#walmart interview process

[winsomeismail]

walmart interview questions and answers

Ace Your Walmart Interview with This Comprehensive Q&A Guide! WALMART THUMBNAIL, WALMART INTERVIEW QUESTIONS AND ANSWERS, WALMART SOFTWARE INTERVIEW QUESTIONS Are you dreaming of landing a job at Walmart? Do you want to confidently walk into your interview and secure your spot at one of the world’s largest companies? If so, you’re in the right place! Our Walmart Interview Questions and Answers…

[thoughtportal]

Opinion Here’s how to get free Paxlovid as many times as you need it

When the public health emergency around covid-19 ended, vaccines and treatments became commercial products, meaning companies could charge for them as they do other pharmaceuticals. Paxlovid, the highly effective antiviral pill that can prevent covid from becoming severe, now has a list price of nearly $1,400 for a five-day treatment course.

Thanks to an innovative agreement between the Biden administration and the drug’s manufacturer, Pfizer, Americans can still access the medication free or at very low cost through a program called Paxcess. The problem is that too few people — including pharmacists — are aware of it.

I learned of Paxcess only after readers wrote that pharmacies were charging them hundreds of dollars — or even the full list price — to fill their Paxlovid prescription. This shouldn’t be happening. A representative from Pfizer, which runs the program, explained to me that patients on Medicare and Medicaid or who are uninsured should get free Paxlovid. They need to sign up by going to paxlovid.iassist.com or by calling 877-219-7225. “We wanted to make enrollment as easy and as quick as possible,” the representative said.

Indeed, the process is straightforward. I clicked through the web form myself, and there are only three sets of information required. Patients first enter their name, date of birth and address. They then input their prescriber’s name and address and select their insurance type.

All this should take less than five minutes and can be done at home or at the pharmacy. A physician or pharmacist can fill it out on behalf of the patient, too. Importantly, this form does not ask for medical history, proof of a positive coronavirus test, income verification, citizenship status or other potentially sensitive and time-consuming information.

But there is one key requirement people need to be aware of: Patients must have a prescription for Paxlovid to start the enrollment process. It is not possible to pre-enroll. (Though, in a sense, people on Medicare or Medicaid are already pre-enrolled.)

Once the questionnaire is complete, the website generates a voucher within seconds. People can print it or email it themselves, and then they can exchange it for a free course of Paxlovid at most pharmacies.

Pfizer’s representative tells me that more than 57,000 pharmacies are contracted to participate in this program, including major chain drugstores such as CVS and Walgreens and large retail chains such as Walmart, Kroger and Costco. For those unable to go in person, a mail-order option is available, too.

The program works a little differently for patients with commercial insurance. Some insurance plans already cover Paxlovid without a co-pay. Anyone who is told there will be a charge should sign up for Paxcess, which would further bring down their co-pay and might even cover the entire cost.

Several readers have attested that Paxcess’s process was fast and seamless. I was also glad to learn that there is basically no limit to the number of times someone could use it. A person who contracts the coronavirus three times in a year could access Paxlovid free or at low cost each time.

Unfortunately, readers informed me of one major glitch: Though the Paxcess voucher is honored when presented, some pharmacies are not offering the program proactively. As a result, many patients are still being charged high co-pays even if they could have gotten the medication at no cost.

This is incredibly frustrating. However, after interviewing multiple people involved in the process, including representatives of major pharmacy chains and Biden administration officials, I believe everyone is sincere in trying to make things right. As we saw in the early days of the coronavirus vaccine rollout, it’s hard to get a new program off the ground. Policies that look good on paper run into multiple barriers during implementation.

Those involved are actively identifying and addressing these problems. For instance, a Walgreens representative explained to me that in addition to educating pharmacists and pharmacy techs about the program, the company learned it also had to make system changes to account for a different workflow. Normally, when pharmacists process a prescription, they inform patients of the co-pay and dispense the medication. But with Paxlovid, the system needs to stop them if there is a co-pay, so they can prompt patients to sign up for Paxcess.

Here is where patients and consumers must take a proactive role. That might not feel fair; after all, if someone is ill, people expect that the system will work to help them. But that’s not our reality. While pharmacies work to fix their system glitches, patients need to be their own best advocates. That means signing up for Paxcess as soon as they receive a Paxlovid prescription and helping spread the word so that others can get the antiviral at little or no cost, too.

{source}

[defferedmanagement]

The start of a new Greasy Journey

Graduating college was great. I walked across that stage with a 3.0 GPA—respectable, not extraordinary, but enough. My degree in sociology, with a concentration in oppressive government systems, felt like it meant something. Like I was equipped with knowledge that could make a difference.

I imagined myself stepping into a world where my education mattered. Maybe I wouldn’t land my dream job right away, but surely there was an organization out there that needed me—an activist group, a political nonprofit, something. I had spent years writing about power structures, organizing movements in theory, and analyzing the mechanisms of control that kept people oppressed. Now, I was eager to apply that knowledge. I was ready to do the work.

But I never thought it would come to this.

After months of sending out applications, rewriting my résumé, fine-tuning my cover letters to sound both passionate and competent—nothing. The rejections stacked up faster than I could process them. Some were automated, some were polite and regretful, and a few just never came at all.

I had exhausted every option that felt meaningful. The political organizing jobs, the nonprofit gigs, the advocacy roles—none of them wanted me. Every listing asked for experience I didn’t have, and I was beginning to realize that a degree in sociology, wasn’t worth much without the right connections or prior work history.

2 months went by and now I really have to pay back my student loans loans. $120,000 worth of regret, accruing interest like crazy. The payments weren’t abstract anymore; they were real, tangible deadlines looming on the calendar. There was no grace period left. No time to wait for a “real” job.

I told myself I wouldn’t come back home. That I had escaped my small town for a reason. But here I was, sitting in my childhood bedroom, scanning the local job listings. There were two that actually required a degree: Walmart assistant manager and Burger King assistant manager. I applied to both, clinging to some shred of dignity.

I prepared for the interview very well. But without any retail or leadership experience- they rejected me outright. Burger King still offered me something: a job. Not as a manager, not even as a shift lead. Just an entry-level trainee position to “learn the ropes.”

So here I am. I am Tyler Morrison, I went to Ridgeway University. I’m about to start a new position … at Burger King.

