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ESG and sustainability

Proposing sustainability – Q&A with global outsourced recruitment providers, Resource Solutions

Resource Solutions is an excellent example of innovating to support the ESG agenda. They spoke to TALiNT International about how ESG forms part of their everyday strategies.

Content Insights

ESG is moving higher up the agenda.
It is evolving and impacting employer branding, TA, and retention strategies.
35% of employees are prepared to leave their jobs if employers fail reduce their carbon footprint.

Table of Contents





Debbie Walton

Editor at TALiNT Partners


Resource Solutions

Talent Solutions, global recruitment and consultancy solutions

Resource Solutions, a global provider of outsourced recruitment and consultancy solutions, won the Stratigens Innovation of the Year award at this year’s TIARA Talent Solutions Awards, where judges praised them for a new and innovative approach to attraction, engagement and sustainability.

Resource Solutions is an excellent example of innovating to support the ESG agenda, making it consistently measurable with clear context, data and research to back it up! What a pleasure it was to talk to them about how ESG has become a higher priority for employers and winning the coveted TIARA.

TALiNT International: Why has ESG become a higher priority for employers and how have their expectations changed in terms of what they expect from vendor / RPO partners? 

Resource Solutions: The expectations of RPO providers have transformed significantly. It’s no longer just about filling talent gaps; it’s about delivering solutions that align with changing candidate and employee attitudes, which can affect their decisions to join or stay with an organisation.  The increase in legislative requirements and both consumer and investor pressure has resulted in most large organisations making significant ESG-related commitments.  If they are to achieve these commitments, they will need a sustainable supply chain, including RPO partners.

Employers are demanding not only compliance but also strategic advice.  This is precisely what our ESG for HR practice offers, empowering organisations to excel in the competitive talent landscape and win the war on talent, not just for now but also for the future.

TI: Has demonstrable credibility around ESG become more important to employees and candidates? Have you measured this or had insight from clients? 

Credibility and integrity are crucial in combating greenwashing, a significant threat to meaningful ESG initiatives. This credibility is equally important for candidates. An emerging trend, particularly among white-collar professionals in the UK, shows that around 34% of job seekers now reject offers from employers with conflicting environmental values. Furthermore, a notable 35% of UK employees are prepared to leave their jobs if their employers fail to take sufficient steps to reduce their carbon footprint, among those aged 18 to 24, this percentage jumps to 53%. This phenomenon, referred to as “climate quitting” or “conscience quitting,” underscores employees’ demands for sustainability and climate action, potentially prompting them to leave if their expectations are unmet.

Employers are demanding not only compliance but also strategic advice

Resource Solutions recently partnered with Triodos, a sustainable bank, to enhance its talent attraction and retention efforts. We leveraged our ESG for HR expertise and conducted an Employee Sustainability Proposition (ESP) audit, which focuses on an employer’s environmental, social, and governance commitments to employees, it’s a crucial part of the overall Employer Value Proposition (EVP). This audit yielded 84 scientifically backed actionable recommendations to strengthen their ESP, ultimately enhancing their ability to attract and retain top-tier talent. Their HR Director stated, “The audit provided the insights, rationale and recommendations required to enable genuine transformation”.

TI: How has Resource Solutions adapted to these new demands to develop a more fit for purpose / future-proof solution? 

RS: Resource Solutions recognised that organisations need to be able to bring their workforce to the heart of their ESG strategy and they need a research-informed audit and recommendation framework to enable this.

We pioneered a unique approach to enhance TA through science-backed ESP Audits aligned with crucial business imperatives like ESG. This empowers organisations to communicate and fulfil sustainability expectations from employees, strengthening their talent attraction and retention strategies for long-term success.

We believe that Resource Solutions is the first talent vendor to offer an ESG for HR solution to clients. HR and TA leaders have, until our audit, rarely been involved in C-suite ESG conversations and strategy.

Our ESG for HR practice, which consists of our ESP Audit, is innovative in every way. It approaches ESG from a TA Perspective. The audit is:

  • The first audit of its kind.
  • Anchored in science and validated data.
  • Focuses on both sustainability proposition and messaging.
  • Fully independent and impartial.
  • Created using the Sustainable Development Goals from the United Nations.
  • Politically agnostic.

Credibility and integrity are crucial in combating greenwashing, a significant threat to meaningful ESG initiatives

TI: Explain more about your ESG for HR Practice and your ESP.

RS: ESP is the environmental, social and governance promises you make as an employer to your employees, and forms part of your overall EVP, which is the sum package of benefits and rewards employees receive from the organisation they work for. A robust ESP is essential for building a lasting talent attraction and retention strategy and should be seamlessly integrated into your employer brand strategy.

Our ESG for HR practice comprises of our ESP Audit and assesses an organisation’s sustainability proposition using our 5 Spheres of Interest model:

  • Environment – Employees care about the micro impacts that they can control and the sustainability of their employer e.g., tax-free electric car schemes or work phone reuse.
  • Social: Impact, purpose, meaning – This asks the question of why employees get out of bed and work each day. Does the organisation have a genuine purpose beyond shareholder value?
  • Social: Self and wellness – Employees demand a safe, stable, rewarding, and enriching workplace. How does the organisation serve their employees?
  • Social: Belonging, inclusion and diversity. Does the organisation reflect the communities they aim to represent? How do they ensure that everyone feels they belong?
  • Governance – In 2023, employees trust their employers more than governments (Edelman Trust Barometer). Is the organisation worthy of this trust?

By auditing these ESP components, we offer science-backed recommendations to attract and retain top talent effectively.

There is a rising global awareness of environmental issues, social inequality, and corporate governance

TI: How does it differentiate RS as a provider and why will it support long-term client partnerships? 

RS: Our ambition is to redefine work so everyone has a lifetime of opportunity. Sustainability is at the core of this and our ESG for HR practice is anchored in the Sustainable Development Goals set out by the United Nations. This approach helps us achieve our ambition by ensuring career opportunities are available for generations to come helping to support long-term client partnerships.

We want to hire the best people for the job, not excluding anyone and making sure that we keep the door open for those behind us. That is what our ESG for HR practice is about – embedding sustainability into every single touch point, process and employer branding content.

We developed the ESG for HR practice as part of their mission to drive more purpose-led programmes and initiatives that champion underrepresented talent and incorporate ESG into all aspects of their business including HR.

TI: How is ESG evolving and why will it become a more important component of employer brand for acquisition and talent retention strategy? 

RS: ESG is evolving and impacting employer branding, TA, and retention strategies. Younger generations will eventually replace older workforces. They’ll prioritise ESG values and actively seek employers aligned with these values.

In general, there is a rising global awareness of environmental issues, social inequality, and corporate governance. As these concerns become more prominent, individuals will seek employers who share their values and are actively working to address these issues. A clear and effective ESP will enhance an organisation’s employer brand allowing them to bulletproof their TA and retention strategies by being able to appeal to these individuals.

This provides a huge competitive advantage against a backdrop of a skill shortage and having this type of competitive advantage can be detrimental to an organisation’s success as it is an advantage that competitors cannot easily duplicate.

Resource Solutions is a global provider of outsourced recruitment and consultancy solutions. Visit their website to find out more about their ESG for HR practice.