What to ask future employers about sustainability

How to talk to companies about sustainability

Next, we are going to highlight what the “Career Advising & Professional Development” portal says.

Our goal is to prepare students to engage potential employers in a conversation about companies’ sustainability-related initiatives, practices, and employee opportunities.

On this web page, we provide students with questions to ask and suggestions on how to ask them.

The following recommendations were developed by the MIT Environmental Solutions Initiative. The Environmental Solutions Initiative is MIT’s institute-wide effort to address climate change and other environmental challenges of global importance, through multidisciplinary research, education, and engagement.

How to ask questions: think in advance about what you would like to learn from the recruiter. Next, create a list of questions you would like to ask, taking into account the time allotted for the conversation

How to do questions:

– Think in advance about what you would like to learn from the recruiter. Next, create a list of questions you would like to ask, taking into account the time allotted for the conversation

– Think of your list of questions as a guide for the conversation, not as a fixed list that you must complete. It is better to actively listen and respond to the interviewee’s answers than to stick to the list.

– Listen, listen and listen

– Expect to spend at least 80% of your time listening, not talking.

– Be aware of time. It is helpful to let the person know a few minutes before the time is up. Sometimes they will want to continue talking, but let them decide.

– Being thankful. Be transparent and let them know that you are grateful for this opportunity.

– Be respectful. Your goal is not to question or judge the person you are speaking to, but to fill in your own gaps in knowledge.

What questions to ask any company or organization:

In theory, these could be yes or no answers, but better if no. Try to use them as a starting point to open up a broader discussion. Keep in mind two common acronyms:

ESG = Environmental, Social and Governance and

CSR = Corporate Social Responsibility.

– Does your company or organization…

– Do you have relevant credentials, construction certifications or memberships in the area of sustainability (such as B-Corp, LEED, FSC, member of the Science Based Targets Initiative or RE100, etc.)?

– Do they create products or provide services that are good for the environment?

– Do you have objectives and/or goals related to sustainability? If so, are they publicly available?

– Do you publish an annual impact report (sometimes called an ESG report or CSR report) that updates stakeholders on your progress toward your sustainability-related goals?

– Do you track your carbon footprint? If so, are you transparent about publicly disclosing your data (such as submitting it to the Carbon Disclosure Project (also known as CDP), being published in an annual impact report, etc.?

– Do they have a rating from any ESG rating agency (such as the Dow Jones Sustainability Index (DJSI), Sustainalytics, FTSE4Good, Oekom, etc.)?

– publicly support national policies and policies at the local level, which focus on driving rapid decarbonization in line with the Paris Agreements?

– Do you work with manufacturers in your supply chain to help them move towards decarbonization?

**Do you publish an annual impact report (sometimes called an ESG report or CSR report) that updates stakeholders on your progress toward your sustainability-related goals?**

Dialogue Starters: After starting with broader questions, move on to deeper ones.

– What does sustainability mean in your company or organization?

– How would you describe the perception of sustainability in your company or organization?

– How much value does your company or organization place on sustainability?

– How does sustainability fit into the strategy of your company or organization?

– What role does sustainability play in guiding product design?

– Is attention paid to sustainable practices in daily operations?

– What sustainability initiatives are a top priority for your company?

– What area(s) is your company or organization most interested in improving to increase its positive impact?

– Where do you organically place sustainability in your company or organization? Who oversees sustainability in your organization?

– How is your company or organization working to improve its carbon footprint?

– How does your company or organization incentivize investment or R&D in energy efficiency, renewable energy, zero-carbon technologies or other carbon reduction innovations?

– How does your company practice ethical investing?

– How does your organization educate employees about sustainability?

– How could I get involved with sustainability as an employee of your company or organization?

– Are employees rewarded for advancing sustainability issues and, if so, how?

– To what extent does your company strive to be a leader within its industry in terms of sustainability?

Some questions you can’t forget to ask

– Does your company or organization have job openings available where you can bring a sustainability approach to work?

– Are there specific jobs within the company that have a sustainability focus that I could apply for?

– What happens if a recruiter doesn’t have an answer?

Feel free to skip to another question if you think this is a dead end.

If not, you may be able to change the question to something the recruiter can answer. For example, instead of asking how the company as a whole addresses climate change, you could ask how people in the workplace incorporate sustainability into their work and actions.

If you’ve run out of questions or feel like the conversation is going in a direction that isn’t beneficial to you, it might be time to thank the recruiter for their time and go your own way.

Do you track your carbon footprint? If so, are you transparent about publicly disclosing your data (such as submitting it to the Carbon Disclosure Project (also known as CDP), being published in an annual impact report, etc.?

How to get out of a conversation

– The main point is to leave politely and respectfully.

– Thank the recruiter for their time, shake their hand if appropriate, and then say goodbye.

-Keep in mind that neither party wants to waste time and that the recruiter will probably be happy to respect both their time and yours.

Questions for companies in specific sectors

There are some industries where it is appropriate to ask questions that are relevant to your particular line of work or operations.

Analyze recent industry-specific sustainability trends to tailor your questions to those that are most important to that sector.

What to ask future employers about sustainability and why

This contribution has been prepared by Jennifer Howard-Grenville, professor of business organization at Judge Business School, University of Cambridge, to which Joanne Tilley, strategy and sustainability consultant at Investec and MBA graduate of Cambridge Judge Business School, has contributed jointly. and by Priya Saikumar, PhD student and ESG consultant and MBA graduate of Cambridge Judge Business School.

MBA graduates must evaluate the relative strengths and weaknesses of an organization’s sustainability goals and strategy.

Be prepared: research allows the candidate to investigate beyond what is in the public domain

With a growing interest in purpose-driven work, MBA graduates are increasingly questioning potential employers rather than simply answering their questions.

