Furthermore identification can depict the way in which probable employees and consumers react to corporate social responsibilities. It influences the employees that are seeking jobs particularly because CSR is influences directly the identification in the society such as a prestige for organization and its image externally and the individual esteem of employees. CSR as already depicted is an essential element for corporate image enhancement and for employees this is gratifying as they find themselves working with an organization that pays attention to corporate responsibility.There is high demand for forward thinking, CSR competent and sustainable leaders have higher demand through the new young workers wave.
According to a study conducted by GreenBiz, (2014), millennial employees have a preference of working towards leaders admired by them in organizations exemplified good practices of CSR. According to the global Millenial survey by Deloitte, (2014), the workforce aspirants today contribute a specific amount for charities or donations in order to help in making this a better place (Peloza, J., Ye, C. and Montford, W. J., 2015). Therefore they also expect their employers to focus on CSR and offer efficient CSR initiatives to bring forward a difference. There are 3 ways to include the CSR results and key messages for organizations into the practices for recruitment:
Cultivating a page for career growth: Career page for a company has a tendency to the initial place with potential candidate that make it way to the website (Lozano et al 2016). This has a tendency of acting as an effective manner for informing candidates leading towards promotion of articles, policies and awards along with posting images and videos featuring the volunteering of employees or charitable event participation.
Recruiters need to be refreshed: The race towards top talent acquisition has intensified. In this situation the key lies in recruiters to personalize and sell the CSR initiatives of the company towards individuals within the recruitment pipeline (Brammer, S., He, H. and Mellahi, K., 2015). Companies, from this perspective need to make sure that the recruiters are trained efficiently over the policies of CSR and have the capability to position such elements for potential candidature. Following a session for initial training, companies need to continue refreshing and enforcing the significance of initiatives of CSR to the staff recruitment.