A study on awareness of green recruitment with special reference to general public

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International Journal of Research and Development - A Management Review (IJRDMR)

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ISSN (Print): 2319–5479, Volume-3, Issue–2, 2014 28

A study on awareness of green recruitment with special reference to general public

1K. Kiruthigaa, ²Mini Viswanathan

Asst Professor, Department of Business Administration with CA Asst Professor, Department of Business Administration with CA

Sri Krishna arts and science college Abstract - HR managers in the recruiting world, the short-

term corporate objective is to reduce our environmental impact by energy usage reduction policies to reduce reliance on paper copy and continuously seek ways to set and implement best practices in the work place which reinforce our commitment to a greener environment. So, this concept gave emergence to green recruitment process means a paper-free recruitment process with a minimal environmental impact. Applications are invited through online mediums like e-mail, online application forms and social media are now becoming a more common in the corporate world. Green recruitment is active in the field of professional recruitment, with a view to meeting the growing needs for experts in the areas of renewable energy, climate change and sustainable development.

This study explores the awareness of green recruitment among the general public and to give out some suggestions to improve the level of awareness and to understand the concept of green recruitment thoroughly.

Keyword: Green Recruitment

INTRODUCTION:

Recruiting, the most important function of HR, which entails attracting the right person for the right job at the right time, is changing its color. Organizations are trying to tap every bit of opportunity, wanting to look different and make a good impression, so that the right candidates with the environment-friendly bent of mind apply for jobs. Also, the younger generation is becoming more and more concerned about the environment and its protection, as they have been taught this way since childhood. Though the concept is not that popular, it is slowly catching up with organizations going „green in recruitment‟. Yes, green recruitment is going to be the talk of tomorrow.

As coined by John Sullivan in June 2007, „Green Recruitment‟ is an innovative idea through which companies leverage their environmental stance, using it as an important strategy for recruitment. Organizations, like Google and Timberland, have made concerted efforts in portraying themselves as environment-friendly organizations that supports environmental issues.

The time has come for all the employers to assess the degree of „greenness‟ in which they operate. Companies are vying to implement the best practices in greenness.

Organizations, like Green biz check, are helping companies to assess their energy conservation, water consumption reduction, waste reduction, and green environmental issues, etc., even going to the extent of Bronze, silver and gold levels of green business certifications. Encouraging small little practices at work, like turning off lights, equipments when not in use, disabling screen savers, conducting teleconferences instead of trips, striving to use paperless office, etc., can make a whole world of difference and an exciting place to work in through green recruitment process.

GREEN RECRUITMENT:

Companies are increasingly using environment-friendly practices to maximize their recruitment leverage. A new concept, called green recruitment, is emerging in a slow but steady manner.

This study explains what the green recruitment is all about “Green Recruitment means a paper-free recruitment process with a minimal environmental impact”. Applications are invited through online mediums like e-mail, online application forms or the Global Talent Pool. If possible, telephone or video- based interviews are conducted to minimize any travel- related environmental impact.

Green Recruitment is active in the field of professional recruitment, with a view to meeting the growing needs for experts in the areas of renewable energy, climate change and sustainable development. Services range from contract recruitment to executive search. Whether one is looking for the brightest emerging talent or the most established industry leaders, Green Recruitment is long-term partner in environmental recruitment for recruiters.

CareerXRoad provides a definition of green recruiting that is Employers and staffing leaders committed to green recruiting appreciate, accept, and adopt their company‟s accountability towards social responsibility,

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community involvement, environmental stewardship and sustainability.

REVIEW OF LITERATURE:

John Sullivan, a HR consultant and professor of management at the San Francisco State University‟s college of Business defined “Green recruitment refers to the sharing of company‟s unswerving commitment towards the cause of environment with the candidates whom they are trying to hire”.

There has been a sharp increase in number of companies that are joining the green recruiting. The reasons why companies are becoming a green jamboree include the following:

 Future generation is increasingly demanding it.

 Candidates deeply care about green recruiting.

 Global candidates are deeply fascinated about it.