[kissgumamela]

THE INTERVIEW — EPISODE 001 of 'UNTITLED BURGER SHOP AU'

[ ellie williams x reader ! oc ]

ᡣ𐭩 .ᐟ thanks to joel, ellie finds herself as the manager of Miller's Grill. five months in, ellie sorta has the hang of it. basically tlou ii modern au where ellie, dina, jesse, and abby work at a burger shop (chaos ensues). heavily inspired by the series minimun wage by american high !

ep 001 — ellie's tasked with interviewing a new hire to work as the kitchen assistant.

a/n ughhh this is so fun to write. don't ask about any lore and plot holes because i will not be thinking about world building that much cuz im writing this purely for my own amusement LOL

EP 002

"so, uhm..." ellie looks through her notebook, looking at some of the questions she wrote down last minute, realizing they're all... shit. she had used chatgpt to help her write some questions because she forgot to prepare before hand. she picks the most sensical one out of all the options. "have you worked in food service before?"

liv shuffles in her seat, "well, uhm... no, not quite—"

"i-it's fine if you haven't, i mean, i still don't know how our toaster works." ellie chimes in, seeing that she was a bit nervous. it was also ellie's subtle to be funny, but it just left her a little confused. "nevermind, continue, sorry..." she mumbles, looking down at the notebook again.

liv nods, "yeah, no, i haven't worked in these kinds of establishments before — but, but i promise i'm a quick learner!"

ellie starts to think on the spot for more questions, her notes not helping a bit. "say that uhm... a customer's yelling or whatever, what'll you do in that situation?" she says, hoping that it makes sense enough.

"smile until they stop?"

"huh. terrifying." ellie huffs, "you'll fit in." she says jokingly, before moving on. "why do you wanna work here?"

"... so i can have money for walmart?" liv says truthfully. when ellie looks at her for a moment, trying to process that, liv realizes that that maybe wasn't the answer ellie's looking for. "uhm... to.. for the love of service...?"

"... yeah, good enough for me." ellie shrugs, "do you have any references?"

liv thinks, not really having anything prepared because she didn't really know what it meant. "no, i like to form my own opinions rather than use references..."

ellie's brows furrow, "w-what? oh, oh no... i mean like... people you used to know that can vouch for you?" she tries to clarify, realizing the misunderstanding.

liv makes a hiss sound, "uhm, i dunno. i don't think my ex would say good things about me-"

"no, i mean like... bosses. co-workers." ellie clarifies once again.

"she did managed a vape shop..."

ellie nods, giving up. "i'll just put 'good' under references."

ellie closes her notebook that was of minimal use and looks up at liv. "well, that's pretty much it for me... i guess — if you have any questions, you can let me know."

liv's eyes widen, "did i... did i get the job?"

"uh, yeah!" ellie nods, "just... just don't tell abby it was that easy."

liv, in no way thought that the interview was easy. "oh-wait who's abby?"

"the assistant manager, mostly head chef though. she's kind of like the scary team mom."

"oh... okay." liv smiles, looking around at the place she's going to be working in. "seems like a great team you got going on!"

ellie chuckles, "yeah, we're like a family here. but like, the type of family to forget your birthday and try to put something shitty together last minute. and it ends up with someone breaking a bone at the end of the day."

[superstarstool]

In light of the shooting at fsu I wanted to make a post I'm a student there and it was very scary for me as someone off campus. I may not have been on campus but my best friend of years, my whole life was and it was life changing.

I don't think I'll ever forget how I felt checking my phone, it was 11:58, to see from my deadpan, stoic friend a text saying I love you so much I'm on campus and I heard gunshots everyone stay safe. It was so shocking I thought it was joke. Then minutes later I got a notification that there was an active shooter on campus. I never thought this is something that could happen near me, to the people around me. And it was terrifying. The first 10 minutes all I could do was sob and cry while I texted her hearing updates about the photos being sent of students bloody on the ground, rumors of multiple shooters, updates when the cops could getting on the site. It all felt so slow like any moment I could lose her. Nearly 3 hours after the shooting started my best friend was finally released from her evacuation and I instantly got in my car to drive to campus. She had two girls who were group members for the project she was working on with her that also needed rides back home. the building their classroom was in had been deemed a crime scene and they couldn't grab anything past what they were already holding. One of them was in the back crying telling me how she needed to get to her friend's house to carpool to the hospital because one of her close friends had been shot in the shoulder. Both my friend and her group partner were so shell shocked over the whole situation they could only nervously retell the situation they'd just been in. How they found out because they saw students run in from the building entrance and lock the door behind them saying there was an active shooter in the union. The way they all frantically hid their belonging before hiding under the table. How my best friend texted her roommate asking her to watch her cat until her parents got him because she might not make it. After I was finally alone with my best friend I gave her a long hug and took her to get food from Walmart, grabbing her favorite treats and drinks to try and help just a little bit. We tried to talk about other things but our mind couldn't help but come back to the shooting, why it happened, who did it, how did they get as far as they did. We asked pointless nothings scrutinizing over details trying to process what happened. When we finally got to the my friends apartment we saw ambulances up front and on the side. I normally park on the street closer to fsu but we both agreed that it'd be better if I parked in the parking garage and risked getting towed today. we grabbed the groceries and made it to the door when she reached for her keys only to realize we have no way in. she left her keys in the classroom. All I could do was stand there and try to find a way to distract her from how much she'd lost in the attack. I felt so powerless. A girl walked by and all my friend said was sorry my keys are stuck in Bellamy, it's considered a crime scene now. I gremicded at the morbid joke and thanked her for holding the door open for us when we both walked in. The elevator is right next to the entrance. She couldn't stomach being in the evaluator when got past the door. We always go shopping together and whenever we bring back groceries we always take the elevator because it's annoying to lug bags up the stairs but as she starts walking to stairs I ask why? And she says, I don't want to be in enclosed space again. She started her day wondering about whether we were going tour houses this weekend, or if she was going to hear back from her interview on Monday. And now her life has been drastically changed because some maga fuckface choose to try and start an uprising via shooting at the busiest time on campus at the busiest place. Today was a tragedy to the one who died, the six injured and to the many Many students whose life's have been changed because of this traumatic event.

My condolences go out to anyone who was on campus, who had to experience the stress of not knowing if you'd live to see another day. To anyone who had loved ones on campus who could do nothing but text when they really needed you most. Today was a catastrophic day that I won't forget for the rest of my life. And I hope if we can get anything from this it's that this world needs to change so things like this can never happen again. So there's never a new parkland, columbine, or fsu student union again. 

[dertaglichedan]

MSNBC, NBC Double Down on DEI and Quotas as Trump Administration Pledges To Stamp Out ‘Discriminatory’ Behavior in the Media Business

NBCUniversal clings to racial quotas despite rolling layoffs and brutal budget cuts, source tells the Washington Free Beacon

When FCC chairman Brendan Carr announced last week that the Trump administration will block the business deals of media conglomerates that engage in discriminatory DEI practices, some employees at the liberal network MSNBC took notice.

"MSNBC could be in the administration’s crosshairs as well. The network is in the process of being spun off from its parent company," MSNBC columnist Ja’Han Jones wrote after Carr’s statement that he would block media mergers and acquisitions involving firms that promote what he calls "discriminatory" DEI practices.

Jones was referring to SpinCo, the temporary name that Comcast has given the holding company for its planned spinoff of MSNBC, CNBC, and all but one of its other cable channels, which it’s jettisoning due to the terminally ill—yet still enormously profitable—cable TV business dragging down its share price.

The concern at Comcast and its subsidiary NBCUniversal is perhaps due to the media giant’s unusually aggressive promotion in recent years of DEI and social justice initiatives, as well as racial and gender quotas, which executives have said they hope will "change the face" of the media industry and induce "demographic change," specifically at NBCUniversal.

