The Importance of Employee Referral
Why is employee referral so important in the recruitment process? Have you been on either end of this process? What was the experience like?
Referrals are a good way to find potential employees, and by using an employee’s social network of friends, real friends not those friends’ known by computer only. Employees to a certain extent are aware of their friends work principles. The textbook explains it best, “It is just human nature that employees do not want to recommend a person unless they believe they are going to fit in and be productive.” (Mondy & Martocchio, p. 111) Employers will use an employee’s referral as a cost efficient source tool, as a pre-interview for those prospective employees. Referrals do have drawbacks. One that comes to mind is racial/other discrimination, which puts a limit on the diversity of those referrals. Even though there is diversity in applied practiced the world over, there are exceptions, there are countries and or companies that do not recognize or practice diversity within their country or company. It is a disconcerting practice, yet it still occurs.
Also having a friend, that works, at the corporation, will start the recruiting process by preparing the candidate for the interview. By providing applicants with knowledge of the company will help the candidates understand the company a little better, like what sort of business does the company do, their work ethics and what the recruiting process entitles. This process helps the applicant and the employee assess the prospective employees’ abilities. Such skills include but not limited to having the aptitude for the job, and would they make a lucrative employee and is just what the corporation is looking for to be a part of a good team. If the answer is negative, the likely answer would be not to apply. Thus, by weaving out any applicants considered unsuitable to work for the enterprise or by continuing with the referral process. With what they consider, a good fit and make a
Referrals are a good way to find potential employees, and by using an employee’s social network of friends, real friends not those friends’ known by computer only. Employees to a certain extent are aware of their friends work principles. The textbook explains it best, “It is just human nature that employees do not want to recommend a person unless they believe they are going to fit in and be productive.” (Mondy & Martocchio, p. 111) Employers will use an employee’s referral as a cost efficient source tool, as a pre-interview for those prospective employees. Referrals do have drawbacks. One that comes to mind is racial/other discrimination, which puts a limit on the diversity of those referrals. Even though there is diversity in applied practiced the world over, there are exceptions, there are countries and or companies that do not recognize or practice diversity within their country or company. It is a disconcerting practice, yet it still occurs.
Also having a friend, that works, at the corporation, will start the recruiting process by preparing the candidate for the interview. By providing applicants with knowledge of the company will help the candidates understand the company a little better, like what sort of business does the company do, their work ethics and what the recruiting process entitles. This process helps the applicant and the employee assess the prospective employees’ abilities. Such skills include but not limited to having the aptitude for the job, and would they make a lucrative employee and is just what the corporation is looking for to be a part of a good team. If the answer is negative, the likely answer would be not to apply. Thus, by weaving out any applicants considered unsuitable to work for the enterprise or by continuing with the referral process. With what they consider, a good fit and make a
Cited: Mondy, R. W., & Martocchio, J. J. (2015). Human Resource Management. In Recruitment (14 ed., p. 111). Pearson. Retrieved September 15, 2015