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Recruitment may not be the first industry you think of when it comes to carbon emissions. Yet the environmental footprint of traditional hiring practices is larger than many realise: flights for interviews, paper-heavy processes, in-person assessments that involve travel and energy use. All of these add up. At the same time, “sustainable recruitment systems” are proving to be far more than a buzzword. They are helping organisations reduce waste, attract values-driven talent, and future-proof their workforce strategies. In other words, green hiring is both a moral and a commercial imperative .

At this year’s ReGen Expo , the programme was thoughtfully divided into two key tracks: The Resource Stage , focused on innovations in recycling and resource recovery. The Circularity Stage , showcasing upstream redesign, system change, and regenerative business models. Both matter, but they’re not the same. Recycling plays a critical role in reducing what ends up in landfill. But circularity reaches further, asking how we might design waste out altogether . In short: If recycling is like treating the symptoms, circular processes are like building a lifestyle that prevents the illness in the first place.