It’s Not About Who You Know

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In the business world, the adage “It’s who you know” often floats around when discussing career opportunities and hiring practices.

While networking and connections undoubtedly play a significant role in the job market, they shouldn’t overshadow the true purpose of recruitment: Finding the best fit for the role.

At About Staffing, we believe merit and suitability should drive hiring decisions, not just personal connections.

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The Risk of Hiring Based Only on Relationships

While it can be comfortable and seemingly less risky to hire someone you know, this approach can sometimes backfire.

Relationships can cloud judgment, leading to decisions based more on personal bias than professional suitability.

Although a familiar candidate might seem like a safer choice, they may not always be the best fit for the role, costing the company revenue and hindering overall success.

It’s crucial to evaluate candidates on a level playing field, whether they are a close friend or a new connection.

Focusing on skills, experience, and potential to contribute the company’s goals and culture, rather than relying solely on existing relationships.

Streamlining the Hiring Process

Another common reason for favouring known candidates is the perception that it simplifies and speeds up the hiring process.

This can be tempting for businesses looking to fill positions quickly.

However, by bypassing the traditional hiring process, companies often miss out on candidates who could be more qualified or better suited for the role.

They may also regret their choice and face a difficult decision later to rehire for the role.

About Staffing manages the complexity of the hiring process for you, we evaluate candidates fairly and efficiently while you focus on what drives revenue at your company.

Profitability and Performance

Ultimately, the goal of hiring is to add value to your company.

Choosing the best person for the job, rather than the most familiar one, can significantly impact your company’s performance and profitability.

Employees selected based on their fit for the role and overall potential to excel will likely perform better, driving your company forward.

This approach fosters a more skilled workforce and promotes a culture of meritocracy.

Balancing Networks with Merit

While we are challenging the notion that “it’s who you know,” we acknowledge the importance of a strong network.

Connections can lead to opportunities and introductions, but they should serve as a bridge to a fair evaluation process, not a bypass.

Sometimes, the person you know might indeed be the best fit for the role, and other times, maybe not, it’s important to give yourself the chance to find out.


When we prioritize skills and a good fit over connections, we open the door to unexpected and remarkable success.

Look beyond your immediate circle and see the incredible potential that lies in valuing true merit.

The result will be stronger, more resilient, and more successful companies.

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Frequently Asked Questions


What if a known candidate genuinely seems like the best fit?

If a candidate known to the company appears to be the best fit, they should still undergo the same rigorous evaluation process as other candidates. This ensures fairness and validates their suitability for the role beyond their connections. Employers can then confidently hire the individual, knowing they truly are the best choice based on a fair and thorough assessment.