Why social impact matters in recruitment

Social impact is a key part of our work at Peridot Partners. As Co-Chair of the Social Impact Group, I’m often reminded of the way our work affects the world around us.

Recruitment is never just about filling a vacancy. Every appointment shapes who makes decisions, whose voices are heard and how services reach the people who rely on them. When we intentionally think about social impact in recruitment, we help open doors for individuals, strengthen organisations and improve outcomes for communities.

Why social impact in recruitment relies on diversity

Recruitment shapes more than just teams. The people we bring into an organisation influence culture, decision-making and how services reach communities. When we prioritise diversity, we open the door to people who might not fit the traditional mould but bring fresh perspectives and ideas. This is especially important in charities and schools, where decisions have a great effect on lives every day.

As recruitment consultants, we have a responsibility to stay open-minded to different backgrounds and experiences across the sectors we work in. Cognitive diversity makes organisations more effective. We want our clients to avoid echo chambers of similar voices. If you only interact with people who think like you and don’t listen to different perspectives, you won’t fully understand society’s complexities.

This is particularly true at board level. When charities bring people with lived experience onto their boards, decision-making improves. Someone who has navigated homelessness, the criminal justice system or serious illness brings insight that cannot be learned from a report. They ask different questions and notice gaps others miss. Making space for these voices means boards become more connected to their communities and the realities they face.

Opening doors for non-traditional candidates

Many talented people take paths that aren’t straight or conventional. Someone might move from a community-facing role into leadership, or switch sectors entirely, bringing skills that traditional routes overlook. By recognising transferable skills and valuing different experiences, we help organisations find candidates who can make a bigger impact than expected. This can be life-changing for the individual as they have a chance to shape meaningful work in a new way. This diversity of thought can lead to better and more balanced decision making that ultimately leads to better outcomes and positive societal change.

One example is a candidate who was moving from the commercial sector into charity fundraising. They found the process daunting at first, but we guided them every step of the way, providing preparation, feedback and support. With that confidence boost, they secured a fantastic role at an impactful homelessness charity. Since joining, their commercial know-how, blended with the fundraising skills they’ve learned, has led to a 58% increase in corporate partnership revenue, including six-figure, multi-year funding commitments. They’ve since been promoted and continue to make a highly valuable contribution. This shows how recognising transferable skills can open doors to a new candidate pool and help organisations access talent they might otherwise overlook.

We are committed to actively encouraging applications from people of different backgrounds. By enabling them to showcase their transferable skills, we can present more diverse shortlists. This allows our clients to consider a wider range of options in considering people who will really advance their goals, leading to fairer and more representative organisations.

How we extend social impact beyond hiring

Our work recruiting across not for profit sectors means we’re already making a positive social impact by recruiting leadership that transforms change. But we don’t just stop there. We also look for opportunities outside of recruitment to effect positive change. We work to share our expertise to the benefit of society wherever possible, with staff volunteering more than 1,800 collective hours per year.

Our team’s volunteering takes many forms, from governance and leadership roles to grassroots sports coaching, fundraising and advocacy. Colleagues serve as trustees for local charities and schools, coach youth sports, run CV workshops for underrepresented young people and use their skills to support organisations in ways that make a real difference. These activities give us the chance to share expertise, strengthen communities and contribute to the social issues that matter to us the most.

The ripple effect of social impact in recruitment

Social impact matters in recruitment because our work centres around people. And it creates a chain reaction. A candidate finds a role that stretches them and allows them to grow. The organisation benefits from fresh perspectives and more representative leadership. And the people the organisation serves receive better, fairer and more thoughtful support. Each appointment has the potential to improve decisions, services and outcomes, showing how recruitment can be a force for positive change in society.

For example, we recently appointed three college governors who went on to take key committee roles and strengthen decision-making. An external review judged governance as ‘strong,’ and it is expected to be positively referenced in the next Ofsted inspection. Their involvement has helped the college operate more effectively, creating a better learning environment and improving outcomes for students.

This shows that if you make hiring decisions with social impact in mind, you create opportunities for people and organisations alike.