Note RG: In my view, the author of this article describes his view on the de facto practice in hiring. His advice is very easy and pragmatic, accept this situation and adopt to increase your chances, whether you are hiring or applying for a job. In my view there is another way., Focus on dealing with diversity and inclusion and try to hire the best candidate, that is as a recruiter, where you are paid for. And as a job seeker, if you have a chance, I hope you can obtain the best position that fits your strengths and passion. Although the author describes an in my view undesired practice, it is still good to be aware of this happening in hiring.
By Lou Adler, May 19, 2014
When you know someone, even slightly or indirectly, the person is more fairly evaluated on factors that actually predict performance.
(Note: please read the post before you say it’s about nepotism, who you know, unfair, or throw your hands up and complain. Stop being a victim! The point of the article is to suggest that if you break the ice first, get a referral, or set-up preliminary exploratory calls first, job-seekers will be judged more fairly. If you don’t do these things, job-seekers will be assessed on their presentation skills, personality and their skills solely. This is what’s unfair. The article describes how to level the playing field so everyone is judged objectively.)