Recruiting for ESG (Environmental, Social, Governance) remains a developing field, making it difficult for many companies to identify the right candidate profile. As Patrick Lyon Veirum, a Consultant at Compass specialising in ESG and sustainability, notes: “There is no consensus on which profile fits which tasks.” This creates both challenges and opportunities for businesses looking to integrate ESG into their organisations.
1. Different Needs, Different Profiles
Organisations have widely varying perceptions of what they need in their ESG strategy. For some, it is about ensuring compliance with regulations and reporting requirements, while for others, it is about creating a sustainable transformation that permeates the entire organisation. This diversity of needs means there is no standard solution when it comes to ESG recruitment.
Patrick explains: “It has a significant impact on the type of candidate you need and whether their skills are either convertible or directly aligned with the organisation’s needs.” To find the right candidate, it is crucial to understand where ESG will be anchored within the organisation and what goals are to be achieved.
2. Diversity of Solutions
ESG challenges are numerous, and the solutions can be just as varied. For some businesses, an ESG role may be part of senior management to ensure strategic influence. For others, it may involve having experts in specific functions, such as supply chain or finance. The key is to take an open and flexible approach.
“From our experience, we see that there are many solutions to the same problems. However, it requires a well-informed and professional discussion about what you want to achieve and how to get there,” says Patrick. This approach ensures that the company can choose a solution best suited to their specific situation.
3. Collaboration and Professional Discussion
For ESG recruitment to succeed, companies must create space for professional discussions and collaboration both internally and with external stakeholders. By incorporating multiple perspectives, ESG strategies can be both ambitious and realistic.
“It’s about having an informed discussion about what we want from ESG and how best to integrate it into the organisation. Only through collaboration can we arrive at effective solutions,” Patrick emphasises.
Summary: Flexibility and Dialogue are Key
At a time when ESG is more relevant than ever, it is essential to recognise that there is no one-size-fits-all solution. Companies must adopt a flexible approach and prioritise dialogue to identify the right candidate profile. By aligning skills with organisational needs and goals, ESG can become a powerful driver for sustainability and value.
As Patrick concludes: “There are many paths to integrating ESG, but it requires a willingness to engage in dialogue and lay a solid foundation for the future.”
