This article has been contributed by Samyak Jain, Co-Founder, and CEO, Zeko AI.
2024 saw the application of generative AI at all levels in organizations. The revolution of HR technology with AI-powered recruitment, performance measurement, and retention has begun and 2025 will witness more changes driven by new trends and innovations. According to Vorecel’s research, 70% of HR professionals believe AI and machine learning will improve their recruiting processes. In 2025, the next steps for companies will be to prioritize learning and leverage data for personalization. Additionally, focusing on mental wellness through programs and digital tools will become more crucial. With these changes, the future of HR technology appears promising. This is because it will significantly boost the productivity and satisfaction of employees in any company.
AI in Recruitment
Artificial intelligence is no longer an imagination about the future; it is fast becoming an indispensable tool in recruiting. Organizations have started using AI tools for sorting resumes and finding top talent. 2025 will find recruiters using AI-driven platforms and assessments at a large scale, ensuring cost and time-saving. From sourcing candidates to screening resumes in seconds, HRs will use these features extensively which will further permit HR professionals to pay attention to crucial factors in their responsibilities, together with cultivating relationships and identifying the appropriate organizational way of life.
Mental Health Support
The age and time when the welfare of employees was an afterthought has come to an end. With 2025 in sight, there may be a growing number of different initiatives that address employee wellbeing. For example, companies like Accenture and MasterCard are investing a lot in programs that support mental health, work-life balance, and the overall well-being of employees. The platforms supplying mental health guides, customized well-being strategies, and flexible planning are expanding rapidly. Satisfied personnel are more productive, engaged, and less likely to be seeking a job change. In 2025, leadership teams will further integrate AI chatbots for on-demand therapy, virtual wellness programs, and mood-tracking applications.
VR/AR in Training and Development
The integration of virtual reality (VR) and augmented reality (AR) is reworking the area of expert training through presenting immersive opportunities. Organizations have begun using VR/AR systems in their expert development programs which provide more efficient and interesting learning outcomes. By 2025, this trend is expected to grow with the introduction of specialized, advanced VR/AR technologies aimed at certain economic sectors and business applications. AR is expected to become a standard tool for onboarding and training programs, providing employees with hands-on experiences in virtual settings.
Promoting Remote Workplaces
Covid-19 brought the culture of work from home and then the hybrid model which is now the standard for all businesses. Technology serves as a link between employees who work in offices and those who work remotely. Productive remote meetings can be held using various platforms, which are important to simplify discussions and collaborations. For example Google Work Space, Slack, Microsoft Teams, Gmeet, and Zoom for communication; Trello and Asana for project management; OneDrive and Dropbox for file sharing; and Toggl and Clokify for Time Management and Productivity, these platforms enhance the ability, productivity, and understanding of work while working remotely. Additionally, AI-driven insights will help managers identify and address challenges unique to remote workers.
In 2025, expect to see more organizations adopting systems and processes that analyze employee performance and provide real-time support in terms of learning opportunities, feedback, conflict resolution, and wellness programs.
Pre- Onboarding
AI- powered Interviews will see widespread adoption. They will evolve to assess not only technical skills but also emotional intelligence and cultural fit. Evaluation using NLP (Natural Language Processing) will be used for sentiment analysis giving insights into how candidates perform under pressure, problem-solving skills and communication in teams. Recruiters will be able to gather in-depth insights and evaluation through auto-generated reports.
Candidates can now complete real-time tasks or simulations that evaluate both hard and soft skills. AI-driven platforms will offer tailored feedback, helping hiring managers make more informed decisions and candidates to understand their strengths and areas for improvement.
Post- Onboarding
AI will examine a variety of personnel data in order to forecast any turnover issues. It will be able to detect patterns like engagement trends, performance declines, and personal milestones and send out early warnings about workers who may be thinking about quitting. Through mentoring programs, professional development opportunities, or other retention tactics, HR departments will be able to take proactive steps.
Predictive analytics is already empowering HR teams to forecast trends and plan for future requirements. This year, advanced analytics tools will help HRs make even better data-backed decisions for productivity and retention.
