Capgemini rehire policy

There is a structured Capgemini rehire policy in place for those who wish to come back to Capgemini after leaving. Most of the employees who have left the company for credible reasons are considered for fresh recruitment. The most common duration for a gap before one can be rehired tends to be over six months. This time frame on the other hand could be longer or shorter depending on the nature of the exit and internal business requirements.

• To be eligible for rehire, former employees must meet certain criteria:

• Good Standing:

The employee is required to have separated from the company favourably, with no pending performance or behavioural issues.

• Relevant Experience:

The applicant needs to have appropriate qualifications and work history that correspond to the existing employment opportunities.

• Company Needs:

The decision concerning rehiring also depends on the existing requirements or priorities of Capgemini.

Capgemini encourages its ex-employees wishing to come back to the company to go to its careers page and seek available job offers. The reemployment process does require normal recruitment procedures, such as interviews and tests, to determine whether the candidate is right for this position.

I took the difficult choice to move on in search of a new opportunity a year ago, having spent five great years at Capgemini. I have recently started to miss the projects I used to work on and the company's culture. Naturally, I was curious about the possibility of returning, so I checked up on Capgemini rehire policy and got in touch with previous co-workers to find out more.

Capgemini does rehire former employees, but certain conditions apply. There should typically be a gap of at least 12 to 18 months before one can be considered for rehire, though this can vary depending on the role and business requirements. One important factor is the reason for departure those who left on good terms and performed well during their duration have a better chance of being rehired. Additionally, the rehire process might involve interviews, and the candidate's past performance and contribution are also reviewed. Overall, the Capgemini rehire policy is flexible, but it’s advisable to maintain a positive exit and stay in touch with the company.

There are various reasons for an employee to leave an organisation. There is no strict rule that an employee has to work in a particular company forever. If there have been cases of layoffs and the company is rehiring ex-employees, those workers can reapply in the company. In this case, it is Capgemini. Employers can also rehire former employees who left the organisation for personal reasons. With Relaunch@Capgemini program, former employees can again join the organisation. If you’ve left Capgemini on good terms only then you will be eligible for this program. Capgemini rehire policy has a cooling period of 1-1.5 years from the last day at the company before the former employees are considered for rehiring.

After working at Capgemini for four years, I decided to pursue a role at another company to explore new opportunities. Now, two years later, I'm considering a return. Curious about the Capgemini rehire policy, I reached out to HR and former colleagues for clarity.

Rehiring former employees is allowed by Capgemini, but there are a few key criteria that must be followed. Before applying again, there is typically a year's minimum time frame; however, this may vary according to the role and company requirements. When it comes to being hired once more, employees who left in outstanding condition with excellent track records and helpful skills are given priority. They further decide if your skills align with the positions that exist. Your professional development during your absence is also a factor since Capgemini favours employees who have gained new skills or experience. Overall, the goal of Capgemini's rehire method is to provide a chance for skilled workers who have left peacefully to come back.

I was working in Capgemini till Feb 2022,and left to join LTIM. I was working at C2 level, recently I concluded 2 rounds for D2 position and asked to submit documents. Though during the L1 and L2 round my engagement during my previous tenure was discussed with panel. But it seems recruiter noticed it only at the time of scheduling HR round and now saying since yours is rehire case, I will initiate rehiring process and my performance will be reviewed. I had left Capgemini in good standing only, but not sure what will be the outcome of this review. Any suggestions?