Sustainability job vacancies in Londonn

Transform Your ESG Strategy: Why Contracting Specialists Can Boost Your Team’s Efficiency

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

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Current Trends in EU Sustainability Jobs – October 2024

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:

  1. 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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

Posted in Uncategorised, Climate Change, CSR, ESG, Governance, Green EnergyTagged in , , , , , , ,

Insights into the Green Skills Landscape in the UK

Insights into the Green Skills Landscape in the UK

Key Findings from Our Research

Jonathan Hart Smith, an expert in the field, recently discussed these findings based on data gathered primarily from LinkedIn, offering valuable insights into the green workforce.

1. Green Skills in the UK Workforce

Currently, around 400,000 professionals in the UK identify as possessing green skills on LinkedIn. This figure represents a significant portion of the talent pool for sustainability-driven roles. In the past year alone, 20% of these professionals—roughly 70,000 individuals—changed jobs. Jonathan noted that this indicates a dynamic shift within the green workforce, with many professionals seeking new opportunities in the expanding green economy.

   Additionally, there has been a 9% growth in the number of professionals identifying as having green skills over the last 12 months. Jonathan pointed out that this increase could reflect the growing awareness of sustainability issues and the need for environmentally focused roles.

2. Regional Distribution and Job Vacancies

While 25% of professionals with green skills are in and around London, 66% of job vacancies requiring sustainability experience are concentrated in the capital. Jonathan emphasized that this regional imbalance suggests the need for organizations to consider remote or hybrid work options to attract talent from other parts of the country, where a significant portion of the green workforce resides.

3. Gender Representation in Green Skills

   A noteworthy finding that Jonathan highlighted is the gender disparity within the green skills workforce. While 44% of the overall LinkedIn workforce is female, only 36% of those identifying as having green skills are women. This gap underscores the need for greater diversity and inclusion initiatives within the sustainability sector.

Addressing the Challenges Ahead

Jonathan Hart Smith’s analysis highlights that as we move towards a greener future, businesses must not only tap into the growing talent pool of professionals with green skills but also address the gender imbalance within the sector. By promoting diversity and encouraging hybrid or remote working arrangements, organizations can access a broader range of talent to meet the growing demand for sustainability-focused roles.

While the data from LinkedIn provides an insightful snapshot, Jonathan also acknowledges its limitations. However, these findings serve as an important starting point for further discussion on how the UK can meet its green skills needs and foster a more inclusive, diverse workforce in the sustainability sector.

For more information or to discuss how ESG REC can help your organization find the green skills it needs, email Jonathan at Jonathan@esgrec.com.

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