Here are some of the reviews of global authors which emphasis the same, According to the survey commissioned by Ipsos Morey, 81% of the workforce in the US likes to work for an organization that enjoys a strong reputation for environmental responsibility.

More often than not, candidates want to work for a company that is environment-friendly and takes utmost care to avoid leaving environmental footprints.

According to Corporate Environmental Behavior and the Impact on Brand Values – Tandberg, 2007, 80% of the existing employees wants to work for a company with a good reputation for environmental responsibility.

According to the survey commissioned by Maynard, mass based on-line board‟s decision for college students and recent graduates, 80% of them opined that they are interested in a job that has a strong and positive influence on the environment. Ninety-two percent of the survey participants started that they prefer to be associated with environment-friendly organization.

According to a study conducted by Stanford Graduate School, 2007, 77% of the MBA graduates are willing to forgo some income to work for a company that has a strong environment strategy in place.

In a Conference Board Report (2006), a whopping 78%

of the 198 firms surveyed averred that corporate citizenship, and particularly, environmental practices are very important in recruitment matters.

The survey conducted by SHRM in 2007 and 43% of the HR professionals in the survey reported that HR departments is involved in their organizations‟

environmental responsibility policy.

A Mortgage Lenders Network USA poll commissioned in 2007 reported that 72% of working women preferred to work for green employers and 64% of the men expressed similar sentiments. an also this study revealed that a whopping 92% of the students and entry-level professionals preferred to work in an eco friendly environment and a good deal of 80% of the young professionals surveyed showed marked preference for a job that has positive impact on the environment.

Primary objective:

To identify the level of awareness on green recruitment among general public

Secondary objective:

To study the concept of green recruitment thoroughly and to give out some suggestions to improve the level of awareness

Research methodology:

The study is proposed by Descriptive research it includes surveys & fact finding enquiries. The researcher has no control over the variable. Researcher can only report what has happened or what is happening.

Sampling technique:

The sampling technique chosen for this study is Convenience sampling.

Sample size:

This study is carried out by descriptive research &

Convenience Sampling technique, 100 samples have been taken for the study.

Data collection:

Primary Data:

Primary data of this study is collected through survey &

fact finding technique which is original in character and depicts the real fact of the study which is conducted by an individual or research institutions.

Questionnaire framed for this study is discussed with various factors that influence the common people towards green recruitment and how people aware of it.

Further, highly concentrated on discussing the importance of it for future and provided with some suggestions to improve the level of awareness.

Secondary Data:

Secondary data for this study is obtained through Journals, repots, government publications, publication of professional and research organizations.

ANALYSIS AND INTERPRETATION

PERCENTAGE Table no: 1

Suggestion to improve the level of awareness

Frequency Percent Valid Percent Cumulative Percent

Awareness campaign 28 28.0 28.0 28.0

Implementing eco friendly 32 32.0 32.0 60.0

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Valid environment in workplace upcoming companies should build environmental jobs

26 26.0 26.0 86.0

Creating awareness through job portals

14 14.0 14.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above table reveals that 28% of the respondents recommend awareness campaign, 32% says to

Implement eco friendly environment in workplace, 26%

recommend companies to build environmental jobs, 14% suggested creating awareness through job portals.

ONE-WAY ANOVA TEST Table no: 2

H0: There is no significant difference between awareness on green recruitment and which Key factor it highly depends on

H1: There is significant difference between awareness on green recruitment and which Key factor

it highly depends on

ANOVA Aware of Green

recruitment

Sum of Squares

df Mean Square

F Sig.