We offer suggestions on what they should consider regarding a company’s sustainability policies.

Why should MBAs care about sustainability in future employment?

Long-term job satisfaction and security

Academic research shows that when companies prioritize sustainability, they can better adapt to changes in the business environment, ensuring their long-term financial performance and providing greater job security.

Commitment to sustainability shows your dedication to lasting resilience, increasing employees’ confidence in their future.

A greater focus on employee well-being leads to greater job satisfaction, lower burnout, and a more harmonious workplace. When employees feel valued and supported, they become more engaged, productive, and invested in the success of an organization.

Shared values

For those who value sustainability, aligning with organizations committed to making a positive impact on the environment and society enhances the meaning they derive from work.

When considering a new job, most workers take into account the potential employer’s values.

With the growing commitment to sustainability, those who align with their employers are much more likely to be exposed to new opportunities within a company, and employers will benefit from a workforce with shared values and aspirations.

You may be able to change the question to something the recruiter can answer. For example, instead of asking how the company as a whole addresses climate change, you could ask how people in the workplace incorporate sustainability into their work and actions

Professional development and career options

Sustainability presents an opportunity for graduates to create new career paths and strengthen professional development.

It requires contributions from all functional roles as regulations and disclosure evolve, and as opportunities for innovation and new business models emerge.

Graduates possess skills that enable them to foster collaboration, break down silos, drive change and skillfully manage business risks. By leveraging their expertise, MBAs can play a critical role in driving sustainable practices and positioning themselves at the forefront of this era.

How to become more informed about sustainability credentials

Every good interview begins with preparation. Investigate the organization’s progress reported in the public domain. This allows interview time to be used more effectively to ask bolder, probing questions that go beyond what is publicly available.

Explore an organization’s relative strengths and weaknesses in its sustainability strategy, objectives and goals, commitments and measured progress. For example, the Embedding Project has a sustainability goals database that reviews 15,000 goals across more than 1,300 companies and criteria for evaluating commitments. The Carbon Disclosure Project runs a global environmental impact disclosure system.

What questions should MBAs ask their future employers?

Incorporating sustainability into an organization’s business model works best when done comprehensively across all of its operations.

Based on the conviction that sustainability can and should be present within all business functions and transversally, the following questions can be used as starting points to examine its extension and scope.

Strategy and decision making.

What are the company’s long-term strategic sustainability goals and how are they established, communicated, cascaded and measured across functions?

Is sustainability integrated into decision making at all levels of the organization and, if so, how does this happen in practice?

Operations and value chain

How do you consider, evaluate and prioritize sustainability impacts across the value chain? Do you use environmentally or socially focused life cycle assessments or other formal tools?

Can you share specific instances or collaborations where your organization has taken steps to foster sustainability across the value chain, partnering with suppliers, competitors, associations, nonprofits, or customers?

Be prepared: research allows the candidate to investigate beyond what is in the public domain. With growing interest in purpose-driven work, MBA graduates are increasingly questioning potential employers rather than simply answering their questions

Payment and people

How is compensation structured to incentivize senior management and employees to promote sustainability goals?

What forms of education and training are available to promote employee learning and development, awareness of responsible consumption, and knowledge sharing to foster systemic change?

Innovation and technology

How have long-term sustainability strategies led to new business models and revenue streams?

Could you give examples of new products or services that directly support the sustainability goals of the organization or its partners or customers?

Finance and accounting

Does the company develop, use or access sustainability-related financing, such as green, blue or social bonds, sustainability-linked loans or government subsidies, and how are they used?

How is the finance function incorporating sustainability-driven non-financial data and metrics into forecasting and reporting?

How does this lead to new or different decisions or actions?

Marketing and Communication

How does marketing drive consumer awareness and action around the organization’s sustainability strategy, products and services, and how does this contribute to the evolution of its core offerings?

Governance

What board-level decision-making structures and processes support and challenge sustainability strategy and actions?

For organizations that have worked within voluntary frameworks, such as the Science Based Targets initiative (SBTi), the United Nations Sustainable Development Goals (SDGs), or in partnerships with relevant industry associations or non-profit organizations, how do Have they advanced specific initiatives? Where do you see more news?

An interviewer may not know the answers to all of these questions, but asking them will prompt leaders within the organization to reflect on the scope and ambition of their sustainability integration.

Only by recognizing that both MBA graduates and employers must raise the bar can we collectively shape the resilient organizations needed to meet the world’s challenges.

Sustainability Manager Interview Questions to Ask Job Seekers

No more guessing

The following contribution is from the Testlify portal, which is defined as helping startups, SMEs and companies to hire the best talents effectively.

Since 2020, they have been creating an HR technology tool that focuses on better hiring without the hassle of manually sifting through resumes or guessing which is the best candidate to work with.

They say it clearly: our goal is to help organizations hire top talent and double the productivity of every hiring manager.

The role of the sustainability manager has gained significant momentum in recent years as organizations recognize the need to address environmental, social and governance (ESG) concerns.

With the growing awareness of climate change and societal push for sustainability, the hiring trend for sustainability managers has seen a substantial increase.

According to industry reports, there has been a notable 45% increase in demand for Sustainability Managers in the last two years. This increase can be attributed to increasing pressure from stakeholders, customers and regulators for businesses to operate in a more sustainable and responsible manner.

As HR professionals and CXOs (Chief Experience Officers) navigate this evolving landscape, understanding the key competencies and qualifications needed for a sustainability manager becomes primordial.

To assist in the selection process, we have selected a set of interview questions designed to assess candidates’ experience, strategic thinking, and ability to drive sustainable initiatives within an organization.