Strategic Decision-Making with AI
With innovations in AI, HR functions are becoming more data-driven, enabling organizations to recruit, onboard, and retain talent. With predictive analytics tools, it is now possible to monitor employee performance, giving real-time insights to managers and feedback to employees. The interview processes are and continue to be simplified by AI, reducing time and cost for HRs. Training and development programs are customized, with AI suggesting personalized learning options. AI is not only facilitating HR managers but also helping employees become better with AI-powered chatbot assistants for common employee questions, lowering the burden on HR. 2025 will continue to see developments in analytics and emerging technologies. Organizations will need to be proactive in the adoption of such tools and platforms that provide them.
The Bottom Line
The trends influencing Human Resources in 2025 are not just a result of technological advancements; they indicate a significant shift. These trends highlight a move to human-centered approaches aided by cutting-edge solutions. As an HR leader, it is now your chance to bring transformation to the work culture in your organization. By using systems that focus on AI, machine learning, analytics, or statistics, you will not only future-proof your company but also develop a workplace where everyone thrives.
Bharti Airtel is a public limited company commonly known as Airtel. It is an Indian telecom company, which is currently operating its business across South Asia, Africa, and the Channel Islands. It provides GSM in all the countries including 2G and 3G services. Due to its operations in more than 18 countries, Airtel is currently known as the 3rd largest mobile network operator across the globe with over a billion users and the 2nd largest mobile network operator in India.
Bharti Airtel’s Indian Customer Base, as of March 31, 2020, looked like this –
283.7 million Mobile Services
2.4 million homes
16.6 million Digital TV Services
Along with being one of India’s largest integrated telecom providers in India, Airtel is also famously ranked by Millward Brown and WPP plc in the first-ever Brandz ranking as the most valuable brand. At the end of September 2020, Airtel had around 440 Mn customers across its operations. It was known as the 3rd largest cellular service provider in India after beating China Unicomwith 303 million subscribers, when reported back in August 2015.
Along with the telephony network that Airtel provides, where the company offers prepaid and postpaid networks, it also offers broadband and DTH services for its customers. It also acts as a carrier for national and international long distances communication services. The company has a submarine cable landing station in Chennai which connects the submarine cable between Chennai and Singapore. One of the other services provided by Airtel is the Airtel Money (commerce platform in collaboration with Infosys).
Airtel is also hailed as the first Telco to launch Multiplex in Metaverse, a milestone it achieved when it unveiled Metaverse multiplex on the PartyNite Metaverse platform, which is the first Metaverse multiplex in India.
On this note, let’s look at this StartupTalky Bharti Airtel company profile, which brings the Airtel case study, competitions, Bharti Airtel subsidiaries, products, Airtel employees, Airtel telecom founded in, Airtel net worth, hiring culture, policies, Airtel’s history, Airtel’s customer base, achievements, and more.
The name “Airtel” is something that is not only popular in India but has been a buzzword since the company was founded back in 1995. Headquartered in New Delhi, India, Bharti Airtel is a multinational telecommunication company with roots in the Indian subcontinent, which currently serves users of over 18 countries. The telecom giant has provided 2G, 3G, 4G+ and 4G LTE networks, fixed-line broadband connections, and voice services, which are based on the country of operation. Besides, it has also launched the Volte service.
The Bharti Airtel company outsources all of its business operations except marketing, sales, and finance and is often credited with being the pioneer of such a business model. Besides, many of today’s telecom service providers also look up to Airtel for the same, which are now working on similar business models. Besides, Airtel is also hailed as the pioneer of the minutes’ factory model of low-cost and high volumes. The equipment that Airtel uses are provided for and maintained by companies like Ericsson, Huawei, and Nokia Networks. On the other hand, its IT support is provided by Amdocs.
A Brief History of Bharti Airtel
The Airtel founder, Sunil Mittal had primarily set up his business Bharti Overseas Trading Company in 1980, which was an import enterprise where he dealt with generators and more. Then he saw a push-button phone in Taiwan in 1984, seeing that he eventually started to assemble similar phones. Focusing on the same, he founded Bharti Telecom Limited in the early 1990s. Though he started with manufacturing fax machines, cordless phones, and other telecom gear, he soon discovered that the Indian government was inviting bids for mobile telephony in 1992, and Sunil was successful in bidding for one of the four mobile phone network licensed auctioned.
