International J.

Advances in Social Sciences 11(2): April - June 2023

ISSN 2347-5153 (Print) Available online at

2454-2679 (Online) www.anvpublication.org
DOI: 10.52711/2454-2679.2023.00010
International Journal of Advances in
Vol. 11| Issue-02|
April – June | 2023 Social Sciences

RESEARCH ARTICLE

Green Recruitment and Selection: An Innovative Approach towards

Organizational Development and Environmental Sustainability
Sujata Das 1, Dr. Madhusmita Dash2
1
Research Scholar, Siksha ‘O’ Anusandhan (Deemed to be University), Bhubaneswar, Odisha, India.
2
Associate Professor, Siksha ‘O’ Anusandhan (Deemed to be University), Bhubaneswar, Odisha, India.
*Corresponding Author E-mail: d.sujata79@gmail.com, madhusmitadash@soa.ac.in

ABSTRACT:
The most important role of human resources is green recruiting and selection. Ecological sustainability and
communal accountability have grown to the top of the political agenda. Organizations are increasingly looking
for candidates who care about the environment. Besides, the younger generation is growing more concerned with
environmental preservation. The purpose of this research was to evaluate the impact of green recruitment and
selection on organizational development as well as the environmental sustainability of chosen institutions in
Odisha, India. The research was founded on human capital theory. It used a correlational study approach, with
400 respondents chosen from IT Company in the Odisha region as the target population. The Yamane taro
formula was used to calculate a sample size of 200 respondents. A systematic questionnaire was used to obtain
primary data. The validity of the research was evaluated in consultation with supervisors and subject specialists,
and instrument reliability was established using Cronbach's alpha, which provided a coefficient of 0.798.
Descriptive statistics and regression analysis were used to analyze the data. The findings demonstrated a
significant favorable relationship between green recruiting, selection, and the sustainability of IT factories.
According to the study, green recruiting and selection had an impact on the factory’s sustainability.

KEYWORDS: Green HRM, Green recruitment and selection, Organizational development, Environmental
sustainability.

1. INTRODUCTION:
The most important duty of human resources is to change its color. Environmental sustainability and social
responsibility have unquestionably come to the top of the agenda.

Environmental issues have gained prominence as a result of heated debates about global warming, recycling, energy
conservation programs, and natural disasters. Young people are interested in environmental issues, which are
dominating political debates around the world.

Employers are also seriously considering becoming green. Organizations are attempting to seize every chance,
seeking to stand out and make a good impression so that the suitable individuals with an environmentally conscious
mindset apply for the jobs. In recent years, an increasing number of large corporations have begun to flaunt their
environmental records in order to gain a competitive advantage over competitors as well as potential employees.
Welcome to the realm of environmentally friendly hiring. Going green isn't just a fad; it's the way the world is
changing to become more efficient.

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“Organizations are increasingly becoming more aware of the necessity of becoming green and implementing
environmental management techniques, which are critical in the transition to sustainable business practices”
(Ahmad, 2015). “Organizational sustainability can be achieved by balancing environmental management,
stakeholder protection, and ensuring that the business remains economically viable” (Yusoff, Nejati, Kee, and
Amran, 2018). “This can be accomplished by applying green human resource management practices, the primary
goal of which is to promote environmentalism while also increasing employee morale and satisfaction” (Jabbour,
2013). “GHRM refers to systems, practices, and policies that define employees in an organization as green in order
to benefit the natural environment, company, individuals, and society as a whole” (Renwick, Jansson, Verburg,
Revoredo-Giha, Gocht, and McCracken, 2013).

“Green human resource management defines a company’s commitment to environmental conservation through its
varied practices. It also emphasizes the ecosystem's fragility and the environmental consequences of the
organization's economic actions” (Mishra, Sarkar, and Kiranmai, 2014). “Green human resource management
improves total organizational performance through internal production processes and delivers a good return to both
internal and external stakeholders” (Tang, Chen, Jiang, Paille, and Jia, 2018). “Green recruitment and selection
(GRS) has been acknowledged as a key business driver for expanding organizations. Green recruitment and
selection are defined as the process of locating competent candidates for a job via online advertisements in order to
minimize acts that are harmful to the environment” (Islam, 2014).

