’t just attract better candidates – they reflect a more mature, sustainable approach to people and culture. For ESG roles in particular, this is key: you’re hiring professionals who care deeply about impact, integrity, and values. Your recruitment process should reflect that.
Need Support with ESG Hiring?
If you’re currently hiring or planning to grow your ESG team, we’re always happy to share insights or offer guidance. ESG REC specialises in connecting organisations with skilled sustainability and ESG professionals across the UK.
Feel free to get in touch at info@esgrec.com or visit www.esgrec.com to see how we can support your hiring needs.
