Our Expert Speaker: Josh Matthews, Activist Analyst; Practice Leader for Sustainability at HFS Research Josh will share exclusive insights on how UK businesses can lead with sustainability, tackle regulations, and fuel growth in a rapidly evolving world.
Why Attend? ✅ Learn how to position your business as a sustainability leader. ✅ Navigate the biggest challenges of 2025 with confidence. ✅ Gain actionable strategies to boost innovation and profitability.
The role of a sustainability professional in the current market is changing rapidly. New legislation increases in workload, new tools and technology all add additional learning on top of doing the day job. Keeping moreover is a challenge. Many people reading this will relate to these challenges and know that they are often a small department (sometimes a department of one) that is expected to punch above its weight in terms of productivity.
When we also add into this mix the increasing level of rigour being applied to ESG Reporting and the financial and time cost of being audited, it is easy to understand why Sustainability teams are reaching for the phone to their manager and asking for extra help.
The ESG labour market is starting to mature and with that maturity often comes the emergency of skills in the form of freelance and contract staff. A lot of companies have relied on consultancies in recent years, and they have filled an important gap in the market. But with the emergence of contract staff, ESG teams now have another string to their bow to be able to tackle some of those tricky one of projects or deal with peaks in workload (did somebody say CSRD?).
So, if this sounds like you. Here are just some of the reasons you might like to think about hiring on a contract or flexible basis before going through a lengthy recruitment process for your next hire that you may not need to do:
· Access to Specialist Skills: Sustainability and ESG are evolving fields with niche areas of expertise, such as carbon accounting, sustainable finance, or regulatory compliance. Hiring contract specialists allows you to tap into specific expertise that you might not have in house or need after a particular project or period is complete.
· Adding Resources Without Extra Headcount: Engaging contract or flexible staff enables you to bring in additional resources without increasing your permanent headcount. This helps you meet your project demands while maintaining leaner operational structures, which can be important for budgeting or managing long-term commitments.
· Handling Peaks of Work During Busy Periods: Technology can and does help but sustainability reporting, audits, or compliance checks often require extra workforce during specific periods or for a fixed amount of time. Contract staff can help absorb these peaks in workload, ensuring that these and other critical deadlines are met without overburdening you or the rest of your core team.
· Cost Efficiency and Flexibility: Contract staff can often be more cost-effective than hiring full-time employees, especially when the need for specific skills is temporary, or project based. You can scale resources up or down according to your current needs, avoiding long-term payroll costs.
· Speed to hire: A contractor will often join you with the experience you need and require minimal or no training to get up to speed. This means that you can sometimes “over-hire” for skill but not have to worry about long term retention. This means that you can accelerate your time to hire and start to tackle your project (or problem) quickly.
· Fresh Perspectives and Innovation: Bringing in external specialists can introduce innovative ideas, technologies, and best practices from other companies or sectors. This can help spark innovation and improvement in a company’s sustainability strategies. This will support you in staying competitive and forward-thinking.
If you are considering how, you might tackle an upcoming deadline or project and would like to explore the option of augmenting your current ESG or Sustainability team but do not want to fully outsource the activity, why not explore using a contract member of staff? Contact the ESG REC team on +44 (0)208 1242716 or at info@esgrec.com
CSRD Vacancies in Europe: Navigating the October 2024 Market Shif
As the demand for Corporate Sustainability Reporting Directive (CSRD) skills continues to surge, the European job market has seen a significant increase in opportunities related to sustainability reporting and compliance. This trend has remained steady throughout 2024, driven by heightened regulatory requirements and a strong corporate commitment to sustainability. Recent data indicates that vacancies for CSRD-related roles have soared by an impressive 91% since the start of the year.
However, October 2024 has introduced the first signs of change in this thriving sector. For the first time, we observed a slight downturn in the number of advertised vacancies for CSRD professionals on LinkedIn. While this shift is noteworthy, it’s essential to recognize that it represents just one month of data. Whether this is a temporary market fluctuation or the onset of a longer trend remains to be seen, but it provides valuable insights for employers hiring in the sustainability sector.
What Does This Shift Mean for Employers?