Here are many of the top Sustainability Manager interview questions to ask job applicants:

Academic research shows that when companies prioritize sustainability, they can better adapt to changes in the business environment, ensuring their long-term financial performance and providing greater job security

General Interview Questions for Sustainability Manager

– Can you tell us about your experience in developing and implementing sustainability strategies within an organization?

– How to stay up to date on current trends and best practices in sustainability?

– What metrics or key performance indicators (KPIs) do you consider most important when measuring the success of sustainability initiatives?

– How can stakeholders, both internal and external, be effectively involved in sustainability efforts?

– Can you give us an example of a sustainability project you have led that had a significant positive impact on the environmental or social performance of an organization?

– How do you address the challenges of balancing sustainability goals with financial considerations within an organization?

Describe a situation where you faced resistance or skepticism from colleagues or senior managers regarding sustainability initiatives.

-How did you approach it?

– How are sustainability principles integrated into overall business strategy and decision-making processes?

– What strategies do you use to ensure compliance with environmental regulations and standards?

– Can you tell us about your experience in carrying out sustainability audits and assessments? What methodologies and tools do you use?

– How do you approach stakeholder engagement and communication to build relationships and foster collaboration on sustainability initiatives?

– How do you monitor and report on the progress and impact of sustainability initiatives to internal and external stakeholders?

Tell us about a time when you had to manage competing priorities or limited resources while advancing sustainability goals.

– How did you handle it?

– How do you promote a culture of sustainability within an organization and how do you involve employees at all levels?

– Can you share with us an example of a sustainability initiative that failed or faced challenges? What did you learn from that experience and how did you adapt your approach?

5 examples of answers to general interview questions for Sustainability Manager

1º) Can you tell us about your experience in developing and implementing sustainability strategies within an organization?

Search: Look for candidates who can demonstrate experience developing and executing sustainability strategies, including goal setting, stakeholder engagement, and successful implementation.

Example answer: “In my previous role as Sustainability Manager at XYZ Corporation, I led the development and implementation of a comprehensive sustainability strategy. This involved conducting a comprehensive assessment of our environmental impact, engaging with key stakeholders such as employees, suppliers and community organisations, and setting ambitious targets aligned with global sustainability frameworks.

“Through interdisciplinary collaboration and effective project management, we successfully implemented initiatives that resulted in a 20% reduction in greenhouse gas emissions and a 30% increase in waste diversion over two years.”

**Shared values. For those who value sustainability, aligning with organizations committed to making a positive impact on the environment and society enhances the meaning they derive from work**

2º) How can stakeholders, both internal and external, be effectively involved in sustainability efforts?

Search: Look for candidates who can demonstrate their ability to engage diverse stakeholders, build relationships, and generate buy-in for sustainability initiatives.

Example answer: “I believe stakeholder engagement is crucial to the success of sustainability efforts. In my previous role, I used a multi-faceted approach, which involved establishing regular communication channels, conducting workshops and training sessions, and creating opportunities for collaboration and feedback. For example, by implementing a company-wide recycling program, I organized employee awareness campaigns, collaborated with procurement to engage suppliers in sustainable packaging solutions, and partnered with local environmental organizations to strengthen community engagement. This inclusive approach not only increased participation and support, but also fostered a sense of ownership among stakeholders.”

3º) How do you approach stakeholder engagement and communication to build relationships and foster collaboration on sustainability initiatives?

Look for: Look for candidates who can demonstrate strong communication and relationship-building skills, along with the ability to foster collaboration among diverse stakeholders.

Example response: “When it comes to stakeholder engagement and communication, I prioritize transparency, active listening, and personalized messaging. For example, in one project, I hosted regular town hall meetings where I shared updates on sustainability initiatives and invited feedback and suggestions.

In addition, I established a sustainability advisory committee composed of representatives from various departments, which acted as a platform for interdisciplinary collaboration and exchange of ideas. By actively involving stakeholders in the decision-making process and addressing their concerns, we were able to foster a culture of collaboration and achieve greater alignment with sustainability goals.”

4º) What metrics or key performance indicators (KPIs) do you consider most important when measuring the success of sustainability initiatives?

Look: Look for candidates who can identify relevant KPIs and metrics and explain how they measure the impact and effectiveness of sustainability initiatives.

Example answer: “When measuring the success of sustainability initiatives, I focus on a variety of KPIs that align with the initiatives’ specific goals and objectives. For example, for energy efficiency projects, I track metrics such as energy consumption, cost savings, and carbon emissions reduction. In terms of waste management, I monitor waste diversion rates, landfill reduction and recycling rates. Additionally, I believe it is important to consider the social aspects of sustainability, so I also track metrics related to employee engagement, community participation, and stakeholder satisfaction. By evaluating these metrics periodically, I can assess the effectiveness of our initiatives, identify areas for improvement, and communicate the impact to stakeholders.”

Sustainability presents an opportunity for graduates to create new career paths and strengthen professional development. Requires contributions from all functional roles as regulations and disclosure evolve

5º) How is a culture of sustainability promoted within an organization and how are employees involved at all levels?

Search: Look for candidates who can demonstrate their ability to drive cultural change, inspire employee engagement, and embed sustainability practices at all levels of an organization.

Example answer: “To promote a culture of sustainability, I believe in the power of education, empowerment and recognition. In my previous role, I developed and delivered sustainability training programs for employees at all levels, emphasizing the business case for sustainability and providing practical advice for integrating sustainable practices into their daily work.

Additionally, I facilitated employee-led sustainability committees in each department, encouraging ownership and innovation. Recognizing and celebrating sustainability achievements through internal communications, awards and incentives also played an important role in fostering employee engagement. These efforts helped create a shared sense of purpose and a culture where sustainability became an integral part of our organizational DNA.”

Behavioral Interview Questions for Sustainability Manager

– Describe a time when you successfully developed and implemented a sustainability initiative within an organization.

