1. 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 subscribers 15.31 million in 4 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
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2. 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 eMarketers.
Investment
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 country.
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)
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3. • The Central public sector enterprises(CPSEs) have lined up investments for infrastructure
sectors like telecom energy and power for 2008-09.
• 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.
Manufacturing
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 pune.
• Elcoteq has set up handset manufacturing facilities in Bangalore
• Elextronics has set up an SEZ in Chennai.
Value Added Services Market
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4. India's runaway success in mobile telephony has also given a boost to the mobile value added
services (MVAS) market. According to a study by Stanford University and consulting firm BDA, the
Indian MVAS is likely to grow at a CAGR of 44 per cent 2010.
Government Initiatives
The Government has taken many proactive initiatives which has provided a framework for the
rapid growth of the telecom industry.
• Opening the industry for private sector participation.
• 100 per cent FDI is permitted in telecom equipment manufacturing through the automatic
route.
• FDI ceiling in telecom services has been raised to 74 per cent.
• Establishment of an independent regulator - the Telecom Regulatory Authority of India
(TRAI)-for the telecom sector.
• Introduction of a Unified access licensing regime for telecom services on a pan-India basis.
• Implementation of New Telecom Policy (NTP'99).
• Introduction of Calling Party Pay (CPP) regime and lowering of access deficit coupled with
introduction of revenue share regime in ADC.
• Introduction of Mobile Number Portability in a phased manner, starting with the fourth
quarter of 2008.
• Allowing service providers to share active infrastructure.
Road Ahead
 According to a report by Boston Consulting Group, while only one in 20 of the world's first
two billion mobile subscribers live in India, as many as one in every four of the next billion
subscribers will be an Indian.
 The department of telecommunication estimates the total subscriber base to total 500
million by 2010, out of which 80 million are expected to be from rural areas.
 The Indian telecom industry's revenue, likewise, is estimated to increase, which according
to Ernst & Young is expected to total US$ 35 billion, accounting for 3.6 per cent of the
total GDP of the country.
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5. With such growth projection, this industry is likely to see increased investments. In fact, total
investment is projected at US$ 76.6 billion during the eleventh plan period (2007-12). Private
sector is estimated to continue its dominant share, accounting for 67 per cent of the total
projected investment while public sector accounts for the rest.
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). The GSM sector is dominated by Airtel,
Vodafone-Hutch, and Idea Cellular, while the CDMA sector is dominated by Reliance and Tata
Indicom.
Surprisingly, CDMA market has increased its market share up to 30% thanks to Reliance
Communication. However, across the globe, CDMA has been losing out numbers to popular GSM
technology, contrary to the scenario in India
reasons for growTh
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6. The two major reasons that have fuelled this growth are
1. low tariffs
2. falling handset prices.
problems faced
The bottlenecks for ' Indian Telecom Industry ' are:
 Slow reform process.
 Low penetration.
 Service providers bears huge initial cost to make inroads and achieving break-even is
difficult.
 Lack of infrastructure in semi-rural and rural areas, 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.
 Limited spectrum availability and interconnection charges between the private and state
operators.
rural Telecom markeT – an emergIng markeT
According to numbers compiled by the Telecom Regulatory Authority of India, nearly 21 per cent
of the mobile user base now reside in the villages of India, where a few years ago none of the
operators wanted to venture. As on September 2007, out of the 209 million mobile users in the
entire country, 43 million were in rural areas.
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7. 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,
grabbing a 40 percent share of the new market, a study released Wednesday said. “Of the
estimated new 250 million Indian wireless users, in next 5-10 years approximately 100 million will
be from rural areas,” said the study by the Federation of Indian Chambers of Commerce and
Industry (Ficci) and Ernst and Young.
Operators have demonstrated they can achieve profitability by reducing fixed costs, controlling
variable costs and carefully tailoring services to the requirements of their customers. A similar
model with minor customization could be emulated in the rural areas.
The government will roll out new incentives for mobile networks in rural India.
It’s also planned that the ultra-low cost handset of approximately Rs.840 ($20) to the market with
built-in subsidies, lifetime validity and minimal maintenance costs have promoted mobile usage in
remote areas.
Moreover, operators could learn from business models that have been experimented across the
developing world for expanding rural connectivity.
Reasons for rural inclination
Far from being considered as a social obligation, offering telecom services in rural areas has now
become the hot spot for private telecom operators.
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. Until now, state-owned Bharat Sanchar
Nigam Ltd was known to be the only significant rural telecom operator in the country.