Five years ago, when the racial justice movement was at a fever pitch after George Floyd’s death, NBCUniversal News Group president Cesar Conde unveiled what he called the "Fifty Percent Diversity Initiative" to make at least half of the company’s workforce non-white, and at the same time half female. Conde, who as a prominent and notoriously ambitious Latino executive has a seat on the board of Walmart (and was previously on PepsiCo’s board), was seizing the moment. In an interview with NPR, he said that the 50-50 program was a "concrete promise" and an "actual vow" to implement "demographic change" in order to correct "systemic inequality."

Around the same time, inspired by George Floyd, Comcast pledged $100 million "toward fighting injustice and inequality toward Black people and other communities." Craig Robinson, the executive in charge of distributing the money, remains NBCU’s "executive vice president and chief diversity officer."

[paperstorm]

Do you ever just get.., weary

Like I don’t want to call it anything more serious cause I feel I’m too dramatic but just-

I’m looking for a new job but it’d be different from what I am doing now and it just the process of applying and not hearing back it’s just…, weariness

God so much. Job hunting is truly one of the most demoralizing things. I like my job but I applied for a better one a few months back that I was perfectly qualified for because it was exactly what I already do but just at a different company, and I never heard anything and then a while later heard from someone who works there that over 300 people applied. THREE HUNDRED PEOPLE. For one job. And not even a crazy amazing job. I don't know how you are supposed to stand out in those circumstances even if you meet every single qualification. And I was unemployed during the Covid lockdowns and couldn't even get an interview to work at Walmart and it was the most like ... beaten down by the world I have ever felt. I feel you so much. It's a dehumanizing and depressing process and it just fucking sucks. I really really hope you find something better soon. The lack of a response is not commentary on your worth.

[booknerd247]

My mother is applying for a job for the first time in 26 years. Here are the greatest hits:

“Why do I have to take all of the stuff out of my resume and plug it into other boxes?! It’s on my resume”

Welcome to job search hell. Imagine doing this 70 times and getting three (3) interviews (one being an unpaid internship). I have trauma.

“Why do they want my transcript? I graduated decades ago??”

One wanted my SAT score. No telling.

“WHAT DO YOU MEAN THERES MISSING OR INCOMPLETE INFORMATION?!?”

Sounds about right.

“People want jobs. People need jobs. Why can’t President Trump do something about this?? This is a process that needs to be streamlined.”

BAD NEWS. YOU VOTED FOR THE “BUSINESSES CAN DO WHATEVER THEY WANT FOREVER” PRESIDENT. HE’S NOT GOING TO DO SHIT FOR YOU.

She’s so close to getting it. She won’t.

“I don’t know if I even want to work for these people anymore.”

My beloved mother who I love, THEY ARE ALL LIKE THIS. If you want to wrangle carts at Walmart, it’s even more intense. There are tests.

[mspeevee]

One time I applied to Walmart and they had a 3 interview process, the first was phone interview, the 2nd an in person group interview to like... Test if you're able to work in a busy or loud environment ig?? And they had us go around the table to say our strengths working and then taught us a fucking camp cheer for Walmart that apparently you have to do if you open I'm the morning?? And it was like "gimme a w, gimme an a" etc until it ended w "the customer is always right" and then for the third interview it was 1 on 1 and I was the only one not hired cuz they asked why I wanted to work there and I joked saying "cuz you're hiring" and I saw the lady's expression become so hateful LMAOOO it's fucking Walmart bro

[microcroft]

listen, im not a big fan of make up and using make up but we live in a society and i have a people facing job and anxiety so i wear make up. like a year ago i was at walmart and in the clearance section i saw fortnite make up products and of course, i bought it simply because it was cheap and i thought it was just a hilarious thing to have. then, during my job interviewing process it became the only good blush and make up applicators i had after years of not wearing make up...

let me tell you, the Peely Fortnite make up applicator is unironically the best make up applicator ive ever owned. not only does it spark joy it is the perfect shape for different parts of the face and purposes idk this isnt a #ad or me telling you to buy it i just gotta like get this off my chest or something heres a picture of it

[snoopygrl2005]

im so fucking nervous but i guess not as nervous as i was waking up. i have a stupid job interview at Walmart and im so scared ill fuck it up. i need a job more than anything right now and im just so nervous ill do something stupid (AGAIN!) and i won’t get a call back. i feel like i never know what to expect when i show up to an interview it’s always different!! i went to my interview at 7/11 and prepared like crazy- had like, 3 full pages of notes on what to say and answer and then i get there and like? name, age, can you work over night, bye! was out of there in less than 10 mins and that included waiting for the hiring manager to fucking arrive to the location! so the im like. ok damn! what was i even thinking preparing like this for a job like 7/11 i need to chill (didn’t even get the job anyways). so then fast forward a few months i get an interview at dollar tree, and im thinking like, ohh ok! no biggie! no one would willing want to work at dollar tree! so i tried to be nonchalant about it, i still prepared and everything but? oh my GOD, it was like 30 fucking minutes of questions i feel like would only need to get asked if i was applying for a management position at a law firm!! “where do you see your self in our company in the next 10 years?” i don’t know man! hopefully not fucking working here! hopefully dead honestly! and it was even stranger because he specifically reached out to MY rehab coach to see if she had anyone who was willing to come in and interview. like? so he works with people like this, as in like, disabled people. it’s a fucking dollar tree man!! why would you be asking these questions to someone applying to a fucking cashier position at a FUCKING DOLLAR TREE. god!! anyways this is all just making me so nervous for my interveiw in like? less than 20 mins at walmart. most of the people i’ve seen talk about the interview process here say like. requirements for getting the job are! have a pulse, don’t be high (optional) congrats! you are now a walmart employee! but after the stupid dollar tree interview i had a while back, i don’t know who to believe or what even i should be preparing for!! i pray to every god that’s ever been perceived that they ask me like, what’s ur availability? cool. any criminal history? cool. when can you start? awesome. we’ll call you back to let you know when you can start! god that’s would be awesome. it was one thing getting denying a position at 7/11 but i feel like im just doomed at this point if i don’t get the job at fucking walmart man. UGH my ubers almost here 

[cleverhottubmiracle]