– What were the key steps you took and what was the result?

– Can you share an example of a situation where you have faced resistance or skepticism from stakeholders regarding sustainability initiatives? How did you get over it?

– Tell us about a time when you had to navigate competing priorities or limited resources while advancing sustainability goals. How did you handle it?

– Describe a sustainability project that did not go as planned. What challenges did you face and how did you adapt your approach to ensure success?

– Share an experience where you had to involve a diverse group of stakeholders with conflicting interests in a sustainability project. How did you manage to align your interests and achieve a successful outcome?

– Describe a time when you identified an opportunity to integrate sustainability principles into overall business strategy. How did you communicate this idea and get buy-in from key decision makers?

– Tell us about a situation where you had to handle a crisis or incident related to sustainability. How did you handle the situation and minimize the impact on the organization?

– Share an example of a sustainability-related partnership or collaboration you have started. How did you identify the opportunity and what were the key benefits and results?

– Describe a time when you had to ensure compliance with environmental regulations or industry standards. How did you approach the challenge and what steps did you take to achieve and maintain compliance?

– Tell us about a sustainability-related innovation or improvement that you have introduced within an organization. How did you identify the need for change and what steps did you take to successfully implement it?

– Share an experience where you had to involve employees at all levels to create a culture of sustainability within an organization. How did it inspire and motivate you to adopt sustainable practices?

– Describe a situation where you had to balance short-term financial considerations with long-term sustainability goals.

– How did you make decisions that addressed both aspects effectively?

– Tell us about a time when you faced a major sustainability-related challenge that required you to think creatively and develop an innovative solution. How did you approach the challenge and what was the result?

– Share an experience where you had to effectively communicate complex sustainability concepts or goals to a non-technical audience. How did you ensure understanding and commitment?

– Describe a situation where you had to measure and report the progress and impact of sustainability initiatives to internal or external stakeholders. How did you ensure accuracy and transparency in your reporting?

Graduates possess skills that allow them to foster collaboration, break down silos, drive change and skillfully manage business risks. By leveraging their expertise, MBAs can play a critical role in driving sustainable practices and positioning themselves at the forefront of this era

Examples of answers to behavioral interview questions for the Sustainability Manager

– Describe a time when you successfully developed and implemented a sustainability initiative within an organization. What were the key steps he took and what was the result?

Search: Look for candidates who can demonstrate their ability to plan, execute and achieve positive results on sustainability initiatives.

Example answer: “In my previous position, I led the development and implementation of a comprehensive waste reduction program. To start, I conducted a waste audit to identify key areas of improvement and set specific targets for waste reduction. I then collaborated with cross-functional teams to raise awareness, establish waste segregation processes, and identify recycling and composting opportunities.

By providing training, tracking progress through regular audits, and communicating the impact to employees, we were able to reduce overall waste generation by 35% in the first year. This initiative not only achieved significant cost savings but also enhanced our reputation for sustainability within the industry.”

– Tell us about a time when you had to navigate competing priorities or limited resources while advancing sustainability goals. How did you handle it?

Look for: Look for candidates who can demonstrate their ability to prioritize and make informed decisions in limited resource situations.

Example answer: “In a previous role, I faced the challenge of balancing sustainability goals with limited resources. We had to decide between investing in energy-efficient equipment or funding employee sustainability training.

To address this, I conducted a thorough cost-benefit analysis, considering factors such as energy savings potential, payback periods, and employee engagement. Based on the analysis, I proposed a gradual approach, starting with employee training to drive behavioral changes and optimize resource utilization.

By securing buy-in from senior management and leveraging external funding opportunities, we successfully implemented the training program, which resulted in a 15% reduction in energy consumption and engaged employees as sustainability advocates.”

– Share an example of a sustainability-related partnership or collaboration you have started. How did you identify the opportunity and what were the key benefits and results?

Search: Look for candidates who can demonstrate their ability to identify and foster strategic partnerships that advance sustainability goals.

Answer: “In my previous position, I identified an opportunity to collaborate with a local nonprofit organization focused on environmental education.

Recognizing the mutual benefits of such a partnership, I reached out to their team to explore possibilities for collaboration. We co-developed a sustainability education program for schools, leveraging their expertise in environmental education and our organization’s resources.

Through this partnership, we deliver interactive workshops in more than 10 schools, reaching more than 1,000 students. The program not only improved environmental awareness among young people but also strengthened our brand’s reputation as a socially responsible organization committed to sustainability.”

Search: Look for candidates who can demonstrate their knowledge of environmental regulations and their ability to develop and implement compliance strategies.

Example answer: “In my previous position, I was responsible for ensuring compliance with air emissions regulations. To meet the challenge, I conducted a comprehensive review of our emissions sources, monitored regulatory updates, and engaged with regulatory agencies to stay informed of evolving requirements.

I then collaborated with cross-functional teams to implement necessary controls, such as installing emissions monitoring systems and optimizing operational processes. “Through regular internal audits and proactive engagement with regulators, we maintained compliance and achieved a 100% clean air inspection rating for three consecutive years.”

– Share an experience where you had to measure and report the progress and impact of sustainability initiatives to internal or external stakeholders. How did you ensure accuracy and transparency in your reporting?

Look for: Look for candidates who can demonstrate their ability to effectively measure, track and communicate the impact of sustainability initiatives.

Example answer: “In my previous role, I was responsible for tracking and reporting the progress and impact of sustainability initiatives to internal and external stakeholders.

To ensure accuracy and transparency, I established a robust tracking and reporting system. This involved defining key performance indicators (KPIs) aligned with our sustainability goals, implementing data collection processes, and using sustainability software for data management and analysis.

