Ever wonder what a recruiter specializing in filling Environmental, Health, and Safety positions has learned about the industry, the EHS recruiting process, job seekers, and hiring organizations?
We sat down with Christina Boland, Director of Recruiting at Aarcher Talent, to explore some of the challenges faced by hiring managers and candidates.
Q: We wanted to talk with you about your impressions and insights as a recruitment manager specializing in EHS positions.
A: OK, I’m happy to share whatever I can.
Q: Have you always been involved in EHS recruiting?
A: No, I was in Human Resources and Healthcare Recruitment for many years before joining Aarcher Talent. Since then, I’ve been totally immersed in the EHS industry. I believe it’s very important for recruiters to understand the industry they serve. I completed the Aarcher Institute of Environmental Training’s “Original Environmental Compliance Bootcamp™” course, attending class alongside environmental professionals, and since my office is directly across the hall from the Aarcher Institute training room, I have the opportunity to talk with EHS professionals all the time. I’ve also attended and exhibited at some safety and environmental national conferences. I was lucky to have access to data compiled by the Aarcher Institute and some EHS associations and industry groups, which allowed me to study the fundamental EHS professional skills sets.
Q: So, is recruiting for EHS different than recruiting in other sectors?
A: Yes and no. Fundamentally, it’s the same in that hiring managers want the best candidates that fit in well into the organization, and candidates want a job, or a new job, or a different job. Beyond that, though, I’ve found that there are some unique challenges with recruiting for EHS positions.
In other industries, candidate credentials and qualifications are easier to define and verify. For example, most medical professional are specialized and board licensed, IT professionals often carry program and function-specific credentials, and other industries have required state licensing or at least one dominant certification. Recruiting in the EHS industry is more challenging because there are many different licenses and competing certifications, and in many cases, they aren’t required. People working in this field have a wide range of educational backgrounds. So we need to really understand the functional position requirements and be able to analyze candidate education and experience to determine whether they are actually well-positioned to take on the role.
Q: But if someone needs an air compliance specialist, for example, isn’t that straightforward enough?
A: Well, not based just on that information. I assume you mean Clean Air Compliance and not indoor air, but even so, I would like to know whether the person is going to take the lead on implementing a Title V permit, only taking NOx readings, doing source testing or visible emissions observations, directing the activities of others, etc. The challenge in reviewing resumes is that many will reference the Clean Air Act or “air compliance” or whatever, and perhaps that was part of a candidate’s responsibilities, but understanding whether the candidate has the background to really perform the required tasks requires more analysis.
Q: So how do you determine a candidate’s capabilities?
A: That’s part of our secret sauce, ha. We spent a lot of time building an analysis structure based on the first-hand knowledge and compiled data from both Aarcher, Inc. (our 20-year-old EHS consulting practice) and Aarcher Institute, where we have provided EHS training to more than 7,000 EHS professionals. We systematized the analysis as best as we could, but it also involves close case-by-case scrutiny by senior EHS professionals and recruiters. Our recruiters rely on our Qualifications Team for input. Before presenting candidates to our clients, our recruiters request a qualifications analysis from the Qualifications Team, which is made up of senior-level EHS professionals.
Q: What if a candidate is strong, but lacks some particular experience or capability?
A: Good question, because that’s the case more often than not. The decision to hire is ultimately up to the hiring organization, obviously, but Aarcher Talent’s process allows us to present the candidate along with an analysis of strengths and weaknesses, relative to the position, along with some thoughts on how any gaps might be addressed. We have some specialized tools for doing that. Our approach has helped many of our clients consider candidates they might not have otherwise, and they have turned out to be quite successful in the role.
Q: Is there a specific EHS certification or association membership you look for?
A: No. We look closely at the various certifications, and we have thoughts about their suitability for various job types, but there is no certification or membership that we routinely look for.
Q: Any recommendations for junior or entry-level EHS job seekers?
A: Look for opportunities to build your career early. If you’re willing to relocate, that will definitely open up more options, so try to use that flexibility to find a position that will be challenging and provide a good foundation for your career that will allow your resume to tell a solid story about you. Try to stay at your first job for three or more years – many of our clients are hesitant about candidates that appear to be job hopping. No company wants to invest in onboarding and training someone that isn’t going to stay. Make your LinkedIn profile as good as it can be, and use a good, professional photograph. Create a solid resume, and remember to update it as you gain experience, continue your education, take training courses, and complete certifications. College students should look for an internship that aligns with their career goals. A relevant degree and internship are often enough to get the attention of hiring managers who are willing to train for entry-level positions.
Q: Any thoughts for an in-house recruiter working to fill an environmental, health, or safety position?
A: Talk to the hiring manager and learn what the job really entails, rather than relying on keywords or references to technical or regulatory terms in resumes. If the hiring manager likes a particular certification, that may point you in the right direction. Consider the difference between supporting EHS programs and being on the hook to direct, implement, or develop those programs.
Q: Thanks for taking the time, Christina.
A: My pleasure. I’m really enjoying the diversity of the EHS professionals and the challenges of finding the right people for the right jobs!