In a garment hub in south India, R.K. Sivasubramaniam is fielding requests from Walmart and Costco who want to sidestep higher US tariffs faced by rival Asian suppliers, Bangladesh and China. But rows of idle sewing lines at his factory lay bare his biggest challenge.“Even if orders come, we need labour. We don’t have sufficient labour,” said the managing director of Raft Garments which supplies underwear and t-shirts priced as low as $1 to US brands.Considered India’s knitwear capital, Tiruppur city in the southern state of Tamil Nadu accounts for nearly one-third of the country’s $16 billion in apparel exports, and is staring at a huge opportunity as US buyers explore ramping up sourcing from India in the face of heftier tariffs on other Asian hubs.US President Donald Trump plans to hit India, the world’s sixth largest textile and apparel exporter, with a 26 percent tariff from July, below the 37 percent imposed on Bangladesh, 46 percent on Vietnam and 145 percent on China - all of which are bigger American suppliers.Those tariffs will make apparel from India much more competitive with both Bangladesh and China.But the mood is somber at the Tiruppur textile park as it faces a reality check: India’s hopes of capitalising on its tariff advantage are hindered by a skilled labour crunch, limited economies of scale, and high costs.Raft Garments wants to expand production to tackle new orders but is importing high-end machines to automate some stitching processes, given the business for now heavily depends on migrant labour, which is very tough to find or retain.Garment exporters in India say workers have to be trained and many leave within months to work at smaller, unorganised units that allow longer hours and pay more. The larger manufacturers can’t match them due to foreign clients’ requirements on cost and workers’ conditions, according to Reuters interviews with 10 manufacturers and apparel exporter trade groups representing 9,000 businesses.Prime Minister Narendra Modi has for years courted foreign investors to his “Make in India” programme to turn the South Asian nation into a global manufacturing hub. A shortage of skilled workers in a nation where 90 percent of the labour force operates in the informal sector is seen as a big roadblock, especially in labour-intensive sectors like garments.Tiruppur offers a glimpse of India’s labour strain.“We need at least 100,000 workers,” said Kumar Duraiswamy of the exporters association in Tiruppur, where he said more than 1 million people currently work.Modi’s government last year said it was extending a programme to specifically train 300,000 people in textile-related skills, including garment making.In the textile hub, some have taken matters into their own hands.Amid a hum of sewing machines at the Cotton Blossom factory, which makes 1.2 million garments a month, including for American sporting goods retailer Bass Pro Shops, Naveen Micheal John said he has set up three centres thousands of miles away to train and source migrant workers.And even then, most return to their home towns after a few months.“We skill them there for three months, then they are here for seven months. Then they return back,” John said during a tour of his garment unit, adding he wants to look at other states where labour and government incentives both may be better.Capacity WoesChina’s $16.5 billion worth of apparel exports, Vietnam’s $14.9 billion and Bangladesh’s $7.3 billion made them the three biggest suppliers to America in 2024, when India shipped goods worth $4.7 billion, according to US government data.US companies have for years been diversifying their supply chains beyond China amid geopolitical tensions. And even before the news of tariffs in April, now paused until July, Bangladesh’s garment industry began losing its sheen amid political turmoil there.A survey of 30 leading US apparel brands by the United States Fashion Industry Association showed India had emerged as the most popular sourcing hub in 2024, with nearly 60 percent of respondents planning to expand sourcing from there.With the tariffs, India’s exports would cost $4.31 per square metre of apparel, compared with $4.24 for Bangladesh and $4.35 for China, a sharp improvement on India’s competitiveness without the levies, according to Reuters calculations based on 2024 import data from the US Office of Textiles and Apparel.But it’s in the economies of scale where India loses.Bangladesh Garment Manufacturers and Exporters Association says an average garment factory there has at least 1,200 workers, whereas in India, according to its Apparel Export Promotion Council, there are only 600 to 800.“Bangladesh capacities are huge ... We have issues of capacity constraint, lack of economy of scale due to smaller size of factories, labour unavailability during peak seasons,” said Mithileshwar Thakur of the Indian trade group.To address those challenges, garment makers have started to set up factories in states where migrant workers come from, he said.In Tiruppur, its exports association says the largest 100 exporters contributed 50 percent of its $5 billion sales last fiscal year, with the rest from 2,400 units, a telling sign of the fragmented and largely smaller-scale operations.Raft makes 12 million garment pieces a year with a workforce of just 250 people. A US client is close to placing an order for 3 million units, which will stretch the factory to its limit and force it to consider expansion.“This one order is more than enough for us,” said Sivasubramaniam.Pricing RoadblockData from shipping consultants Ocean Audit showed Walmart imported 1,100 containers of household goods and clothing between April 2 and May 4 from India, nearly double the same period last year, including cotton shirts and pleated maxi skirts.In a statement, Walmart said it sources from more than 70 countries around the world as it aims to find the right mix of suppliers and products.While US retailers are lodging more queries in Tiruppur, pricing negotiations remain contentious due to higher labour and other costs.Indian brokerage Avendus Spark said in March Bangladesh’s cost of labour stood at $139 per month, compared to India’s $180 and China’s $514.P. Senthilkumar, a senior partner at India’s Vector Consulting Group, said India had stricter rules for overtime policies and worker shifts, further raising costs.In Dhaka, Anwar-ul-Alam Chowdhury of Evince Group said most of their US buyers were sticking with Bangladesh, given the “large production capacity, lower costs, and reliable quality give us a clear edge.”In India, though, Tiruppur exporters said they are in hectic talks with many US clients who love the Bangladesh cost advantage and are aggressively bargaining.At Walmart-supplier Balu Exports, Mahesh Kumar Jegadeesan said US clients had conveyed “we will not budge on the price” and were willing to move some orders only if Indian exporters can match prices.Inside the nearby Raft Garments factory, where women were stitching underwear, the smile on managing director Sivasubramaniam’s face sparked by 14 new business inquiries of recent weeks faded quickly.“All want us to match Bangladesh prices. Price is a big problem,” he said.Reporting by Dhwani Pandya, Praveen Paramasivam, Manoj Kumar and Ruma Paul; Additional reporting by Siddharth Cavale in New York; Editing by Aditya Kalra and Sonali Paul Source link

[norajworld]

