Hey guys...
Help...
Please throw some light on how is Employee referral policy implemented in BPO's.
The Flow could be like:
*) How is the scheme/policy framed (Rules and rationale)
*) How is the scheme implemented (Communicated to employees)
*) How is the policy executed (Communication links with the employee once a prospective employee is referred)
*) How is the referral bonus passed on the employee who refers (Post referral and the prospective is selected)
Though BPO organizations are what am keenly looking at, am sure knowledge in organizations in other sectors would also throw in some light.
Thanks & Kind Regards to all
Ram
Tata Institute of Social Sciences
Dept of Personnel Management & Industrial Relations (PM&IR)
Batch of 2005-2007
From India, Mumbai
1Help...
Please throw some light on how is Employee referral policy implemented in BPO's.
The Flow could be like:
*) How is the scheme/policy framed (Rules and rationale)
*) How is the scheme implemented (Communicated to employees)
*) How is the policy executed (Communication links with the employee once a prospective employee is referred)
*) How is the referral bonus passed on the employee who refers (Post referral and the prospective is selected)
Though BPO organizations are what am keenly looking at, am sure knowledge in organizations in other sectors would also throw in some light.
Thanks & Kind Regards to all
Ram
Tata Institute of Social Sciences
Dept of Personnel Management & Industrial Relations (PM&IR)
Batch of 2005-2007
From India, Mumbai
[quote="ramkrpa"]Hey guys...
Help...
Please throw some light on how is Employee referral policy implemented in BPO's.
The Flow could be like:
*) How is the scheme/policy framed (Rules and rationale)
*) How is the scheme implemented (Communicated to employees)
*) How is the policy executed (Communication links with the employee once a prospective employee is referred)
*) How is the referral bonus passed on the employee who refers (Post referral and the prospective is selected)
Though BPO organizations are what am keenly looking at, am sure knowledge in organizations in other sectors would also throw in some light.
Dear Friend,
Let me share my way of implementing Employee referral Scheme in our office.
Generally All BPO encourages ERS.
See any employee can refer new candidate. but as per the company norms,
1. We have taken references only from those who have completed 3 months of tenure.
2. Employees would be communicated through notification, Group leader or team leader, in briefing before log in time, informal communication and we used to try all the possibilities.
3.Once an employee refers any candidate they will have to under go all selection procedure once the candidate gets selected, it would be communicated to the employee by the printed formate.
4. If a new recruit stays for 3 month incentives will be given to the employee.
5. Incentives may be any thing.
this is how i used to practise ERS
Thanks and regards
Gopi.K
94436 59045
From India, Chandigarh
Help...
Please throw some light on how is Employee referral policy implemented in BPO's.
The Flow could be like:
*) How is the scheme/policy framed (Rules and rationale)
*) How is the scheme implemented (Communicated to employees)
*) How is the policy executed (Communication links with the employee once a prospective employee is referred)
*) How is the referral bonus passed on the employee who refers (Post referral and the prospective is selected)
Though BPO organizations are what am keenly looking at, am sure knowledge in organizations in other sectors would also throw in some light.
Dear Friend,
Let me share my way of implementing Employee referral Scheme in our office.
Generally All BPO encourages ERS.
See any employee can refer new candidate. but as per the company norms,
1. We have taken references only from those who have completed 3 months of tenure.
2. Employees would be communicated through notification, Group leader or team leader, in briefing before log in time, informal communication and we used to try all the possibilities.
3.Once an employee refers any candidate they will have to under go all selection procedure once the candidate gets selected, it would be communicated to the employee by the printed formate.
4. If a new recruit stays for 3 month incentives will be given to the employee.
5. Incentives may be any thing.
this is how i used to practise ERS
Thanks and regards
Gopi.K
94436 59045
From India, Chandigarh
Hi,
Employee refferal scheme plays big role in recruitment for BPO.
1. Framing the policy:
- Amount paid
- Tenure of payments
- Clause (how long you want the employee refferd to be with u to recover cost)
2. How to make it know
- Paste the news on intranet
- Inform the Operations to inform their teams
- Personally speak with the guys during brefing
- Paste posters accross ur organisation
3. Important thing is to pay the referral bonus on time so that more and more people are reffered.
Regards,
Vanita Kadam
From India, Mumbai
Employee refferal scheme plays big role in recruitment for BPO.
1. Framing the policy:
- Amount paid
- Tenure of payments
- Clause (how long you want the employee refferd to be with u to recover cost)
2. How to make it know
- Paste the news on intranet
- Inform the Operations to inform their teams
- Personally speak with the guys during brefing
- Paste posters accross ur organisation
3. Important thing is to pay the referral bonus on time so that more and more people are reffered.
Regards,
Vanita Kadam
From India, Mumbai
Hi Ram.. this is the extract of my earlier posting in HRM regarding employee referral program... this is common to BPOs as well..!!!
All the best my friend..!!
!!!EMPLOYEE REFERRAL PROGRAM !!!
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.
Hope this information is useful for all those working on Employee Referral Program in BPOs....
Regards
Kishore Chelluri
kishorechelluriyahoo.com
Leave a comment if u like the document....
From India, Hyderabad
All the best my friend..!!
!!!EMPLOYEE REFERRAL PROGRAM !!!
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.
Hope this information is useful for all those working on Employee Referral Program in BPOs....
Regards
Kishore Chelluri
kishorechelluriyahoo.com
Leave a comment if u like the document....
From India, Hyderabad
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Employee-referr al-policy dip.docx