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Manisha Maheshwari (roll no 26, A1


Indian Telecommunication Industry
Last Updated: July-September 2008

The Indian telecommunications has been zooming up the growth curve at a
feverish pace, emerging as one of the key sectors responsible for India's
resurgent economic growth.

India is has surpassed US to become the second largest wireless network
in the world with a subscriber base of over 300 million in April, according to
the the Telecom Regulatory Authority of India (Trai).

The year 2007 saw India achieving significant distinctions:

1 having the world's lowest call rates 2-3 US cents

2 the fastest growth in the number of 15.31 million in 4
subscribers months

3 the fastest sale of million mobile phones in a week

4 the world's cheapest mobile handset US$ 17.2

5 the world's most affordable color phone US$ 27.42


6 largest sale of mobile handsets in the third quarter

Segment-wise growth

Wireless segment has emerged as the preferred mode of telephone service
by the consumers, reflected in the rising share of mobile phone connections
to total connections.

1. The share of mobile phones has increased from 71.69 per cent at the
end of March 2006 to 87.68 per cent at the end of May 2008.
2. While total mobile subscriber base was 277.92 million, wire line
subscriber base was 39.05 million.

3. Consequently, overall tele-density has increased to 27.59 per cent at
the end of May 2008.

India is likely to be second largest mobile market in the BRIC nations, with
560 million mobile users representing the next great growth curve for both
mobile and interactive marketing industries, according to a report by


The booming domestic telecom market has been attracting accelerating
amount of investment. During April 2000 to March 2008, cumulative FDI
inflows into the Indian telecommunications sector amounted to US$ 3.84
billion, accounting for 6.81 per cent of the total FDI inflows into the country.

In fact, the surge in mobile services market is likely to see huge amount of
investment implying a mobile in the hands of every second person in the

Buoyed by the rapid surge in the subscriber base, huge investments are
being made into this industry by companies like

• Maxis Communications-owned mobile service provider Aircel


• Srei Group's Quippo Telecom Infrastructure Ltd (QTIL)

• The Central public sector enterprises(CPSEs) have lined up
investments for infrastructure sectors like telecom energy and power for

• Vodafone Essar will invest US$ 6 billion over the next three years in a
bid to increase its mobile subscriber base from 40 million at present to over
100 million.


India is emerging as a handset super-power as more manufacturers set up
base in the country, it is not only the world's fastest-growing telecom market
but it is also making remarkable progress in the telecom manufacturing
space. The Indian telecom equipment manufacturing sector is set to become
one of the largest globally by 2010.

Simultaneously, India's surging domestic market is also providing excellent
investment opportunities in other segments of telecom equipment industry.

• Nokia Siemens Networks (NSN) is shifting its global services business
unit headquarters from Munich to India.

• Nokia set up its manufacturing plant in Chennai.

• Samsung has set up its GSM mobile manufacturing base in Manesar.

• Motorola has established a manufacturing plant in Sriperumbedur.

• Sony Ericsson has set up GSM Radio Base Station Manufacturing
facility in Jaipur and R&D centre in Chennai.

• LG Electronics set up plant of manufacturing GSM mobile phones near

• Elcoteq has set up handset manufacturing facilities in Bangalore

• Elextronics has set up an SEZ in Chennai.

Value Added Services Market


• Introduction of Mobile Number Portability in a phased manner. • 100 per cent FDI is permitted in telecom equipment manufacturing through the automatic route. • Introduction of Calling Party Pay (CPP) regime and lowering of access deficit coupled with introduction of revenue share regime in ADC. • Introduction of a Unified access licensing regime for telecom services on a pan-India basis. the Indian MVAS is likely to grow at a CAGR of 44 per cent 2010. as many as one in every four of the next billion subscribers will be an Indian. • Allowing service providers to share active infrastructure. According to a study by Stanford University and consulting firm BDA. • Establishment of an independent regulator . starting with the fourth quarter of 2008. Government Initiatives The Government has taken many proactive initiatives which has provided a framework for the rapid growth of the telecom industry. out of which 80 million are expected to be from rural areas.India's runaway success in mobile telephony has also given a boost to the mobile value added services (MVAS) market. Road Ahead • According to a report by Boston Consulting Group. 4 . • The department of telecommunication estimates the total subscriber base to total 500 million by 2010.the Telecom Regulatory Authority of India (TRAI)-for the telecom sector. • Implementation of New Telecom Policy (NTP'99). • Opening the industry for private sector participation. while only one in 20 of the world's first two billion mobile subscribers live in India. • FDI ceiling in telecom services has been raised to 74 per cent.