For employers seeking talent in the CSRD market, this downturn presents both challenges and opportunities. With fewer vacancies advertised, there may be reduced competition for highly sought-after talent, creating an ideal environment to refine your recruitment strategy and make strategic hires. Here are three key actions you can take to capitalize on this moment:
1. Optimize Your Recruitment Process
In a changing job market, your recruitment process should be adaptable and responsive to new trends. Strengthening your approach can start with gathering feedback from recent hires. Ask new employees about their experiences in the hiring process—what they appreciated and what could be improved. This information can help you identify gaps and make necessary adjustments.
For instance, were candidates satisfied with the speed of communication? Did they find the interview process streamlined and efficient? Did your job ads accurately reflect the role’s requirements? Addressing these areas can enhance your recruitment process, especially in a competitive landscape where employer branding is crucial for attracting top talent.
Ensure that all internal stakeholders are aligned—from HR teams to hiring managers. A smooth recruitment journey hinges on consistent communication and clearly defined responsibilities. By streamlining collaboration, you can reduce hiring times and improve the candidate experience, which could be the key to securing the best talent.
2. Maximize Your Job Ad Visibility
With a slight decline in advertised vacancies, your job postings could stand out more than ever. Now is the time to ensure that your job advertisements are not only highly visible but also optimized for success. Consider these strategies to enhance your job ad approach:
Use Powerful Keywords: Incorporate relevant industry-specific terms to attract qualified candidates actively searching for CSRD roles.
Engaging Content: Craft compelling job descriptions that highlight the impact and importance of the position within your sustainability initiatives.
By optimizing and engaging your job ads, you can attract the attention of a focused audience that may be browsing vacancies more attentively due to the recent dip in job openings.
3. Leverage Your Recruitment Partner
If you’re collaborating with a recruitment partner like ESGrec, now is the perfect moment to accelerate your hiring process. With fewer opportunities in the market, top candidates are likely to respond quickly to well-positioned job offers. A recruitment partner can help ensure you don’t miss out on high-caliber talent.
Agencies like ESGrec provide valuable insights into the talent landscape and offer tailored recruitment solutions to meet your hiring needs. From understanding market trends to sourcing and screening candidates, a specialized partner can streamline your recruitment process and reduce time-to-hire. This advantage becomes even more apparent in competitive sectors like CSRD, where the demand for specialized skills is on the rise.
Partnering with ESGrec grants you access to a network of professionals with expertise in sustainability, carbon accounting, and CSRD compliance. This network is crucial in a fluctuating market, helping you navigate challenges such as ensuring your job descriptions appeal to the right candidates and aligning your employer branding with market expectations.
Why Now Is a Strategic Time to Hire
The slight dip in vacancies could work to your advantage, as fewer companies are advertising new roles. This means that candidates currently seeking jobs may have fewer distractions and more time to focus on your vacancy. By moving quickly and efficiently through the hiring process, you increase your chances of securing top talent who are in high demand but facing limited options.
Moreover, the sustainability space continues to evolve rapidly. Securing skilled professionals who can help your company navigate regulatory challenges and drive impactful ESG initiatives is essential. The growing focus on CSRD compliance underscores the importance of having a robust team with the right expertise. As regulations become stricter and the demand for transparency in corporate sustainability reporting intensifies, now is the time to build a strong CSRD team.
Final Thoughts
At ESGrec, we are committed to helping companies like yours find the best talent to navigate this fast-evolving landscape. Whether you’re looking to hire for your sustainability team or seeking advice on optimizing your recruitment strategy, we’re here to support you every step of the way.
If you’re in need of CSRD professionals or assistance refining your recruitment process, reach out to jonathan@esgrec.com or visit our website at www.esgrec.com. Let’s work together to ensure your recruitment strategy is ahead of the curve and that you’re attracting the very best talent in this critical space.
As we navigate through October 2024, the sustainability jobs market in the EU is experiencing some notable fluctuations. Jonathan Hart-Smith recently shared insights on the current landscape, revealing that sustainability job vacancies are down nearly 5% compared to last month and show a significant decline of about 21% from the peak earlier this year. However, there is a silver lining: job postings are still 10% higher than at the beginning of the year. This indicates that businesses remain committed to advancing their sustainability initiatives and expanding their teams.
