If you have open vacancies for knowledge workers – i.e. people whose work is almost exclusively digital or online in nature – you should consider leveraging social networks to find well-qualified candidates.
One of the advantages of this approach is that by working through social circles, especially those of existing employees, you will be better able to find people that existing employees think highly of, as well as being able to do some preliminary research about the potential employee to decide what you think. Most employees won’t want to recommend somebody that isn’t a good fit, since they know it would reflect badly on them if they gave an endorsement to someone you hired who turned out to be a bad fit or poor performer. For the employee, it’s a win for them if they can bring someone into the company they know who does well in the job, so in most cases you can expect people to think that way. That isn’t always the case, of course, but we think it’s probably 80%.