and Idea Cellular. With such growth projection. The GSM sector is dominated by Airtel. this industry is likely to see increased investments. CDMA market has increased its market share up to 30% thanks to Reliance Communication. Surprisingly. across the globe. Top players The top players based on cellular subscriber (in millions) base were Cellular services can be divided into two categories: Global System for Mobile Communications (GSM) and Code Division Multiple Access (CDMA). which according to Ernst & Young is expected to total US$ 35 billion.6 billion during the eleventh plan period (2007-12). likewise. while the CDMA sector is dominated by Reliance and Tata Indicom.6 per cent of the total GDP of the country. However. In fact. CDMA has been losing out numbers to popular GSM technology. Private sector is estimated to continue its dominant share. total investment is projected at US$ 76. accounting for 67 per cent of the total projected investment while public sector accounts for the rest. Vodafone-Hutch. is estimated to increase. • The Indian telecom industry's revenue. contrary to the scenario in India 5 . accounting for 3.

Problems faced The bottlenecks for ' Indian Telecom Industry ' are: • Slow reform process. low tariffs 2. • Limited spectrum availability and interconnection charges between the private and state operators. • Low penetration. • Service providers bears huge initial cost to make inroads and achieving break-even is difficult. which makes it difficult to make inroads into this market segment as service providers have to incur a huge initial fixed cost. • Huge initial investments. • Lack of infrastructure in semi-rural and rural areas. falling handset prices. Reasons for growth The two major reasons that have fuelled this growth are 1. Rural Telecom Market – an emerging market 6 .

As on September 2007. a study released Wednesday said. The government will roll out new incentives for mobile networks in rural India. Moreover. Rural India will wrest 40 percent of new telecom market India’s rural telecom connectivity is poised for explosive growth in the next five to 10 years. operators could learn from business models that have been experimented across the developing world for expanding rural connectivity. offering telecom services in rural areas has now become the hot spot for private telecom operators.According to numbers compiled by the Telecom Regulatory Authority of India. Analysts said that the share of rural telecom consumers will continue to increase as operators have initiated an aggressive roll-out plan to cover 7 .” said the study by the Federation of Indian Chambers of Commerce and Industry (Ficci) and Ernst and Young. It’s also planned that the ultra-low cost handset of approximately Rs. in next 5-10 years approximately 100 million will be from rural areas. 43 million were in rural areas. grabbing a 40 percent share of the new market. Reasons for rural inclination Far from being considered as a social obligation.840 ($20) to the market with built-in subsidies. Nearly 75 per cent of the mobile users in the villages are now owned by private operators as cellular phones catch the imagination of rural consumers. nearly 21 per cent of the mobile user base now reside in the villages of India. lifetime validity and minimal maintenance costs have promoted mobile usage in remote areas. A similar model with minor customization could be emulated in the rural areas. controlling variable costs and carefully tailoring services to the requirements of their customers. Operators have demonstrated they can achieve profitability by reducing fixed costs. “Of the estimated new 250 million Indian wireless users. state-owned Bharat Sanchar Nigam Ltd was known to be the only significant rural telecom operator in the country. where a few years ago none of the operators wanted to venture. Until now. out of the 209 million mobile users in the entire country.