“Green recruitment and selection, which is an important component of Green Human resource management, play an
active role in implementing green initiatives in recruitment such as green need assessment, job description
preparation, and building recruitment plans for conducting interviews” (Ahmad, 2015). “The majority of third-world
nations have not embraced or implemented green human resource management practices, resulting in increased
pollution and other negative effects on the ecology” (Al-Romeedy, 2019). “According to scholarly data, certain
countries, such as Egypt, have integrated environmental policies into their organizational goals and objectives.
However, these regulations are not fully applied, and organizations continue to rely on traditional recruitment
practices such as manually accepting recruitment applications” (Mishra, Sarkar, and Kiranmai, 2014).

“Scholarly data suggests that some countries, such as Egypt, have integrated environmental policy into their
organizational goals and objectives. However, these regulations are not fully enforced, and organizations continue to
rely on traditional recruitment practices such as receiving recruitment applications manually” (Mishra, Sarkar, and
Kiranmai, 2014). According to Agyepong, Adelaide Owusu, and Godwell Nhamo (2017), “a review of green
practices focusing on policies in organizations operating within the metropolitan municipality in South Africa, many
organizations have adopted green practices in recruitment; however, implementation has been slow. More training
on the benefits of green human resource practices was required to ensure that the practices were implemented
effectively”. According to Mwita (2018), “green training, recruitment, and selection practices contribute to enhanced
business performance in Tanzania's public sector”.

According to Okeyo and Ragui (2017), “proper development and implementation of green recruiting strategies
enables organizations to improve their green image, establish and strengthen core skills, and achieve high efficiency,
all of which lead to organizational sustainability. IT factory organizational sustainability is critical for providing
environmental health protection, creating environmental competition, and fostering employee happiness and
retention. Most IT processing plants are focused with improving and achieving sustainability through the
implementation of good green human resource management practices” (Haddock Millar, Sanyal, and Müller-Camen,
2016; Likhitkar and Verma, 2017). “According to Odisha pollution statistics, the statistics index on pollution is
1.7%, showing an upward trend. This is a threat to the environment that requires the attention of multiple parties”.
According to Hosain and Rahman (2016), “IT companies should incorporate environmental considerations into their
strategic business strategies for effective execution. The factories should also change and consider ecologically
friendly practises in their day-to-day operations”.

2. LITERATURE REVIEW:
“The research was founded on Human Capital Theory. According to Sweetland (1996), Adam Smith developed the
notion, which eventually became the science of human capital (Almendarez, 2013)”. Armstrong and Taylor (2020),
“asserted that humans are either born with inborn abilities or they just acquire them through learning and end up
transforming them into human capital incase more or further attention is given to them”. Bontis, Chua and
Richardson (2000), “argue that the human intelligence, human skills and human capabilities are the most critical
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factors in associations and how these assets are overseen gives the organizations competitive edge. This factor can
be acquired or attained through training and development, human resource performance management and reward”.

“Human capital theory may not apply to some situations such as where the organization does not have informant on
how to implement training and reward, human resource performance management and reward to the employees in
order to attain organization sustainability”. Schulz Chowdhury and Van de Voort (2013), “organizations need to
establish the importance of human capital which could be accessed through human resource practices. To this study,
the theory will be anchored on three objectives; green training and development, green human resource performance
and lastly green reward. The theory will address on how green training and development will contribute to employee
efficiency, how green human resource contributes to sustainability, and green reward management motivate
employees” (Schwab, 2018). “Employees who are highly motivated tend to have high interest in acquiring new
knowledge which will improve on their skills, increase their capabilities hence boosting sustainability of IT
factories”.

Green Recruitment, Selection:

“John Sullivan, an HR Consultant and Professor of Management at San Francisco State University’s College of
Business, invented the term Green Recruiting in June 2007. If you want an advantage in recruiting, green recruiting
is the way to go, he said. The time has come for businesses to go in for the kill, as many have yet to do so. Green
recruiting is the practice of conveying a company’s unwavering commitment to environmental causes with the
people they are seeking to hire”.

“It is not a passing fad. Companies all across the world are jumping on the green recruiting bandwagon. It is a
paperless recruitment procedure with a low environmental impact. Applications are accepted via internet channels
such as e-mail, online application forms, or the Global Talent Pool. Telephone or video-based interviews are
undertaken whenever possible to reduce the environmental impact of travel. Encouraging minor practices at work,
such as turning off lights and equipment when not in use, shutting down workstations, holding teleconferences in
time of travels, striving for a paperless workplace, and so on, may make a huge difference in creating an attractive
place to work. Green recruiting provides an opportunity to stand out in a recruiting field when standing out is
already challenging”.