Analysts said that the share of rural telecom consumers will continue to increase as operators
have initiated an aggressive roll-out plan to cover remote areas of the country. This is primarily
driven by a slump in the growth rate of mobile user base in the metro and urban areas.
According to the data released by the Cellular Operators Association of India Circle C and Circle B
States such as Bihar, Kerala, Madhya Pradesh and Punjab are showing better growth rates
compared to the metros. Therefore, most of the mobile operators are investing heavily in setting
up infrastructure in these circles.
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8. The telecom regulator has suggested a number of initiatives to make mobile connection
attractive, including lower entry cost to make it more affordable.
In a hi-tech market like telecom, Schumpeter's view that competition through innovation is more
important than price holds significance. Technology advancements, lower costs and competition
translate this into benefits for the consumer. Moreover, competition drives innovation.quot;
- Poonam Madan Sarmah, Head of Research, Genesis PR.
quot;We are looking at making the phone a more useful product than just an instrument to exchange
voices. We want to be identified as a great value-added service provider.quot;
- Harit Nagpal, Vice President (Corporate Marketing), Vodafone
“Talented persons are like frogs in a wheelbarrow, 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, and maintaining employees and also to manage them effectively.
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9. The process involves carrying out a skills analysis of the existing workforce, carrying out
manpower forecasting, and taking action to ensure that supply meets demand. This may include
the development of training and retraining strategies. Through HRP an organization strives to
have the right number & the right kind of people at the right place at the right time.
recruITmenT
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”. Recruitment is the
activity that links the employers and the job seekers.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy. However, 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.
recruITmenT process
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10. sources of recruITmenT
INTERNAL EXTERNAL
1. Transfers. 1. Press Advertisements.
2. Promotions. 2. Educational Institutes.
3. Upgrading. 3. Placement Agencies /
4. Retired Employees. Outsourcing.
5. Retrenched Employees. 4. Employment
6. Dependants and Relatives Exchanges.
of Deceased Employees. 5. Labor Contractors.
7. Acquisitions and Mergers 6. Unsolicited Applicants.
7. Employee Referrals.
8. Job Portals
some Top consulTanTs Recruits
9. Factory
10. Walk-ins, Write-ins and
Talk-ins
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11. laTesT Trends In recruITmenT
1. 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. Outsourcing firms develop their human resource pool by
employing people for them and make available personnel to various companies as per their
needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their
services.
2. POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person already
working with another reputed company in the same or different industry; the organization
might be a competitor in the industry. A company can attract talent from another firm by
offering attractive pay packages and other terms and conditions, better than the current
employer of the candidate. But it is seen as an unethical practice and not openly talked about.
It has become a challenge for human resource managers to face and tackle poaching, as it
weakens the competitive strength of the firm.
3. E- Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is the use of
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12. technology to assist the recruitment process. They advertise job vacancies through worldwide
web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using
the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn
by prospective employees depending upon their requirements.
Top 5 Job Sites
1 www.naukri.com
2 www.monsterindia.com
3 www.clickjobs.com
4 www.jobstreet.com
5 in.jobs.yahoo.com
9 recruITmenT Trends for '08
1) Bigger paychecks, say 80 percent of the survey respondents. Of those expecting to increase
wages, 64 percent say it will be at least 3 percent, and 17 percent say 5 percent or more.
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13. 2) Flexible work arrangements are on the rise. Sixty percent of employers offer flexible work
plans now — usually alternative schedules (shifted start and quit times), condensed work
weeks or telecommuting, while 39 percent expect to offer some form of flex-time in ‘08.
3) Online candidate screening will grow, and not only the use of qualifying pre-application
questions, but full-blown searching of social networking sites and search engine checks.
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. The video resume allows prospective
employers to see, hear and get a feel for how the applicant presents themselves.
5) Retiree rehiring will increase as companies remain pressured from the loss of more
experienced workers. Twenty-one percent say they are likely to rehire retirees from other
companies in 2008; another 14 percent plan to provide incentives for workers at or
approaching retirement age to stay on with the company longer. The numbers here aren’t
large, but this trend won’t go away.
6) Recruiting diversity workers, especially workers bilingual, will continue to be an important
focus of recruiters. Survey respondents particularly noted “mature” workers.
7) Freelance or contract hiring will continue to be a key part of the workforce mix, with 31
percent of employers anticipating a working relationship with freelancers or contractors this
year.
8) Perks and benefits will receive more attention from companies wanting to remain
competitive in attracting and keeping workers. In light of rising healthcare costs, nearly one-
in-five employers (19 percent) report their companies plan to offer more comprehensive or
better health benefits to employees in 2008. Ten percent plan to enhance or add perks such
as bonuses, discounts, company cars, stock options, free childcare, educational
reimbursement, transit passes and wellness programs.
