Problem: When cultural fit is more important than the skill set, or you are drawing from a professional community that is very small, you may want to draw from existing networks-even for an outside hire. However, there are advantages and disadvantages to this approach just like any other technique. In addition to the logistical issues of filling a vacancy, you need to consider the political and societal implications of contributing to "the hidden job market".
From the video below "Hiring through Your Employees' Social Networks" by Strategy and business.
1. Please advise if its ethical to draw from a candidate pool that is unsolicited with advantages & disadvantages
2. Please advise on how to maintain a "competitive" process when the position you want to fill isn't "posted"
3. Please suggest ways to consider "endorsements" for potential candidates on a social media site
4. Please suggest if it's fair (or not) to contact someone from an employee's social network and do we need consent?
5. Please advise the impact to an employee's reputation if someone from their network does not work out