When it comes to applying for jobs, the stakes are high, and it’s easy to turn to friends for guidance. However, what might be the perfect job for your friend could be a poor fit for you, according to new research from the University of Florida.
The study, led by Brian Swider, a professor at the Warrington College of Business, highlights a common but flawed approach many job seekers fall into: letting their friends’ opinions influence their decisions. While it’s natural to seek advice from those we trust, this new research suggests it might not be the best strategy when navigating the complex world of job applications.
The Social Influence on Job Applications
Imagine you’re about to go on a blind date. Would you rather choose someone you’ve researched yourself, or rely on a recommendation from a friend? The same logic applies to job hunting, Swider argues. His research reveals that applicants often feel more inclined to pursue jobs their friends deem a good fit. However, this may lead to bias and pressure that can skew one’s judgment.
“When students attend career fairs or apply for jobs, they often follow the lead of their classmates or friends, forming an impression of what companies might be right for them based on second-hand information,” Swider explains. While this can sometimes lead to valuable insights, it can also backfire.
Swider’s study found that when students in professional accounting programs were going through the recruitment process, peer influence often led to students accepting job offers based on their friends’ preferences rather than their own. This indirect pressure pushed students to prioritize what their social circle valued over their personal goals and fit.
The Trap of Cognitive Shortcuts
Swider refers to this as a case of “cognitive misers” – a term describing the brain’s tendency to conserve energy by relying on others’ opinions instead of fully evaluating a decision for oneself. “We tend to over-rely on those around us when making tough decisions, especially when the stakes are high,” he notes. The problem with this is that while friends’ experiences might offer some context, they can also introduce bias that leads to mismatches in job fit.
New research from the University of Exeter supports this notion, revealing that individuals tend to follow groupthink when under stress or when they fear making the wrong choice. Job applications can certainly evoke both, leading many to take the “safer” path of following what their friends do, without fully considering how the job aligns with their own goals and personality.
Making Job Decisions That Are Right for You
So how can applicants break free from social influence and make decisions that best suit their career ambitions? Swider offers a few practical tips to ensure you’re not simply following your friends’ footsteps:
- Create Your Own Criteria: Before applying for a job, make a list of your personal career goals, strengths, and what you’re looking for in a workplace. Compare those with each company’s values and job descriptions.
- Diversify Your Information Sources: Don’t just rely on what your friends or classmates tell you about a company. Seek out multiple perspectives—read reviews on Glassdoor, attend informational interviews, and connect with current employees.
- Consider Company Culture: Just because a company worked well for your friend doesn’t mean it’ll be a good fit for you. Dig deep into the company’s culture and assess how well it aligns with your personal work style and values.
- Weigh Pros and Cons Objectively: Instead of focusing on what others think, create a pros and cons list for each job opportunity based on your personal preferences. This can help strip away the influence of social pressure.
Why This Matters for Recruiters Too
Interestingly, this research doesn’t just apply to job seekers—recruiters and organizations can learn a lot from it as well. If organizations tailor their recruitment strategies to attract individuals who are genuinely interested in their mission, rather than relying on word-of-mouth from friend groups, they can reduce turnover rates and increase employee satisfaction.
In fact, Swider suggests recruiters should consider being more transparent and offer better information about their companies, instead of relying solely on traditional methods. By offering a clearer picture of the company culture, expectations, and growth opportunities, employers can ensure they attract candidates who are not just following their friends but are genuinely interested in the role.
“Organizations that bring in employees who are not a fit are likely to face higher turnover, as these employees become dissatisfied and disengaged,” Swider notes. “Recruitment and onboarding strategies should focus on ensuring mutual fit, as this benefits both employees and employers in the long run.”
Conclusion: Take Control of Your Career
At the end of the day, it’s important to remember that while friends can offer advice, only you can make the best decision for your career. With nearly half of our waking lives spent at work, finding a job that truly aligns with your values and goals is crucial. Don’t let social influence steer you off course. Make your own list, do your research, and take control of your career path.