9) One in four (26 percent) of the surveyed companies are likely to provide more promotions
and career advancement opportunities in 2008. More than half of workers stated that a
company’s ability to offer career advancement is more important than salary, so employers
are taking action to carve out career paths for employees.
Twenty-seven percent of workers say they are dissatisfied with pay, but 67 percent of workers
reported they received a raise in 2007.
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; 8
percent are changing careers; 7 percent say they want to find a company where they would feel
appreciated; 7 percent are retiring; and 5 percent plan to start their own business.
This survey was released by CareerBuilder.com conducted by Harris Interactive, tracking
projected hiring trends for 2008. The 2008 Job Forecast survey is based on the responses of 3,016
hiring managers and human resource professionals in private-sector companies.
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14. Telecom Tops In employmenT growTh
According to estimates of the World Bank, employment in the telecommunications sector has
grown by 33 per cent since 1994, the highest growth among all the sectors in the services
industry.
While the Word Bank numbers, released in its recent report on `India's Services Revolution,'
head-hunters and recruiters say that telecom is still the favorite among higher level professionals.
Thanks to the aggressive rollout of a countrywide network, operators like Reliance Infocom, Tata
Teleservices and Bharti have gone on a hiring overdrive.
From a career point of view, telecom sector continues to offer growth and new learning as the
sector matures and the business opportunities expand.
And, with new networks and businesses being rolled out, this number is expected to grow
exponentially in the coming months.
The growth can also be attributed to the large number of telecom equipment manufacturers and
applications developers from Korea, China and Europe foraying into the Indian market in their bid
to take a share of the pie in the booming telecom industry.
These Telecom companies require large number of telecom engineers, telecom software
engineers and Telecom test engineers in the functional areas of Embedded software
development, Analog Digital engineering technology, Telecom networking, Protocol, Chip Design
Engineering, VLSI Software Testing. In the Mumbai Telecom companies there are Software
Engineer jobs, Telecom software Engineers jobs, Quality / Test Engineer jobs, Product Manager
job openings, Network Security Systems Specialist vacancies, NMS Engineer jobs, Network
Management specialists, Managers, UNIX Network Systems Operations Engineers, NMS
Administrator jobs, Cisco Specialist Software Engineer etc.
Taking a cue from the demand for telecom professionals, top educational institutions have
begun specialized courses in telecommunication management. Symbiosis in Pune and Amity in
Delhi are examples of such institutions. Even state-owned Mahanagar Telephone Nigam Ltd
(MTNL) has set up a training facility for telecom engineers in Mumbai.
HR (employment) in telecom industry:
With more and more players entering the industry, the competition in the industry in terms of
attracting and retaining the best talent is also increasing. The employment scenario in the
telecom sector is very promising. The sector is creating employment opportunities and adding
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15. around 1 lakh people in its workforce. The telecom sector has a huge demand for the trained and
qualified engineers and other professionals specializing in telecommunications.
Compensation:
According to various studies in recent times, the telecom sector offers the best salary packages at
the entry level i.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.
Attrition and retention:
Although the sector faces the moderate attrition rates of 20 to 25 percent, the HR’s prime
strategic function in the sector is retaining the talent and employee engagement. The only
functional area which faces the high attrition rate is the sales people in the telecom industry.
Top 10 recruITers In Telecom secTor
Recruiters Total No. 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)
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16. Here rankings of the ten companies in the Indian Telecom sector are given on the basis of their
workforce relationship factors. Ten companies were selected on random basis from the sector.
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, procedures, policies and parameters like recruitment
practices, compensation policies, work culture, recognition for good work, retention, training and
development, performance appraisals et al. The scores are consolidated on the basis of data
collected through recent surveys and studies by renowned names like Business Today, Hewitt,
IDC Data Quest, NASSCOM and naukrihub.com
hr challenges In recruITmenT
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function- recruitment. They
have to face and conquer various challenges to find the best candidates for their organizations.
The major challenges faced by the HR in recruitment are:
1. Adaptability to globalization – The HR professionals are expected and required to keep in
tune with the changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process
2. Lack of motivation – Recruitment is considered to be a thankless job. Even if the organization
is achieving results, HR department or professionals are not thanked for recruiting the right
employees and performers.
3. Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to
the immediate requirements. The recruitment process should also be cost effective.
4. Strategic prioritization – The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the
tasks to meet the changes in the market has become a challenge for the recruitment
professionals.
