Hi, people! What do you think should be the process and guidelines to be followed to recruit an employee through the reference of the existing employees? Kindly post your comments! Ciao, Jasmin MBA-HR UBS, Chandigarh
From India, New Delhi
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From India, New Delhi
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Dear Jasmin,
There are many advantages and disadvantages in reference recruitment. As far as our company is concerned, we are conducting it based on the following criteria. After 3 rounds of an interview if the candidate gets selected:
1. We will immediately check the background of the candidate with the help of our agency.
2. Once we are satisfied, we will assess the referrer's performance and their day-to-day activities with the Team Leader.
I believe these steps are sufficient in recruiting the candidate. In the past, people used to organize and go on strike, but now there is no such necessity.
Take care,
Gopi K.
From India, Chandigarh
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7There are many advantages and disadvantages in reference recruitment. As far as our company is concerned, we are conducting it based on the following criteria. After 3 rounds of an interview if the candidate gets selected:
1. We will immediately check the background of the candidate with the help of our agency.
2. Once we are satisfied, we will assess the referrer's performance and their day-to-day activities with the Team Leader.
I believe these steps are sufficient in recruiting the candidate. In the past, people used to organize and go on strike, but now there is no such necessity.
Take care,
Gopi K.
From India, Chandigarh
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Hi,
I do agree with Gopi on certain points, like checking the background information of the candidate after the 3 rounds of the interview process. But I feel it's not required to check the performance of the referee because the candidate's suitability for any position will completely depend on his proficiency in the skill sets, his level of exposure, and his capability in doing the certain task. Please correct me if I'm wrong.
Regards,
Saritha
From India, Bangalore
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I do agree with Gopi on certain points, like checking the background information of the candidate after the 3 rounds of the interview process. But I feel it's not required to check the performance of the referee because the candidate's suitability for any position will completely depend on his proficiency in the skill sets, his level of exposure, and his capability in doing the certain task. Please correct me if I'm wrong.
Regards,
Saritha
From India, Bangalore
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Thank you, Mr. Gopi, for your views and suggestions on the respective topic. What I am specifically looking for is:
- How can one design the referral recruitment program?
- What procedures should be followed?
- How to communicate the reference scheme to employees?
- What should be the guidelines or rules and regulations?
- What incentives should be given to the referee employee?
I would be grateful if you could assist me in that regard too.
Regards,
JASMIN
MBA-HR
UBS, Chandigarh
From India, New Delhi
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- How can one design the referral recruitment program?
- What procedures should be followed?
- How to communicate the reference scheme to employees?
- What should be the guidelines or rules and regulations?
- What incentives should be given to the referee employee?
I would be grateful if you could assist me in that regard too.
Regards,
JASMIN
MBA-HR
UBS, Chandigarh
From India, New Delhi
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Hi Jasmin,
Thank you for your message. I appreciate your interest in designing a referral recruitment program. To address your queries:
- How can one design the referral recruitment program?
- What procedure should be followed?
- How to communicate the reference scheme to employees?
- What should be the guidelines or rules and regulations?
- What should be the incentive given to the referee employee?
I would be happy to assist you in this regard. Please feel free to share more details or specific requirements you have in mind.
Looking forward to hearing from you soon.
Regards,
Jasmin
MBA-HR
UBS, Chandigarh
From India, New Delhi
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Thank you for your message. I appreciate your interest in designing a referral recruitment program. To address your queries:
- How can one design the referral recruitment program?
- What procedure should be followed?
- How to communicate the reference scheme to employees?
- What should be the guidelines or rules and regulations?
- What should be the incentive given to the referee employee?
I would be happy to assist you in this regard. Please feel free to share more details or specific requirements you have in mind.
Looking forward to hearing from you soon.
Regards,
Jasmin
MBA-HR
UBS, Chandigarh
From India, New Delhi
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Hi Jasmin,
As you wanted to know about the process, I am doing my project on recruitment and selection in a call center. The candidates who come for the interview are asked questions regarding how they heard about our organization, but not directly. They are asked to mention where they learned about us, such as from a newspaper or through a referral.
The next step involves asking for the name of the person who referred them, especially if that person is currently employed with us. If the candidate performs well and is successful in all rounds, the employee who referred this candidate can receive a cash reward after one month if the candidate's performance remains good.
If you need more assistance with this topic, feel free to email me at navdeeprattan21@yahoo.com.
Best regards,
Navdeep Rattan
From India, Chandigarh
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As you wanted to know about the process, I am doing my project on recruitment and selection in a call center. The candidates who come for the interview are asked questions regarding how they heard about our organization, but not directly. They are asked to mention where they learned about us, such as from a newspaper or through a referral.
The next step involves asking for the name of the person who referred them, especially if that person is currently employed with us. If the candidate performs well and is successful in all rounds, the employee who referred this candidate can receive a cash reward after one month if the candidate's performance remains good.
If you need more assistance with this topic, feel free to email me at navdeeprattan21@yahoo.com.
