Impact sourcing is gaining recognition as a powerful model that merges social impact with operational efficiency. Yet, it remains clouded by misconceptions that limit its potential and undervalue its transformative impact.
Here, we dismantle some of the most pervasive myths surrounding impact sourcing and showcase how it can redefine talent acquisition, community empowerment, and corporate value.
Myth #1. Impact sourcing is just inexpensive labour
The notion that impact sourcing is merely about low-cost, low-skilled labour is an oversimplification that misses the true value it brings. Rather than focusing on cheap labour, impact sourcing seeks out high-potential talent from underrepresented and economically disadvantaged communities.
These workers bring unique perspectives, determination, and often untapped skill sets that rival, and sometimes exceed, traditionally sourced talent. By employing innovative recruitment strategies and forming partnerships within local communities, impact sourcing organisations are bridging the gap between talent and opportunity, bringing in professionals with both expertise and commitment.
Companies embracing impact sourcing have demonstrated that this model doesn’t just fill roles; it fosters career growth, builds local economies, and brings long-term stability to marginalised regions. A career in the business process outsourcing (BPO) industry can be an upward trajectory, offering opportunities for advancement rather than just a transitional job. Industry professionalisation has also led to the establishment of regulatory bodies that oversee and uphold standards within the BPO space, ensuring a sustainable, ethical, and high-quality workforce.
Myth #2. It’s only a Corporate Social Responsibility (CSR) strategy
While impact sourcing does support CSR and ESG (Environmental, Social, and Governance) goals, it’s also a strategic business asset. Beyond social impact, impact sourcing delivers measurable business benefits: cost efficiencies, increased service quality, and access to a more loyal, diverse, and skilled workforce. As companies look to diversify their supply chains and workforce, impact sourcing presents an agile, responsible sourcing strategy that supports DE&I (Diversity, Equity, and Inclusion) initiatives.
Furthermore, companies that prioritise impact sourcing are not just contributing to community development; they’re accessing a labour pool that is motivated, highly loyal, and invested in the company’s success. This loyalty translates into lower attrition rates and greater continuity, which are critical for industries that require stability and strong client relationships. In short, impact sourcing is more than a CSR initiative; it’s a competitive advantage.
Myth #3. It is limited to certain geographies
A common misconception is that impact sourcing is feasible only in specific, economically challenged regions. In reality, impact sourcing is a global opportunity, and it spans continents, from rural America to urban South Africa to the towns of India. The model adapts to various regions, tapping into local talent pools that are traditionally overlooked yet eager for employment.
By enabling remote work, technology has broadened the reach of impact sourcing, allowing companies to access skilled individuals across geographies. The outcome is not only an expanded talent pool but also sustainable employment opportunities for communities worldwide, helping reduce regional unemployment and promoting global economic inclusion.
Myth #4. It’s only suitable for low-skill jobs
Another myth about impact sourcing is that it’s suited only for entry-level, low-skill positions. In truth, impact sourcing can provide the same quality and expertise as conventional sourcing models, with many roles requiring advanced skills. From tech support to analytics, data processing, and even roles in HR and training, impact sourcing providers bring a wide range of services and competencies to the table.
To meet the demand for skilled workers, impact sourcing organisations invest heavily in training, offering mentoring programmes, self-paced learning resources, and eLearning platforms that foster both technical and soft skill development.
Employees in impact sourcing are empowered to grow into specialised roles, contributing high-value services while advancing their careers. This investment in skills doesn’t just benefit workers; it raises the bar for quality across the industry, debunking the notion that impact sourcing is restricted to low-skill work.
Myth #5. Not Scalable
It’s a common belief that impact sourcing is not scalable to meet large-scale business needs. Yet, numerous organisations have successfully scaled impact sourcing by integrating it into their core business strategies. Leveraging cloud-based solutions and advanced technology, companies can connect with remote workers and maintain real-time communication, making it easier to manage a distributed workforce at scale.
As organisations recognise the social and economic value of impact sourcing, they’re increasingly willing to adopt this model on a larger scale. By establishing standard metrics and consistent quality standards, impact sourcing providers can reliably meet clients’ needs while demonstrating the positive impact on communities and economies. This scalable, tech-enabled model addresses social challenges by expanding job opportunities and supporting regional development, all while meeting business objectives.
The Power of Impact Sourcing
Impact sourcing is more than a buzzword; it’s a business strategy that combines purpose with profit. Far from being limited by cost constraints, geographic boundaries, or skill levels, it offers organisations access to a resilient, engaged, and highly skilled workforce. For companies willing to look beyond traditional hiring practices, impact sourcing provides an invaluable means to connect with motivated talent, drive business growth, and contribute to meaningful social change.
As companies across industries look to meet today’s demands for social responsibility, diverse talent, and sustainable practices, impact sourcing will continue to gain momentum. It’s time to embrace impact sourcing not as a CSR checkbox but as a transformative approach that redefines talent acquisition, builds stronger communities, and drives lasting impact in the global workforce.
Lizelle Strydom is the Managing Director of CareerBox Africa