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Over the past few years, the domain of recruitment has evolved radically. From online job postings and scanning job boards, online recruitment has now gained a new dimension with the evolution of social media. The ushering in of social media has given a new shape to online recruitment and more and more companies are resorting to the same. In a recent survey conducted by Jobvite it was revealed that more than 75% of hiring managers prefer to glance through a candidate’s online presence and behaviour. Needless to say, many recruiters end up approaching candidates directly on these social media platforms and they do excel in the process of online recruitment. According to an annual recruitment survey conducted by CareerBuilder in 2016, the percentage of companies that depends on social networking sites to review job applicants’ profile has grown up to 61% compared to 52% in 2015. From the above information, it can be concluded that, in the domain of online recruitment ,

Employee referrals have existed from quite a long time, but just recently have they become institutionalised into a business initiative. Their rising popularity is due in part to the increasing shortage of skilled talent while needs for function continues to rise. The war for talent has made several organizations create alternative recruiting channels, successful employee referral programs being among the strongest. Reduced to its very basics, a referral program will be an attempt to use present employees and their professional connections to fill job openings. It rests on the premise that significant workers are guaranteed to understand others like them and therefore are better positioned to convince these people to join the company than recruiters.` Since workers will be the focal point of the applications, they have to be motivated to engage and consult applicants through incentives, competitions, and other participation programs. Organizations such as Accenture,