TS
What is the level of recruitment for which the reimbursement is being done ?
At GM level ?
Or even at entry level / freshens ?
For example, if a fresh MBA from a college where you are not doing campus interview is to apply, will u pay him for conveyance to come for interview ? Will you do that for a sales executive ? Will you do that for an accounts executive ? Hr executive ?
Or will you do it for a DGM level only ?
What do the companies in IT do ?
For example would Wipro pay entry level candidates cost of going to bangalore for interview ?
If not then what level will they pay ?
From India, Mumbai
2383What is the level of recruitment for which the reimbursement is being done ?
At GM level ?
Or even at entry level / freshens ?
For example, if a fresh MBA from a college where you are not doing campus interview is to apply, will u pay him for conveyance to come for interview ? Will you do that for a sales executive ? Will you do that for an accounts executive ? Hr executive ?
Or will you do it for a DGM level only ?
What do the companies in IT do ?
For example would Wipro pay entry level candidates cost of going to bangalore for interview ?
If not then what level will they pay ?
From India, Mumbai
Hello Saswatabanerjee,
Since you asked, let me get into the details.
We deal with ONLY experienced personnel--and consequently our clients depend on us only for such levels. Typically it's 3+ yrs experience levels, even though some tough-to-get skills/specializations of even 2 yrs exp level get referred to us. The Function [Accounts, Sales, HR, Production, QA, etc, etc] doesn't really come into play.
There are 2 more factors that get into play in this policy/practice of Interview Travel Reimbursement.
1] Cost-benefit aspects.
2] Affordability.
To explain, the Fresher/Entry-level gets covered under the I point--it doesn't make business/logical sense for a company to hire this level thru Consultants--UNLESS the numbers are huge or the consultant has technical skills that the company may lack--paying the Fees [the To & Fro reimbursement aspect comes-in later]. When the Fresher intake is quite high, obviously the company would choose to go for Campus Placements. When the numbers are low [typically in single digits], then the companies hire locally. We have noticed Freshers have a knack of tracking even small companies to send their resumes--so the internal HR/Recruitment cell handles the hiring process.
Coming to the Affordability factor--this usually applies to SMEs. The first priority is given to locally available resources--so the reimbursement aspect doesn't get into play in such cases. Only when the skills/specializations the company needs are not available locally do they go for out-station candidates, when they pay the reimbursement.
And this applies equally to IT & Non-IT companies with whom we deal [though the tendency to see IF the Reimbursement can be AVOIDED is higher in Non-IT companies, that's changing now].
Hope this helps to address your queries.
Rgds,
TS
From India, Hyderabad
Since you asked, let me get into the details.
We deal with ONLY experienced personnel--and consequently our clients depend on us only for such levels. Typically it's 3+ yrs experience levels, even though some tough-to-get skills/specializations of even 2 yrs exp level get referred to us. The Function [Accounts, Sales, HR, Production, QA, etc, etc] doesn't really come into play.
There are 2 more factors that get into play in this policy/practice of Interview Travel Reimbursement.
1] Cost-benefit aspects.
2] Affordability.
To explain, the Fresher/Entry-level gets covered under the I point--it doesn't make business/logical sense for a company to hire this level thru Consultants--UNLESS the numbers are huge or the consultant has technical skills that the company may lack--paying the Fees [the To & Fro reimbursement aspect comes-in later]. When the Fresher intake is quite high, obviously the company would choose to go for Campus Placements. When the numbers are low [typically in single digits], then the companies hire locally. We have noticed Freshers have a knack of tracking even small companies to send their resumes--so the internal HR/Recruitment cell handles the hiring process.
Coming to the Affordability factor--this usually applies to SMEs. The first priority is given to locally available resources--so the reimbursement aspect doesn't get into play in such cases. Only when the skills/specializations the company needs are not available locally do they go for out-station candidates, when they pay the reimbursement.
And this applies equally to IT & Non-IT companies with whom we deal [though the tendency to see IF the Reimbursement can be AVOIDED is higher in Non-IT companies, that's changing now].
Hope this helps to address your queries.
Rgds,
TS
From India, Hyderabad
It is one of the techniques to encourage the employee to respond to the call. Other wise, he may not be interested to travel to distant area.
From India, Jaipur
From India, Jaipur
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Medical Reimbursement Format.doc