A considered approach
Hiring for roles in the environmental sector is a unique challenge. Whether you’re searching for a sustainability officer, a renewable energy expert, or an ecologist, the stakes are high. Get it wrong, and you risk slowing critical progress toward your organisation’s goals, wasting time and resources. Yet, despite the importance of finding the right talent, many hiring managers approach interviewing with a mix of instinct, outdated techniques, and an unconscious sprinkling of bias.
At i-Recruit, we want to help you avoid those pitfalls and refine your interview process. Because while some recruitment agencies might love a bad hire (it often leads to repeat business), we believe in sustainable hiring solutions. Let’s take a deeper dive into the art and science of interviewing—tailored to the environmental sector.
The Psychology of Interviewing: System One and System Two Thinking
Here’s something psychology tells us: humans rely on two modes of thinking.
- System One Thinking: Fast, emotional, instinctive. It’s the gut feeling you get when you meet someone.
- System Two Thinking: Slower, deliberate, logical. It’s when you take the time to weigh a candidate’s qualifications, experiences, and how they align with the role.
System one isn’t inherently bad—it helps us make quick judgments, often based on years of subconscious learning. But it’s unreliable when hiring for complex roles in the environmental sector, where personal chemistry isn’t the best predictor of professional success.
Environmental hiring demands system two thinking. For example, that great candidate who bonds with you over shared passion for hiking might not be the best fit for managing renewable energy projects. The person who stumbles nervously in their introduction might just be the innovative thinker your organisation needs. Gut feelings are helpful, but they shouldn’t lead.
The Bias Minefield
Bias—conscious and unconscious—affects everyone. It’s not inherently bad, but in the context of hiring, it can seriously skew decisions. In the environmental sector, this might mean:
- Preferring candidates who share your alma mater or a hobby, an example of affinity bias.
- Letting a weak early impression from a nervous candidate weigh too heavily, a common form of anchoring bias.
- Overlooking candidates from diverse or unconventional backgrounds, even though their varied perspectives might be invaluable in tackling environmental challenges.
By reflecting on how biases operate, you can take deliberate steps to counter them. Simple strategies, like using structured interview questions and scoring candidates based on predetermined criteria, can reduce their impact and help you focus on the qualities that matter most for the role.
The Problem with Face-to-Face Interviews
Research suggests traditional face-to-face interviews aren’t always the best way to start the hiring process. They’re subjective, prone to bias, and overly reliant on impressions. In the environmental sector, where technical skills and strategic thinking often outweigh charisma, this can lead to poor hires.
That doesn’t mean you should ditch face-to-face interviews altogether, but it might mean rethinking their role in your process. Consider starting with:
- Skills Tests: For example, have candidates design a basic energy-efficiency proposal or analyse an environmental policy scenario.
- Scenario-Based Interviews: Ask how they would handle a specific challenge, such as implementing a waste reduction programme.
These steps help ensure you evaluate candidates on their ability to perform rather than how well they present themselves in a formal setting.
The Cost of a Bad Hire
In the environmental sector, a bad hire can be particularly damaging. These roles often have high stakes, requiring professionals who can manage complex projects, collaborate across disciplines, and stay resilient in the face of challenges. A poor match can derail projects, strain teams, and waste valuable resources—all while delaying progress toward sustainability goals.
How to Improve Your Interview Process
So, how can you make better hiring decisions?
- Plan with Purpose: Tailor your interview process to the role. A renewable energy technician might need a hands-on assessment, while a sustainability strategist might benefit from a panel interview.
- Mitigate Bias: Use structured questions and scoring to keep the focus on job-related criteria.
- Emphasise System Two Thinking: Prioritise logic and evidence over instinct.
- Adapt Your Process: Combine interviews with other tools like task-based exercises, personality assessments, or portfolio reviews.
- Reflect and Adjust: Review your past hires—what worked, and what didn’t? Use this insight to refine your approach.
Why It Matters
The environmental sector doesn’t just need employees; it needs passionate, skilled changemakers who can help your organisation make a lasting impact. Hiring isn’t just about filling vacancies; it’s about building a team that can tackle the climate crisis, protect biodiversity, and lead us toward a more sustainable future.
At i-Recruit, we’re here to help you make smart, sustainable hiring decisions. Together, we can create processes that work—not just for today, but for the long-term success of your organisation and the planet. Let’s find the future of environmental talent, one considered interview at a time.