He later went for collaborating with the French telecom group Vivendi, which eventually agreed to do business with him in spite of Mr Mittal being a small timer at that time. This led him to launch his cellular services in Delhi in 1995. Thus, Bharti Cellular Limited was formed to offer cellular services under the brand name AirTel. In 1996, cellular service extended to Himachal Pradesh. In 1999, the Bharti Enterprise went on to acquire control of JT holdings and extended cellular operations to Karnataka and Andhra Pradesh. Then, in 2000, Bharti acquired control over Skycell communications in Chennai.
In 2001, the company acquired control of the Spice cell in Kolkata. Next, the company got listed on the Bombay Stock Exchange and National Stock Exchange. In 2003, all the cellular phone operations of the company were summed up under the single brand of Airtel. Airtel then acquired control over Hexcom and entered Rajasthan in 2005. It then extended its network all across India in 2005 and launched its first international mobile network in Sri Lanka.
It was under the direction of the company’s Founder, Mr Sunil Bharti Mittal that the company became very successful and within a few years, AirTel turned into the first telecom company to cross the 2-million mobile subscriber mark.
On 13th February 2008, Bharti Airtel Limited, the leading telecommunication company in India, crossed the 60 million customer mark. The wireless segment constituted 96% of BAL total customer base. The valuation of BAL then stood at $40 billion in 2008. BA was the fastest in the world and added 8 million customers in 2008. This puts Bharti Airtel among the top telecom companies in the world. Its next target was to reach 100 million mark by 2010. This was also crossed by the company. Airtel is currently standing with a subscriber base of around 354.40 million subscribers in 2021.
Airtel’s actual name was Bharti Cellular Limited (BCL), the company which later began to offer cellular services under the brand name AirTel.
“AISI AZADI AUR KAHAN” is one of the prominent taglines adopted by Airtel.
Airtel logo
Bharti Airtel – Mission and Vision
“Hunger to win customers for life” is the mission of Airtel.
“Our vision is to enrich the lives of our customers. Our obsession is to win customers for life through an exceptional experience.” – says the Vision statement of the brand.
Bharti Airtel as The Market Champion
Airtel strives to align its HR strategies with its corporate strategy. The HR team makes sure to see if the organization teams have the same attitude that would help employees realize the vision of the company. The company emphasizes recruiting young people with an average age of 26 years. This is done because the company wants to bring in young entrants and would them as per the business organization and at the same time, enhance their interaction and creativity.
Senior management was advised by the HR management as they are encouraged to put forward their views openly in order, to play a more proactive role in team-building efforts. This was further augmented by a reward and recognition system along with a strong training program. As a part of the planning process, the entire organization is measured on five performance parameters, which includes its financial performance, profitability, market share, customer satisfaction, and employee satisfaction.
Bharti Airtel – Growth
Bharti Airtel has grown hugely throughout the years in the telecommunication sector. The company is currently spread across 18+ different countries including those in South Asia, Africa, and the Channel Islands. Building a big name for itself, Airtel is currently known as the second-largest mobile network in India along with being the second-largest mobile network in the world.
Along with offering an efficient mobile network, Airtel also brings a wide array of products and services to its customers:
Broadband
Digital television
Banking
Business
Android-based tablet
Airtel unveiled on June 14, 2022, it’s first, which is, in fact, India’s first Metaverse platform on the PartyNite Metaverse platform. Xstream multiplex, which Airtel launched, is designed as a 20-screen platform and will be an extension of Airtel’s Xstream Premium offering. Such a platform will leverage the content library of Airtel and will offer many more layers of engagement, thereby allowing the users to interact on the PartyNite Metaverse. This new Airtel multiplex will offer a sampling of the original shows and movies in many other languages along with those in English and Hindi.
Airtel and Jio, it seems, are quite locked together to gain market share in India. According to the TRAI data for April 2022, Jio held a 35.5% market share in the wireless telecom market of the country whereas Airtel was positioned at the second spot with a market share that equalled 31.61%.