Understanding the Sustainability Jobs Landscape
Tracking the sustainability job market allows us to gauge the commitment of organizations toward environmental and social governance. While the recent dip in job vacancies may raise concerns, the overall upward trend for the year suggests a positive outlook for sustainability roles. Companies across the EU are still investing in talent to bolster their sustainability strategies, highlighting the importance of these positions in today’s job market.
Strategies for Hiring in a Competitive Market
If your organization is looking to hire in the sustainability sector during this transitional phase, Jonathan Hart-Smith outlines several strategies to attract top talent:
Leverage the Current Market Dynamics
With a slight decrease in vacancies, hiring organizations have a more engaged candidate pool. This is an opportune moment to reach out to potential employees who might be seeking stability and purpose in their careers. By positioning your company as a leader in sustainability, you can attract candidates who resonate with your values.
Communicate Your Commitment to Sustainability
One of the key factors in attracting candidates is effectively communicating your commitment to sustainability. Ensure that your sustainability goals are clearly outlined on your website and social media platforms. Highlight your initiatives and showcase how your organization is making a positive impact. Engaging content about your sustainability efforts can significantly enhance your employer brand and attract environmentally conscious candidates.
Invest in Employee Retention
While hiring new talent is crucial, retaining your current employees is equally important. With sustainability job vacancies up by 10% since the beginning of the year, it is essential to invest in the talent you already have. Focus on job enrichment and professional development initiatives to keep your workforce engaged and motivated. Showcasing your commitment to employee growth will make your organization more appealing to prospective hires.
Craft a Compelling Job Offer
When creating job postings, consider what candidates in the sustainability sector value most. While competitive salaries are important, many candidates prioritize flexibility, professional growth opportunities, and the chance to make a meaningful impact. Make sure your job offers reflect these values, emphasizing how new hires will contribute to your organization’s sustainability mission.
Streamline the Recruitment Process
An efficient recruitment process can make a significant difference in securing top talent. Aim to move candidates through the hiring process as quickly and smoothly as possible. Train your recruitment team on best practices to ensure they effectively communicate your sustainability commitments throughout the interview process. The goal is to create a positive candidate experience that reflects your organization’s values.
Conclusion
The sustainability jobs market in the EU is evolving, and despite recent fluctuations, the demand for qualified professionals remains strong. By implementing these strategies, organizations can position themselves to attract the best candidates in this competitive landscape.
If you’re looking for more data and statistics regarding employment in the sustainability or ESG sectors, don’t hesitate to get in touch with us. We provide valuable insights to help you navigate the complexities of the sustainability jobs market.
Visit us at www.esgrec.com for more information and assistance with your hiring strategies in the sustainability sector.
As we enter October 2024, the sustainability jobs market in the USA is showing promising signs of growth. The sector has seen a 2% increase in sustainability job postings compared to last month, and a remarkable 20% rise since the beginning of the year. This upward trajectory highlights that organizations are prioritizing sustainability initiatives and actively investing in talent to support these efforts.
This trend reflects a larger global shift toward sustainable business practices. Sustainability is no longer just an ethical consideration but a key strategy for long-term success. From reducing carbon emissions to increasing resource efficiency, companies are embedding sustainability at the core of their operations. As a result, they are seeking professionals with expertise in sustainability, ESG (Environmental, Social, and Governance), and related fields to help drive these efforts.
In a recent discussion, Jonathan Hart-Smith, a leader in the sustainability and ESG job markets, provided valuable insights into these trends. He emphasized the strong interconnectedness between sustainability and ESG, noting that companies expanding their sustainability efforts face increased competition in attracting skilled professionals.
A Competitive Landscape for Talent
While the rise in sustainability job vacancies is encouraging, it also signals a highly competitive market. Organizations must differentiate themselves to attract and retain top talent in this rapidly growing sector. Sustainability professionals are in high demand, and companies that fail to stand out risk losing candidates to their competitors.
To enhance their hiring process, organizations should focus on key strategies to make them more appealing to potential candidates in the sustainability job market.
1. Communicate Your Sustainability Goals Effectively
Clear and effective communication of your sustainability goals is crucial. Start by ensuring that these objectives are prominently displayed on your website and actively promoted through your social media channels. Job seekers in the sustainability field look for organizations that are truly committed to environmental and social responsibility.