By conducting regular audits and verifying data accuracy, we ensure the reliability of our reports. To communicate impact effectively, I developed visually engaging reports and dashboards that highlighted achievements, challenges, and future goals. Additionally, I facilitated stakeholder engagement sessions to gather feedback, address concerns, and maintain transparency in our reporting process.”

How is compensation structured to incentivize senior management and employees to promote sustainability goals? What forms of education and training are available to promote employee learning and development, awareness of responsible consumption and knowledge sharing to foster systemic change?

Personality Interview Questions for Sustainability Manager

– How would you describe your passion for sustainability and its importance in today’s world?

– Tell us about a time when you demonstrated resilience and perseverance to overcome sustainability challenges.

– How do you approach problem solving and decision making in situations related to sustainability?

– Can you share with us an example of a time when you demonstrated strong leadership skills in driving sustainability initiatives?

– How can you stay motivated and up to date on the latest trends and advances in sustainability?

– Describe a situation in which you had to adapt to change and adopt innovation in the context of sustainability.

– How do you prioritize and manage your time effectively when managing multiple sustainability projects simultaneously?

– Tell us about a time when you had to influence and persuade others to adopt practices or – How do you manage conflict and promote collaboration between team members and stakeholders on sustainability projects?

– Describe a situation in which you had to make a difficult ethical decision in the context of sustainability. How did you approach it?

– How is a culture of inclusion and diversity fostered within sustainability initiatives?

– Can you share an example of a time when you demonstrated strong communication and storytelling skills to convey the importance of sustainability to different audiences?

– How do you approach risk management in sustainability projects? Can you give us an example of when you identified and mitigated potential risks?

– Describe a situation where you had to work under pressure and meet tight deadlines in the context of sustainability initiatives. How did you handle it?

– How do you ensure accountability and measure the long-term impact of sustainability initiatives within an organization?

Examples of answers to personality interview questions for the Sustainability Manager

– How do you handle ambiguity and uncertainty in sustainability initiatives? Can you give us an example of a situation where you had to navigate through uncertainty and still make progress toward sustainability goals?

Look for: Look for candidates who can demonstrate adaptability, resilience, and the ability to navigate uncertain situations while maintaining progress toward sustainability goals.

Example answer: “I thrive in ambiguous situations and see them as opportunities for growth and innovation. In a previous role, we faced uncertainty over the availability of renewable energy incentives for a planned solar installation project.

Instead of stopping progress, I initiated an in-depth analysis of alternative financing options and reached out to outside experts to explore creative financing models.

This allowed us to secure financing through a power purchase agreement, allowing us to continue with the project and achieve our renewable energy goals. By embracing uncertainty, thinking outside the box, and proactively seeking solutions, we were able to turn the situation into a success.”

– Describe a time when you demonstrated resilience and perseverance in the face of challenges or setbacks while working on sustainability projects. How did you stay motivated and overcome obstacles?

Search: Look for candidates who can demonstrate their ability to remain determined, motivated, and focused when faced with challenges or setbacks in sustainability projects.

Example answer: “During a sustainability project aimed at reducing water consumption, we encountered unexpected technical issues that significantly delayed the implementation schedule.

However, I remained committed to the project objectives and worked closely with the team to address challenges. I fostered an environment of open communication, encouraging team members to share their ideas and perspectives to overcome obstacles.

By maintaining a positive mindset, seeking innovative solutions and motivating the team, we were able to develop alternative strategies, leverage new technologies and ultimately achieve a 25% reduction in water use.”

– How do you approach decision-making in sustainability management? Can you share with us an example of a difficult decision you had to make and how you ensured it was aligned with both sustainability goals and business objectives?

Look for: Look for candidates who can demonstrate their ability to make informed decisions that consider both sustainability goals and the broader business context.

Example answer: “In sustainability management, I prioritize data-driven decision making that aligns sustainability goals with overall business objectives. For example, I was faced with a difficult decision between investing in a renewable energy project with a longer payback period or implementing energy efficiency measures that would generate immediate cost savings.

To address this, I conducted a comprehensive cost-benefit analysis, considering factors such as financial viability, environmental impact, and long-term sustainability. Based on the analysis, I recommended a two-phase approach that involved implementing energy efficiency measures to generate immediate savings, which then financed the renewable energy project in the next phase.

“This decision allowed us to achieve short-term financial benefits while moving toward our long-term sustainability goals.”

– Sustainability initiatives often require collaboration and teamwork. How do you foster collaboration and build strong relationships with cross-functional teams and stakeholders to achieve sustainability goals?

Search: Look for candidates who can demonstrate their ability to collaborate, communicate effectively, and build relationships with diverse stakeholders on sustainability initiatives.

Example answer: “I believe in fostering a collaborative environment where all stakeholders feel valued and included in the journey toward sustainability. To achieve this, I prioritize active communication and engagement, ensuring that stakeholders have a voice and their perspectives are taken into account.

In a recent sustainability project, I hosted regular interdisciplinary team meetings, where we shared updates, discussed challenges, and brainstormed solutions together.

I also initiated stakeholder workshops and focus groups to gather ideas and foster a sense of ownership. By actively listening, being open to feedback, and leveraging the strengths of each team member and stakeholder, we foster strong relationships, increase collaboration, and successfully achieve our sustainability goals.”

– Tell us about a time when you had to influence and inspire others to adopt sustainability practices and adopt a more sustainable mindset. How did you approach this and what were the results?

Search: Look for candidates who can demonstrate their ability to influence, inspire and drive sustainable change within an organization or team.

Example answer: “In a previous role, I recognized the importance of employee engagement to drive sustainable practices. To inspire a more sustainable mindset, I organized awareness campaigns, training sessions and workshops that highlighted the environmental and social benefits of sustainable practices.