Google has picked up a minor and non-controlling 1.28% stake in Airtel for $700 mn, as per the reports dated July 1, 2022. The deal comes after around 5 months since it was proposed. This deal is part of the larger Google For India Digitisation Fund, which the CEO of Google, Sundar Pichai, announced in July 2020. The tech behemoth also said then that it would keep an additional $300 mn worth of funds for potential multi-year commercial agreements with Airtel. This investment in Bharti Airtel marks the second Google investment in India. The first was when Google invested $4.5 bn in Jio in 2020, picking up a 7.73% stake in the company. This investment from Google will help both Airtel and Google to ramp up the telco’s enterprise cloud solutions, which are being operated currently with Amazon. The deal would also help both parties to work unitedly to create an array of affordable Android devices in partnership with the device manufacturers. Moreover, the deal would also help them develop 5G use cases specific to India and create multiple network solutions. The shares of Airtel were allocated on July 14, 2022, when Bharti Airtel approved the allotment of more than 71.17 crore shares to Google at an issue price of Rs 734, which includes a premium of Rs 729 per equity share. In the conclusion of this, Google’s stakes in Airtel stand at 1.20% of the total post-equity shares or 1.17% of the telecom company on a fully-diluted basis.
Airtel Financials and Revenues
The average revenue per user of Airtel rose to Rs 178 crore in the January-March quarter of 2022. This rise was mainly due to the strong user additions, higher tariffs, and one-time gains. The consolidated net profits of Airtel increased by 164% to become Rs 2008 crore in FY22.
Bharti Airtel- Service Rule and Regulation of Employees
In Airtel, you are an at-will employee, this means you are working at your own will without any force or pressure before you join the company. You must sign terms and condition agreement that will state the corporate governance of the company which is:
Employees must report to their superiors and maintain disciplinary work.
All employees will be paid monthly by cheque procedure.
In case of leave, employees must draft a detailed application mentioning the reason for leave.
A lunch break of 1 Hour will be provided.
Bharti Airtel- Promotion Policy and Wage Structure
AirTel engages a policy under which an employee gets his/her due promotion in the organization, which is a reward for an excellent performance. Under the rules that govern the promotion, AirTel states that the employee must have successfully completed 6 months to be eligible for promotion in Airtel. The internal application process is carried out and all the previous records are checked and the performance is analyzed.
The internal relationship between different jobs and wages helps the firm to decide its wage structure. 60% of its employees have a variable pay structure where they get paid according to the work done. The company considers factors such as performance and maintains internal equity to ensure people at the same level are paid for the same amount of work.
The success story of Bharti Airtel
Bharti Airtel – Training and Development of Employees
Airtel has a vast pool of human resources that are upgraded from time to time in terms of leadership and technical skills through various outsourced and in-house training and development activities such as process and project management skills and technical skills. By providing world-class resources and combined efforts by Airtel many employees are being trained to become future leaders. The company’s HR is continuously working on launching various initiatives like on-job training, programmed learning, simulated development, and computed-based training.
The on-job training is where a person learns a job actually doing it. Every employee from the mailroom, from a clerk to the CEO, gets job training when they join the company. Informal learning is used as 80% of the employees learn on the job they learn not through informal training, including performing their jobs on a daily basis in collaboration with their colleagues.
The company provides a job instruction training program that takes place every month in Airtel in which a logical sequence of steps is taught step by step. On a quarterly basis programmed learning is followed by Airtel in which self-learning methods consist of Presenting questions, facts, or problems to the learner and allowing the person to respond.
Application – In Airtel existing openings are monitored and accordingly position procedures are being carried out matching candidates’ profiles and areas of interest.
Screening – Matching of the profile is done by the company with respect to its requirements and needs.
Assessment – An aptitude test is required for the job of the front line sales. For considering the middle and senior-level job occupational personality questionnaire was done.
Interview– Airtel takes 1 to 3 rounds for the interview process. Then the final appointment letter is being offered with the company’s terms & conditions memo, which every employee must sign.
Airtel has an incentive pay scheme managers often use two terms synonymously incentive plan for the employees that are applicable to sales over the target achieved. Merit pay as incentives is generally done by the company for excellent performance by the employee in the last term of his/her employment. The other non-monetary incentives include Employee recognition, Gifts, Special events, merchandise incentives, and free training programs.
