Breaking News
Home / Interview Tips / Misuse of Employee Referral Program by Candidates.
Misuse of Employee Referral Program by Candidates

Misuse of Employee Referral Program by Candidates.

Misuse of Employee Referral Program by Candidates or Employee Referral Risky for Hiring Managers.

  • Employee Referral program may not be a major hit in most of the marketing or health sector or other non-it sector industry but considered as major hit these days for IT sector.
  • Buddy Referral program or Employee referral program is one of the favorite ways for most of the IT sector to earn money. This employee on perfect referral can earn from minimum Rs 8,000 (2yrs) to Rs 1, 50,000 (Top Management position) in India whereas it ranges from $2000 to $5000 in US based firms.
  • We may have already read about buddy referral in detail in most of the other article of this blog if not, you can read here.

Coming to the main topic, let us understand why buddy referral program is sometimes considered as risky by the Hiring managers or HR Managers,

1. Employee Referral Share.

  • The trend of sharing employee referral is one of the trends observed these days.
  • In this, the employee post buddy referral openings via Whatsapp or Facebook or other social network sites and mention for a buddy share in case of selection.
  • Employees are more concerned about their referral share more than the quality of employees turning for the interviews especially on recruitment drives.
  • They tend to share the most resumes leading to some hit ratio. Due to this trend, the hiring managers sometimes may fail to decide the best from the already selected candidates and may select a wrong choice which indirectly affects the hiring or the recruitment team. 

2. Attempt for Mock Interviews.

  • This is one of the hot favorite ways for most of the candidates to give mock or trial interviews. Candidates appear for such interviews to study the type of questions asked and to know how well or to what level they are prepared for interviews related to their skill set.
  • For eg; Marketing Associate may be interested to experience the level of leadership role or a Product Designer interested to know the various levels to become a Solution Architect in future.
  • Such candidates usually fail to qualify to the next round. But if any succeeded then may or may not join or resign. (since candidates are mentally not prepared for change of job)

3. Intentions to Break Notice Period.

These are the ways via which candidate misuse employee referral, if you know any such cases which you or any of your friends may have experienced, then feel free to comment below.

About Nitin Ravale

Nitin Ravale is a HR turned Pro Blogger and Youtuber who makes his living via Online Digital Marketing sources.

Check Also

How HR Shortlist Candidate on telephonic Conversation

Hidden Techniques Exposed: How HR Shortlist a Candidate based on Telephonic Conversation.

How HR Shortlist Candidate based on Telephonic Conversation. You made up your mind to change …

Leave a Reply

Your email address will not be published. Required fields are marked *