GREENING TALENT ACQUISITION: A MULTI-DIMENSIONAL ANALYSIS OF SUSTAINABLE RECRUITMENT PRACTICES AND THEIR LONG-TERM ORGANIZATIONAL IMPLICATIONS IN IT INDUSTRY

Abstract

This study insights into the integration of sustainable recruitment practices within the IT industry and examines their long-term implications on organizational performance. Through a descriptive research design, data were gathered from 437 IT employees in management positions in Chennai district. The study revealed a notable gender disparity, with male respondents comprising 69.6% of the sample, and a balanced age distribution with a concentration in the 30-40 years range. Team Leaders constituted the majority (53.1%) of respondents, followed by Managers (22.2%) and Executives (24.7%), reflecting hierarchical structures within IT companies. Findings indicate widespread adoption of digital platforms for job postings and applications, alongside a common practice of virtual interviews, highlighting the industry's inclination towards efficient recruitment methods. Additionally, there is a notable effort to actively seek diverse candidates, emphasizing inclusivity and social responsibility in recruitment. Analysis of sustainable recruitment practices revealed perceived effectiveness in reducing environmental footprints, particularly among certain job designations, underlining the need for tailored initiatives based on organizational roles. The utilization of digital platforms emerged as crucial for recruitment efficiency, with a majority of respondents across designations endorsing their effectiveness. Long-term implications of green talent acquisition were found to be significant, with most respondents perceiving it as a competitive advantage in attracting top talent, regardless of designation. This underscores the strategic value of sustainability in recruitment strategies, not only for talent attraction but also for fostering a positive organizational culture and maintaining competitiveness in the IT industry.