HIMANSHU GOEL, OZAN

NASEEM, ARUN SINHA,

SUBMITTED BY:-

GOALS OF SELECTION
To systematically collect information about to meet
the requirements of the advertised position.
To select a candidate that will be successful in
performing the tasks and meeting the
responsibilities of the position.
To engage in hiring activities that will result in
eliminating the under utilization of women and
minorities in particular departments.
To emphasize active recruitment of traditionally
under-represented groups i.e. individuals with
disabilities, minority group members, women and
veterans.

Recruitment and Selection

Process in Airtel
About Company
Airtel is an Indian telecommunications company that
operates in 19 countries.

Airtel is the largest in India and third largest telecom

operator in the world with about 325 million
subscribers.
Airtel is the first mobile phone company in the world
renowned for outsourcing everything except sales,
marketing and finance.
Its network is maintained by Ericssons and siemens,
business support by IBM and Transmission towers by
Bharti infratel ltd.

Recruitment and Selection

Process in Airtel
Management of
Airtel
1.Sunil Bharti Mittal Founder, Chairman and
Group CEO of Bharti Airtel Ltd.
2.Sanjay Kapoor CEO, (India and South Africa)
3.Manoj Kohli CEO, (Interntional) & Joint M.D.
4.Srikanth Balachander C.F.O, Bharti Airtel Ltd.
5.Krishnamurthy Shankar Director, Human
Resources

Sources of
MANPOWER SUPPLY
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Recruitment
Process in Airtel
Firstly, the manpower budgeting is prepared by CEO
and GM-HR collectively.

The concerned manager of a vacant position

requests for manpower through Manpower
Requisition Form(MRF).
If Manpower requirement is approved, it is sent to
Recruitment Manager.

Finally, the sourcing of C.V. and initial

screening is done.

SELECTION PROCESS AT BHARTI AIRTEL

1.
2.
3.
4.
5.
6.
7.

Screening of applications
Selection tests
Interview
Checking of references
Physical examination
Approval by appropriate authority
Placement

Screening of Applications
1. Prospective employees have to fill up
some sort of application forms.
2. These forms have variety of
information about the applicants like
their personal achievements,
experience etc.
3. Based on the screening of
applications, only
those candidates
are called for further process of
selection those are found to be meeting

Selection Tests
Bharti Airtel holds different kinds of
selection tests to know more about the
candidates.
These tests provide information about the
aptitude, interest, personality, etc of the
candidate, which cannot be known by
application forms.
The types of selection tests are
Achievement test, Intelligence test,
personality test, aptitude test, interest test.

Interview
The basic idea here is to find out
overall suitability of candidates for the
jobs.
It also provides opportunity to give
relevant information about the
organization to the candidates.
In some cases interview of preliminary
nature can be conducted before the
selection tests.

Checking of references
Bharti airtel sometimes asks the candidate
to provide the names from whom more
information related to character, working
etc about the candidates can be solicited.
The usual referees may be previous
employers, persons associated with the
candidates educational institutions or other
persons of prominence who may be aware
of the candidates behavior and ability.

Physical Examination
Physical examination is carried out to
ascertain the physical standards and
fitness of prospective employees.
Bharti airtel sometimes only takes general
check up of applicants to find out the major
physical problems which may come in the
way of effective discharge of duties.
In the context of timings, the physical
examination is usually placed near the end
of the selection process.

Approval by appropriate authority

On the basis of prior steps, suitable candidates
are recommended for selection by the
selection committee or personnel department.
For top level managers , board of directors
may be the approving authority, for lower
levels even functional heads concerned may
act as approving authority.
Once the approval is received the candidates
are informed about their selection and asked
to report.

Placement
Once all the formalities are completed, the
candidates are initially placed on probation
period ranging from 3 months to 2 years.
When they complete this period
successfully after being keenly observed
by the organization, they become
permanent employees of the company.

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presentation

CONCLUSION

Finally, we would like to conclude by saying, HR

deptt. Of Airtel works rigorously to attract best
talent and follows the best practices to ensure the
right candidate gets selected, which is why the
companys employees turnover rate of the co. is
very low, and it has led to the achievement of