“Green selection and recruiting are among the top human resource management practices that allow an organization
to build green HRM initiatives for each job application. Sustaining and recruiting new employees is a major
challenge for HRM around the world”. (Sudin, 2011). Chen, Hossen, Muzafary, and Begum (2018) evaluated “the
influence of green selection and recruiting on banking sustainability in Bangladesh. The descriptive research design
was adopted in the study. Data was acquired from secondary and primary sources”. “Secondary data was acquired
through bank annual reports, published papers, periodicals, and journals, while primary data was gathered through
structured questionnaires. Purposive sampling was employed to pick respondents for the study, which targeted 10 IT
companies”. “The acquired data was analyzed using descriptive statistics. According to the study's findings, eighty
percent of the banks chosen had implemented recruitment and selection processes, while seventy percent of the
banks indicated that they were duplicating tasks that were time consuming, cumbersome, and stressful, which was
contrary to the idea of green recruitment and selection”. “Furthermore, the study found that traditional recruitment
and selection were not as cost effective as green recruitment and selection. The report proposed that banks use green
recruitment and selection practices in order to reduce costs while also promoting the banks environmental
sustainability.”

“A study conducted in Malaysia by Yong, Yusliza, Ramayah, Chiappetta, Jabbour, Sehnem, and Mani (2020)
attempted to investigate the effect of green HRM on manufacturing industry sustainability”. “The study used a
cross-sectional research design. “The study sought to ascertain the impact of green recruiting, green selection, green
training, green reward, green analysis, green description, and green performance assessment on manufacturing
sustainability”. “According to the findings of this study, green recruiting has a good impact on the sustainability of
manufacturing firms, but green selection has an insignificant impact on the sustainability of manufacturing
enterprises”. Ogbu and Okwurume (2019) investigated “the relationship between human resource management and
the sustainability of Nigerian deposit-taking institutions. A cross-sectional survey research design was used for the
investigation”. “A simple random sampling technique was employed to sample ten deposit institutions, and the study
used primary data sources and questionnaires to obtain data. Each bank’s five managers were polled”. “The

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researcher distributed 50 surveys, but only 41 copies were returned to the responders. According to the study's
findings, green recruiting was favorably associated with bank sustainability”.

Kuria and Mose (2019) “investigated the impact of green human resource management approaches on the
sustainability of Kenyan institutions. A descriptive research design was adopted in their study”. “The study chose
ten institutions since they had approximately 400 people working in schools or deans of faculties, human resources,
and senior management. Purposive sampling was employed to choose 120 people from the target demographic. The
study used open-ended questionnaires, and the data was collected and analyzed using graphs, tables, and charts.
Green recruitment and green selection had a strong and favorable association with university sustainability,
according to the study findings”.

Steps to Implement Green Recruiting:

John Sullivan suggests these steps for companies interested in green recruiting.
• Ascertain the decision barometer for selecting the candidate: “HR managers must guarantee that a significant
proportion of quality applicants see a company's environmental credentials as one of their primary reasons for
hiring; otherwise, obtaining senior management to support green recruitment programs would be extremely
difficult. HR experts might hold focus group talks at industry events to assess which “green” characteristics are
most important to job seekers. Another option is to ask candidates about their decision criterion for selecting a
position during interviews, or to post their decision criteria on the website. Inquire about the criteria used by
those who accepted positions during orientation. Finally, three to six months later, contact those who declined
your offers to weigh the benefits and drawbacks. Change your recruiting strategies and focus as a result of this
understanding”.

• Benchmark: “HR managers must identify the finest environmental practices of other organizations through
various sources such as surfing the Web and contacting recruiting consultants. Use this competitive study to
determine the extent of the company’s performance and progress, as well as to plan the company’s future course
of action”.

• Your Web site: “Companies should make their green initiatives and the results of those efforts evident on their
corporate careers Web site. Companies should disclose their recycling statistics, as well as whether they are
carbon neutral, work to reduce greenhouse gas emissions, or have received environmental honors. The website
should also include narrative or video profiles of the company’s environmentally concerned personnel”.