I also empowered employees to contribute their ideas and initiatives by establishing a sustainability feedback program. As a result, we saw a significant increase in employee engagement, with people implementing their own sustainability initiatives within their departments.

This not only created a culture of sustainability, but also led to concrete results, such as a 20% reduction in energy consumption and a 30% decrease in waste generation.”

**Does the company develop, use or access sustainability-related financing, such as green, blue or social bonds, sustainability-linked loans or government subsidies, and how are they used?**

When should you use skills assessments in your Sustainability Manager hiring process?

Skills assessments can be valuable tools to incorporate into the hiring process for Sustainability Manager positions.

Assessments provide objective information about a candidate’s skills, knowledge, and competencies, which helps validate her or his claims and qualifications.

By using skills assessments, employers can make more informed hiring decisions and identify candidates who possess the specific skills needed to succeed in sustainability management roles.

Evaluations are important because they go beyond what candidates say on their resumes or in interviews

They provide a standardized and consistent way to measure a candidate’s skills, ensuring that the hiring process is fair and impartial.

Additionally, assessments help identify candidates who possess the technical expertise, problem-solving skills, analytical skills, and strategic thinking necessary for effective sustainability management.

There are several skills assessments that can be used to evaluate the skills of Sustainability Manager candidates. These may include:

Sustainability Knowledge Assessments:

These assessments assess a candidate’s understanding of sustainability principles, frameworks, regulations and best practices. They can test knowledge in areas such as environmental science, social impact, renewable energy, circular economy and sustainable supply chain management.

Case studies and scenario-based evaluations

These assessments present candidates with realistic sustainability scenarios or case studies and ask them to analyze the situation, propose solutions, and demonstrate their critical thinking and problem-solving skills.

Data analysis and report evaluations

These assessments evaluate a candidate’s ability to analyze sustainability data, interpret trends, and prepare comprehensive reports. They may involve data manipulation tasks, statistical analysis, and data visualization using tools such as Excel or sustainability software.

Communication and stakeholder engagement assessments

These assessments evaluate a candidate’s ability to effectively engage stakeholders, communicate sustainability strategies, and drive behavioral change. They may include role-playing exercises or written communication tasks to assess interpersonal and communication skills.

By using skills assessments tailored to the specific requirements of a Sustainability Manager position, employers can ensure they select candidates who possess the skills and competencies necessary to drive sustainable practices and make a positive impact within their organizations.

Use our interview questions and skills tests to hire a talented Sustainability Manager

Unlock the potential of your hiring process with Testlify’s comprehensive skills assessments and interview questions designed specifically for sustainability managers.

Our extensive test library offers a wide range of assessments, including cognitive function, personality, situational judgment, programming, and more. By leveraging these assessments, you can objectively evaluate candidates’ skills, ensuring you select the most talented people efficiently.

Are you planning an IPO? It’s time for a sustainability strategy

Marie Freier contributes as Global Co-Head of Sustainable and Impact Banking at Barclays. She and her team advise and raise capital for emerging growth companies addressing a wide range of sustainability issues, as well as for existing clients going through their own transition.

She is deeply involved in ESG debates across the market and sits on the Barclays Council on Sustainable Finance and Climate, as well as external groups such as the European Risk Management Council’s Sustainability Think Tank.

Previously, Ella Marie was global head of cross-asset ESG research at Barclays, where she led the integration of ESG considerations into Barclays’ research product.

In this role, he built a global team of ESG subject matter experts to help credit and equity analysts assess how ESG attributes impact financial risks and valuations across sectors and companies, ultimately driving equity prices. values, in addition to maintaining a close dialogue with institutional investors worldwide.

Marie joined Barclays from Sanford C. Bernstein, where she served as head of European product management and, most recently, as co-head of European sales and global head of ESG, where she spent more than 13 years at the company. She previously worked in the reinsurance industry for Aon and Willis Re, now part of Willis Tower Watson. Marie has an MA in Mental Philosophy from the University of Edinburgh.

Given the growth of sustainable investing, ESG disclosure is now relevant for all companies planning to go public. Marie Freier, Global Co-Head of Sustainable and Impact Banking, offers insight into the environmental, social and governance factors that CEOs and boards of directors should prepare to attract IPO investors.

**Governance. What board-level decision-making structures and processes support and challenge sustainability strategy and actions?**

Demand for ESG information in IPOs is increasing

As we have seen in recent years, interest in sustainable investing has grown and with it the relevance in the context of IPOs. Investors need depth, detail and commitment to participate. The more a company can disclose as part of the IPO process, the more likely it is to maximize demand and market valuation.

Having an explicit sustainability strategy will allow you to really address the growing number of funds in the space, which means the potential interest of a growing number of sustainable funds.

In fact, some investors may choose not to participate in an IPO, or may not participate, if sufficient environmental, social or governance information is not provided. It’s really becoming an integral part of the IPO process.

Transparency applies to all types of companies.

We have found that there is a misconception that only companies whose products or services explicitly address sustainability needs should prioritize these disclosures.

In reality, many investors are now looking for relevant information on all types of companies and really want to know that these risks and opportunities are integrated into both the management and strategy of the company.

In terms of when to start preparing, there’s really never any such thing as too soon. The most advanced companies can demonstrate that they have identified, integrated and addressed the material issues for their business, really thinking things through.

This could include establishing the appropriate governance structure, setting goals and disclosures they can make today and in the future.

The right ESG strategy and priorities matter

On your company’s path to IPO, we highlight five key areas of ESG preparation to help us guide and inform the process:

– First, and most importantly, a materiality assessment to demonstrate that you understand which sustainability issues are most relevant to your business.

– Secondly, prioritize what you want to achieve before the IPO and also what progress can you check during and beyond the process?

