Like many of my fellow English graduates, I strive for a career in journalism. That means, besides completing endless application forms, I spend a lot of time on LinkedIn connecting with editors and attempting to network.

The emphasis on learning how to network effectively is one of those key skills that sets Oxbridge apart from other universities. When I first arrived in Cambridge, I was surprised by the number of opportunities students are given to interact with experts and alumni, whether that be through guest seminars, faculty and college events, or career talks. We also learn, amongst ourselves in the hallowed spaces of Cambridge pubs, how to hold a professional conversation after three pints – a skill that is undeniably useful for the world of work. Compared to my experiences in other universities, I’m convinced that most Cantabrigians leave the university as masters in the art of networking. How does this all translate to success in job hunting?

“Now that networking is accessible, it is being erased from the hiring process”

In my experience of steadily applying for jobs over the past few years, I’ve found that networking has become a somewhat dirty word amongst hiring professionals. In the interest of keeping application processes fair, most companies don’t reward applicants who take the extra initiative to network and introduce themselves to hiring staff or team leaders. As Times Associate Editor Jane Mulkerrin stated in an interview with Ethan Cain for Varsity, gone are the days when “you would just email someone and go and have a pint with them, and if they liked you, they’d make space.” Back then (whenever then was), this kind of active networking demonstrated a certain level of gumption and commitment that was desirable in candidates.

Now, application processes are becoming increasingly anonymous as efforts to remove hiring biases increase. In some cases, even names and personal information are omitted, and CV assessments at the first stage are slowly being replaced by standardised tests, written tasks, and open-ended questions. In rare instances, an older manager might appreciate the effort a candidate makes to introduce themselves, harkening back to the good days of old-fashioned networking. But the inclination to reward this behaviour will likely be thwarted by layers of Kafkaesque bureaucracy in the modern application process.

“Has the time finally come to delete the dystopian nightmare that is LinkedIn?”

I understand the reasoning behind this change; networking was traditionally a prerogative of the nepo babies of the world. But today, core employees are no longer hidden in the walls of their offices and accessible only to a select few. Instead, social media platforms like LinkedIn have made it possible for any budding job-seeker with a phone and internet connection to find hiring managers, team leaders, and even C-Suite level executives, and drop them an email or invitation to connect. Only, now that networking has finally become accessible to the masses, it is being erased from the hiring process.

That’s not to say that networking is now a useless exercise. In my own career, I have benefited from the art of the chat. And, especially in better-connected circles, networking and nepotism remain effective methods for securing competitive jobs; I’m sure we all know someone whose dad has helped them to land an eye-catching internship. But the process is more hushed now. On the surface, most companies would like us to believe that networking is obsolete – a relic of the halcyon days of hiring – but this moral grandstanding only risks obscuring the still pervasive practice of nepotism, and reinforcing the exclusivity of such systems of networking.

Where does this leave the Cambridge student, who, through sweat and tears, has laboured to attend a university known for its networking prowess? And has the time finally come to delete the dystopian nightmare that is LinkedIn?

Unfortunately, the answer, for the time being, is no. Though the cold call-pint-job pathway may no longer be viable, networking remains a valuable tool for candidates and recruiters. On the one hand, a study by Anna Hedenus found that a candidate’s social network is often seen by recruiters as an indicator of their trustworthiness and social capital. If you have a LinkedIn, connections with established professionals in your anticipated field demonstrates your interest and shows that you’ve done some of the leg work to familiarise yourself with the industry.

On the other hand, while it may be more difficult for networking alone to land you that dream job, there are other secondary benefits which can help you along the way. Cambridge boasts a vast and influential network of alumni who can offer advice, provide work experience or internship opportunities, put in a good word for you, or act as a reputable reference. So, for now, despite the efforts of modern application processes to stifle the benefits of networking, it’s still worth going to that guest seminar and sharing a glass of bubbly with your could-be bosses.