• Becoming a talking point: “If the company has strong environmental record, it is important to publicize it. The
company’s impressive environmental credentials featured in business journals, professional and industry
publications as well as in newspapers and on TV. Company should focus on short environment oriented initiative
press releases from time to time in order to create its presence towards social responsiveness. Work with the PR
department in order to identify which of the company’s practices are most likely to be appealing to the media. It
is important to identify and designate an individual to be available for interviews to media. It's also critical to
constantly scan the Web to identify and quickly locate any negative comments on company’s environmental
record”.

• Recruitment advertising: “Companies would advertise in magazines and newspapers that candidates who are
sensitive to the environment are likely to read. Highlight in the recruitment ads a few eye-catching and facts and
prestigious environmental awards that company might have won. If the company use brochures or paper
recruiting materials make sure they’re from recyclable stock and the same should be mentioned on the
document”.

• Job descriptions: “It is a matter of utmost importance that HR manager will have to ensure that due allowances
are made for including responsibilities for combating negative environmental fallout in the job description. This
is critical because if job seekers don’t see being environmentally friendly integrated into “every job” at the
company, they might see your “green recruiting” as merely PR effort. If the company is really serious about
green recruiting, it should ensure that the knowledge of environmental effects are brought within the ambit of
skills required section of a typical job description”.

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• Interviews: “During the interview managers should be provided with extensive green fact sheets outlining the
company’s environment-friendly credentials. If the company is really aggressive and competitive, it should
provide candidates with a side-by-side comparison showing how company’s environmental record is superior to
other competitive firms they might be considering. It will help the candidate to understand the edge of the
company in comparison to competitors”.

• Sourcing: “One of the best ways to enhance the company’s environmental image is to hire lots of
environmentally friendly employees who can spread company’s green in initiatives through word of mouth. It
becomes the responsibility of company’s recruiting identify the sources from where the highest-quality
environmentally friendly candidates can be approached”.

• Referrals: “Employees are the ultimate ambassadors of the company and whatever they say has a far reaching
impact. It is true for the recruitment process too. Let the existing employees of the company spread the word
which will help both recruiting and product sales. Employer can take the support of current employees to
intentionally talk about the company’s “greenness” to the right people in environment circles and seek out
prospective candidates to provide you with names”.

• Winning Awards: “Winning awards for excellence is always a major element of building an employment brand.
Winning high coveted, high profile environmental awards should be a major element of company’s strategy”.

• Advisory group: “HR manager should ask the advice of six to eight environmentally activist employees about
measuring the quality of the message company is sending on green issues. These employees need to reflect on
how to ascertain the quality of message and influence more applicants on the basis of "green" record of the
company”.

• Product Image: In case the applicants are environment conscious they want to know that the products they will
be helping to produce and roll out in the market are environmentally friendly and do not upset the fragile Eco
balance. This means putting pressure on product advertising and marketing to highlight the fact that the product
is eco-friendly. The packaging will have to highlight the greenness that the company claims to follow”.

• Value statements: “Company should ensure that corporate vision, mission, goals, values includes environmental
elements”.

• Annual report: “It is not a matter of surprise that many applicants take enough time to read company’s annual
report. Company should ensure that annual report must include sections that highlight environmental record and
the fact that you recruit environmentally friendly employees”.

• Employee benefits: “HR manager can consider the employees for benefits who do any effort for environmental
cause. For instance company can donate liberally for supporting environmental causes, paid time to volunteer for
environmental causes, matching donations to green causes, and support for alternative transportation options.”

• Reward criteria: “HR manager can add one more dimension in the formal performance-appraisal system for all
employees. Use it as a critical element in promotions, bonuses and pay increases.”

• Develop metrics and rewards: “Green recruiting cab be successful if the candidates know that the environment
based recruiting metrics match with the rewards in terms of hiring decision. The metrics should include the
extent to which candidates are aware of company’s strong environmental record, the number of candidates who
reject offers because of a poor record and the extent to which the potential hires cite the company’s strong
environmental record as one of the main reasons for accepting the offer. Finally HR manager can organize exit
interviews with your top performers to identify whether environmental factors contributed to their exit.”