Head of Research. Vodafone 8 . competition drives innovation. Vice President (Corporate Marketing). Kerala.Poonam Madan Sarmah. This is primarily driven by a slump in the growth rate of mobile user base in the metro and urban areas. Schumpeter's view that competition through innovation is more important than price holds significance. We want to be identified as a great value- added service provider.Harit Nagpal." . including lower entry cost to make it more affordable. The telecom regulator has suggested a number of initiatives to make mobile connection attractive. According to the data released by the Cellular Operators Association of India Circle C and Circle B States such as Bihar." . most of the mobile operators are investing heavily in setting up infrastructure in these circles. "We are looking at making the phone a more useful product than just an instrument to exchange voices. Genesis PR. In a hi-tech market like telecom. Technology advancements. Madhya Pradesh and Punjab are showing better growth rates compared to the metros. Therefore. lower costs and competition translate this into benefits for the consumer. Moreover.remote areas of the country.

Recruitment is the activity that links the employers and the job seekers.“Talented persons are like frogs in a wheelbarrow. “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. 9 . The process involves carrying out a skills analysis of the existing workforce. and maintaining employees and also to manage them effectively. RECRUITMENT According to Edwin B. Through HRP an organization strives to have the right number & the right kind of people at the right place at the right time. Flippo. carrying out manpower forecasting. which can jump at any point of time when they sense opportunities” HUMAN RESOURCE MANAGEMENT The goal of human resource management is to help an organization to meet strategic goals by attracting. This may include the development of training and retraining strategies. and taking action to ensure that supply meets demand.

1. Retired Employees.Usually. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Employee Referrals. Employment Employees. 5. 7. Upgrading. Institutes. 2. Relatives of Deceased 4. Acquisitions and 5. RECRUITMENT Process SOURCES OF RECRUITMENT INTERNAL EXTERNAL 1. Mergers 6. the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Advertisements. 3. Transfers. Job Portals . Labor Contractors. 8. 7. Retrenched 3. Press 2. Placement Employees. Promotions. However. Dependants and Outsourcing. Exchanges. Agencies / 6. Educational 4. Unsolicited 10 Applicants.

POACHING/RAIDING “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Some Top Consultants Latest Trends in Recruitment 1. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. the outsourcing firms or the intermediaries charge the organizations for their services. 2. Poaching means employing a competent and experienced person already working with another reputed 11 . OUTSOURCING The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. In turn.

com 5 in. better than the current employer of the candidate. company in the same or different m 3 www.e. It has become a challenge for human resource managers to face and tackle poaching. But it is seen as an unethical practice and not openly talked about. The job seekers send their applications or curriculum vitae i. as it weakens the competitive strength of the 4 www.monsterindia.Recruitment Many big organizations use Internet as a source of 12 .naukri. CV through e mail using the Internet. E.clickjobs. Alternatively job seekers place their CV’s in worldwide web. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. the organization might be a competitor in the industry. They advertise job vacancies through worldwide E- recruitment is the use of technology to assist the recruitment process. which can be drawn by prospective employees depending upon their 2 www. Top 5 Job Sites 1 www.jobstreet.

2) Flexible work arrangements are on the rise. The video resume allows prospective employers to see. another 14 percent plan to provide incentives for workers at or approaching retirement age to stay on with the company longer. Twenty-one percent say they are likely to rehire retirees from other companies in 2008. 3) Online candidate screening will grow. Of those expecting to increase wages. while 39 percent expect to offer some form of flex-time in ‘08. Sixty percent of employers offer flexible work plans now — usually alternative schedules (shifted start and quit times). and not only the use of qualifying pre-application questions. 13 . condensed work weeks or telecommuting. but this trend won’t go away. The numbers here aren’t large. 4) Video & audio Resume will be preferred as is a way for job seekers to showcase their abilities beyond the capabilities of a traditional paper resume. but full-blown searching of social networking sites and search engine checks. hear and get a feel for how the applicant presents themselves. and 17 percent say 5 percent or more. 9 Recruitment Trends for '08 1) Bigger paychecks. 64 percent say it will be at least 3 percent. say 80 percent of the survey respondents. 5) Retiree rehiring will increase as companies remain pressured from the loss of more experienced workers.

