A big hi to the hr fraternity, Can somebody plz tell me how to implement employee referral scheme in an organisation. my summer project is abt that.
any inputs or suggestions are more than welcome.. Also if possible plz let me know what are the various internal and external sources of recruitment..it'll be of great help.
thanks
Ishita
From India, Mumbai
4any inputs or suggestions are more than welcome.. Also if possible plz let me know what are the various internal and external sources of recruitment..it'll be of great help.
thanks
Ishita
From India, Mumbai
Ishita
One of the best ways to get people into organizations has been thru referrals, traditional yet effective. What you do is, tap into a vast network of passive/active candidates thru your existing employees who spread the word out to their friend and ex-coworkers. The foundation of the referral scheme is "trust", because we trust our friends/colleagues we are more keen to listen and try the opportunity they present us.
There is surely a carrot as well, each successful referral is rewarded with either a cash bonus or in kinds ( gift certificates ) to the refer.
Referral schemes (RS) should have clarity on the objective and possible conflict situations ( like in cases you see same resume's from two/three different sources ). Mostly the referral bonuses are paid out in parts, (eg::30 % at the time of the candidate joining and 70% in six months/9 months ..etc ). This in a way also ensures that the refer will make sure the referee continues employment, although there are no guarantees.
RS is a internal sources of recruitment, other internal sources is also existing pool of resources within the company, internal ads can tap into that pool.
External sources are online job boards, staffing firms, news paper ads etc.
One of the best ways to get people into organizations has been thru referrals, traditional yet effective. What you do is, tap into a vast network of passive/active candidates thru your existing employees who spread the word out to their friend and ex-coworkers. The foundation of the referral scheme is "trust", because we trust our friends/colleagues we are more keen to listen and try the opportunity they present us.
There is surely a carrot as well, each successful referral is rewarded with either a cash bonus or in kinds ( gift certificates ) to the refer.
Referral schemes (RS) should have clarity on the objective and possible conflict situations ( like in cases you see same resume's from two/three different sources ). Mostly the referral bonuses are paid out in parts, (eg::30 % at the time of the candidate joining and 70% in six months/9 months ..etc ). This in a way also ensures that the refer will make sure the referee continues employment, although there are no guarantees.
RS is a internal sources of recruitment, other internal sources is also existing pool of resources within the company, internal ads can tap into that pool.
External sources are online job boards, staffing firms, news paper ads etc.
thanx a lot Mr Borah for your reply.
but the company where i am to implement the emp referral is very cost conscious..they want me to come up with a innovative solution where non monetary benefits shud be emphasized and cost should be minimum.....
i am at my wits end as to how to come up with such a scheme...any suggestions?
as of now the emp referral happens as at a very informal level..i.e. people just call their aquaintances for jobs..but nevertheless its quite a source untapped
also should i design a matrix for the various levels and assign skills and incentives :!: any guidelines on that one....
thanx
ishita
From India, Mumbai
but the company where i am to implement the emp referral is very cost conscious..they want me to come up with a innovative solution where non monetary benefits shud be emphasized and cost should be minimum.....
i am at my wits end as to how to come up with such a scheme...any suggestions?
as of now the emp referral happens as at a very informal level..i.e. people just call their aquaintances for jobs..but nevertheless its quite a source untapped
also should i design a matrix for the various levels and assign skills and incentives :!: any guidelines on that one....
thanx
ishita
From India, Mumbai
What kinds of nonmonetory benefits do they have on board? what would be a minimum cost? T
Referral schemes can fetch you candidates at 1/3 of the cost of a staffing company ( that's a major saving) . As regards to rewards in kind you can be creative on this, for example , taking the cost of a air fare for an outstation employeel refering the successful candidate OR sponsoring a family dinner etc. If the company does not want to spend anything I am not sure how much you can stretch your imagination, I guess the time to think also cost.:-))
Yes, the reward should be a reflection of the job levels, for eg
For Programmers you can pay Rs.8000
Programmer/Analyst - Rs.15000
You can come up with a figure that's in line with the affordability & willingness to pay that amount.
Hope this helps
Rajnish
Referral schemes can fetch you candidates at 1/3 of the cost of a staffing company ( that's a major saving) . As regards to rewards in kind you can be creative on this, for example , taking the cost of a air fare for an outstation employeel refering the successful candidate OR sponsoring a family dinner etc. If the company does not want to spend anything I am not sure how much you can stretch your imagination, I guess the time to think also cost.:-))
Yes, the reward should be a reflection of the job levels, for eg
For Programmers you can pay Rs.8000
Programmer/Analyst - Rs.15000
You can come up with a figure that's in line with the affordability & willingness to pay that amount.
Hope this helps
Rajnish
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