Companies using Green Recruitment Policy:

• Mc Donald:
“It adopts green recruiting in many ways. The company gives extends environmental commitment to headhunters,
recruiting agencies and prospective candidates. Job candidates are provided with a pre hand information in the form

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of pamphlets and brochures through mail highlighting the McDonald’s environmental friendly initiatives before
conducting the interviews. Candidates are encouraged to read and download the information available on the
company website that highlights the company’s commitment to green issues”. “One such footage throws light on
coming together of McDonald’s and activist group, Greenpeace, to fight the issue of deforestation Amazon forests
by soy farmers. McDonald’s supply chain and environmental sustainability is being studied and discussed in prime
institutions like Harvard Business School and Berkeley Hass School of Business.”

• General Electric:
“General Electric has adopted green initiative in a unique way. In the year 2006, GE conducted a contest for college
students. College goers were required to design an environment project within the budget of $25,000 and the same
was supposed to be implemented in the college campus. The contest was named as Eco imagination Challenge”.
“Many of the students came up with exceptionally great ideas. Some of the members of the winning IT were hired
by the company subsequently. On the bottom left-hand corner the website carried a link that gleamed in green color
stating Jobs@ GE. The idea behind it is very simple the play the environment-friendly card and attract the talent”.

• Google:
“Google has successful used their environmental policies. Company has hired a director who coordinates corporate
environmental efforts in an attempt to match their corporate business strategy with their environmental efforts. Some
initiatives that support environmental issues at Google include are providing subsidies for employees buying hybrid
cars, company dining facilities that serves organic sustainability food, charitable contributions to organizations that
fight global warming, use of green fuel and solar power etc”.

Green Recruiting in it Companies:

IT companies in Odisha are going big on the green concept.
• Wipro Technologies:
“It was the 1st IT Company which launch eco-friendly desktops and note book in India. It takes an incentive to
decrease in the organization's carbon footprint. Also manage its water and energy efficiency, and develop new
benchmarking in reutilizing waste. It encourages its employees to circulate used paper to cut down on paper
consumption”. “Microsoft by tying up with Nityata, an NGO working with school children in the tribal areas of
Nagarahole distribute notebooks made by binding together used office sheets. In one of the building in Bangalore
company have sensor based lightning in order to save energy”.

• Infosys Limited:
“Infosys became the first Indian corporate to receive wins UN Climate Action Award Recognized in ‘Climate
Neutral Now’ Category at COP25 in December 2019, for carbon neutral program. Infosys certified with the highest
level of green building certification (LEED Platinum/GRIHA 5-star)”. “Infosys’ Pune campus is the world’s
largest3 LEED-certified Platinum-rated campus. Unisys use campaigns like “Vanishing Tree” to spread awareness
on reducing paper waste among employees. Moreover during winter and monsoons company drew fresh air in order
to minimize the load of chillers and subsequently conserve energy. The company has tie up with Saahas, an NGO
for e-waste disposal”. “The volunteers clear the drop boxes once in a month and send it to E-Parisara an authorized
e-waste recycling agency. This way the used dry cells and CD’s get disposed in the right way”.

• Satyam Limited:
“In Satyam only vehicles with pollution check labels get parking space. Employees are encouraged to use
company’s transport to cut down on carbon footprint”. “Many small and big IT companies are taking small
initiatives but marking a large difference like saying goodbye to paper cups at water stations, using both sides of A4
sheets, sipping water from transparent ecofriendly sippers made of biodegradable plastic, avoiding face-to-face
meetings, encouraging car pools etc”.

Sustainability:
“The prevention of natural resource depletion in order to maintain ecological balance is referred to as sustainability.
To organizations, sustainability is defined as the creation and preservation of natural resources concerned with
environmental health, social benefits, and economic health” (Almada and Borges, 2018). Hadjri, Perizade, and Farla
(2019) “conducted a comparative study on environmental management in Mexican manufacturing enterprises”. “A
survey research design was used for the investigation. Primary data was used to collect data for analysis, and
descriptive and inferential statistics were employed to analyze the data. According to the findings, enterprises that
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integrated green environmental systems were more compliant with environmental rules, increasing their
sustainability. The firms received high evaluations in comparison to those who were still struggling to develop green
environmental solutions”. “This was related to the official environmental certifications they acquired”. “The failure
of organizational environmental sustainability policy implementation in South African manufacturing enterprises
was investigated by Howes, Wortley, Potts, Dedekorkut-Howes, SerraoNeumann, Davidson, and Nunn (2017)”. “A
descriptive research design was used for the study, and the data collected was analyzed using descriptive and
inferential statistics. Green human resource management was a crucial pillar of organizational sustainability”.
“Green training, recruiting, selection, and rewards, according to the findings, were key contributors to organizational
environmental sustainability, resulting in a competitive environment advantage”. “Owino and Kwasira (2016)
conducted research to investigate the impact of green HRM practices on the environmental sustainability of the
Menengai Oil refinery”. “The study employed a descriptive research approach using primary data to collect data for
analysis. A total of 163 respondents were chosen from a target group of 275 employees”. “Data was analyzed using
descriptive and inferential statistics, and the results were presented in the form of pie charts, figures, percentages,
and tables. Green training was found to have a negligible association with environmental sustainability, however
green performance management was found to have a strong relationship with environmental sustainability.
According to the report, in order for an organization to achieve environmental sustainability, it should embrace
green human resource management.”

