ESG (Environmental, Social, Governance) has quickly become an unavoidable priority for businesses, both large and small. Whether you are a smaller organisation aiming to integrate sustainability or a large corporation striving to meet complex regulations, there is no escaping the importance of taking ESG seriously. But the journey begins with a fundamental challenge: How do you find the right candidates to drive your ESG agenda?
Patrick Lyon Veirum, a Consultant at Compass specialising in ESG and sustainability recruitment, emphasises a key point: “When you recruit for ESG today, you need to be clear about the task you want to accomplish.” This clarity is the key to success.
1. Define the Task: What Do You Want to Achieve?
One of the biggest pitfalls in ESG recruitment is the lack of a clear objective. To find the right candidate, companies must first identify the task at hand. Is it restructuring the business to make it more sustainable? Developing reports that meet specific requirements? Or creating a long-term ESG strategy?
“Because this field is so new, there are many different solutions available. This makes it even more crucial to focus on the specific task you need to solve,” explains Patrick.
By clarifying the goal from the outset, companies can better match a candidate’s profile with specific requirements, ensuring a closer fit with the organisation’s needs.
2. Strategically Position the Role in the Organisation
Another important factor is considering where the ESG role should be anchored within the organisation. Should the candidate work closely with senior management to ensure strategic decision-making? Or should the role be placed in a specific department, such as finance or HR, where it can influence operational processes?
The placement significantly impacts the candidate’s mandate. A well-defined role with clear responsibilities ensures the position can drive meaningful change within the company. As Patrick points out: “Where will you place the role in your organisation, and what mandate will the person have? These aspects are crucial to determining the profile that suits the task.”
3. Be Flexible with Skills
ESG is a relatively new field, and there are few candidates with 10-15 years of direct experience. As a result, flexibility and creativity are often required when recruiting. This may involve identifying candidates with partially relevant skills and helping them adapt their experience to the task. Alternatively, teams with complementary strengths can be assembled to address complex ESG challenges.
“Often, skills need to be converted or combined, so candidates can work together to solve the task. It’s about being realistic and open to new solutions,” says Patrick
Summary: Clear Focus, Strategic Placement, and Flexibility
Successful ESG recruitment begins with companies establishing clarity around their objectives, strategically positioning the role, and being flexible regarding skills. Without these fundamental steps, there is a risk of a mismatch between the candidate and the task.
ESG is not just a checklist but an essential part of future corporate management. By prioritising clarity and strategy, companies can ensure they are onboarding the right competencies to drive their ESG agenda.
As Patrick concludes: “ESG is about finding solutions that suit your business. This requires both focus and flexibility.
