Abhik

Datta
XII B
Roll No - 14
[RECRUITMENT &
SELECTION]
A study of the sources of recruitment and steps involved in the selection procedure
followed by two companies operating within the same industry.

ACKNOWLEDGEM
ENT
THIS PROJECT IS AN OUTCOME OF THE
GENUINE SUPPORT OF MANY WELLWISHERS AND IT IS BECAUSE OF THE
COOPERATION THAT I HAVE RECEIVED
FROM VARIOUS QUARTERS THAT THIS
PROJECT HAS ATTAINED THE SHAPE IT
CURRENTLY POSSESSES.

WITH MY SINCEREST REGARDS, I

WOULD LIKE TO THANK THE H.R.
DEPARTMENTS OF THE CONCERNED
COMPANIES, MY MOTHER FOR HER
UNRELENTING SUPPORT (BOTH MORAL

& FINANCIAL) AND THE RESPECTIVE

AUTHORS OF THE STANDARDS AND
1

TEXTS WHICH HAVE INFLUENCED THIS

PROJECT.

TABLE OF
CONTENTS
PAGE

SUBJECT
NO

ACKNOWLEDGEMENT
01
TABLE OF CONTENTS.....
...02
INTRODUCTION......
.......03
COMPANY PROFILE...
..04
RECRUIT.
.....................................................
05
AIRTEL..
..10
2

VODAFONE...

....10
SELECTION.....
.11
AIRTELS SELECTION
PROCEDURE..14
VODAFONES SELECTION
PROCEDURE15
CONCLUSION
...16
BIBLIOGRAPHY
....17

INTRODUCTION
People are an integral part of any
organization. In todays highly complex
and competitive market, the choice of
Human Resource has far reaching
3

ramifications for a company. An employee,

well selected and well placed will
contribute to the efficient & profitable
functioning of the organization.
Thus it is evidently clear that Hiring is an
important activity for any organization. It is
a two-step process consistent of 1. Recruitment
2. Selection
In this project, we will study the Hiring
practices of two companies which operate
in the Telecom Sector, namely 1. Bharti Airtel
2. Vodafone India Limited

COMPANY
PROFILE
4

 Bharti Airtel Commonly known as

Airtel, it is an Indian multinational
telecom services company
headquartered in New Delhi, India. It
is the largest cellular service
provider in India, with 192.22 million
subscribers. Except
marketing, sales
and finance, Airtel
is famous for outsourcing all other
business operations. Besides
telephony, Airtel also provides digital
television and payment solutions.
Vodafone India Limited - With 160
million customers, it is the second
largest mobile
network operator in
India. It is based in
Mumbai, Maharashtra.
Vodafone has not
diversified its portfolio of services
offered.
5

RECRUITMENT
Recruitment is the process concerned with
the identification of sources from where
personnel can be employed and
motivating them to offer themselves for
employment. When more people apply for
jobs there is a scope for recruiting better
personnel. The job-seekers too are in
search of organizations offering them
employment. Recruitment is a linkage
activity bringing together those with jobs
and those seeking jobs.
Recruitment is the process of searching for prospective employees and
stimulating and
encouraging them to apply for jobs in an organization
- Edwin B. Flippo

GOALS OF RECRUITMENT
To attract highly qualified individuals.
To provide an equal opportunity for
potential
candidates to apply for
vacancies.
6

SOURCES OF RECRUITMENT :Employees may be recruited from within the

organization or from outside. Therefore, the various
sources can be broadly classified into two
categories
1.
2.

Internal Sources
External sources

Recruitment

Internal
Sources

External
Sources

Promotion

Advertisement

Transfer

Educational
Institution
(Campusing)

Job Rotation

Employment
Agencies

Reemploymen
t

Casual Callers
& Gate Hiring

Employee
Recommendati
ons

E-Recruitment

Outsourcing

INTERNAL SOURCES
Promotions - The process of elevating
a person to a higher level job is known
as promotion.
8

 Transfers - Transfer of an employee

may be either from one section to
another or from one department to
another or from one branch to
another.
Job rotation - Moving an employee
through various designations to get
them specialized in various posts of
the organization is called job rotation.
Reemployment of ex-employees - The
reemployment of ex-employees is one
of the internal sources of recruitment
in which employees can be invited
and appointed to fill vacancies in the
concern. There are situations when
ex-employees provide unsolicited
applications also.

