Good fit?

Lately, I’ve been reflecting on the importance of networking. It’s clear that staying connected, sharing ideas, and supporting each other is a vital part of the recruitment process and professional growth. I recently came across a stat that around 80% of job opportunities are filled through networking.

On one hand, that’s great - referring someone you trust and enjoy working with can be a win-win for everyone involved.

But on the other hand, it’s also important to acknowledge that network-driven hiring isn’t always fair. Not everyone leaves a job with glowing references - and sometimes, it’s simply the result of unfair treatment by a former manager. Sometimes, people part ways with companies because they stood up for themselves, gave honest feedback, or simply didn’t fit into a toxic culture - not because they lacked talent or dedication.

We’re all human — we’re not like holidays, not everyone is going to like us. And that’s okay. As we continue to build our networks, I hope we can also leave space for empathy, context, and second chances. Because skills, integrity, and potential can’t always be measured by a reference.

That’s why I believe overlooking candidates who apply directly via a website or LinkedIn , just to wait weeks for a referral - is a missed opportunity and a costly delay for everyone involved.

Let’s be honest — no one in any role is perfect at everything. None of us ever were, and none of us ever will be. So expecting new joiners to meet an unrealistic standard of perfection doesn’t make sense. Constantly overanalyzing “fit” can lead to missed opportunities and slow down progress. If someone has the skills, the drive, and the potential - hire them. Growth happens on the job.

What would it take for hiring practices to truly become more inclusive and fair — beyond just referrals?

#recruitment #newjob #jobsearch  #HRstrategy #recruitmentchallenge

Pic- Vermeer, Mauritshuis, Den Haag