Selection of candidates
New entrants in the IT-BPO sector usually use the three channels described below
to recruit their employees.
The ads for job offer can be published on daily newspapers or on specialised/recognised internet job sites.
Work with recruitment companies
Employers may work together with recruitment agencies where the later can
shortlist a number of candidates depending on the employer’s requirements
profile. Employers may afterwards choose to carry the interview with the
selected candidates either locally or remotely. There are a number of reputed
recruitment agencies that operates in the country which are
licensed to recruit employees from the local and global market. International
recruitment agencies such as Adecco are also present in the country.
Recruitment of fresh graduates
In cases where employers with specific qualifications and skills are
requirement, employers may liaise directly with the university and tertiary
institutions so as to recruit fresh graduates.
Training Incentives Schemes
Several innovative training schemes are available to encourage employers to
train local talents and stimulate a culture of training and life long learning
a. The HRDC Training grant scheme
In order to encourage employers to provide training to a maximum number of
employees, the Human Resource Development Council offers grants as incentive.
Employers contributing to the HRDC levy of 1.5 % can recover up to 60% of
training costs. Grants awarded by the HRDC are based on a cost-sharing
principle, i.e., grants will meet only part of the costs incurred for training
by employers. This scheme has been recently reviewed in view of rendering it
more attractive. The ceiling for Overseas Training incentive has been increased
to Rs 30,000/- per trainee.
Eligibility for grants
b. Pre-Operational Training Incentive (POTI) Scheme
Only employers contributing monthly to the levy will be eligible
Only training courses and programmes which have received prior approval of
MQA/TEC will qualify. The training has to be job related and must lead to
acquisition of new skills
As the objective of the council is to upgrade the local workforce, grants are
restricted to trainees who are Mauritians or Permanent Residents of Mauritius.
The Pre Operational Training Incentive (POTI) is a scheme under the HRDC
Training Grant Scheme aimed at encouraging investment in emerging sectors which
require a relatively high level of initial skills. Under this scheme the HRDC
provides an advance equivalent to 50% of the estimated qualifying training
costs during the first year of operation of firms which are in the process of
being set up. This scheme is specifically useful to companies wishing to have
access to a pool of trained manpower prior to starting operations.
c. ICT Empowerment training programme
In order to train SC and HSC school leavers for the ICT sector, a Rs 21m fund
has been announced in the National Budget in June 2009. The National
Empowerment Foundation (NEF) has been entrusted with the implementation of this
project and is working closely with the Outsourcing & Telecommunications
Association of Mauritius (OTAM), the CCIFM (Chambre de Commerce et d'Industrie
France Maurice) and the IVTB.
The objective is to train 2,000 people for the ICT sector in areas such as Call
Centres, BPO, Software Development, IT Networking and Infrastructure. This
professional training programme is intended to not only increase the number of
employable persons for the ICT sector but also to equip the participants with
the skills and knowledge that will enable them to find a job in this sector
which offers real career opportunities.
d. Placement for Training Programme
The training programmes have been designed and will be delivered by industry
professionals. The aim of the training is to enable participants who
successfully complete the course to become immediately employable in the
particular stream chosen. Around 40 people have been successfully trained on
the pilot programme last year and a second batch is due in February 2010.
The Placement for Training Programme, falling under the National Empowerment
Programme (EP), addresses skills mismatch through funding of company placements
and work-related training to unemployed resources. The scheme pays 50 % of the
monthly stipend of each trainee and contributes to a part-payment of up to 60%
of the training expenses incurred by the employer.