Anyone who has ever looked for a job knows that sometimes connections can trump qualifications. That’s why networking—despite its awkwardness— has become such a highly touted skill. Knowing someone who knows someone could mean finding out about a job before it’s publicly posted, or better yet, finding someone who can put in a good word or review an application himself. Many people hate this, because it is perceived to be unfair. But do these personal and subjective assessments ultimately result in better hiring?
A new paper from the National Bureau of Economic Research says quite the opposite: Relying on a “feel” for a candidate—as opposed to objective qualifications—makes managers’ hiring decisions worse.
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