with 31 percent of employers anticipating a working relationship with freelancers or contractors this year. Telecom tops in employment growth According to estimates of the World Bank. stock options. and 5 percent plan to start their own business. 14 . tracking projected hiring trends for 2008. so employers are taking action to carve out career paths for employees. transit passes and wellness programs. 8 percent are changing careers. A quarter of the surveyed workers plan to change jobs within the next two years: 41 percent are leaving their jobs to find a position with better pay and/or career advancement opportunities. Survey respondents particularly noted “mature” workers. While the Word Bank numbers.6) Recruiting diversity workers. In light of rising healthcare costs. Twenty-seven percent of workers say they are dissatisfied with pay. will continue to be an important focus of recruiters. 7 percent are retiring. Ten percent plan to enhance or add perks such as bonuses. discounts. 9) One in four (26 percent) of the surveyed companies are likely to provide more promotions and career advancement opportunities in 2008. the highest growth among all the sectors in the services industry. especially workers bilingual. More than half of workers stated that a company’s ability to offer career advancement is more important than salary. nearly one-in-five employers (19 percent) report their companies plan to offer more comprehensive or better health benefits to employees in 2008. employment in the telecommunications sector has grown by 33 per cent since 1994. This survey was released by CareerBuilder. 8) Perks and benefits will receive more attention from companies wanting to remain competitive in attracting and keeping workers. The 2008 Job Forecast survey is based on the responses of 3. 7 percent say they want to find a company where they would feel appreciated. company cars. but 67 percent of workers reported they received a raise in 2007. educational reimbursement. free childcare. 7) Freelance or contract hiring will continue to be a key part of the workforce mix.' head-hunters and recruiters say that telecom is still the favorite among higher level professionals. released in its recent report on `India's Services conducted by Harris Interactive.016 hiring managers and human resource professionals in private-sector companies.

this number is expected to grow exponentially in the coming months. with new networks and businesses being rolled out. top educational institutions have begun specialized courses in telecommunication management. UNIX Network Systems Operations Engineers. Network Management specialists. Product Manager job openings. From a career point of view. In the Mumbai Telecom companies there are Software Engineer jobs. operators like Reliance Infocom. The employment scenario in the telecom sector is very promising. Cisco Specialist Software Engineer etc. Chip Design Engineering. the competition in the industry in terms of attracting and retaining the best talent is also increasing. The telecom sector has a huge demand for the trained and qualified engineers and other professionals specializing in telecommunications. Protocol. Symbiosis in Pune and Amity in Delhi are examples of such institutions. These Telecom companies require large number of telecom engineers. Compensation: 15 . HR (employment) in telecom industry: With more and more players entering the industry. NMS Administrator jobs.Thanks to the aggressive rollout of a countrywide network. Tata Teleservices and Bharti have gone on a hiring overdrive. VLSI Software Testing. China and Europe foraying into the Indian market in their bid to take a share of the pie in the booming telecom industry. The growth can also be attributed to the large number of telecom equipment manufacturers and applications developers from Korea. NMS Engineer jobs. Network Security Systems Specialist vacancies. Managers. Taking a cue from the demand for telecom professionals. Telecom networking. Analog Digital engineering technology. telecom software engineers and Telecom test engineers in the functional areas of Embedded software development. telecom sector continues to offer growth and new learning as the sector matures and the business opportunities expand. Even state-owned Mahanagar Telephone Nigam Ltd (MTNL) has set up a training facility for telecom engineers in Mumbai. The sector is creating employment opportunities and adding around 1 lakh people in its workforce. And. Quality / Test Engineer jobs. Telecom software Engineers jobs.

the telecom sector offers the best salary packages at the entry level i. TOP 10 Recruiters in Telecom Sector Recruiters Total No. The only functional area which faces the high attrition rate is the sales people in the telecom industry. Attrition and retention: Although the sector faces the moderate attrition rates of 20 to 25 percent. Of Vacancies 1 Vodafone Essar 45 2 Reliance communications 44 3 Bharti Airtel 43 4 Tata teleservices 23 5 Cable & Wireless 19 6 IMI mobile 14 7 VSNL Internet Services Ltd 12 8 Motorola Worldwide 10 9 GTL Limited 4 10 Nokia 3 The ranking is based on the number of vacancies notified by the company on different job portals (Till 29th January 2008) 16 .e. an average of 20k. The average hike in salaries across the various levels in the telecom sector ranges from 15 to 20 percent. Incentives also form a part of the compensation till the middle levels. the HR’s prime strategic function in the sector is retaining the talent and employee engagement.According to various studies in recent times.

