As social value specialists, we often advise clients on recruiting for sustainability roles. This includes everything from identifying skills gaps to devising interview questions, to training or coaching professionals at different stages in their careers.
Here are some of the skills and qualities we look for.
1. Passion and commitment to sustainability: It may sound obvious, but without these qualities, in our view the candidate’s CV shouldn’t make it past your Inbox. Their passion for making a positive impact should be evident. They should be self-motivated, driven by a genuine desire to create a more sustainable future, and able to influence hearts and minds in driving social value. We would look for evidence of the candidate’s involvement in communities, schools, charities, social enterprises or environmental initiatives.
Technical Expertise
2. Deep understanding of sustainability/ESG/social value principles: The candidate should have a strong grasp of relevant frameworks, goals, and challenges within the chosen area. This should include knowledge of the UN Sustainable Development Goals (SDGs), Global Reporting Initiative (GRI) standards and specific industry ESG benchmarks.
3. Data collection and research: They should understand the importance of research into what different stakeholders need and value, and be able to gather meaningful, legitimate data. This should include experience in different survey and research methods and sources, together with the ability to assess whether a source can be trusted. They should also have experience with using different measurement methodologies, from Social Value TOMs to Local Multiplier.
4. Analysis and reporting skills: The candidate should be adept at interpreting and analysing data to help inform strategic decision-making. They might be evidencing local needs to help inform an issues-based approach, or showing where the organisation should focus its efforts for greatest impact. Skills in using relevant software tools or in specific areas such as carbon measurement are a plus.
5. Knowledge of relevant regulations and legislation: Understanding current and upcoming regulations is vital to decision-making and compliance. With a new government in position and changes expected to the new Procurement Act 2023, they will need a finger on the pulse. They should understand the government’s Social Value Model and related Procurement Policy Notices (PPNs) – this is particularly essential for anyone working in or with the public sector.
Leadership and Interpersonal Skills
6. Visionary and strategic thinking: The ability to translate stakeholder needs and values into a longer-term strategic vision is crucial. The candidate should demonstrate a good understanding of the organisation’s current position and how to move towards long-term impact, based on action plans and measurable targets. A leadership role means being able to align social value with the organisation’s growth trajectory, mission and values. It might also involve synchronising social and financial reporting.
7. Team management: Assuming team management is part of the brief, we would want to see a track record of leading teams and delivery agents to achieve high levels of social value performance. This might include winning commitment from others – e.g. sustainability champions – where there is no direct line. It might also include remote management.
8. Strong communication and collaboration skills: Effective communication with internal and external stakeholders, from the C-suite to community groups, is essential. They should be able to build consensus, inspire action, and manage diverse perspectives. This often requires empathy – being able to put themselves in someone else’s shoes.
9. Change management and influence: Leading sustainability efforts often involves organisational change – from HR to Procurement and beyond. The candidate should be skilled in navigating resistance, facilitating buy-in, and building a culture of sustainability within the organisation.
10. Learning agility and continuous improvement: The sustainability landscape is dynamic, requiring constant learning and adaptation. It needs someone who can performance manage campaigns, using intelligence to tweak approaches for maximum impact. They should be adaptable, open to new ideas, and committed to professional development.
Bonus
11. Experience in the specific industry or sector: While not always essential, experience in the organisation’s specific industry or sector can be a valuable asset.
For support with training, coaching and recruitment, please drop us a line.