5. Attracting highly talented ones - The number of highly talented professionals is less. All the
big MNC's are trying to attract these people with high salaries, perks, incentives etc. There is a
tough competition among these companies to get these candidates on their roles.
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17. These days, it’s not just salaries which will pull the candidate in but various factors like
brand, culture, location ,job security, reputation of the company etc play a major
role in recruiting a talented professional.
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18. 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. 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. The Bharti Group, has a
diverse business portfolio and has created global brands in the telecommunication sector.
Airtel comes to you from Bharti Airtel Limited, India’s largest integrated and the first private
telecom services provider with a footprint in all the 23 telecom circles. 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.
The businesses at Bharti Airtel have been structured into three individual strategic business units
(SBU’s) - Mobile Services, Airtel Telemedia Services & Enterprise Services. The mobile business
provides mobile & fixed wireless services using GSM technology across 23 telecom circles while
the Airtel Telemedia Services business offers broadband & telephone services in 94 cities. The
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19. Enterprise services provide end-to-end telecom solutions to corporate customers and national &
international long distance services to carriers. All these services are provided under the Airtel
brand.
Our Brand
Airtel was born free, a force unleashed into the market with a relentless and unwavering
determination to succeed. A spirit charged with energy, creativity and a team driven “to seize the
day” with an ambition to become the most globally admired telecom service. Airtel, after just ten
years, has risen to the pinnacle of achievement.
As India's leading telecommunications company Airtel brand has played the role as a major
catalyst in India's reforms, contributing to its economic resurgence.
Today we touch people’s lives with our Mobile services, Telemedia services, to connecting India's
leading 1000+ corporates. We also connect Indians living in USA with our callhome service.
busIness dIvIsIons
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20. fuTure developmenT
In the mobile business, Bharti Airtel plans to make considerable investments in Network
expansion to establish presence in all census towns and over 500,000 villages across India by
2010, thereby covering 95% of the country’s total population. The company’s strategic focus will
be on further strengthening the Airtel brand through best-in-class customer service, which is
backed by wide national distribution.
The Airtel subscriber base according to COAI - Cellular Operator Association of India as of May
2008[7] was:
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21. The total is 67,425,935 or 32.81% of the total 205,460,762 GSM mobile connections in India till
May 2008.
achIevemenTs
 Airtel was the first private player in telecom sector to connect all states of India.
 Airtel is the first mobile service provider to introduce the lifetime prepaid services and
electronic recharge systems.
 the network has spread over 93 per cent along the National Highways and 88 per cent of
key rail routes across the State .
 Having achieved huge success in mobile services- postpaid and prepaid- Airtel has now
entered fixed-line telephony providing broadband services in 92 cities across India.
 The company has an optical fiber network of 35,016 km and a customer base of
35,440,406 GSM mobile and 1,819,083 broadband subscribers.
 Airtel is listed on The Stock Exchange, Mumbai (BSE) and The National Stock Exchange of
India Limited (NSE).
 Rapidly expands network, to roll out across all census towns and over 5,00,000 villages –
covering over 95% of the population.
 Bharti Airtel crosses the 50 million customer mark – OCT 1,2007 ( 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
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22.  Enters into the league of the world’s top telecom companies, moves towards top 5 global
mobile companies
 Adding 25000 towers every month expanding their network all over India.
 Wide range of Value Added Services – like ringtones, caller tunes, news etc
 One of the 1st company to introduce mobile banking, mobile bill payments etc
For Employees
 It has 25000 employees & with increase in network, it has wide prospects.
 Provide attractive salary to employees, performance turnover, ESOPS( Employee Stock
Options Programme)
 Provides an opportunity for career growth – from Management trainee to CEO.
 Gives an opportunity to employee to grow vertically as well as horizontally.
 Gives an opportunity to move any part of the country considering they have network
everywhere..
TargeTs
 Aggressive efforts are on to provide a superior network service that is congestion-free and
to help customers get connected the first time.
 Also, the SMS capacity is sought to be raised from the current 5,500 messages per second
to 6,500 messages per second by March 2009.
 After establishing itself in the domestic market, Airtel is now spreading its wings in US by
providing its mobile service under the name 'CALLHOME' to the NRIs.
adverTIsemenTs
Airtel’s advertising campaigns are always admired. Their idea of creating a signature ringtone
with A R Rehman was brilliant; and they still continue to use that tone. In a masterstroke they
elevated the brand without having to talk of talk time , rates etc.
Then came the almost magical ‘Express Yourself ‘ campaign stunningly executed with
excellent imagery and creativity. It showcased the ubiquitous utility of the mobile phone through
the situations ( a fighting couple, a bride entering church, an irate mob) but converted a rational
purchase decision to an extension of one’s voice. And from that Bharti’s market share has kept
increasing to being the biggest mobile service provider.