Ten companies were selected on random basis from the sector. Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. The scores are consolidated on the basis of data collected through recent surveys and studies by renowned names like Business Today. There is a tough competition among these companies to get these candidates on their roles. Even if the organization is achieving results. 3. The process should be flexible. i. work culture. They have to face and conquer various challenges to find the best candidates for their organizations. competition in the market etc. Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. HR department or professionals are not thanked for recruiting the right employees and performers. 4. sources of recruitment. HR professionals are constantly facing new challenges in one of their most important function- recruitment. 17 . the job market has undergone some fundamental changes in terms of technologies.e. perks. where the practices like poaching and raiding are gaining momentum. retention. All the big MNC's are trying to attract these people with high salaries. 5. In an already saturated job market. training and development. adaptive and responsive to the immediate requirements. Lack of motivation – Recruitment is considered to be a thankless job.The number of highly talented professionals is less. IDC Data Quest. procedures. policies and parameters like recruitment practices. Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times. the changes taking place across the globe. compensation policies. The major challenges faced by the HR in recruitment are: 1. incentives etc. Therefore. The companies were given a consolidated rank on a scale of 1-10 on the basis of sum of their individual ranks on various HR practices. The recruitment process should also be cost effective. recognition for good hR CHALLENGES IN RECRUITMENT In the last few years. Hewitt. Attracting highly talented ones . NASSCOM and naukrihub. performance appraisals et al.Here rankings of the ten companies in the Indian Telecom sector are given on the basis of their workforce relationship factors. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. HR should maintain the timeliness of the process 2.

it’s not just salaries which will pull the candidate in but various factors like brand. reputation of the company etc play a major role in recruiting a talented professional. location .job security.These days. culture. 18 .

The businesses at Bharti Airtel have been structured into three individual strategic business units (SBU’s) . We deliver what we promise and go out of our way to delight the customer with a little bit more” Bharti Airtel Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises. India’s largest integrated and the first private telecom services provider with a footprint in all the 23 telecom circles. The mobile business provides mobile & fixed wireless 19 . Airtel Telemedia Services & Enterprise Services. The Bharti Group. Airtel comes to you from Bharti Airtel Limited.Mobile Services. has a diverse business portfolio and has created global brands in the telecommunication sector. Bharti Airtel since its inception has been at the forefront of technology and has steered the course of the telecom sector in the country with its world class products and services. Our Vision & promise By 2010 Airtel will be the most admired brand in India: • Loved by more customers • Targeted by top talent • Benchmarked by more businesses “We at Airtel always think in fresh and innovative ways about the needs of our customers and how we want them to feel.

Our Brand Airtel was born free. Today we touch people’s lives with our Mobile services. Airtel. As India's leading telecommunications company Airtel brand has played the role as a major catalyst in India's reforms. has risen to the pinnacle of achievement. We also connect Indians living in USA with our callhome service. a force unleashed into the market with a relentless and unwavering determination to succeed. All these services are provided under the Airtel using GSM technology across 23 telecom circles while the Airtel Telemedia Services business offers broadband & telephone services in 94 cities. The Enterprise services provide end-to-end telecom solutions to corporate customers and national & international long distance services to carriers. A spirit charged with energy. to connecting India's leading 1000+ corporates. creativity and a team driven “to seize the day” with an ambition to become the most globally admired telecom service. Telemedia services. Business Divisions 20 . contributing to its economic resurgence. after just ten years.

thereby covering 95% of the country’s total population. FUTURE Development In the mobile business. The company’s strategic focus will be on further strengthening the Airtel brand through best-in-class customer service. The Airtel subscriber base according to COAI .000 villages across India by 2010.Cellular Operator Association of India as of May 2008[7] was: 21 . Bharti Airtel plans to make considerable investments in Network expansion to establish presence in all census towns and over 500. which is backed by wide national distribution.