– Third, establish a strong ESG governance structure that includes high-level stakeholders.

– Fourth, think about what disclosures you can make today and in the future in relation to both voluntary and regulatory frameworks.

– And finally, make sure the information is easily available to investors.

What is a sustainable business strategy?

This contribution is by Matt Tenney who has been working to help organizations develop leaders who improve employee engagement and performance since 2012.

He is the author of three books on leadership, including the groundbreaking and highly acclaimed book Inspire Greatness: How to Motivate Employees with a Simple, Repeatable, and Scalable Process.

Matt’s ideas have been featured in major media outlets and his clients include numerous national associations and Fortune 500 companies.

He is often invited to deliver keynote addresses at conferences and leadership meetings, and he is known for delivering valuable and practical insights in a memorable and deeply inspiring way.

Most leaders know that a winning culture is key to the success of their organizations. They also know that business strategies must be intertwined with the organization’s mission and core values and work in conjunction with a strong culture to produce the desired results.

Leaders are increasingly aware that strategies produce long-term success when they consist of actions, policies and procedures that are sustainable for the environment and employees.

**An interviewer may not know the answers to all of these questions, but asking them will prompt leaders within the organization to reflect on the scope and ambition of their sustainability integration**

Incorporate key factors into the business strategy

A sustainable business strategy is a business strategy that incorporates economic, environmental and social factors into an organization’s policies, practices and processes to create long-term benefits for the organization and its employees, taking into account the conservation and protection of resources.

As we continue to look for practices we can adopt to mitigate future risks to the environment and our own negative impact on it, many companies are taking the idea of sustainability to the next level by considering how sustainable business strategies can positively impact not only environment. but also the commitment of employees.

In this article, we will define and explore sustainable business strategies and examine why they are essential to the future success of organizations.

Sustainable Business Strategies Defined

Sustainable business strategies integrate economic activities and planning, creating long-term value for the organization, its stakeholders and society as a whole.

The goal of a sustainable business strategy is to meet the needs of the organization, its customers, employees and stakeholders today, while protecting resources and creating policies and practices that are sustainable in the future.

A recent Harvard Business Review article discusses the importance that sustainability has become for businesses and identifies a growing focus on “ESG” (environmental, social and governance) issues. He notes that almost all of the world’s largest companies now publish sustainability reports and set sustainability goals.

Additionally, more than 2,000 companies have set evidence-based carbon targets, and around a third of Europe’s largest public companies have committed to being carbon neutral by 2050.

In an effort to address social justice issues, companies are advancing diversity and inclusion activities and policies, pledging financial assistance to help address racial inequality, and speaking out about social issues they have traditionally avoided commenting on publicly.

These are just a few examples of what sustainable business strategies look like. There are many ways in which companies are exploring sustainable practices and the creative and innovative opportunities they offer to companies looking to implement them.

Sustainable business strategies are rooted in sustainable cultures

A sustainable business strategy must be rooted in a culture of sustainability that informs all of the organization’s policies and practices.

A culture of sustainability, or sustainable business culture, is one in which all team members, from senior management to front-line staff, are aware of the effects the company has on its employees and the environment, not only in the long-term financial success of the company. business.

A sustainable business culture prioritizes long-term impact and results over short-term profits, particularly in terms of the effect the business has on employee, community and planet wellbeing, as well as financial results.

When combined with a culture of sustainability, sustainable business strategies guide organizations to establish conscious policies and practices that reduce their negative impact on the environment and protect natural resources.

Sustainable business strategies designed and executed within the framework of a sustainable organizational culture help organizations link their prosperity to the well-being of the communities they serve.

How can stakeholders, both internal and external, be effectively involved in sustainability efforts? Look for candidates who can demonstrate their ability to engage diverse stakeholders, build relationships, and generate buy-in for sustainability initiatives

Why sustainable business strategies are important

Leaders who want to build organizations that endure and achieve long-term success must consider the need to prioritize long-term impacts over short-term gains.

The effects that a company’s actions can have on the well-being of its employees, the community and the planet are immeasurable. In a broader perspective, the goal is to build an equitable, fair and sustainable economy, which will require a significant change in the way businesses operate.

Given that companies are, to some extent, responsible for many of the environmental and social ills currently affecting the world, including working conditions that exploit employees, the continued destruction of habitats, and the depletion of natural resources, corporate strategies Businesses must expand beyond established limits. “Narrow pursuit of profits.”

Traditional profit-driven business models can be problematic in terms of their social impact and unsustainability because they often destroy resources, harm the environment, and leave employees exhausted and disengaged.

Sustainable business practices help minimize these negative impacts, in the hopes of creating a better world and providing people with positive, purposeful work.

When companies focus solely on profits, they may ignore or justify how their practices affect the environment and the people who work for them. Companies that use sustainable business strategies and focus more on environmental impact demonstrate more responsibility and transparency.

Organizations that do this well have sustainability embedded in every part of their culture, starting with a mission or values statement whose focus is sustainability.

Benefits of sustainable business strategies

Integrating sustainability practices into an organization’s strategy will not only reduce the organization’s negative impact on the environment and society; It can also create opportunities to positively impact nature and society.

Global companies have enormous influence. Their actions can affect consumption patterns and production practices, exerting substantial economic and political influence.

This influence can be used to obtain maximum benefit from a resource at the expense of the planet and its inhabitants. Fortunately, it can also be used to help protect resources when those companies make the conscious decision to put people before profits.

There are many seemingly small practices that can be implemented within companies that can have a big impact on sustainability.

Going paperless where possible, recycling and reducing waste, and ensuring the suppliers your organization does business with use sustainable practices can drive sustainability within your company.