In a garment hub in south India, R.K. Sivasubramaniam is fielding requests from Walmart and Costco who want to sidestep higher US tariffs faced by rival Asian suppliers, Bangladesh and China. But rows of idle sewing lines at his factory lay bare his biggest challenge.“Even if orders come, we need labour. We don’t have sufficient labour,” said the managing director of Raft Garments which supplies underwear and t-shirts priced as low as $1 to US brands.Considered India’s knitwear capital, Tiruppur city in the southern state of Tamil Nadu accounts for nearly one-third of the country’s $16 billion in apparel exports, and is staring at a huge opportunity as US buyers explore ramping up sourcing from India in the face of heftier tariffs on other Asian hubs.US President Donald Trump plans to hit India, the world’s sixth largest textile and apparel exporter, with a 26 percent tariff from July, below the 37 percent imposed on Bangladesh, 46 percent on Vietnam and 145 percent on China - all of which are bigger American suppliers.Those tariffs will make apparel from India much more competitive with both Bangladesh and China.But the mood is somber at the Tiruppur textile park as it faces a reality check: India’s hopes of capitalising on its tariff advantage are hindered by a skilled labour crunch, limited economies of scale, and high costs.Raft Garments wants to expand production to tackle new orders but is importing high-end machines to automate some stitching processes, given the business for now heavily depends on migrant labour, which is very tough to find or retain.Garment exporters in India say workers have to be trained and many leave within months to work at smaller, unorganised units that allow longer hours and pay more. The larger manufacturers can’t match them due to foreign clients’ requirements on cost and workers’ conditions, according to Reuters interviews with 10 manufacturers and apparel exporter trade groups representing 9,000 businesses.Prime Minister Narendra Modi has for years courted foreign investors to his “Make in India” programme to turn the South Asian nation into a global manufacturing hub. A shortage of skilled workers in a nation where 90 percent of the labour force operates in the informal sector is seen as a big roadblock, especially in labour-intensive sectors like garments.Tiruppur offers a glimpse of India’s labour strain.“We need at least 100,000 workers,” said Kumar Duraiswamy of the exporters association in Tiruppur, where he said more than 1 million people currently work.Modi’s government last year said it was extending a programme to specifically train 300,000 people in textile-related skills, including garment making.In the textile hub, some have taken matters into their own hands.Amid a hum of sewing machines at the Cotton Blossom factory, which makes 1.2 million garments a month, including for American sporting goods retailer Bass Pro Shops, Naveen Micheal John said he has set up three centres thousands of miles away to train and source migrant workers.And even then, most return to their home towns after a few months.“We skill them there for three months, then they are here for seven months. Then they return back,” John said during a tour of his garment unit, adding he wants to look at other states where labour and government incentives both may be better.Capacity WoesChina’s $16.5 billion worth of apparel exports, Vietnam’s $14.9 billion and Bangladesh’s $7.3 billion made them the three biggest suppliers to America in 2024, when India shipped goods worth $4.7 billion, according to US government data.US companies have for years been diversifying their supply chains beyond China amid geopolitical tensions. And even before the news of tariffs in April, now paused until July, Bangladesh’s garment industry began losing its sheen amid political turmoil there.A survey of 30 leading US apparel brands by the United States Fashion Industry Association showed India had emerged as the most popular sourcing hub in 2024, with nearly 60 percent of respondents planning to expand sourcing from there.With the tariffs, India’s exports would cost $4.31 per square metre of apparel, compared with $4.24 for Bangladesh and $4.35 for China, a sharp improvement on India’s competitiveness without the levies, according to Reuters calculations based on 2024 import data from the US Office of Textiles and Apparel.But it’s in the economies of scale where India loses.Bangladesh Garment Manufacturers and Exporters Association says an average garment factory there has at least 1,200 workers, whereas in India, according to its Apparel Export Promotion Council, there are only 600 to 800.“Bangladesh capacities are huge ... We have issues of capacity constraint, lack of economy of scale due to smaller size of factories, labour unavailability during peak seasons,” said Mithileshwar Thakur of the Indian trade group.To address those challenges, garment makers have started to set up factories in states where migrant workers come from, he said.In Tiruppur, its exports association says the largest 100 exporters contributed 50 percent of its $5 billion sales last fiscal year, with the rest from 2,400 units, a telling sign of the fragmented and largely smaller-scale operations.Raft makes 12 million garment pieces a year with a workforce of just 250 people. A US client is close to placing an order for 3 million units, which will stretch the factory to its limit and force it to consider expansion.“This one order is more than enough for us,” said Sivasubramaniam.Pricing RoadblockData from shipping consultants Ocean Audit showed Walmart imported 1,100 containers of household goods and clothing between April 2 and May 4 from India, nearly double the same period last year, including cotton shirts and pleated maxi skirts.In a statement, Walmart said it sources from more than 70 countries around the world as it aims to find the right mix of suppliers and products.While US retailers are lodging more queries in Tiruppur, pricing negotiations remain contentious due to higher labour and other costs.Indian brokerage Avendus Spark said in March Bangladesh’s cost of labour stood at $139 per month, compared to India’s $180 and China’s $514.P. Senthilkumar, a senior partner at India’s Vector Consulting Group, said India had stricter rules for overtime policies and worker shifts, further raising costs.In Dhaka, Anwar-ul-Alam Chowdhury of Evince Group said most of their US buyers were sticking with Bangladesh, given the “large production capacity, lower costs, and reliable quality give us a clear edge.”In India, though, Tiruppur exporters said they are in hectic talks with many US clients who love the Bangladesh cost advantage and are aggressively bargaining.At Walmart-supplier Balu Exports, Mahesh Kumar Jegadeesan said US clients had conveyed “we will not budge on the price” and were willing to move some orders only if Indian exporters can match prices.Inside the nearby Raft Garments factory, where women were stitching underwear, the smile on managing director Sivasubramaniam’s face sparked by 14 new business inquiries of recent weeks faded quickly.“All want us to match Bangladesh prices. Price is a big problem,” he said.Reporting by Dhwani Pandya, Praveen Paramasivam, Manoj Kumar and Ruma Paul; Additional reporting by Siddharth Cavale in New York; Editing by Aditya Kalra and Sonali Paul Source link

[planetofinfo]

The Role of Technology in Modern HR Practices: Lessons for MBA HR Students

Human Resource Management (HRM) is no longer confined to paperwork and manual processes—it has entered the era of digital transformation. Advanced technologies like AI-driven recruitment tools, cloud-based HR systems, and data analytics are reshaping how organizations manage talent, streamline operations, and make strategic decisions.

For MBA HR students at Ajeenkya DY Patil University (ADYPU), staying ahead of these innovations is essential for building a successful career in modern HR leadership. This article delves into the evolving role of technology in HR, explores key industry trends, and highlights critical lessons that will prepare students for the future of human resource management.

1. AI and Automation in Recruitment

How Technology is Changing Talent Acquisition

Recruitment has evolved from manual resume screenings to AI-powered platforms that filter candidates, predict job-fit, and conduct initial assessments.

Key Innovations in HR Recruitment:

AI-driven Resume Screening: AI-based tools like HireVue and Pymetrics analyze candidates’ skills, experiences, and even facial expressions to assess their suitability.

Chatbots for Candidate Engagement: Companies use AI chatbots like Olivia (by Paradox) to interact with applicants, schedule interviews, and answer FAQs.

Predictive Analytics in Hiring: Organizations leverage data-driven insights to predict candidate success and turnover rates.

Learn how AI-driven hiring tools work and how to integrate data analytics in recruitment strategies.

2. Employee Experience and HR Tech

Enhancing Employee Engagement with Technology

Technology has revolutionized employee engagement by making HR interactions more accessible, transparent, and responsive.

HR Tech Innovations in Employee Experience:

Cloud-Based HRMS: Platforms like Workday and SAP SuccessFactors offer seamless HR services, from payroll to performance tracking.

Virtual Reality (VR) for Training: Companies like Walmart and Accenture use VR to create immersive onboarding experiences and skills training programs.

Employee Wellness Apps: Organizations integrate apps like Calm and Headspace to promote employee mental well-being.

Understand how HR tech enhances employee engagement and how to apply it for better retention and productivity.

3. HR Analytics: Data-Driven Decision Making

Using Big Data to Improve Workforce Management

HR professionals now rely on data analytics to make informed decisions on employee performance, retention, and compensation.