Companies that clearly articulate their sustainability initiatives and showcase their progress are more likely to attract candidates who share these values. By demonstrating your organization’s commitment to sustainability, you can connect with professionals who are passionate about making a positive impact.
2. Streamline Your Recruitment Process
A smooth and efficient recruitment process is vital to securing top sustainability talent. In a competitive market, delays can result in losing candidates to other organizations. To improve your recruitment process and ensure a seamless experience for job seekers, consider the following:
Schedule Interviews in Advance: Avoid delays by booking interview slots well in advance. This shows candidates that you are serious about filling the position and respect their time.
Train Your Recruitment Team: Make sure your hiring team is well-prepared to pitch the role effectively. Highlight the unique benefits of working with your organization, including your commitment to sustainability, company culture, and professional development opportunities. An informed and enthusiastic hiring team can make a strong impression on candidates.
Simplify Your Application Process: Job seekers are more likely to apply to positions when the application process is straightforward. Make sure your recruitment system is optimized for ease of use, and that your job descriptions clearly outline the expectations for the role.
3. Craft Compelling Job Offers
In today’s market, job seekers in the sustainability sector are not solely motivated by salary—they are also looking for factors such as work-life balance, career growth, and meaningful work. When crafting job offers, focus on what truly matters to professionals in this field. For example:
Flexibility: Offering remote work or flexible hours can be a significant draw for sustainability professionals. In a post-pandemic world, many job seekers now prioritize the ability to work from home. Flexibility is an important factor that can set your organization apart.
Professional Growth Opportunities: Job seekers want to know they can grow and advance in their careers. Highlight any programs for skill development, mentorship, and career progression. Offering opportunities for professional growth can make your organization more attractive to sustainability professionals who are eager to advance in their careers.
Conclusion
The sustainability jobs market in the USA is evolving rapidly, and the demand for qualified sustainability professionals is on the rise. Companies that want to thrive in this competitive market need to take strategic steps to differentiate themselves and attract the best candidates. By clearly communicating their sustainability goals, streamlining the recruitment process, and crafting compelling job offers, organizations can position themselves for success.
For more insights into the sustainability job market, consider connecting with Jonathan Hart-Smith at jonathan@esgrec.com. With his expertise in the sustainability and ESG job markets, Jonathan offers valuable guidance for navigating the complexities of recruiting top talent in this space.
Companies must take strategic actions to stand out in the competitive sustainability jobs market and attract top talent. This can be achieved by effectively communicating sustainability goals, streamlining recruitment processes, and creating enticing job offers. For further insights, connect with Jonathan Hart-Smith at jonathan@esgrec.com. Jonathan specializes in sustainability and ESG job markets, providing valuable guidance for recruiting top professionals in this field. If you require assistance with hiring strategies or exploring opportunities in the sustainability sector, visit www.esgrec.com for support in navigating the job market and achieving your objectives.
Unlocking ESG Talent; Jonathan Hart Smith’s Key Insights from Sustainability Live 2024
Jonathan Hart Smith, Founder of ESG REC, engaged the attendees at Sustainability Live 2024 with a compelling fireside chat, shedding light on the current state of the ESG and sustainability job market. With a career spanning molecular biology to recruitment, Jonathan shared his unique journey and valuable insights into the evolving landscape of ESG talent.
From Science to Sustainability
Jonathan’s career began in the labs as a Molecular Biologist, but he quickly realized that the lab environment wasn’t his true calling. His transition into the business side of things, starting with a recruitment company specializing in life sciences, set the stage for his eventual foray into sustainability. Jonathan’s experience running a leading life science recruitment firm, which was acquired nearly three years ago, provided him with a robust foundation in understanding data and the importance of impactful business practices. With a passion for making a difference, Jonathan co-founded ESG REC with Michael O’Brien, focusing on recruitment for ESG teams. Their mission is not only to place top talent but also to demonstrate that businesses can be profitable while actively contributing to societal good. ESG REC integrates environmental and social initiatives into their operations, such as donations to charitable causes tied to successful placements and employs people from disadvantaged backgrounds.