When it comes to the benefits, they are indirect financial and non-financial payments employees receive for continuing their employment. They include things like health and life insurance pensions, time off with pay, and child care assistance. The company also provides Life and Health insurance for families and dependents. Different types of leaves like study leave, extraordinary leave, petrol allowance, and family holidays.
Along with helping the employees on many different fronts, Airtel also cares for others as well, especially the startups of today.
Airtel Launches Startup Accelerator Program to Support Startups
Bharti Airtel (“Airtel”), India’s largest integrated telecommunications company, announced the launch of its Startup Accelerator Program on October 25, 2019, to support the growth of early-stage Indian tech startups. With the advent of its Start-up Accelerator Program, Airtel aims to support the creation of a vibrant startup ecosystem that contributes to “Digital India”.
Through Airtel’s Startup Accelerator, early startups get access to Airtel’s online and offline distribution network, deep market understanding, and ecosystem of global strategic partners. In addition, Airtel has also developed strong in-house capabilities around machine learning and artificial intelligence, which could be leveraged to aid the growth of startups. Furthermore, startups also get access to advisory services from Airtel’s executive team.
Vahan was the first to join Airtel Startup Accelerator. Airtel announced the induction of Bengaluru-based tech startup Vahan into its Startup Accelerator Program. Airtel will acquire a stake in Vahan and partner with them in building a significant scale to achieve their vision of enabling jobs for the next billion internet users. Founded in 2016 and backed by Y Combinator and Khosla Ventures, Vahan leverages advanced Artificial Intelligence to match job seekers with employers inside messaging apps such as Whatsapp. It is focused on finding blue collar jobs for millions of young Indians in Delivery, Driving, Retail, BFSI, BPO and Hospitality sectors with companies such as Zomato, Swiggy and Dunzo as clients.
Today, early stage startups in India have some very exciting ideas but face multiple challenges in scaling up. With Airtel’s scale and digital capabilities around distribution and payments, we have the potential to drive accelerated growth of emerging startups that are solving hard problems. The team at Vahan is doing some incredible work to bring jobs to millions of people through AI based technology. We are excited to partner with them on this vision.
Madhav Krishna, Founder and Chief Executive Officer, Vahan, said: “
Airtel will be a key partner for us as we look to solve a hard problem for Bharat. Most blue-collar job seekers are unaware of the opportunities that exist in the market, especially new-age on-demand jobs. Airtel’s distribution channels will help us reach the very depths of the country and in turn, help millions of Indians take control of their economic destiny. We are incredibly excited about this partnership.
Bharti Airtel – Partnerships
Bharti Airtel has seen a considerable number of partnerships and collaborations to date. Some of them are mentioned below:
Bharti Airtel partnered with Apollo Hospitals and Cisco on April 28, 2022, in order to help in the development of state-of-the-art ambulances that will be equipped with Airtel 5G.
The company partnered with Mavenir for open radio access network-based 5G field trials. The first Open RAN-based 5G NSA validation was done on April 5, 2022.
Airtel and Tech Mahindra partnered together to “build and market innovative solutions for India’s digital economy by bringing together their core strengths”, said an Airtel PR dated March 31, 2022.
A PR rolled out by Airtel on December 14, 2021, stated that the company partnered with Capgemini to announce 5G-based enterprise-grade solutions to the Indian market.
Bharti Airtel and TCS collaborated to build a 5G-based remote working technology using robotics on December 2, 2021.
