• Design of recruitment process for all employees based on recruitment rules created by GM (Personnel) – HR for executives and GM (Establishment) – HR for non executives

o Identifying target pools depending on job profile
       -- By track (lateral vs. normal), including clear track design to avoid future conflicts and dissatisfaction)
o Creating recruitment calendar for entire company
o Designing short-listing mechanisms – exam, interview (including design of online application process)
o Evaluation, selection and liaison with external recruitment agencies for smooth functioning of recruitment processes
o Undertaking marketing activities such as campus events to position BSNL as an employer of choice, by liaisoning with GM (Corporate Marketing) – CA
o Conducting open competitive examination
       -- Coordinating with Circles and external agencies, if required
        -- Providing advice to Circles in court cases against the company
o Conducting departmental examinations
o Screening and short-listing of candidates on basis of pre-defined selection criteria
o Sending offer letters to selected candidates and ensuring adequate staffing (DGM and above levels)

• Formulation of recruitment budget by liaisoning with PGM (Corporate Planning & Monitoring) – CA

• Periodic review of company recruitment policy based on business needs and market conditions.