The hiring strategies are culture and industry-dependent, even if the final decisions appear to be dominated by the daily mood or delusion of a manager.
According to unofficial estimates in Spain 60% - 80% of the jobs are taken by family members, friends, or their recommended acquaintances. Based on the discussions I've followed over the years in various social networks I believe that the estimate is representative to the neo-Latin communities - I mean more hundred millions of people living in a Romance-language speaking country, city or neighborhood.
People belonging to communities with English-Saxon origins seem to have more appetite for experimentation, and for instance in the USA or Germany a bigger proportion of the work opportunities are taken by newcomers (outsiders, new faces) than in a neo-Latin country.
In fact the whole telecommuting movement and the specific PM methodologies are based on the Yankee approach of handling multicultural teams and organizations. Their respect of diversity is manifested in the multitude of project types thriving in virtual spaces.
As a freelancer I've seen both small software boutiques and companies with siloed departments; team leaders making hiring choices based on textual answers to a couple of questions, and CEOs hiring HR experts, or running automated video interviews.
Many hi-tech companies are using multistep pre-screening interviews for hiring. Even if the records of those conversations are analyzed with AI tools, the entire process reminds me of an age-old movie scene, where a mature lady was interviewing jobless youngsters, and selecting the right candidates in minutes.
25 years ago I told my manager of that time that I was not afraid of the future, because the tendencies can be calculated, but I was afraid of the individuals who are unpredictable. Since then I've learned to deal with the uncertainty, and to appreciate people for the good things they've done so far, not for the mistakes they might make in the future.
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