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23. They chose the country’s most popular people i.e. SRK, Kareena and Sachin for their
campaign & made connection with people. Its advertisements always touch the chord of the
people.
aIrTel To focus on rural expansIon
Bharti Airtel, which had 48 million mobile users in September 2007, had 9.80 million subscribers
coming from rural areas.
Airtel, the leading mobile service provider, has planned to increase the pace of its network
expansion in rural areas during 2008-09.
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24. People in the rural markets are ready to go mobile and the growth depends on the strength and
the quality of the network. Distribution has been growing at a rapid pace and Airtel will be in easy
reach for all customers in the State. “We want to increase the brand presence and become far
more local,” CEO says.
organIzaTIonal sTrucTure of aIrTel
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25. deparTmenTs
levels
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26. 98% of organizational success depends upon efficient employee
selection
The TalenT acquIsITIon / recruITmenT process
The recruitment process is the basic procedure, however there are few changes in different
departments, for e.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. Prepare the organizational chart with the support of respective departments based on
industry norms & projection of growth.
2. Co-ordinate with all departments for their manpower requirements.
3. Create the job profile and person specification as per department requisition.
4. Create the company profile for advertising the company to attract prospective candidates &
also for the consultants etc.
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27. 5. Follow internal or external methods of Recruitment
Commonly used External Methods
i. Co-ordinate with recruitment agencies & HR consultants e.g.. HEED Consultancy,
ABC Consultancy etc
ii. Advertisements in print e.g.. Times Ascent, Hindustan Times etc
iii. Web - in own website or portals like naukri.com, monster.com etc.
iv. Campus Recruitments
Commonly used Internal Methods (IJR – Internal Job Requirement)
i. Employees Referral
ii. Transfer & Promotions
6. Application Scrutiny & Preliminary Screening .
7. Shortlist for preliminary interview – telephonic, video conferencing, personal interview.
8. Organizing further rounds of interview with department heads etc depending upon the
position.
9. Briefing company profile to potential candidates, convincing them about the organisational
strength & about their career path & Compensation.
10. Providing offer letter to selected candidates & help them in joining formalities within the
organization.
11. Induction, followed by training as required.
12. Taking monthly/quarterly feedback from the department about the candidates who have
joined.
13. Organizing market survey of salaries, job opportunities etc.
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28. recruITmenT Through aIrTel websITe
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29. 29

30. 30

31. recruITmenT Through Job porTals
ouTlInes for prospecTIve candIdaTes
To apply for a position, it’s important that you have a clear idea of your career progression,
including how you wish to utilize your skills and experience in your next role.
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. In this case, you become part of a “pool of candidates” categorized into
a professional skill area. When the Talent Acquisition Team begins a talent search against a
vacant role, CVs in this pool are considered against the selection criteria. 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.
Useful tips for applying for positions
You are more likely to be successful in the recruitment process if you tell us how you fit
the position you are applying for, i.e. in your covering letter
We recommend you only apply for targeted positions for which you have suitable skills
and experience - applying for multiple positions can damage your credibility
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32. Step One - 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. It may
be helpful to consider the following tips to enhance your current CV:
a. Compile your CV in reverse order (showing your most recent experience first)
b. Show the month and year you commenced each position
c. If there are any gaps in your employment explain these
d. As well as responsibilities, list your achievements in a position
e. Keep it concise
f. Check and double check your spelling and grammar
g. 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. As part
of this process, you'll be required to create a personalized profile. Click the 'Apply Online' link at
the bottom of the advertised position to create or update your profile. When you have
successfully submitted an application, you will receive a system generated confirmation email,
letting you know we have received your application.
As we often receive a large number of applications for any given position, you may not hear from
us again until two or three weeks after we receive your details, 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, you will be advised in writing via email.
If, after applying for a position, you have not heard from us within three weeks please contact us
and ask for the Recruitment Team. Alternatively you may email us
Step Three – Interviewing
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33. When we progress your application, you will be contacted by phone and informed of the next
steps, which may include an initial telephone interview or face-to-face interview.
Step Four – Assessments and Reference Checks
When you progress to the next stages, for some roles you may be required to participate in
psychometric assessments and for all roles there will be reference checks, so please be prepared
to provide at least two professional referees for us to contact.
These referees must ideally be people you have reported to in prior positions - or at least people
who have working knowledge of your abilities and experience.
Step Five - Being Made an Offer
If you are successful in becoming the preferred candidate, 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.
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