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Studying this proved difficult; how do you track the causal correlation between social ties and job mobility? A variety of experimental studies in the years since Granovetter seem to support the \u201cparadox of weak ties\u201d \u2013 strong ties, not weak ones were providing most job offers and opportunities.<\/p>\n\n\n\n
But a publication last month, seems to substantiate Granovetter\u2019s original theory. A causal test of the strength of weak ties<\/em> is the report on a massive five-year study, conducted by researchers from the MIT, Stanford, Harvard, and LinkedIn. Over its duration, they studied networks of over 20 million people, and monitored the creation of 2 billion new ties and 600.000 new job opportunities.<\/p>\n\n\n\n The People You May Know (PYMK) algorithm played a key role in the study. Based on information provided to LinkedIn, it suggests connecting with people \u201cyou may know\u201d, helping to continuously broadening your network. The researchers tweaked the algorithm to have some profiles receive more weak-tie suggestions, others more strong-tie suggestions. Their results, are as follows:<\/p>\n\n\n\n \u201cFor me staffing is about focus. Knowing our clients\u2019 and our candidates\u2019 needs and matching them -that is our job\u201d.<\/p>\nAnn Dempsey, Partner at Hibernian Recruitment<\/cite><\/blockquote>\n\n\n\n The practical implications of the study are nothing revolutionary. Its good to network, and to make connections with even those you may not have much in common with. And to reach out beyond friends and colleagues when looking for a job. They might have more relevant information, or know of opportunities you do not. <\/p>\n\n\n\n It also means that working with recruiters may be incredibly beneficial, as it allows you to directly tap into the strength of weak ties \u2013 a readymade, weak tie network. Recruiters are constantly looking to make new connections, on the lookout for new candidates \u2013 their networks constantly broadening, engineered to deliver candidates that are just right for the job.<\/p>\n\n\n\n \u201cThis shows that one of the algorithms on LinkedIn can affect employment patterns, and it\u2019s the largest professional network on the planet.\u201d <\/p>\nSinan Aral, Management Professor at MIT<\/cite><\/blockquote>\n\n\n\n But while the results themselves are not ground-breaking, the study by itself \u2013 longitudinal with a massive sample size \u2013 is remarkable. Studying social networks is notoriously difficult; but they increasingly occupy key roles in our lives.<\/p>\n\n\n\n Thinking about the power of algorithms is also not a new concept in research. Platforms like TikTok and YouTube have algorithms designed to home in on the interests of users. These will feed users the content that is most engaging to them \u2013 even where the content itself may be harmful. The LinkedIn algorithm has a similar power: it connects people with potential job opportunities, which might significantly impact their lives.<\/p>\n\n\n\n Currently much of the research and discussion about how social media, digital networks and algorithms is focused on a variety of other topics \u2013 such as mental health, democracy, and the spread of fake news. No doubt, these are relevant, worthwhile topics. But this study shows that algorithms like the LinkedIn one are powerful as well. Like those of other platforms, it has the potential to not just shape individual lives, but industries and economies. <\/p>\n\n\n\n A causal test of the strength of weak ties | Science<\/a><\/p>\n\n\n\n Networks and Job Searches: The Benefits of Weak Versus Strong Connections | LinkedIn<\/a><\/p>\n\n\n\n The power of weak ties in gaining new employment | MIT News | Massachusetts Institute of Technology<\/a><\/p>\n\n\n\n The real strength of weak ties | Stanford News<\/a><\/p>\n\n\n\n\n
Networking and Recruitment<\/h3>\n\n\n\n
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The Power of Algorithms<\/h3>\n\n\n\n
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