What outcome is often desired by using employee referrals in recruitment?

Utilizing employee referrals in recruitment is often aimed at identifying candidates who align well with the company's culture. Employees typically refer individuals they believe would thrive within the organization, both in terms of skill set and interpersonal dynamics. Since current employees have a clear understanding of the company’s values, work environment, and expectations, they are likely to recommend candidates who not only possess the necessary qualifications but also mesh well with the existing team. This cultural fit is crucial for long-term job satisfaction and employee retention, thereby enhancing overall workplace harmony and productivity.

In addition to this, candidates referred by employees often feel a sense of trust and endorsement before they even enter the hiring process, potentially leading to a smoother integration into the company. This suggests that such referrals can lead to higher engagement and performance levels among new hires.

The other outcomes identified in the options are less desirable in a recruitment strategy. Seeking to fill positions with less qualified individuals undermines the purpose of recruitment and could harm the organization’s performance. Decreasing the diversity of applicants contradicts the fostering of an inclusive workplace, which has been shown to boost creativity and innovation. Bypassing the standard recruiting process could lead to inconsistencies and a lack of thorough vetting, adversely affecting candidate quality and legal compliance.