Recruiting strong professionals in the environmental and sustainability sector can be challenging, especially in a tight labour market.
With Christmas fast approaching, it might feel tempting to hit pause on hiring until January. But organisations that keep moving in December often gain a real advantage. Starting now will help you secure great people before the new year rush and put you in a stronger position as soon as 2026 begins.
Below are practical strategies to help you make the most of year-end hiring opportunities.
Keep the interview process streamlined
Too many lengthy interview stages risk losing top candidates, particularly in in-demand sustainability disciplines. Aim for no more than two core interview rounds for most mid-level roles.
For example, a quick video or phone screening followed by a final interview. If you need additional steps, such as a site visit, practical task, or meeting key stakeholders, try to combine them. A smooth, decisive process helps you secure the best talent before they accept another offer elsewhere.
Be flexible over the festive period
December can be hectic for candidates. Many will be juggling end-of-year deadlines, holiday plans, or family commitments. Offering flexibility in interview scheduling makes your opportunity far more attractive than employers who are rigid.
Consider evening slots, video interviews, or even agreeing a January start date while still progressing the process now. Flexibility shows respect for people’s time and helps keep great candidates engaged.
Move quickly and keep momentum
Delays between interview stages or letting the process drift into the holiday break can cost you top candidates. When someone impresses, be ready to follow up quickly and make decisions without unnecessary gaps. Even if a final stage needs to happen early in January, keeping the pace up now prevents strong applicants from losing interest or being snapped up by competitors.
Write clear, detailed job descriptions
Avoid vague adverts such as “sustainability generalist.” Instead, be specific about what you need. Outline the relevant sector experience, essential skills, level of seniority, required certifications or licences, and what success in the role looks like.
Clear job descriptions attract motivated, relevant talent and reduce time spent screening unsuitable applicants.
Embed sustainability values into employer branding
If sustainability is a core part of your organisation, make sure that is visible throughout your hiring process. Highlight your environmental values on your website, in job adverts, and in your interview conversations.
Candidates in this space are often motivated by impact and purpose, so showing that sustainability is central to your identity helps you stand out and improves long-term fit.
Think long-term, not just about the hire
Hiring is only the start. Strong retention comes from giving sustainability professionals space to grow. Build pathways for learning, development, and progression in environmental and sustainability roles. Offer training in best practices, support for professional qualifications, and a culture that values continuous improvement.
This strengthens retention and builds lasting capability in your team.
Get in touch
Ready to secure top sustainability talent before the new year rush?
At Irwin and Colton, we specialise in building high-performing environment and sustainability teams. Acting now can give you a competitive edge and ensure your organisation starts 2026 with the right expertise in place.
Whether you’re expanding your function or planning your next career move, we’d be happy to help.
Contact Consultant Jess Rowe in our Environment and Sustainability team: jessica.rowe@irwinandcolton.com or +44 (0)1923 432 693.