REFERRALS when it comes to recruiting when one considers quality, effectiveness, match, retention, or virtually any measure of which a recruiter or HR department can be kept accountable. To quote Linkedin
research, The most popular channel for finding new hires is through employee referrals; up to 48% come from them.
A. Critically analyze whether hiring through referal is effective and produces better hires in organizations.
Support your answer by giving one example.
B. What are the other organizational or skill factors that you think should be considered aside from referrals to
ensure quality hiring? Why?
C. Discuss critically whether referral goes against the principles of antidiscrimination and equal opportunity employment.
ans:
a) Employee referrals are a very common means by which firms hire new workers. Past work suggests that workers hired via referrals often perform better than non-referred workers and upcourge it's more effective, but we have little understanding as to why. here we demonstrate that this is primarily,because referrals allow firms to select workers better-suited for particular jobs. to test our model. Referred workers are 10-30% less likely to quit and have substantially higner performance on non-rare metrics. To identify the source of these behavioral differences, we
develop four new statistical tests, all of which indicate that firms benefit from reterrals predominanty by selecting workers with a better fit for the job, as opposed to referrals selecting workers with higher overall quality; to referrals enabling monitoring or coaching; or
to it being more enjoyable to work with friends. We document that workers refer others like themselves, not only in characteristics but in behavior like unsafe workers refer, suggesting that firms may gain by incentivizing referrals most from their best Workers. Referred workers achieve substantially higher profits per worker and the difference is driven by referrals from high productivity workers.
EXAMPLE, Freelancing marketplace Fiverr wanted to increase employee referrals by tracking social job sharing and adding gamification by offering points for sharing jobs and referring friends.
b) ans;
There are so many technique in different ways for hiring new candidate,here providing three important methods such as
i) Inclusive job adverts
In beginning of recruitment process… with the job adverts. Believe it or not, the wording of your job adverts matters.The words we use and the way phrase things can put off entire groups of the candidate population. To avoid such a thing and to keep our candidate pool as large as possible,we can use an AI-driven writing tool for instance.
This kind of tool scans heaps of documents and based on this data predicts exactly what job advert will succeed where others fail based on this data.
ii) Programmatic advertising:
it is the process here definitely something we use for our online recruiting.
Recruiting on sites where our target candidates hang out, however, can be pretty innovative,The key takeaway here is: know our candidates. Because once we do,and can use programmatic advertising or another recruitment method to make sure they see our job advert.
iii) Video interviewing
This is one of self-explanatory way. it doesn't make less effective recruiting method though On the country. Using video technology can be a great option when we’ve got candidates that live abroad; it saves both of time and money – and we can still benefit from a much larger candidate pool.
This kind of technology collects data on things like verbal response, eye movements and non-verbal communication and uses this information to predict a candidate’s likelihood of success in their future job.
iii)c) ans;
By the point snof view referral doesn't goes against the principles of antidiscrimination and equal opportunity employment.
The objectives of this Equal Employment Opportunity (EEO) and Anti-Discrimination Policy are to ensure that all
1. DEF's employees or potential employees do not suffer unfair discrimination in the workplace.
2. Individuals and groups within the DEF work in an environment where all decisions are free of discrimination, where they have equal opportunity based on relevant abilities and merit.
3. Employees are encouraged to take positive action towards promoting equal opportunity throughout the organization.
4. Personnel actions, such as compensation, benefits, transfers, layoffs, company-sponsored training programs, and social and recreational programs, will be administered on a non-discriminatory basis.
5. Application of labour laws to be uniformly applied in the organization.
