{"id":3071,"date":"2017-07-17T20:48:46","date_gmt":"2017-07-17T20:48:46","guid":{"rendered":"https:\/\/www.peeriosity.com\/shared-services\/articles\/?p=3071"},"modified":"2022-09-06T21:53:40","modified_gmt":"2022-09-06T21:53:40","slug":"travel-reimbursements-for-job-candidates","status":"publish","type":"post","link":"https:\/\/www.peeriosity.com\/shared-services\/articles\/2017\/07\/travel-reimbursements-for-job-candidates\/","title":{"rendered":"Travel Reimbursements for Job Candidates"},"content":{"rendered":"

With an increasingly competitive labor market for new hires from the best universities and graduate programs, simplifying the process for job candidates to travel for onsite interviews is important, particularly when candidates may not have easy access to cover big-ticket items like hotel and airfare expenses.\u00a0 Have you considered the different approaches that might make this process better at your company?<\/span><\/p>\n

When questions like this come up, it can be helpful to have clear insight into the policies of peers.\u00a0 Fortunately for members of Peeriosity, it is easy to get objective and unbiased feedback from peers who are interested in sharing their views and helping a colleague, with the option for participants to see the identity of others, and with the ability to easily contact peers using Peer MailTM<\/sup>, an e-mail tool that is integrated into the Peeriosity solution.<\/span><\/p>\n

Recently, Peeriosity\u2019s iPollingTM<\/sup> was used to explore whether or not companies have a Travel & Expense policy<\/a> that specifies how job candidates are covered and the range of options companies currently use to reimburse job candidates. Responses were posted in real-time, with visibility to company responses available to all Peeriosity members, allowing for direct communication with peers using Peeriosity\u2019s integrated Peer MailTM<\/sup> capabilities.<\/span><\/p>\n

The first poll question addressed the issue of whether or not companies have a T&E policy<\/a> related to recruiting candidates, 53% indicated that they do have a policy, while 47% responded that they do not.\u00a0 For about 2\/3rds of the companies with a policy for job candidates, the policy is a standalone document that is separate from the employee policy.<\/span><\/p>\n

Here are the details:<\/span><\/p>\n

\"iPolling:<\/p>\n

Even though having options for job candidates can make the interview process less complex, for 64% of responding companies the process followed is for post-travel reimbursement through Accounts Payable. \u00a0So, in other words, the job candidate needs to come up with the money to cover all interview expenses, and then wait to get reimbursed, typically after complying with receipt submission and approval requirements.\u00a0 While this is the traditional approach used at many companies, the good news is that other options exist that were mentioned by poll respondents, including having an HR Recruiting team member make the reservations using a virtual \u201cbusiness travel account\u201d card or having a unique virtual card for each job candidate.\u00a0 Here are the details:<\/span><\/p>\n

\"iPolling:<\/p>\n

Unlike traditional benchmarking, Peeriosity\u2019s iPollingTM<\/sup> capabilities allow members to very quickly examine this issue in detail, providing a range of experiences and viewpoints that can be reviewed to develop an appropriate and workable answer.\u00a0 Tapping into the experience of peers eliminates guesswork and allows members to quickly access the collective experiences of a large community of users who are facing the same challenges.<\/span><\/p>\n

Here are a few of the comments from responding companies:<\/span><\/p>\n