HR Analytics in Action:

Predictive Analytics for Workforce Planning: Helps HR teams forecast hiring needs and reduce attrition.

Sentiment Analysis: Uses AI to gauge employee mood through workplace emails and feedback.

Personalized Learning & Development (L&D): Platforms like LinkedIn Learning use AI to recommend training programs based on employee career aspirations.

Develop expertise in HR data analytics tools and learn to interpret data insights for strategic decision-making.

4. The Rise of Remote Work and Digital HR

HR Challenges in a Virtual World

With the post-pandemic rise of remote work, HR technology has played a pivotal role in keeping employees connected, productive, and engaged.

Tech Tools Powering Remote HR:

Virtual Collaboration Tools: Microsoft Teams, Slack, and Zoom enable seamless communication.

Cloud-Based Payroll & Benefits Management: Tools like Gusto and BambooHR automate payroll, benefits, and compliance for remote employees.

AI-Powered Performance Reviews: AI tracks employee progress and provides real-time feedback.

Learn how to manage remote teams effectively using digital HR platforms and performance tracking tools.

5. The Future of HR: AI Ethics and Cybersecurity

Ensuring Ethical and Secure HR Tech Implementation

As HR technology advances, ethical concerns and data privacy risks also rise. Companies must address AI bias, cybersecurity threats, and employee data protection.

HR Ethics & Security Considerations:

AI Bias in Recruitment: AI algorithms may favor specific demographics, requiring ethical oversight.

Data Privacy Regulations: Compliance with GDPR, CCPA, and India’s Data Protection Act is essential.

Cybersecurity in HR Tech: Protecting employee information from cyberattacks is a growing HR responsibility.

Gain knowledge on ethical AI practices and understand the role of data protection laws in HR management.

Conclusion: HR Students, Embrace the Digital Future!

Technology in HR has evolved from being a convenience to an absolute necessity in today’s fast-paced business world. For MBA Human Resource Management students at Ajeenkya DY Patil University (ADYPU), embracing AI-powered recruitment, HR analytics, remote work solutions, and ethical AI practices is essential to staying competitive in the ever-changing HR landscape.

By mastering cutting-edge HR technologies, future HR leaders can enhance workforce efficiency, foster innovation, and create a seamless employee experience. Those who leverage data-driven insights and automation will not only streamline HR operations but also play a pivotal role in shaping dynamic, future-ready organizations in the digital era.

Are you ready to shape the future of HR? Start embracing technology today!

Visit: https://sohm.adypu.edu.in/

[phawareglobal]

Jennifer Howard - phaware® interview 503

Jennifer Howard’s inspiring story is one of resilience and hope in the face of immense challenges. Diagnosed with idiopathic pulmonary arterial hypertension (IPAH) in July 2019 after a long and frustrating path to answers, Jennifer faced the daunting reality of living with a chronic illness requiring continuous IV medication through a pump. Despite the overwhelming nature of her diagnosis, Jennifer discovered an inner strength she never knew she had. With a focus on living life to the fullest, she learned to navigate both the bad days and the good, embracing moments that brought her happiness and refusing to let despair take root.

My name is Jennifer Howard, and I'm from Calgary, and I was diagnosed in July of 2019 with IPAH. The day after I was diagnosed with my right heart catheterization, I immediately went on to the IV medication Caripul (epoprostenol). So I'm on a pump 24/7. I complained to my family doctor, "I'm breathless when I do stuff," and she's like, "Here's an inhaler." I was like, "Great." Then, I was like, "It doesn't work." Then, she said, "Try another inhaler." "It doesn't work." Then, New Year's Eve day 2018, and I was walking to Walmart and I fainted. My thought process was if I make it to that light, I will be okay because I can brace myself, catch my breath. But I passed out. Some lovely people called the ambulance on me. I said, "No, no, no, I don't want to go to the hospital, because they're going to charge me $250 for me to be told I didn't eat enough food." But then they took a EKG and they're like, "You are looking a little weird. You should see your family doctor. That took a couple of weeks. Then she said, "I'll send you for a stress test." Nothing happened with that. The cardiologist wasn't speedy, so about March, I finally got the stress test and they're like, "Nothing's alarming." Then, they said, "Oh, we'll do an MRI." They're like, "You'll hear from us in five days." The next day, I got a call. "You have pulmonary hypertension." I'm like, "What is pulmonary hypertension?" They're like, "We don't know." So we're both Googling at the same time. I'm like, "Great. I'm dying, because Dr. Google is not accurate." Within a week, I was sent to the Calgary clinic. Within days, I had my right heart catheter and I was put on the pump. From the time I fainted until my diagnosis, it took six months. But before that, it was just years of my doctor saying, "Here, have an inhaler," because she didn't care, which is a sad thing to say, but she really didn't. I even had the thought process, before I was diagnosed, was I'm not going to see the end of the year because I was just feeling crappy. The doctors here saved my life. I love my pump, keeps me alive. I didn't have a lot of process time, because I went from meeting my then doctor on a Tuesday to having my right heart catheter on the Thursday, to him saying, "We need to immediately admit you." By Friday morning, I had my new accessory. I was numb to the situation. Then, Sunday hit. We had this book to read about all our instructions. I had read it, but I didn't process it. Then, I'm like, "I'll read it again." I just started to cry in the hospital. One of the nurses came in and she's like, "Now is not a good time." I only let myself have that one day of just, why me? But I couldn't let myself focus on that because I was like, "I don't want to become my illness." I came out swinging, and I tell my mom. I'm like, "I never knew until I was diagnosed that I was a fighter." Because I'm not. I'm the introvert. I'm the book nerd. "Oh, no. No people." But I was just like, "I'm coming out swinging." I took a lot of inspiration from my uncle who had a massive stroke and he had this cane, and his physiotherapist is like "Not that cane, because it makes you look sick, so we're going to give you this cane." That stuck with me once I was diagnosed. I spent a lot of time when I was in the hospital, because I had nothing else to do for two months, shopping on Amazon for things that were cute or pretty or things that just didn't make me look or feel sick ,because I was like, "No, no, no, no, no." In the book it said something about a cooler to carry your medication because the Caripul cassette needs to stay cold. You can't just throw it in a bag and away you go. It needs to be kept cold, so that means ice packs or a cooler. That's what really broke me. I was like, "I don't want to walk around with a cooler." But I found the baby bottles that you can use to keep baby bottles cold. I was like, "My ice packs fit in it perfectly." So I was like, "I don't look sick." I have my pretty pink backpack, but just is my cold bag. I really took inspiration from him. His doctors had no hope for him, but he and my aunt just kept fighting. I was like, "Well, if he can fight to walk and talk, I can fight to breathe." I just really used him as my barometer of doing the best I can. We all have bad days, but it's just not drowning in my bad days. Every day I get up and get dressed, even when I feel crappy, because I don't want to... Well, first of all, I have to because I have to change my cassette every day, but if I were to stay in bed because I'm a wallower, I would never get out of bed. I know my weaknesses, because I'm a little bit of a bummer. So, I was like, "I can't wallow in my own personal weaknesses because I just want to keep going." I had two young nephews at the time. I was like, "I'm not ready to say goodbye to my nephews, to my brother, to my mom, to all my friends." I was 46, so I was like, "I'm not quite ready to go yet." I kind of kept that mentality through everything. PH is not the same for everybody. None of our journeys is the same, and so I know I could say like, "Oh, I came out swinging," and somebody would be like, "I just don't have the energy to swing." I try not to judge how my journey has been based on theirs. Don't base your idea of swing on my idea swinging, because maybe yours is just waking up that day is your idea of fighting. I turned into a gamer girl, so I started gaming. I'm terrible at Fortnite, but I have a lot of fun. I found people to game with. It helps because it gives me a social aspect, because I don't work. I'm on disability because of the side effects of this drug, and all my friends are working. But when I game, it's with people. I have a full-time mom who games, so I get a social aspect I didn't have before, and it's fun. I'm terrible, but I have fun. I turned into a gamer girl in my 50s. It's funny because I never considered myself positive or even a fighter, and so that's what my illness has taught me, that I'm a fighter, that I am far more positive than I was before. I think you need to find something that makes you happy, not even passionate or... I'm not saying run out and write a book. If you can, that's awesome, but if that doesn't make you happy, don't do it. If numbers make you happy, find something that makes you happy. It makes it easier to not dread every day thinking, "I'm sick today. I'm sick today." Some days it's just like, "I'm headachy, I'm tired. I don't want to do it." So I don't do it. We have to also let ourselves be permissioned to have our bad days, so then we can embrace the good days a little bit more. But just find something that brings a smile to your face and makes you forget for even five minutes, "I'm a sick person," because I think if it were me, if I were to spend so much time thinking, "I have a chronic illness that will probably kill me," I can't let myself think that way. It's so weird because teenage me would've moped in this. I'm surprised at what this illness has taught me and what other people with this illness have taught me. Everybody facing any chronic illness were just freaking amazing. The first time after I got on my pump and I started feeling better, I walked across that same spot I passed out on, because I have to walk there every time I go to Walmart. I always look at it and I go, "I see you." I just keep going, because I remember what it was like to be like, "Am I on the ground? My pants are cold." So, in five years, there's so many changes happening with medications. I know we're all staring intently at Sotatercept. We're like kids waiting for Santa. That's how I get, and every question is about it. I'm hoping that drug or the next drug, and that one day I don't need the pump and that nobody else needs a pump, that friends don't have to be on oxygen, that I don't have to lose more friends. I just can't wait to see what comes down the pipe.

