Prioritising the SDG-driven CSR practices in attracting prospective employees: a grey influence modelling approach

Purpose This paper aims to examine the most influential corporate social responsibility (CSR) factors to attract prospective employees. More precisely, it studies CSR−Sustainable Development Goals (SDG) integration where potential employees could play a vital role in achieving SDG 8 targets. Design/methodology/approach This study adopted an in-depth interview method and an 11-step grey influence analysis (GINA) technique to determine the most influential CSR factors that attract the best talent and achieve SDG 8. Furthermore, the study examined the viewpoints of 28 industry and academic stakeholders to understand the relationships among CSR, the attractiveness of prospective employees and SDG 8. Findings This study found that the first five CSR factors that have the most influence on attracting prospective employees are law for equal employment (LFEE), legal compliance and other legislations (LCOL), fairness towards employees and stakeholders (FTES), comprehensive code of conduct in ethics (COCE) and mutual consent and contracts (MCAC). These factors are crucial for prospective employees to achieve SDG 8 targets. Practical implications Government, organisations, educational institutions and society can come together to pursue the shared vision of SDG 8 and address the social and environmental challenges by adopting the most influential CSR factors. This is possible when prospective employees are attracted to organisations that help build a new, sustainable growth model. Originality/value This study used a unique methodology, i.e. GINA, to evaluate and prioritise the effect of CSR initiatives on attracting potential employees in pursuit of SDG 8. It is a distinctive attempt to formulate an integrated CSR−SDG framework to ensure long-term sustainability and organisational adaptability.