I’m on the board of directors for a local environmental organization. We’ve been all-volunteer for 15 years and are now looking at hiring our first executive director. As it happens, two of our top candidates are from out of state, so there will be travel expenses involved for them to get to an interview.
My question is – In your experience, either as an employee or an applicant, who typically pays for travel expenses in such a situation? The applicant or the potential employer?
(Mods- feel free to move to IMHO if that’s more appropriate)
In every interview I’ve ever gone on, it has been the interviewer/potential employer who has paid all expenses. I’ve known a few people (right out of school) that had to pay their own travel and hotel costs, but personally, I wouldn’t even consider a (professional) job that didn’t provide that much consideration. If it were some kind of non-profit or volunteer position, that might be a different story though.
Unequivocally, the employer pays travel costs for an applicant. This has always been the case when I have interviewed, sometimes for jobs with conservation organizations. Even if you are all-volunteer, if you will be paying the person to work for you should pay travel costs.
Very common for potential employer to pay, especially if (as it seems) you conducted a nationa/regional search. The most prudent way is to make the arrangements yourself and require receipts. Reimburse through your normal expense reimbursement process.
Also, is it clear to the candidates (and to the board) whether you will be offering relocation? Good to be VERY clear on that.
I have seen situations where the prospective employer will first conduct a telephone interview to weed out the obviously unqualified applicants, and then pay for a plane ticket if they felt they really wanted to consider an applicant.
first ditto on employer pays
Also on Relo expenses. Spell it out in writing what you will pay and what is employee pays.
Nothing will sour a relationship with a new employee faster than when he/she turns in an expese that they expect to be paid, and it is not paid.
Make it clear, get it in writing up front!
Make sure either YOU make the travel arrangements or you find out how much flights cost on average and state clearly how much you will reimburse for. I’ve seen people who could have taken a flight 1 hour later and saved hundreds, or who booked a suite instead of a room, or who flew business or first instead of coach on a short flight, since it was “free” to them.
Obviously the candidate’s schedule should be taken into consideration if you are making the arrangements. It’s not fair to make him get up at the crack of dawn or make several stops or have hours to hang around the airport just to save the employer a hundred bucks.
What we normally do is to choose several different flight options and ask the candidate which one he prefers. If none are suitable, we’ll look for and present more options. But we don’t just give carte blanche to someone to book whatever he wants.