Most jobs are filled from within business or non business organizations from within.



Often senior employees are encouraged and indeed rewarded for recommending future good employees to their place of work. This is both a good and wise practice which results in good hires, better workplaces and indeed greater work and employee and employer satisfaction and effectiveness and profitability.

Networking no matter what is the number source of finding good and better job employment career prospects for yourself and your career. It works not only for new job employment applicants but even better for more established job seekers looking to upgrade their careers or even change tacks of employment and enter new areas and fields of employ.

Most jobs no matter what experienced people will tell you are filled from within. The old adage is not what you know but who you know. This is not a disparaging comment. Have heart. It is not a question of nepotism within most organizations and businesses it is a simple matter of common sense and trust. Who do bet your hard work and great efforts on? A newcomer who no one knows and may be fooling you with his apparent claims of skills and work ethic or someone whose history is known over time and work / life experience. Better yet if an employee who is willing to put his reputation and job even on the line recommending a person as a job hire has a vested interest in making a wise recommendation and as well having the new employee work out... Otherwise he stands to have more than a bit of aggravation and grief with his employer or human resources (h.r.). No one likes to be fooled or taken advantage of. Certainly not someone who signs your paycheck. This is why employers often pay employers a finder's fee for employees they recommend to firm or organization who are hired and pass an initial test employment period.

This finder's fee is very good value to the employer. Most new hires who are hired in this manner usually work out. Both the new hire and the senior employee feel some recognition and hopefully some loyalty to the firm or organization is created. In addition the payment made to the senior employee while not unsubstantial is not only “found “money to the senior employee but is usually a pittance compared to what a professional “head hunter” charges. Often these “head hunter” employment agencies often push new employment candidates through a fast, less than thorough screening process, demand percentages of future bonuses and benefits paid by the employer. In addition little guaranty is made and if the new employee does “not work out” usually hold no responsibility and hold the employer at fault. The best the employer can hope for is that it is in the best interests for future business for the “head hunter” employment agency to view the process as a long term business relationship and that it is in the agency's best interest to provide a good level of service and employment agency support. Believe it among the worst forms of employee hiring and recommendations come in the form of glowing letters of commendation and references from employers who only wish to be rid of troublesome and generally overall poor employees with little work ethic or values. It is expected that employment agencies will screen out and eliminate these potential candidates.