Companies that cling to older, outdated, and potentially harmful practices driven solely by profits may fall behind those that offer the type of clean, responsible practices that consumers and customers are increasingly seeking.

Incorporating the needs of your people and places into the company’s long-term success and prosperity can actually increase profits as well as the company’s standing in the community, all of which increases the company’s chances of long-term viability. company.

A company that consistently makes decisions with sustainability as a filter, reflecting its core values, is one that operates with integrity and takes steps to put sustainability principles into practice.

How do you approach stakeholder engagement and communication to build relationships and foster collaboration on sustainability initiatives? Look for candidates who can demonstrate strong communication and relationship-building skills, along with the ability to foster collaboration among diverse stakeholders

Sustainable strategies for recruitment and retention

Sustainable business strategies also create work environments that are sustainable for employees.

A company that prioritizes employee sustainability addresses the needs of its employees, whether in the office environment or in their personal lives. When employee needs are met, employers will see greater engagement, productivity, and loyalty to the company.

In light of the Great Resignation, it has never been clearer that there is an inextricable link between sustainable policies and employee retention, engagement and job satisfaction. Many people increasingly find themselves in work environments that are not sustainable for their well-being.

They also feel disappointed in the organizations they work for when they feel that they are not making authentic and ethical efforts to better care for the planet or invest in the long-term well-being of its inhabitants.

One of the most important decisions a company can make regarding sustainability is to foster a culture of solidarity within the organization. This is best practice in terms of building a winning company culture with strong, people-focused strategies, and creates a sustainable link between an organization’s prosperity and the broader community it serves.

When considering sustainability, leaders often think in terms of the monetary success necessary to prosper financially. Forward-thinking leaders will recognize that when employees’ needs are met and they feel their work has a greater purpose, engagement and performance improve significantly, as do profits.

Employee Sustainability Prioritizes Employee Needs

Leadership uses strategies that are compassionate, honest, and trust-building to create a positive work environment. In such a positive environment, employees are also encouraged to support and validate each other.

Employee well-being is also prioritized when companies adopt safety protocols or offer healthy eating, activity, and mental health options. Providing living wages and access to healthcare are important ways companies can support their employees.

This results in work environments that are more sustainable for employees. Workers feel valued, motivated to improve performance and have greater loyalty to the company.

Business leaders who create an environment of shared goals and values within the company culture and consciously craft sustainable strategies that achieve the organization’s mission and vision can see an increase in employee engagement, productivity, and retention. .

This is just one reason why it’s essential for business leaders to consider how the longevity of their business is tied to the people and places it impacts.

When senior managers consider how they will implement sustainable business strategies in their organization, the key is to think long-term. This can impact succession planning and ensure that sustainability-focused missions continue to guide decision-making in the future.

Putting people before profits can actually increase profits and help companies navigate future changes with more agility. It can also improve the company’s reputation, which is good for the bottom line.

Sustainable business strategies in action

Businesses can have profound impacts on the environment. Regardless of what they create or consume, the byproducts of commercial operations can end up in the air, water, landfills, or our bodies.

Harm reduction is one of the ways companies have tried to minimize negative impacts on the environment. Adopting new technologies that use clean energy, waste reduction, or more efficient production methods is even better, and more companies are seeing the benefits.

If the company creates harmful byproducts or uses valuable resources, it can adopt harm reduction strategies, use technology that is more environmentally friendly, and implement other policies and practices created within the framework of sustainability.

While changing methods and adopting new technologies may require upfront investments, the long-term benefits to the environment help the business sustain itself without using the resources it needs or wasting money on unnecessary or outdated methods.

Employees who work for organizations that implement sustainable business strategies can be proud to work for a company that prioritizes environmental health and takes responsibility for the impact it has.

A company that works to achieve accountability and improve its environmental impact will also improve its standing in the community and society. A positive reputation for “doing good” will attract better talent, attract more clients, and increase the company’s financial success.

What metrics or key performance indicators (KPIs) do you consider most important when measuring the success of sustainability initiatives? Look for candidates who can identify relevant KPIs and metrics and explain how they measure the impact and effectiveness of sustainability initiatives

Looking to the future

For leaders who want to build organizations that last and ensure that the communities they serve last, implementing sustainability practices now is vital for future success.

In a world of increasing visibility and responsibility, crafting a truly sustainable business strategy that incorporates the needs of employees and the environment into an action plan for a company’s prosperity is not just the way of the future, but the best way. to him.

Many workers, particularly frontline workers, face overwork, burnout, and a high level of overall dissatisfaction with their jobs. They also find it harder to connect with their coworkers in remote and hybrid work environments.

These factors have made workplace culture an even more vital asset for leaders who want to take real steps to address this issue and create more sustainable work environments for employees.

To address this issue, employee sustainability must be at the forefront of recruitment and retention strategies. Fostering a caring culture where employees are supported and can thrive is one of the most important sustainable business strategies an organization can implement.

Having a team of qualified, committed employees who perform well is essential to the future success of all companies.

Implementing strategies that build employee trust and demonstrate that you care about their well-being will not only reduce turnover and increase engagement and performance, but will also improve your customer service.

Since strong leadership is essential in the drive toward global sustainability, a solid succession plan should also be part of your organization’s sustainability strategy.

This important aspect of sustainability is often overlooked and underestimated, but is vitally important to the future success of the organization and the positive impact it can have on the world.

You can spend years playing a leadership role, implementing successful sustainability strategies, but what happens if one day there is no one to take on that role? Who will continue the strategies that have guided the business to success?

A succession plan that cultivates future leaders who will continue the company’s culture of sustainability should be part of your company’s sustainable business strategy.

Having the right people in leadership positions will keep your sustainability strategies on track. Investing in the professional development of your employees and providing mentoring opportunities will ensure that your organization has a strong leadership pipeline.