Why sustainability counts in IT recruiting
In the IT sector, competition for skilled labour is more intense than ever. In addition to attractive salaries and exciting projects, another factor is coming into focus: sustainability. One Study by Fraunhofer IAO and DGFP shows that HR departments can play a central role in promoting sustainable behaviour in companies . This not only influences the corporate culture, but also the Attractiveness as an employer.
In addition, the TOP JOBTrend study 2024 of the University of St. Gallen that strategic sustainability goals and social responsibility can significantly increase employer attractiveness . Companies that integrate sustainability into their strategy position themselves as future-orientated employers.
What green recruiting means - and what it doesn't
Green recruiting includes measures that minimise the ecological footprint of the recruiting process. This includes digital application processes, paperless communication and the integration of sustainable values into the employer brand . It's not just about environmental protection, but also about social responsibility and ethical behaviour.
It is important to implement green recruiting authentically and avoid greenwashing. Candidates quickly recognise whether sustainability is lived in the company or only communicated. Transparency and real action are key to building trust and retaining talent in the long term.
Study situation: What IT talents really want
A study by GoodJobs and kununu shows that sustainability is a decisive criterion for many applicants when choosing an employer . Generations Y and Z in particular value environmentally conscious and socially responsible behaviour on the part of companies.
In addition, a study by Brandmonksthat 71 % of applicants want companies to communicate their stance on climate protection on the careers page . This emphasises the importance of transparency and clear communication of sustainable values in the recruitment process.
Green recruiting in practice: measures with impact
Companies can take the following measures to successfully implement green recruiting:
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Digital application processes: No paper applications and use of online platforms.
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Remote interviews: Reduction of travel expenses and COâ‚‚ emissions through virtual job interviews.
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Sustainable benefits: Offers such as job tickets, bicycle leasing or support for environmentally friendly commuting.
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Transparent communication: Presentation of sustainable initiatives and values on the company website and in job adverts.
These measures not only demonstrate a commitment to sustainability, but also improve the candidate experience and strengthen the employer brand.
Sustainability as a competitive advantage in IT recruiting
Green recruiting is more than just a trend - it is a strategic approach to differentiate yourself in the competition for IT talent. Companies that live and communicate sustainability authentically increase their attractiveness and retain employees in the long term.
Ilka Zeiner, founder and managing director of indivHR, puts it in a nutshell:
"Sustainability in recruiting is no longer a nice-to-have - it's a must-have to attract the best IT talent of tomorrow."