But for me personally, I don't know. I hope I get better at Fortnite, and I'm actually writing. But I don't know. I just keep swinging. My name is Jennifer Howard and I am aware that I am rare.

Learn more about pulmonary hypertension trials at www.phaware.global/clinicaltrials. Engage for a cure: www.phaware.global/donate #phaware Share your story: info@phaware.com Like, Subscribe and Follow us: www.phawarepodcast.com. @phacanada

Listen and View more on the official phaware™ podcast site

[talenteam]

Employing Sustainable Practices to Draw in Eco-Aware Talent

Leaders across all industries are under increasing pressure to include eco-friendly recruiting practices into their hiring processes as sustainability continues to dominate discussions about corporate practices. Businesses are being evaluated more and more on their dedication to sustainability in operations and hiring practices, in addition to their financial performance. With the help of practical examples and useful ideas, this blog examines cutting-edge sustainable recruiting methods.

The Benefits Of A Sustainable Workplace Culture 

1. Greater Reputation and Brand Loyalty According to a Nielsen poll, 73% of customers worldwide said they would alter their purchase patterns in order to lessen their impact on the environment, with millennials driving this trend. Businesses that exhibit a sincere dedication to sustainability typically draw in committed staff members who share their beliefs in addition to eco-aware clients. For instance, Patagonia, which uses only sustainable materials in its goods and promotes laws that preserve the environment, has established a reputation as a brand connected with environmental activism. This dedication draws in like-minded workers who are driven by a common goal, which increases staff retention and fortifies brand loyalty.

2. Enhanced Efficiency in Operations A sustainable business frequently looks for methods to cut back on energy and waste, which results in large financial savings. Walmart, for instance, reduced its energy costs by 30% after implementing an energy-efficient store design in several of its locations. Businesses may now spend more in their employees by providing competitive pay and improved working conditions thanks to these operational efficiencies. Thus, putting an emphasis on sustainability indirectly enhances financial health, which helps recruit top individuals looking for stable, innovative, and secure businesses.

3. Increased Employee Contentment and Talent Retention Workers are increasingly searching for companies that prioritize a sustainable workplace culture, especially millennials and Gen Z. According to a Cone Communications report, 83% of millennials think they are more loyal to organizations that address social and environmental concerns, and 64% of them take these factors into account when choosing where to work. Businesses may lower attrition and boost employee happiness by establishing a sustainable environment, which will result in a more driven and effective team.

Sustainable Hiring Practices: Key Strategies

In order to implement sustainable employment practices, recruitment tactics must be in line with environmentally aware principles. Businesses are integrating sustainability into their employment procedures in the following ways:

1. Job descriptions that prioritize sustainability Prominent businesses are increasingly directly mentioning their dedication to sustainability in their employment advertisements. To indicate to prospective employees that they would be working for an environmentally conscientious organization, Unilever, for example, often emphasizes the company's environmental responsibility aims in its job descriptions. Candidates that value sustainability are drawn in by this transparency and are more likely to fit in with the company's culture, which increases retention.

2. Making Use of Green Hiring Resources and Platforms To reduce the carbon footprint associated with traditional hiring, eco-friendly businesses are using digital and sustainable workforce practices, such as online evaluations and video interviews. Companies like Microsoft and Google have moved a large portion of their hiring process online in order to save money on in-person interviews.

3. Establishing Positions Committed to Sustainability Another strategy is to design positions that directly support the organization's sustainability objectives. For example, IKEA employs specialized sustainability managers in charge of managing eco-friendly projects across their business. Employers may recruit applicants who are enthusiastic about sustainability and guarantee ongoing progress toward eco-friendly practices by employing people especially for sustainability-related professions.

4. Giving Local Hiring and Remote Work Priority Businesses are prioritizing local workers and encouraging remote work in an effort to lessen their environmental effect. Local hiring lowers the expenses and environmental effects of transferring personnel, while remote work minimizes the need for transportation, which lowers carbon emissions. For example, Salesforce has made a commitment to lessening their real estate footprint and facilitating more remote work in order to lower their carbon footprint and draw in workers who are looking for a flexible, environmentally friendly workplace.

