This document summarizes the recruitment process at Bharti Airtel, an Indian telecommunications company. It discusses that Airtel uses both in-sourcing by recruiting and developing candidates internally, as well as out-sourcing by obtaining human resources from external organizations. The recruitment techniques used include advertising in newspapers, trade publications, billboards, radio, television and online. Campus recruitment is also emphasized. The document outlines the recruitment policies, budget, and concludes that Airtel has an effective and economical internal selection and recruitment process.

1. Prepared by:-
Khambholiya Manan.
MBA sem -II

2. Content
 Introduction of Company
 Difference Between Practical & Theoretical Process
 Conclusion
 http://www.slideshare.net/swarupasahu/hr-
airtel#btnNext

3. Introduction of Company
 Name :- Bharti Airtel
 Founder :- Sunil Bharti Mittal
 Establish :- 7 July 1995
 Head Quarter :-Delhi
 A=Affectionate, I=Interested, R=respectful
 T=Tolerant, E=Energetic, L=Loving
 Work: 19 Countries (Asia and Africa)

4. Introduction
 Recruitment is understood as the process of
searching for & obtaining applicants for job,
from among whom the right people can be
selected.
 Recruitment process is said to end with the
receipt of applications, in practice the activity
extends to the screening of applications so as to
eliminate those who are not qualified for the job.

6.  Effective recruitment is the process of getting
the right kind of people to apply the vacancies
in an organization.
Effective Recruitment

7. Recruitment Process

8. Recruitment Process in airtel

9. RECRUITMENT PROCESS:
•In sourcing:
Airtel.. recruit the candidates and, employ them, train
and develop them and utilize the human resources of
these candidates. This strategy is called In-sourcing.
Companies formulate and implement this strategy
when the corporate strategy is stable.

10. •Out sourcing:
Airtel..depend for their human resources on such external
organization whose core business is to provide human
resources. This strategy is called Out-sourcing. Out-sourcing
strategy is more suitable for both the fast growing and
diversifying companies.
•To search for talent globally and not just within the company.
•To design entry pay that competes on quality but not on
quantum.
•To anticipate and final people for positions that do not exists
yet.

11. RECRUITMENT TECHNIQUES IN
BHARTI AIRTEL:
Recruitment techniques are the means or media
by which the management contacts prospective
employees or provides necessary information or
exchange of ideas order to stimulate them to
apply for jobs.

12. FACTORS THAT ARE CONSIDERED WHILE
RECRUITING IN BHARTI AIRTEL:
•Determining which characteristics that differentiate
people are most important to performance.
•Measuring those characteristics.
•Deciding who should make the selection process.
•Time effective and economical.

13. JOB SPECIFICATION:
Qualification required for the post of project trainee:
•The educational qualifications that are needed for a
telecom industry is ITI level,
diploma , B.E and M.E.
•He should have a good and sound technical
knowledge.
•The candidate must be within the age limit of 20 to
25.

14. STEPS IN RECRUITMENT PROCESS:
Step 1:
Whenever there is a vacancy in the company first it will be known
by the project manager.
The project manager informs about the vacancy to the general manager.
Step 2:
Once the general manager comes to know about vacancy in the
company he will inform it to the chairman to get the approval of
recruitment.
Step 3:
After getting the recruitment approval the process will be carried
by the HR manager. Moreover the recruitment of the company internally,
that is the existing employee will be given first priority.

15.  Media include:
 Newspapers
 Trade/professional
publications
 Billboards
 Subway and bus cards
 Radio
 Telephone
 Television
Media Advertising

16.  The Internet is a popular recruitment tool because:
•It is relatively inexpensive
•It provides immediate access to thousands of
prospective applicants
•It allows searches over broad geographic and company
postings
•Some online services, like CareerPath.com, catalog
traditional newspaper recruiting ads
•Specialized sites focus on particular fields or areas
 Having a human resources Web page is an effective
addition to an overall recruitment strategy
E-Recruiting in Airtel…..

17. It is a method of recruiting by visiting and
participating in college campuses and their
placement centers. Possibly the most popular
way of hiring the best brains in the country, this
method has to be used with lot of care and
caution. Campus hiring, of course, is not easy.
Airtel arrenge....

18. Recruitment Policies in Airtel……
•A recruitment policy indicates the organization's code of
conduct in a specific area.
•In its recruitment activities, the company will:
•Advertise all vacancies internally.
•Reply to every job applicant promptly.
•Inform job applicants the basic details and job
conditions of every job advertised .
•Process all applications with efficiency and courtesy.
•Seek candidates on the basis of their qualifications.
•Aim to ensure that every person invited for interview will
be given a fair and thorough hearing.

19. BUDGET ALLOCATED FOR RECRUITMENT AND
SELECTION PROCESS IN BHARTI AIRTEL:
•The budget for the recruitment and selection process for
company will be allotted every year. Around 25% of the profit
is been allotted for the recruitment and selection process as a
whole in a year for the company (Bharti Tele ventures Pvt Ltd)
including Bharti Airtel. Since candidates will be recruited
every year for other designations also.

20. CONCLUSION
Recruitment as being one of the major topics is required by most of the
organization, hence the study helped in understanding the various aspects
of recruitment and selection process.
In the BHARTI AIRTEL the sources of recruitment is effective, the
internal selection of the organization also in an economical means which
also reduce costs, only after looking the efficiency of the existing
employee towards the company and his sincerity that employee will be
selected, in BHARTI AIRTEL the effective selection process is adopted
in the last 5 years. It can be retained as such.