I don't think, "It's always been done this way." is as good of an argument as you think it is, especially considering the discrimination that takes place when you hire referrals over searching for the most qualified candidates.

Maybe we should shoot for doing better than how it's been done in the past? I think we can as an industry do a lot better than where we are currently.

A person who is referred (especially in SWE) doesn't automatically mean they'll get the job, they'll still have to pass checks from members who may have never even interacted with the referrer. The advantage lies in the fact that it means their resume/cover gets reviewed while the 200th applicant doesn't. The reality is companies get tons of applicants and on paper most of them might be qualified.

When you have multiple people on this very thread saying they've hired or been hired as referrals without any interview at all, it's hard to say with a straight face that these people still had to pass any quality check whatsoever.

Hiring for "culture fit" is problematic. Hiring known commodities is not.

I'm interested in hearing how you think the search for the most qualified candidates can be improved. Interviewing is, necessarily, a messy process and full of uncertainty.