Case Studies: Businesses Using Sustainable Hiring Methods Successfully

1. Patagonia: Aligning Business with Environmental Activism In terms of both hiring standards and product sustainability, Patagonia has long been a pioneer. The corporation encourages employees to take time off for voluntary activity linked to the environment and incorporates environmental advocacy into its mission statement. Patagonia is a great option for environmentally aware talent because of its dedication. Patagonia thus routinely scores highly on staff loyalty and satisfaction surveys. They started an internal program called "Patagonia Action Works" in 2020 that enables staff members to take part in environmental projects, fostering a feeling of belonging and purpose inside the business. 2. Unilever: Hiring for an Eco-Friendly Future Another business that has embraced sustainable employment methods is Unilever, which has matched its hiring approach with its Sustainable Living Plan. Unilever has established challenging sustainability goals and aggressively seeks out applicants who are enthusiastic in helping to achieve them. Young professionals may work on sustainability initiatives and obtain practical experience through the company's Sustainable Business and Communications Internship. Because of this, Unilever is able to draw in and keep workers who share its dedication to establishing sustainable living as the norm. 3. Google: Remote Opportunities and Eco-Friendly Workspaces Google has made strides toward sustainability by committing to operating on 24/7 carbon-free energy by 2030. This goal is supported by their recruitment strategy, which emphasises remote and local hires, reducing the environmental impact of employee commuting and relocation. Google’s eco-friendly facilities, powered by renewable energy, also attract employees who value sustainability. The company’s commitment to environmental goals makes it a magnet for eco-conscious talent who are motivated by the company’s high sustainability standards.

Sustainable Hiring Practices: Attracting Eco-Conscious Talent

As sustainability continues to dominate conversations around business practices, leaders in every sector face mounting pressure to integrate environmentally conscious principles into their hiring strategies. Companies are increasingly measured not just by financial performance but by their commitment to sustainability, both in operations and talent acquisition. This blog explores advanced sustainable hiring practices, supported by real-world examples and actionable insights.

Why A Sustainable Workforce Culture Is More Successful

1. Stronger Brand Loyalty and Reputation

In a study by Nielsen, 73% of global consumers reported they would change their consumption habits to reduce their environmental impact, with millennials leading the charge. Companies that demonstrate genuine commitment to sustainability tend to attract not only eco-conscious customers but also dedicated employees who share those values. Patagonia, for example, has built a brand synonymous with environmental activism, advocating for policies that protect the planet and using only sustainable materials in their products. This commitment attracts like-minded employees who are motivated by a sense of purpose, resulting in higher employee retention and stronger brand loyalty.

2. Increased Operational Efficiency

A Sustainable organisation often finds ways to reduce waste and energy consumption, leading to significant cost savings. Walmart, for instance, reduced its energy costs by 30% after implementing an energy-efficient store design in several of its locations. With these operational efficiencies, companies can afford to invest more in their workforce, from offering competitive salaries to creating better work environments. The focus on sustainability thus indirectly improves financial health, which is beneficial when it comes to attracting top talent who are seeking secure, stable, and forward-thinking employers.

3. Better Talent Retention and Employee Satisfaction

Employees, particularly millennials and Gen Z, are increasingly looking for employers who prioritise sustainable workforce culture. According to a study by Cone Communications, 64% of millennials consider a company’s social and environmental commitments when deciding where to work, and 83% say they are more loyal to companies that contribute to environmental and social issues. By creating a sustainable workplace, companies can reduce turnover rates and increase employee satisfaction, leading to a more motivated and productive workforce.

Sustainable Hiring Practices: Key Strategies

Adopting sustainable hiring practices involves aligning recruitment strategies with eco-conscious values. Here’s how companies are incorporating sustainability into their hiring processes:

1. Emphasising Sustainability in Job Descriptions

Leading companies are now incorporating their commitment to sustainability directly into job postings. For instance, Unilever’s job descriptions frequently highlight the company’s goals for environmental responsibility, signalling to potential candidates that they will be part of an eco-conscious organisation. This transparency attracts candidates who prioritise sustainability and are more likely to be a cultural fit, thus improving retention.

2. Using Green Recruitment Platforms and Tools

Eco-friendly companies are adopting digital and sustainable workforce cultures, such as video interviews and online assessments, to minimise the carbon footprint associated with traditional hiring. Firms like Google and Microsoft have shifted much of their recruiting online, saving resources associated with in-person interviews.

3. Creating Roles Dedicated to Sustainability

Another approach is to create roles that directly contribute to the company’s sustainability goals. For instance, IKEA has dedicated sustainability managers responsible for overseeing green initiatives within their operations. By hiring individuals specifically for sustainability-related roles, companies ensure continuous improvement toward eco-friendly practices while attracting candidates passionate about sustainability.

4. Prioritising Local Hiring and Remote Work

To reduce their environmental impact, companies are increasingly prioritising local hires and promoting remote work. Remote work minimises the need for commuting, which reduces carbon emissions, and local hiring cuts down on the costs and environmental impacts associated with relocating employees. Salesforce, for instance, has committed to reducing their real estate footprint and enabling more remote work, contributing to a smaller carbon footprint and attracting employees interested in a flexible, sustainable work environment.

Case Studies: Companies Excelling in Sustainable Hiring Practices

1. Patagonia: Aligning Business with Environmental Activism

Patagonia has long been a leader in sustainability, not just in its products but also in its hiring practices. The company has a mission statement that includes environmental activism and empowers employees to take time off for eco-related volunteer work. This commitment makes Patagonia a top choice for eco-conscious talent. As a result, Patagonia consistently ranks high in employee satisfaction and loyalty. In 2020, they launched an internal initiative, “Patagonia Action Works,” that allows employees to participate in environmental projects, creating a sense of community and purpose within the company.

2. Unilever: Recruiting for a Sustainable Future

Unilever is another company that has adopted sustainable hiring practices, aligning its recruitment strategy with its Sustainable Living Plan. Unilever has set ambitious sustainability targets and actively recruits candidates passionate about contributing to these goals. The company also offers a Sustainable Business and Communications Internship, allowing young professionals to work on sustainability projects and gain hands-on experience. As a result, Unilever attracts and retains employees who are aligned with their commitment to making sustainable living commonplace.

3. Google: Sustainable Workspaces and Remote Opportunities

Google has made strides toward sustainability by committing to operating on 24/7 carbon-free energy by 2030. This goal is supported by their recruitment strategy, which emphasises remote and local hires, reducing the environmental impact of employee commuting and relocation. Google’s eco-friendly facilities, powered by renewable energy, also attract employees who value sustainability. The company’s commitment to environmental goals makes it a magnet for eco-conscious talent who are motivated by the company’s high sustainability standards.

This Is How You Can Make Sustainable Hiring Practises A Thing! More than simply a fad, sustainable recruiting practices are a crucial distinction for businesses looking to draw in top talent. Organizations may further their dedication to sustainability and social responsibility by using tools such as the Green Team App. This tool, which is integrated into SAP SuccessFactors Work Zone, not only promotes active employee involvement in CSR initiatives but also turns them into enjoyable and fulfilling experiences. Employees may monitor and further CSR goals with the Green Team App, earning badges and recognition for their eco-friendly work. Contact us to learn how we can transform your business with enduring, successful solutions that encourage participation, growth, and a more sustainable future!