Best regards,
Navdeep Rattan
From India, Chandigarh
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Hi Jasmin,
I am only giving you details regarding the employees' benefits, which they get when the candidate is selected after clearing all rounds. What they get after one month is 750 Rs. Why after one month? Because if the candidate is good, it means he or she is serious about the job. In a call center, no one works for more than six months. If the candidate works more than four months, then the next installment of Rs. 750 is given, so in total, they receive 1500 Rs. If a candidate leaves the job early, they do not receive anything. If you need more information, you can also email me. If this information is not useful for you, please correct me where I am wrong.
Regards,
Navdeep Rattan
MBA-HR
IILM (Gurgaon)
From India, Chandigarh
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I am only giving you details regarding the employees' benefits, which they get when the candidate is selected after clearing all rounds. What they get after one month is 750 Rs. Why after one month? Because if the candidate is good, it means he or she is serious about the job. In a call center, no one works for more than six months. If the candidate works more than four months, then the next installment of Rs. 750 is given, so in total, they receive 1500 Rs. If a candidate leaves the job early, they do not receive anything. If you need more information, you can also email me. If this information is not useful for you, please correct me where I am wrong.
Regards,
Navdeep Rattan
MBA-HR
IILM (Gurgaon)
From India, Chandigarh
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In the present scenario, companies are depending on 3 types of recruitments
1. Campus selection (fresher).
2. Job Consultants / Paper Ads
3. Employee referrals.
Of the three, the one most preferred by HR are the Employee referrals. Some of the reasons being, easy to get potential, reliable and experienced candidates, low or no investment, employees feel that they can work with their friend(s), which will create lively environment @ work and increases productivity for company
But still most of the HR gives preference to those who meet the job criteria…
Q) How can one design the referral recruitment program?
* Whenever an Employee Referral Program is to be announced, there should be some basic guidelines that should be followed. Like what is the total requirement and time frame to fill that requirement, what type of positions are offered, who are eligible for referral program, sketch candidate profile, how much %age of candidates are reserved under ERP as company may outsource some %age of manpower requirement to consultants.
How to communicate the referral scheme to employees?
Whenever there is a man power requirement due to project expansion etc, an internal mail / poster on notice board should be used for announcing Employee Referral Scheme. There should be a dead line as till when an employee can refer a candidate. Also include how much money will be paid for each successful referral and when it will be paid.
What should be the guidelines or rules and regulations?
Basically every job carries some minimum requirements like X- yrs of Exp. Tech / Non tech and programming skills, various domains / projects he worked on and job abilities required for that post.
What procedure should be followed?
Collected resumes should be screened and then candidates to be short listed and informed to both candidate and respective employee who referred him. Like every other interview, each candidate should under go three rounds of interview and then negotiate about pay if got selected. Also it will be better if a clause like minimum work period a candidate should stay in the company / though not mandatory.
what should be the incentive given to the referee employee?
Incentives should be based on number of candidates who successfully got placed. Each selected candidate should have completed minimum period – say 60days (Induction + Training and Job) before company pays incentive. {This clause is because company has to recoup the money invested on the candidate and that paid to the referring candidate}
Incentives should be anything from 2k per candidate and should increases with every additional candidate referred and successfully completes 60 days. Also announce reward for TOP REFERRER of the month / week.
Regards
Kishore chelluri
From India, Hyderabad
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1. Campus selection (fresher).
2. Job Consultants / Paper Ads
3. Employee referrals.
Of the three, the one most preferred by HR are the Employee referrals. Some of the reasons being, easy to get potential, reliable and experienced candidates, low or no investment, employees feel that they can work with their friend(s), which will create lively environment @ work and increases productivity for company
But still most of the HR gives preference to those who meet the job criteria…
Q) How can one design the referral recruitment program?
* Whenever an Employee Referral Program is to be announced, there should be some basic guidelines that should be followed. Like what is the total requirement and time frame to fill that requirement, what type of positions are offered, who are eligible for referral program, sketch candidate profile, how much %age of candidates are reserved under ERP as company may outsource some %age of manpower requirement to consultants.
How to communicate the referral scheme to employees?
Whenever there is a man power requirement due to project expansion etc, an internal mail / poster on notice board should be used for announcing Employee Referral Scheme. There should be a dead line as till when an employee can refer a candidate. Also include how much money will be paid for each successful referral and when it will be paid.
What should be the guidelines or rules and regulations?
Basically every job carries some minimum requirements like X- yrs of Exp. Tech / Non tech and programming skills, various domains / projects he worked on and job abilities required for that post.
What procedure should be followed?
Collected resumes should be screened and then candidates to be short listed and informed to both candidate and respective employee who referred him. Like every other interview, each candidate should under go three rounds of interview and then negotiate about pay if got selected. Also it will be better if a clause like minimum work period a candidate should stay in the company / though not mandatory.
what should be the incentive given to the referee employee?
Incentives should be based on number of candidates who successfully got placed. Each selected candidate should have completed minimum period – say 60days (Induction + Training and Job) before company pays incentive. {This clause is because company has to recoup the money invested on the candidate and that paid to the referring candidate}
Incentives should be anything from 2k per candidate and should increases with every additional candidate referred and successfully completes 60 days. Also announce reward for TOP REFERRER of the month / week.
Regards
Kishore chelluri
From India, Hyderabad
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