425.81% of the total 205.762 GSM mobile connections in India till May 2008.460.The total is 67. Achievements  Airtel was the first private player in telecom sector to connect all states of India.935 or 32. 22 .

mobile bill payments etc For Employees  It has 25000 employees & with increase in network.016 km and a customer base of 35.819. performance turnover. to roll out across all census towns and over 5. moves towards top 5 global mobile companies  Adding 25000 towers every month expanding their network all over India.  Bharti Airtel crosses the 50 million customer mark – OCT 1.  Having achieved huge success in mobile services.00.000 villages – covering over 95% of the population.  Provide attractive salary to employees. ESOPS( Employee Stock Options Programme) 23 . Mumbai (BSE) and The National Stock Exchange of India Limited (NSE). caller tunes.  Rapidly expands network.440.  Airtel is listed on The Stock Exchange.  the network has spread over 93 per cent along the National Highways and 88 per cent of key rail routes across the State .postpaid and prepaid. Airtel is the first mobile service provider to introduce the lifetime prepaid services and electronic recharge systems.083 broadband subscribers.2007 ( 65million is the latest figure & adding nearly 2 million subscribers every month)  Becomes the fastest private telecom company in the world to achieve this milestone  Enters into the league of the world’s top telecom companies.Airtel has now entered fixed-line telephony providing broadband services in 92 cities across India. it has wide prospects. news etc  One of the 1st company to introduce mobile banking.  Wide range of Value Added Services – like ringtones.  The company has an optical fiber network of 35.406 GSM mobile and 1.

 Gives an opportunity to move any part of the country considering they have network everywhere.e. • After establishing itself in the domestic market. Kareena and Sachin for their campaign & made connection with people. Advertisements Airtel’s advertising campaigns are always admired. Then came the almost magical ‘Express Yourself ‘ campaign stunningly executed with excellent imagery and creativity. In a masterstroke they elevated the brand without having to talk of talk time . and they still continue to use that tone. Airtel is now spreading its wings in US by providing its mobile service under the name 'CALLHOME' to the NRIs. a bride entering church.500 messages per second by March 2009. the SMS capacity is sought to be raised from the current 5. Targets • Aggressive efforts are on to provide a superior network service that is congestion-free and to help customers get connected the first time. And from that Bharti’s market share has kept increasing to being the biggest mobile service provider. Their idea of creating a signature ringtone with A R Rehman was brilliant.  Gives an opportunity to employee to grow vertically as well as horizontally.. SRK.500 messages per second to 6.  Provides an opportunity for career growth – from Management trainee to CEO. rates etc. • Also. They chose the country’s most popular people i. 24 . an irate mob) but converted a rational purchase decision to an extension of one’s voice. It showcased the ubiquitous utility of the mobile phone through the situations ( a fighting couple. Its advertisements always touch the chord of the people.

80 million subscribers coming from rural areas. 25 . the leading mobile service provider. has planned to increase the pace of its network expansion in rural areas during 2008-09. had 9. Distribution has been growing at a rapid pace and Airtel will be in easy reach for all customers in the State. People in the rural markets are ready to go mobile and the growth depends on the strength and the quality of the network. which had 48 million mobile users in September 2007. Airtel. Airtel to focus on rural expansion Bharti Airtel.

“We want to increase the brand presence and become far more local.” CEO says. Organizational Structure of AIRTEL 26 .

Departments Levels 27 .

for e. 4.98% of organizational success depends upon efficient employee selection The Talent Acquisition / Recruitment Process The recruitment process is the basic procedure. 28 . Co-ordinate with all departments for their manpower requirements.g. IT dept & Customer Care dept cannot have same type of recruitment process as the abilities & skills required are different in different department. However the basic process is as following : 1. Create the job profile and person specification as per department requisition. 3. Prepare the organizational chart with the support of respective departments based on industry norms & projection of growth. Create the company profile for advertising the company to attract prospective candidates & also for the consultants etc. 2. however there are few changes in different departments.