Between Groups

2.014 3 .671 2.835 .042 Within Groups 22.736 96 .237

Total 24.750 99

INTERPRETATION:

Since the probability of error is > .05, so we must reject the null hypothesis and conclude that there is a

significant difference between the awareness on green recruitment and which Key factor it highly depends on Chart no: 2

CHI-SQUARE TEST Table no: 3

H0: There is no significant difference between age group and media they prefer H1: There is significant difference between age group and media they prefer Age group * which media you prefer to get information regarding the interview Cross tabulation

Count

Which media you prefer to get information regarding the interview Social media Job

portals

Ad in Newspapers/

pamphlets

Employee referral

Consult ancies

Total

Age group Below 25 4 8 6 2 2 22

26-36 3 13 8 3 2 29

37-47 4 8 4 3 1 20

48-58 2 7 7 2 0 18

Above 59 0 4 3 4 0 11

Total 13 40 28 14 5 100

Table no: 3.1 Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 11.458(a) 16 .780

Likelihood Ratio 12.868 16 .682

Linear-by-Linear Association .454 1 .500

N of Valid Cases

100 INTERPRETATION:

Creating awareness through job portals upcoming companies

should build environmental jobs Implementing ecofriendly

environment in workplace Awareness compaign

Suggession to improve the level of awareness 40

30

20

10

0

Frequency

Suggession to improve the level of awareness

Improving corporate image & profile Employee better tool for

recruitment team Increasing the speed of

time Reduce recruitment cost

Key drivers for green recruitment 1.8

1.7

1.6

1.5

1.4

1.3

1.2

Mean of Aware of Green recruitment

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Since the calculated value 12.868 is greater than the table value 11.458 at 5% significant level as degrees of freedom.

So, we reject the null hypothesis. Hence, there is significant difference between age group and media they prefer.

PAIRED – T TEST Table no: 4

H0: There is no significant difference between years of service & accept green recruitment a suitable way of recruiting H1: There is significant difference between years of service & accept green recruitment a suitable way of recruiting Paired Samples Correlations

N Correlation Sig.

Pair 1 Tenure in Service & Suitable way of

recruiting 100 .037 .713

Table no: 4.1 Paired Samples Test

INTERPRETATION:

Since the calculated value 1.895 is greater than the table value .713 at 5% significant level as degrees of freedom.

So, we reject the null hypothesis. Hence, there is significant difference between years of service & accept green recruitment a suitable way of recruiting.

Findings:

 According to PERCENTAGE ANALYSIS it is inferred that 32% of the respondents suggested implementing eco friendly environment in workplace to improve the level of awareness among the public.

 According to the ANOVA TEST, it‟s proven that 55% of the public aware of green recruitment and it have been implementing in the corporate companies to Improve their corporate image &

profile.

 According to the CHI-SQUARE TEST, it‟s proven those age group 26 – 37 are highly making use of job portals & it is also clear 40% of public only sourcing through job portals to know the job vacancies.

 According to PAIRED T-TEST, it‟s proven those having service from 6 – 10 yrs says that implementing green recruitment in work place will be neutral in nature.

CONCLUSION:

Green recruitment is an emerging trend which is more effective and costs nothing. Corporate companies have started linking their mission, objectives, strategies, and tactics to the function of green recruitment and it has been proven in this research. Green recruitment process works with companies throughout the process to define the talents, skills, knowledge and abilities of top performers and manage the process from start to finish and also it applies in our day today life to ensure the importance of it in the upcoming future. So, we must make both individuals and the organizations to be aware of this concept and take action towards knowing the importance of it and working towards it.

REFERENCES:

[1] http://www.studymode.com/essays/Green- Recruitment-1019223.html

[2] http://www.studymode.com/essays/Green- Recruitment-1293562.html

[3] http://www.etechgermany.com/en/resources/

files/Bashir_3BL%20Presentation.pdf

[4] http://www.greenrecruitmentcompany.com/about- green/testimonials.html

[5] HRM Review IUP publications [Green recruiting – Volume X Issue – III March 2010 (Published on behalf of IUP publications) Editor: E N Murthy]

[6] HRM Review IUP publications [Green HR:

Getting into the Business of Green–N R Aravamudhan]

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Paired Differences

t df

Sig. (2- tailed) Mean

Std.

Deviation Std.

Error Mean

95% Confidence Interval of the Difference Lower Upper Pair

1

Tenure in Service - Suitable way of recruiting

.280 1.478 .148 -.013 .573 1.895 99 .061