Policy

1. Introduction

[Company Name] recognizes that our current employees possess the best insights into the type of candidates that would be a good fit for our organization. This document serves as a guide for employees who wish to refer potential candidates for open positions.

2. Purpose

The objective of the employee referral policy is to incentivize employees who identify and refer qualified talent, helping us fulfill our staffing needs in a cost-effective manner.

3. Scope

The employee referral policy applies to all employees of [Company Name],  with the exception of Functional Heads, Heads of Departments (HODs), the HR team, and individuals involved in the recruitment process or those who have the ability to influence hiring decisions.

4. Guidelines

Employees are encouraged to refer candidates who meet the qualifications outlined in the job descriptions for open vacancies. All referred candidates will go through the standard recruitment process in accordance with company policies, and selection will only occur if the candidate satisfies the requirements for the specific position. Employees’ roles in this process are limited to submitting the candidate’s resume; they should not attempt to influence the selection process or negotiate compensation for the candidate.

5. Rules And Procedures

5.1. Notification of Vacancies

 Human Resources (HR) will announce available positions that are eligible for the employee referral scheme via the HR System.

5.2. Eligibility Criteria

 Referrals can only be made for the vacancies that have been officially communicated. Candidates must meet the specific qualifications outlined in the job postings.

5.3. Submission Process 

Referrals must be submitted exclusively through the HR System, thus meeting the HR referral policy requirements for the employees.

5.4. Candidate Consent

As per the candidate referral program, employees must obtain explicit consent from the candidate before submitting their resume to the HR Department.

5.5. Bonus Eligibility

 Employees will qualify for referral bonuses only if the referred candidate successfully joins the organization and completes three consecutive months of service.

5.6. Fixed-Term Contracts

 If a referred candidate is hired on a project or assignment-based fixed-term contract for at least one year, which may lead to permanent employment, bonuses will be awarded after the candidate completes their training.

5.7. Selection

 Employees who refer candidates must not participate in any part of the candidate's selection process.

5.8. Exclusions

 Candidates who have previously applied in response to a job advertisement, those referred by recruitment agencies, or individuals who have independently applied within the last year from the vacancy notification date will not be eligible as referred candidates.

5.9. Duplicate Resumes

If multiple employees submit the same resume, the referral will be credited to the employee who submitted it first, based on the date and time of receipt.

5.10. Data Bank Resumes 

If a candidate’s resume is already present in the company’s database, the referring employee will not be eligible for a referral bonus.

5.11. Former Employees

 Referrals for ex-employees who have previously left the company will not qualify for a bonus.

5.12. Interview Restrictions

 Candidates who have interviewed with the company in the past six months are not eligible for referral.

5.13. Fresher and Experience Limitations

 No bonuses will be awarded for referring fresh graduates, campus hires, or candidates with less than 12 months of relevant experience.

6. Employee Referral Reward

There are tiered rewards for employees who successfully refer new hires.

•  For entry-level positions, a bonus of ₹37,000 is awarded after three months of successful onboarding, and ₹74,000 after one year (this may change depending on the need).
• For mid-level to senior positions, the reward is ₹74,000 after three months and ₹1,11,000 after one year (this may change depending on the need).

7. Exceptions

• The Management reserves the right to modify, amend, or alter the above terms at any time to comply with business or statutory requirements.
•  In the event of any uncertainties, the interpretation of these terms by the Head of HR will be considered final. 
• No exceptions will be allowed without explicit written consent from the Head of HR.