Do Candidates Really Care About Corporate Social Responsibility?

You’ve found a strong candidate. The interview is going well. You’ve told them about your company’s impressive benefits package, highlighted the opportunities for growth and development within the position, and shared some of the things your company does to support work-life balance. As you go through your mental checklist of all the factors that could positively influence the candidate’s decision to join your team, you feel like you’ve checked all the boxes. But has your pitch included some evidence that your company is committed to improving the lives of people and the health of our planet? If not, there’s a 50% chance that great candidate is going to walk out the door at the end of the interview and never look back.

According to research, your company’s commitment to corporate responsibility has a direct tie to attracting and retaining talent that may be even stronger than you realize: 

  • 58% of candidates surveyed said they consider a company’s social and environmental commitments when deciding where to work. 
  • 55% said they would choose to work for a socially responsible company, even if the salary was less. 
  • 51% said they will not work for a company that doesn’t have strong social or environmental commitments.

Highlighting corporate social responsibility is even more critical if you’re trying to convince a candidate that is between the ages of 27 and 35 to join your team.  

  • 67% of this mature Millennial segment surveyed in the study said they would not work for a company that did not have strong corporate responsibility commitments.  
  • 76% of mature Millennials said they would choose to work for a socially responsible company, even if the salary would be less than at other companies. 

Ian Martin employees volunteer during our annual B Corp Day in the local community.

Convincing candidates that your company is committed to making the world a better place isn’t as simple as pointing out your recycling bins and sharing some impressive figures from your charitable donation programsToday’s candidates are wary of corporate greenwashing, so be prepared to share some hard data to prove that your company walks the walk when it comes to its social and environmental efforts. 

One way that for-profit companies can prove without a doubt that they follow rigorous standards related to their social and environmental performance, accountability, and transparency is to acquire B Corp certificationWhile the certification process will involve time and effort, it will set your company apart as an organization that is not only competing to be the best IN the world, but also to be the best FOR the world. Joining the roster of over 2,400 other Certified B Corps including recognizable names like Patagonia, Ben & Jerry’s, and Etsy won’t hurt your recruitment efforts either! You can learn more about the additional practical business benefits that Ian Martin has experienced as a result of our own B Corp certification here. 

Since research suggests that 78% of employees want to be an active participant in helping their company improve its responsible business practices, the corporate responsibility case you present to the candidate shouldn’t focus solely on big-picture initiatives and results. Share examples of the processes and programs you have in place that allow employees to get personally involved in your company’s charitable and environmental efforts. Today, the priority that employees place on opportunities to personally support causes or issues they care about is on par with benefits like wellness programs and tuition reimbursement. If you have a community volunteering or pro bono program, share data to give candidates a better sense of how many employees currently participate. Encourage current employees to share their volunteer experiences on your company’s social media channels. This will allow candidates to see real-life examples of your commitment to your community when they are conducting pre- and post-interview research.

In today’s raging war for technical talent, employers should leave no stone unturned when it comes to convincing candidates why their company is a great place to work. Our Insider’s Guide to Technical Recruitment has some helpful tips to assist you in assessing your company like a prospective employee. If you would like to get additional insight into the types of questions that candidates may have about your company’s corporate social responsibility effortsconnect with one of our Ian Martin Hiring Consultants. 

Checking in on the "Battle against the resume black hole"

It’s been four months since the Ian Martin Group took on the resume black hole…so who’s winning?

From the 10,000 applications Ian Martin Group receives each month, some 2,500 will be contacted by our recruiters, and about 100 of those people will become employed through us.

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Make an Impact with Your Resume

If you are (or have ever been) in the process of applying for work, chances are you’re familiar with “the resume black hole” – that feeling of uncertainty that descends when you hit the submit button.

  • Will the right person see your resume?
  • How long will it be before you hear back from someone?
  • Will you hear back from anyone at all?

We hear you.

That’s why in 2013 when we first came across the statistic that 75% of workers applying to jobs didn’t ever hear back from the employer, we decided it was time to do things a little differently. Our goal wasn’t just to establish a better sense of connection with the 120,000 applicants who apply for positions with Ian Martin each year. We wanted to do it in a way that would give applicants who express an interest in working with us a real sense of who we are as a company, and an opportunity to join our mission.

At Ian Martin, we believe in and are working toward a world where everyone can pursue meaningful work. Obviously, that includes the candidates that we personally support, but our vision is much broader than that. We feel passionately that everyone on the planet should have access to work that is meaningful to them.

Kiva Lending Teams

Since 2014, we’ve been asking every Ian Martin applicant to play an important role in helping us achieve that vision. Each time someone applies for a position to one of our jobs, they receive a $25 credit that they can use to direct a loan to the global entrepreneur of their choice through the non-profit organization Kiva. From helping a Kenyan farmer purchase a biodigester to transform farm waste into fuel, to supporting a seamstress in Tajikistan with the purchase of an embroidery machine, our applicants are literally changing lives.

Redeeming the “resume black hole”

Too often, resumes disappear into a black hole, never to be seen again. But what if every single job application helped someone else in the world find meaningful work? It’s really a small way of making a big impact—not only between Ian Martin and our applicants, but between Ian Martin, our applicants, and the entire world. Together, we can make meaningful work accessible for more people, everywhere.

The business case for our Kiva program is a winner for our triple bottom line of People, Planet, Profit. In a nutshell, our original $50,000 investment has multiplied over time to provide over $106,000 in loans. It’s hard to argue with a return like that! More importantly, these $25 loan credits allow more people every day to discover the vital role that giving back to the world can play in the pursuit of meaningful work. To us, that is priceless.

To see an up-to-the-hour summary of the global impact Ian Martin applicants are making through their Kiva donations, click here.

 

 

Investing through Kiva

What if lending money to global entrepreneurs was as fun as Facebook?

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