Application Scrutiny & Preliminary Screening . 9. Advertisements in print e.. 13. Shortlist for preliminary interview – telephonic. 10. followed by training as required.5.. Follow internal or external methods of Recruitment Commonly used External Methods Web . Times Ascent. Employees Referral ii. Transfer & Promotions 6. 7. video conferencing. Organizing market survey of salaries. Co-ordinate with recruitment agencies & HR consultants e. Campus Recruitments Commonly used Internal Methods (IJR – Internal Job Requirement) etc.g. 29 . 11. HEED Consultancy.Providing offer letter to selected candidates & help them in joining formalities within the organization. iv. job opportunities own website or portals like naukri. convincing them about the organisational strength & about their career path & Compensation. ABC Consultancy etc ii. Hindustan Times etc iii. 12. Briefing company profile to potential candidates. 8. monster. Organizing further rounds of interview with department heads etc depending upon the position.Taking monthly/quarterly feedback from the department about the candidates who have joined. personal interview.

Recruitment through AIRTEL Website 30 .

31 .

32 .

CVs in this pool are considered against the selection criteria. Recruitment through Job Portals Outlines for prospective candidates To apply for a position. There are two (2) ways to make yourself known to us! The first is a general submission of your CV into one of our Divisions. it’s important that you have a clear idea of your career progression. Useful tips for applying for positions 33 . In this case. When the Talent Acquisition Team begins a talent search against a vacant role. If your details are matched you will be linked to the vacant role and reviewed for suitability well before the role is advertised! The second way is to apply directly to an advertised opportunity and include a covering letter which demonstrated how and why you are suitable. you become part of a “pool of candidates” categorized into a professional skill area. including how you wish to utilize your skills and experience in your next role.

Show the month and year you commenced each position c. Compile your CV in reverse order (showing your most recent experience first) b.Tailor your CV Your CV is very important – Think of it like a Passport which should be up-to- date and current at all times to facilitate “travel” to your next career opportunity! A CV should also “sell” and “market” you in an interesting and honest manner. A functional CV should highlight the skills and experience you have gained throughout your career to date. You are more likely to be successful in the recruitment process if you tell us how you fit the position you are applying for. As part of this process. 34 . If there are any gaps in your employment explain these d. i. you'll be required to create a personalized profile. Check and double check your spelling and grammar g. in your covering letter We recommend you only apply for targeted positions for which you have suitable skills and experience . As well as responsibilities. Highlight in a covering letter why you believe your skills meet the requirements of the position Step Two – Applying Online To apply for a position you will need to follow the steps in the online application process.applying for multiple positions can damage your credibility Step One . When you have successfully submitted an application. letting you know we have received your application. Click the 'Apply Online' link at the bottom of the advertised position to create or update your profile. you will receive a system generated confirmation email. It may be helpful to consider the following tips to enhance your current CV: a.e. Keep it concise f. list your achievements in a position e.

you have not heard from us within three weeks please contact us and ask for the Recruitment Team. you will be contacted by phone and informed of the next steps. after applying for a position. These referees must ideally be people you have reported to in prior positions .Being Made an Offer If you are successful in becoming the preferred candidate. for some roles you may be required to participate in psychometric assessments and for all roles there will be reference checks. which may include an initial telephone interview or face-to-face interview. so please be prepared to provide at least two professional referees for us to contact. you will be advised in writing via email. you may not hear from us again until two or three weeks after we receive your details.As we often receive a large number of applications for any given position. 35 . If. Step Five . however we are conscious of progressing as quickly as possible and often can advise of your suitability or next steps before this. If your application will not progress to the next stage. Alternatively you may email us Step Three – Interviewing When we progress your application. Step Four – Assessments and Reference Checks When you progress to the next stages. you will be advised of the offer by telephone and promptly provided with a written employment agreement. The offer of employment is valid for a finite period of time and requires your acceptance by signature and its return to our HR Department.or at least people who have working knowledge of your abilities and experience.