Hi ppl! what do you think should be the process and guidelines to be followed to recruit an employee through reference of the existing employees..
kindly post ur comments!!!
ciao...
Jasmin
MBA-HR
UBS, Chandigarh
From India, New Delhi
kindly post ur comments!!!
ciao...
Jasmin
MBA-HR
UBS, Chandigarh
From India, New Delhi
Dear jasmin
There are many advantages and disadvantages in refference recuitment.
As far as our company concern
we are doing it in following basis.
After 3 rounds of an interview if the candidate get selected
1. We will immediatly check the back ground of te candidate with the help of our agency.
2. Once we are satisfied, We will check the referer's performance and his day to day activity from the TL.
I think only this would do to recruit the candidate.
See in previous times people used to organise and go for strike but now there is no such neccesity.
OK
Take care
Gopi.K
From India, Chandigarh
7There are many advantages and disadvantages in refference recuitment.
As far as our company concern
we are doing it in following basis.
After 3 rounds of an interview if the candidate get selected
1. We will immediatly check the back ground of te candidate with the help of our agency.
2. Once we are satisfied, We will check the referer's performance and his day to day activity from the TL.
I think only this would do to recruit the candidate.
See in previous times people used to organise and go for strike but now there is no such neccesity.
OK
Take care
Gopi.K
From India, Chandigarh
Hi,
I do agree with Gopi in certain points like checking the baground information of the candidate after the 3 rounds of interview process.
But i feel it's not required to check the performance of the refere,cause
the candidate's suitability for any position will completely depend on his professiencey in the skills 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
I do agree with Gopi in certain points like checking the baground information of the candidate after the 3 rounds of interview process.
But i feel it's not required to check the performance of the refere,cause
the candidate's suitability for any position will completely depend on his professiencey in the skills 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
Thanks Mr. Gopi for your views and suggestions on the respective topic.....
but what exactly i want is that :
- how can one design the referral recruitment program?
- what procedure should be followed?
- how to communicate the referrence scheme to employees?
- what should be the guidelines or rules and regulations?
- what should be the incentive given to the referee employee?
i will be obliged if you could help me that respect too....
Regards---
JASMIN
MBA-HR
UBS, Chandigarh
From India, New Delhi
but what exactly i want is that :
- how can one design the referral recruitment program?
- what procedure should be followed?
- how to communicate the referrence scheme to employees?
- what should be the guidelines or rules and regulations?
- what should be the incentive given to the referee employee?
i will be obliged if you could help me that respect too....
Regards---
JASMIN
MBA-HR
UBS, Chandigarh
From India, New Delhi
Thanks Ms. Saritha for your views and suggestions on the respective topic.....
but what exactly i want is that :
- how can one design the referral recruitment program?
- what procedure should be followed?
- how to communicate the referrence scheme to employees?
- what should be the guidelines or rules and regulations?
- what should be the incentive given to the referee employee?
i will be obliged if you could help me that respect too....
Regards---
JASMIN
MBA-HR
UBS, Chandigarh
From India, New Delhi
but what exactly i want is that :
- how can one design the referral recruitment program?
- what procedure should be followed?
- how to communicate the referrence scheme to employees?
- what should be the guidelines or rules and regulations?
- what should be the incentive given to the referee employee?
i will be obliged if you could help me that respect too....
Regards---
JASMIN
MBA-HR
UBS, Chandigarh
From India, New Delhi
HI,
jasmin
as you wanted to know about the process as i am doing my project on recuritment and selection in call centre. The candidates who come for the interview the question regading referrence also ask from them not directly by ask them from where you get to know about our organization.
some one say that from newspaper or some one say from referrence.
Than the next process is by asking them the name of that person if it is working with us and the candidate is good and clear all round than the employee who reffer this cadidate can get CASH after one month if the performance of the candidate is good. if u need more help regarding this you can also send me mail my email id is
:lol: navdeep rattan
From India, Chandigarh
jasmin
as you wanted to know about the process as i am doing my project on recuritment and selection in call centre. The candidates who come for the interview the question regading referrence also ask from them not directly by ask them from where you get to know about our organization.
some one say that from newspaper or some one say from referrence.
Than the next process is by asking them the name of that person if it is working with us and the candidate is good and clear all round than the employee who reffer this cadidate can get CASH after one month if the performance of the candidate is good. if u need more help regarding this you can also send me mail my email id is
:lol: navdeep rattan
From India, Chandigarh
HI,
jasmin
i am only give u details regarding the employees benifts which they get when the candidate selected after clear all round. what they get after one month they get 750Rs why after one month because if the candidate is good means he or she is serious towards his job than they get the money as u know in call centre no one work for more than six month. if the candidate work more than four month than the next installment of Rs 750
they get so total they get 1500 RS. if candidate leave job early than they do not get nothing. if u need more information u can also mail me. if this information is not usefull for u so please correct me where i am wrong.
Regard
Navdeep rattan
MBA-HR
IILM (GURGAON)
From India, Chandigarh
jasmin
i am only give u details regarding the employees benifts which they get when the candidate selected after clear all round. what they get after one month they get 750Rs why after one month because if the candidate is good means he or she is serious towards his job than they get the money as u know in call centre no one work for more than six month. if the candidate work more than four month than the next installment of Rs 750
they get so total they get 1500 RS. if candidate leave job early than they do not get nothing. if u need more information u can also mail me. if this information is not usefull for u so please correct me where i am wrong.
Regard
Navdeep rattan
MBA-HR
IILM (GURGAON)
From India, Chandigarh
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
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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EMPLOYEE REFERRAL PROGRAM.doc