Would you rather go on a blind date with a total stranger or someone recommended by a friend? A similar dynamic applies when people apply for jobs. According to new research from the University of Florida’s Warrington College of Business, job seekers are more likely to be drawn to and accept offers from companies that their friends recommend as a good fit.

At career fairs, much like in social situations, students often tackle the process together, delivering their elevator pitches in front of recruiters with classmates by their side. While it can be comforting to navigate job fairs as a group, this approach can create what researchers call “social information processing.” In other words, students’ decisions are often swayed by what their friends think of certain companies.

Peers’ recommendations

The study found that applicants are significantly influenced by their peers’ opinions throughout the recruitment process. This can be beneficial if it leads to sharing useful information, but it can also result in pressure to conform to group opinions, even when those opinions don’t match an individual’s true preferences or needs.

Researchers observed two cohorts of accounting students from professional programs in the Southwest U.S. as they navigated job offers from major firms. As students discussed their options with friends, indirect peer pressure often led them to accept positions at companies their friends favored, even when those roles might not have been the best fit.

“We’re cognitive misers,” the researchers explain, meaning we tend to take mental shortcuts, especially when making difficult decisions. Relying too much on others’ opinions can make us feel like we’ve done our homework when, in reality, we’re avoiding the full responsibility of making our own choices.

Natural process

It’s natural to seek input from those who know us best, but when choosing a job, the decision should ultimately reflect what’s right for you—not your friends. The researchers offer several tips for avoiding peer pressure and finding the best fit:

• List pros and cons for each job
• Compare your strengths and weaknesses with the job description
• Ensure your values align with the company’s
• Seek a variety of perspectives to broaden your understanding

Since most of us spend about 40% of our adult lives at work, making sure that employees and organizations are well-matched benefits both sides. Research shows that when people find jobs that truly fit them, it leads to better outcomes for both the employee and the employer.

Recruiters, too, can learn from this research. By offering clearer information about their companies and hiring teams or groups of friends who already work well together, they can improve their recruitment processes. After all, when employees take a job for the wrong reasons, dissatisfaction and turnover are likely. Both the employee and the company then have to invest time, money, and effort into finding a better match.

But if applicants make independent decisions, and recruiters fine-tune their onboarding strategies, the result could be a long-lasting and mutually beneficial relationship.