Independent Variable Dependent Variable

Figure 1: Conceptual Framework

3. OBJECTIVES OF STUDY
The current study has three primary objectives.
• To explain Green HRM and its practices.
• To comprehend the procedures involved in green recruiting.
• To research organisations that use green recruiting practices.
• To investigate how this practice of Green recruitment might help organizations flourish while also promoting
environmental sustainability.

4. RESEARCH METHODOLOGY
“A correlational research methodology was used in the study to analyze the relationship between green recruitment
and selection and the sustainability of chosen IT companies in the Odisha region. Because the researcher attempted
to uncover the relationship between independent and dependent variables, this form of research design was critical
to this study”.

“The study’s target demographic consisted of 915 respondents from 12 IT companies in the Odisha region. A
sample size of 278 was chosen using proportionate stratified sampling to pick responders from each IT facility”. “A
standardized questionnaire with a 5-point Likert scale was used to collect primary data on green recruitment and
selection”. “The IT factory’s website and published publications were used to gather secondary data on
organizational sustainability. To offer an overview of the data, descriptive statistics (mean and standard deviation)
were employed. Simultaneously, correlation and regression studies were performed to investigate the association
between green recruitment and IT factory selection”.

“The current article is based on secondary source data and helps to clarify the meaning and idea of green recruiting,
highlight trends towards green recruiting in Odisha State, and identify companies that are adopting green recruiting

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practices”. “The secondary data was gathered primarily from textbooks, periodicals, journals, the internet, and the
Odisha Department of Energy, Labor, and Economic Growth’s Green Jobs Report 2009 (produced by the Bureau of
Labor Market Information and Strategic Initiatives)”.

The study tried to analyze specific green human resource management practices utilized at various IT organizations
by using a Likert Scale to quantify the degree to which respondents agreed to specific statements in the
questionnaire. On the Likert Scale, 5 meant very agree, 4 meant agree, 3 meant neutral, 2 meant disagree, and 1
meant severely disagree.

Table 1: Green Recruitment and Selection

Statement SA A N D SD Mean SD
For staff, the factory has created a green job description. 10(7%) 97(63%) 25(16%) 11(8%) 10(7%) 3.5621 .95855
Those who are aware of green practices are recruited to 15(10%) 56(37%) 52(34%) 30(20%) 3.365 .9086
work at the factory.
The company encourages new applicants to use green. 35(23%) 103(67%) 5(3%) 10(7%) 4.000 .9247
For potential employees, the plant likes to conduct online 50(33%) 31(20%) 52(34%) 20(13%) 2.724 1.058
interviews.
Green recruitment and selection has increased factory 10(7%) 82(54%) 30(19%) 21(13.7%) 10(7%) 3.398 1.021
employee retention.

According to the above table, the factory has created a green work description for its employees (M = 3.561; SD =
0.9585). The factory also hired employees who were informed about green practices, according to the respondents
(M = 3.365; SD = 0.9086). The factory encouraged new applicants to apply for positions using green criteria,
according to the majority of respondents (M = 4.000; SD = 0.9247). The majority of respondents (M = 2.724; SD =
1.058) disagreed on whether the IT firm favored conducting prospective employee online interviews.