The Current Market for ESG Talent Jonathan’s discussion provided a snapshot of the ESG job market, highlighting key trends and demands:
Demand for ESG Roles in the UK: There is noticeable fluidity in the ESG job market, with over 22% of the workforce changing jobs in the past year. London leads in employment numbers, far surpassing other cities.
Senior vs. Operational Roles: While there is a stable demand for senior ESG positions, the most significant growth is in junior to mid-management roles. The need for roles such as Sustainability Analysts, ESG Analysts, and Carbon Accountants is on the rise. Companies are also seeking ESG Managers and consultants for specific projects.
Challenges in ESG Recruitment Jonathan also identified several challenges companies face in sourcing ESG talent:
Skills Gap – There is a shortage of professionals with both technical expertise and the ability to effectively communicate and manage ESG initiatives. Many organizations struggle with pairing technical skills with the necessary communication and project management capabilities.
Overlapping Skill Requirements –Companies often seek candidates with a broad range of skills, leading to unrealistic expectations. Jonathan suggests focusing on essential skills and considering a mix of full-time roles and contract positions to fill gaps.
Strategies for Overcoming ESG Talent Challenges
Jonathan offered practical advice for companies navigating the ESG talent landscape:
Leverage Internal Talent – Consider promoting from within to fill ESG roles, as internal candidates already understand the company’s culture and operations.
Prioritize Influencing Skills – Ensure that ESG leaders have strong support from the Board and the ability to influence others within the organization.
Realistic Skill Requirements – For operational roles, identify core competencies and be prepared to train or develop skills in-house. Partnering with specialized consultants for temporary needs can also be effective.
Trends and Predictions
Jonathan also some future trends that includes:
Steady Leadership Hiring – Expect continued steady hiring for leadership and middle management roles without the previous surge.
Increased Demand for Reporting Skill – There will be a growing need for professionals skilled in ESG reporting and analysis, particularly those proficient with machine learning tools.
CSRD Reporting – Companies are building capacity to handle CSRD reporting requirements, leading to an increased demand for related expertise.
Mature Consulting Market – A shift towards using consultants for project-based needs rather than hiring permanent, multi-skilled employees.
Market Stability and Future Outlook
Jonathan has been also asked about his report last month about the stability of the current market and why the stability is beneficial?
Jonathan answered that when there is stability in supply and demand, companies can make informed decisions about hiring. According to recent data, while the number of people working in sustainability-based jobs has increased significantly since the beginning of the year, the number of vacancies has also grown. This indicates stability in job movement, but not necessarily in the overall supply and demand balance. The report highlights that:
Stability – Stability in the market is advantageous as it allows companies to plan better and make more informed hiring decisions.
Growth – The growth in the number of sustainability jobs is encouraging for the sector, showing increased interest and professionalization.
Vacancies – Although the number of vacancies has also risen, this suggests a competitive hiring environment.
Workforce Movement – Over the past 12 months, 20% of the UK sustainability workforce has moved jobs, shrinking the pool of available candidates.
Average Tenure – The average job tenure in sustainability roles is relatively short (1.8 to 2.3 years), which can pose challenges for businesses trying to retain experienced staff.
Hiring Trends – There has been a slight increase in senior-level hiring, though not as intense as previously. The demand for these positions is gradually climbing.
The data shows that while the market is stable, businesses face challenges such as managing job turnover and navigating a competitive hiring landscape. The stability in supply and demand provides an opportunity for companies to address these challenges and refine their hiring strategies.
Shifting Trends
Jonathan was also asked about the changes he has observed in what companies are looking for and who they are seeking. He provided some historical context to explain the current landscape. A few years ago, during the Great Resignation, companies faced significant challenges in filling roles, particularly senior positions such as Chief Sustainability Officers (CSOs) and heads of ESG. Although this trend has eased, there is now a gradual increase in senior-level hiring. The average job tenure of around two years means that employees often gain enough experience and reputation to attract offers from other companies, which adds to the complexity of hiring and retention. Additionally, the growing importance of sustainability reporting has led to a heightened demand for professionals with expertise in this area. Overall, the current market stability provides an opportunity for businesses to address these challenges and make more strategic hiring decisions. Jonathan Hart Smith’s session at Sustainability Live 2024 was both enlightening and inspiring, offering valuable perspectives on the ESG job market and the future of sustainability recruitment