EXTERNAL SOURCES
Advertisement It is extremely
important source of recruitment. The
biggest advantage of advertisement is
that it covers a wide area of market and
scattered applicants can get information
from advertisements. Medium used is
Newspapers and Television.
Campusing Candidates are recruited
directly from their educational
institution.
Employment Agencies Services which
seek to link prospective job applicants
with prospective employers are
classified as employment agencies.
Employment exchanges, job portals like
naukri.com and data banks all fall under
this category.
Casual callers and Gate hiring Many
applicants casually submit their resumes
to the H.R Department. Similarly, many
applicants hang around the factory
gates looking for jobs. These are suitable
10

sources of applicants for temporary or

lower level jobs.
Employee Recommendations - Present
employees are well aware of the
qualifications, attitudes and experience
of their friends and relatives. They are
also aware of the job requirements and
organizational culture of their company.
As such they can make preliminary
judgment regarding the match between
the job and their friends and relatives.
E-Recruitment - Organizations advertise
the job vacancies through the internet.
The job seekers send their applications
through e-mail.

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 Outsourcing - Some organizations do not

create their own pool of applicants but
rather they borrow applicants from
agencies on temporary or ad-hoc basis.

RECRUITMENT
PRACTICES

12

Source of
Recruitment
Promotion

Airtel Vodafon
e

Transfer

Re-employment

Advertisement

Campusing

Employment Agencies

Casual Callers

Gate Hiring

Employee
Recommendations
E-Hiring

Labour
Contractors(Unions)
Outsourcing

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SELECTION
Selection is a multi-step process. The basic
idea is to solicit maximum possible
information about the candidates to
ascertain their suitability for employment.
Its main aim is to segregate candidates in
two groups
(a)Those who are to be employed
(b)Those who are to be rejected
Since the type of information required for
various positions may vary, it is possible
that selection process may have different
steps for various positions. For example,
more varied information is required for the
selection of managerial personnel as
compared to workers. The standard
selection process has the following steps
Preliminary Interview: The main
purpose is to see and size up the
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candidate to ascertain whether he/she

meets the minimum requirements.
Selection Tests: Selection tests
normally supplement factual
information about candidates. They give
information about their aptitude,
interest, personality, etc. which cannot
be known by application forms. 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.
Checking of References: Candidate
are sometimes asked to provide the
names from whom more information
about the candidates can be solicited.
Such information may be related to
character, working, etc. The usual
referees are previous employers, faculty
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from the candidates alma mater 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. The practice of
physical examination varies a great
deal both in terms of coverage and
timings. Depending on the rigours of
the job, the medical exam may be taken
at an earlier juncture.
Internship: In case of high level jobs,
candidates have to go through an
internship (either paid or otherwise) for
a period of 2-6 months. This is done to
evaluate their on the job competence.
Approval by appropriate Authority:
On the basis of the above steps,
suitable candidates are recommended
for selection by the selection committee

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or personnel department and job offers

are issued.

Checking
Prelim inary Selection
of
Physical
Interview
Approval
Interview Tests
Referenc Exam
es
Typical Selection Procedure

AIRTELS SELECTION
PROCEDURE
The selection procedure for the different
employees are Low-level Employees:
Labour
Contractor/Ga
te Hiring or
Outsourcing

Preliminary
Interview

Approval

Mid-level Employees: Those falling

under this category are technicians,
salesmen, technical support, P.R.
executives, accountants etc.
17

Interview
and/or
Selection
Test

Checking
of
Reference
s

Physical
Examinati
on

Approval

Upper-level Employees: These include

Chartered Accountants, Lawyers,
Managers, Heads of Departments etc.

Prelimina
ry
Interview

Selection
Test

Interview
& Group
Discussio
n

Checking
of
Referenc
es

Physical
Exam

Internshi
p

VODAFONES SELECTION
PROCEDURE
Low-level Employees:

Labour
Contract
or

Prelimina
ry
Interview

Mid-level Employees:
18

Approval

Approval

Interview

Physical
Examinati
on

Approval

Upper-Level Employees:

In t e rv ie w
Preliminar
Selection & Group
y
Test Discussio
In t e r v ie w
n

Checking
of Physical
Internship Approval
Reference Exam
s

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CONCLUSION
From the data presented in this project,
it is abundantly clear that both Bharti
Airtel & Vodafone India Limited follow
highly similar hiring practices, although
a claim can be made that Airtel is more
flexible in its process since it allows for
more inlets when it comes to recruiting.

20

Bibliography
Edwin B. Flippo (1979) Personnel
Management. New York: McGraw-Hill
Companies.
Dr C.B. Gupta (2014) ISC Commerce Vol
II. New Delhi: S.Chand Publications.
Mohandas Menon (03rd August, 2013)
Current Recruitment Trends in Telecom
Sector. Kolkata: The Telegraph.
Haradhan Ray (2011) Writing Guide to
Presentations, Projects, Essays &
Letters. Pune: Kranti Press.

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