I once asked 102 white men who were VP and above at their jobs "how did you get your own job?" 100% said through their personal social network.

I'm a 62 year Black woman CEO who founded a company based on that research.

Instead of focusing on "training" people to be more inclusive, especially of people from different backgrounds, I focused solely on increasing bridging social capital.

For many types of jobs what "qualifies" you is that you "fit" into the culture of the organization. All the applicants are similar.

I once called a friend because I worked at a PR agency and if I brought in a client I received 10% of the billables for that client. So, I called a senior executive I knew and he passed me along to "his guy in video distribution;" That person was looking for a new head of PR. The job requirements were 10 years of PR experience with at least 5 years in entertainment. Management experience. It was a long list of requirements.

When I talked to his "guy in video" even though I only had 3 years of PR experience 100% of it in high end hotels / resorts and restaurants he said "I'd like to interview you, because you've almost convinced me I want a PR agency and not a person." So I interviewed. They had interviewed over 50 candidates. They whittled it down to two.

I received a call from Eric ("his guy in video") who said "we chose the other candidate. She had all of the experience we were seeking. You interviewed better. I think you are a better writer and if I had 3 months for you to get up to speed on this industry and its publications I'd hire you." I thanked him and forgot about it.

7 months later he called me and said "she didn't work out. We started to interview again and I didn't like anyone. You'd stuck in my mind. So, of you are interested, I'd like to mae you an offer." I was 8 months pregnant. He said, "I can't wait for 3 months for you to work for me." Two weeks later he called back and said "I'm willing to wait."

I loved that job. I was excellent at it. I blew away every single strategic goal. Every project was delivered on time and under budget.

The simple fact is "merit" is way over-rated. How do you decide "merit." People like to pretend that it's something that is obvious.

But if you are looking at 50 candidates who all were above a 33 on their ACTs, 2250 on the SATs, with honors classes and volunteerism, it's almost impossible to discern who will be the best fit.

The more senior the position, the more likely the decision maker will default to their friends and family.

Think about how many expressions there are about "social capital."

Birds of a feather flock together

Apples don't fall far from trees

It takes one to know one

It's not what you know but who you know

Two peas in a pod

There are more expressions of social capital than all other types of capital.

Neither a borrower nor a lender be

A fool and his money are soon parted

At my own company my first employees were people I had "weak ties" to. They came to me right at the right moment when I needed someone and didn't have the time as a resoure to expend on a long search.

When I added a director of operations they did find it valuable to go through a much more rigorous process.