Finally, the vast majority of respondents (M = 3.3987; SD = 1.02174) thought that green recruiting and selection
improved factory employee retention. Finally, these findings show that various IT factories adopted Green
Recruitment and Selection practices, resulting in the long-term viability of various enterprises. The findings are
consistent with those of Chen, Hossen, Muzafary, and Begum (2018), who discovered that 80% of the selected
banks used recruiting and selection methods, resulting in increased efficiency and effectiveness in management
processes.

Inferential Statistics: Because only one independent variable was used to examine the association between green
recruiting and selection and the sustainability of selected IT organizations, a simple linear regression model was
applied. The following model was assessed in the study:
Y= β0+ β1X1 + ε
Where Y=dependent variable (organization sustainability); β = constant; X1 = independent variable (green
recruitment and selection); ε = error term

Table 2: Model Summary

Model R R Square Adjusted R Square Std. The error of the Estimate
1 0.843a 0.713 0.703 0.67771
a. Predictors: (Constant), Green Recruitment and Selection
b. Dependent Variable: Organizational development and environmental Sustainability
Findings (R = 0.843) show a good relationship between green human resource management and the Organizational development and
environmental sustainability of IT manufacturing. R2 is 0.7123, which means that one unit change in green recruiting and selection practices can
explain 71.3% of the variation in organizational sustainability.

Table 3: Analysis of Variance

Model Sum of Squares Df Mean Square F Sig.
1 Regression 168.132 4 42.031 91.508 0.000b
Residual 67.967 138 0.469
Total 236.089 142
a. Dependent Variable: Organizational and Environmental Sustainability
b. Predictors: (Constant), Green Recruitment and Selection
The results demonstrate that the independent factors have a statistically significant connection with the dependent variable, F (4,148) = 91.508,
p0.05. This indicates that the regression model was a good fit for the data. Furthermore, the Variance Analysis suggests that Green Recruitment
and Selection influenced the sustainability of the selected IT factories. As a result, management should emphasize the aforementioned practices.
These findings corroborate those of Hadjri, Perizade, and Farla (2019), who discovered a statistically significant link between Green Human
Resource management and firm sustainability.

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5. RESULTS AND DISCUSSION

The primary goal of the study was to establish a link between green recruiting and selection and the long-term
viability of chosen IT companies in Odisha. The study's response rate was 91%, suggesting that 253 of the 278
questionnaires issued were returned. According to the study, the majority of respondents (60.2%) were between the
ages of 28 and 37, with those younger than 27 accounting for 22 (14.4%), those between the ages of 38 and 47
accounting for 50 (32.7%), and those between the ages of 48 and 57 accounting for 21 (13.7%).

Furthermore, the study discovered that 72 (47.1%) of respondents were graduates, 51 (33.3%) had a diploma, and 30
(19.6%) had a postgraduate qualification or degree.

This means that the majority of respondents comprehended the impact of various green human resource
management practices on the long-term viability of IT manufacturers. Finally, the majority of respondents, 93
(60.8%), had spent 11 to 15 years working in an IT factory. 50 (32.7%) had worked in the factory for 6 to 10 years,
with 10 (6.5%) having worked there for more than 16 years.

6. CONCLUSION:
As seen by the availability of green job descriptions for all employees, the selected IT manufacturers have
implemented green recruitment and selection practises, which contribute to their long-term survival. The availability
of green job descriptions for all employees demonstrates that the selected IT manufacturers have implemented green
recruitment and selection practices, which contribute to their long-term survival.

While the various IT firms had successfully embraced and implemented green human resource management
practices, the study recommended that they develop a platform that would allow them to conduct interviews online.
In addition, factories should encourage new applicants to apply online. Everyone is affected by the environment. In
a crowded recruiting landscape, green hiring allows the organization to stand out.

Despite the fact that many businesses engage in green initiatives on a regular basis, recruiters rarely use them as a
recruiting strategy. The time has come for all businesses to evaluate how environmentally friendly their operations
are. Businesses compete to employ the most ecologically friendly practices. On one level, corporations can exploit
their environmental stewardship to attract top-tier talent. On another level, it's a terrific opportunity for head hunters
to help preserve the ecosystem. Businesses that make green claims demonstrate their commitment to the
environment and society.

7. REFERENCES
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Received on 02.05.2023 Modified on 20.05.2023

Accepted on 02.06.2023 © A&V Publication all right reserved
Int. J. Ad. Social Sciences. 2023; 11(2):61-69.
DOI: 10.52711/2454-2679.2023.00010

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