Recruitment and selection research indicates the predictive validity of well-established assessment methodologies have been substantially overestimated. Political skill examines the capacity of individuals to understand and influence others and studies demonstrate a relationship between this construct and job performance and propose that it might be applied to recruitment processes. However, the mechanism through which political skill impacts on job performance is not understood, with diverse findings in respect of the strength of the relationship, changes in impact across different contexts and differing effects on task/contextual performance. This research proposes that politically skilled individuals gain greater access to social capital, specifically the resources that may be derived through their network, and that it is access to these resources that leads to better performance. Informed by social capital theory, this research examines the relationship between political skill and three categories of network resources. The relationship between these constructs and an objective assessment of performance through a competency-based interview was examined, with 929 applicants for managerial roles within the Irish Civil Service, and 317 of this group attending a final competency-based interview. Social capital resources were measured through a Resource Generator; Information Resources that assess the extent to which individuals access information and advice; Career Sponsorship Resources which examines access to individuals who will promote their career interests or provide developmental opportunities; and Support Resources which include advice on how to access resources or the provision of resources themselves. Data were analysed using confirmatory factor analyses and structural equation modelling. Information resources were the most available, followed by support and career sponsorship. Political skill positively predicted the three categories of social capital resources. While there was no direct effect of information or support resources on performance, career sponsorship resources partially mediated the political skill – assessment of performance relationship. Implications for theory, practice and future research are discussed.