BlueJeans – Bharti partnered with Verizon to launch BlueJeans, a video conferencing platform like JioMeet. The platform can accommodate 50,000 attendees and is simple and intuitive to use. With the launch of BlueJeans, Airtel and Verizon tend to provide a safer video conferencing experience to the customers. Hans Vestberg, Chief Executive Officer of Verizon, said during a virtual press conference that the data of all the customers will be hosted in India and stored within the data centres all over India. The per-call costs have also been dropped to INR 0.50. It is also having the Airtel Auto Bridge feature, which allows users to benefit from an unlimited calling feature within the National/International range. This new feature also consists of HD video calling with Dolby voice support. It also allows users to schedule, join or host the meets with the one-click feature. With the involvement of ‘Smart Meetings’ feature in BlueJeans it will allow the user to get hold of the important points and assign certain actions to the people. They are also trying to add certain packages for the enterprises in the upcoming days. Vittal said in a statement, “We will have three kinds of packages for our consumers one for large enterprise, the second one for medium, and the third for tiny or small business. We will reveal packages for BlueJeans over the next few days.” The company is also sure that the prices will be competitive. Airtel has been a new entry in the video conferencing sector shortly after the launch of JioMeet by Reliance Jio. Players from the telecom Industry entering the video conferencing sector will be interesting. It is making a great competitive market in this industry. BlueJeans was founded by Krish Ramakrishnan and Alagu Periyannan, in India only. The first prototype was tested back in 2009 and 2012 in Pune at the company’s research and department centre. However, Verizon, in May 2020, tried to acquire it and give it a boost. It will be interesting to see how things go in the upcoming days and brings us interesting content.
Some of the major achievements and milestones earned by Bharti Airtel are listed below –
AirtelThanks App was recognized as one of the most innovative mobile application in the prestigious ET Telecom Awards 2020.
Airtel won four awards in each category of Video Experience, Games Experience, Voice App Experience and Download Speed Experience in the Open Signal Report in September 2020, for the second time in a row.
Airtel Xstream Fiber won the Best Broadband Service Provider in ET Telecom Awards 2020.
Airtel Business won the “Best Partnership” award at Telecoms World Middle East Awards 2019 for partnering with Telecom Egypt.
Airtel Business won 3 prestigious awards at Global Carrier Awards 2019, namely, Best Global Wholesale Carrier – Voice, Best Voice Service Innovation – Emerging Markets and Best Security Solution.
Airtel Finance shared services team has bagged the coveted Digital Initiative Award by HDFC bank in the Large Customer Category.
Airtel Business has been awarded as the “Enterprise Data Service Provider of the Year” and the “Enterprise Telecom Service Provider of the Year” in the large enterprise segment at the Frost and Sullivan ICT Awards
App Annie ranked Wynk Music as India’s #1 music streaming app in terms of Daily Active Users in October 2019.
And the list goes on & on…
Bharti Airtel – Future Plans
Bharti Airtel is currently planning to launch its 5G services in the country. The Union Cabinet earlier gave its nod for the auction of 72 GHz of 5G spectrum, which is planned to be conducted in July 2022.
Recommendations
Bharti Airtel is currently doing incredibly well in recent times it is expected with same quality services and has the prospective to overtake China’s Unicom in a few years making Airtel one of the world leaders when it comes to being a world leader in telecommunication. This is possible because of the company’s expansion in African and Asian countries making it a global company. Airtel also has good relations with its business partners like Ericsson, Siemens, and IBM.
The company has strong HR policies that help in maintaining its corporate governance structure. The profit and assets are also increasing at a considerably good rate, making its turnover cross $643.25 bn. Good customer schemes and support services make Airtel capture a major chunk of the competitive market.
FAQs
What is the difference between Airtel and Bharti Airtel?
Bharti Airtel and Airtel are the same company, a subsidiary of Bharti Enterprises.
Employees make or break your company. Hiring the right employee for a position is a constructive process. As a recruiter for an esteemed position, you may only hope that you can sort through the hundreds of employees through traditional means.
Breezy HR is an end-to-end recruiting software that has been built to make the employee hiring process less tedious. Breezy is a platform complete with the necessary tools to advertise, interact, sort, and hire employees.
Breezy with its automation tools, make sure you have the chance to assess all your candidates before making a decision. The platform was built to simplify the recruiting process while also making it better.
The UI of any software service has to be pleasing especially if it’s in production. Breezy HR has a fine UI with easy and configurable options. It’s meant to be a platform to help ease the recruiting process and it’s built with tools that reflect the same. It’s clear why some of the biggest businesses like Loreal, docebo and Opera rely on Breezy. Some of the excellent features of the platform include:
Breezy will automatically post the job on more than 50+ free job boards at the same time. Breezy also supports posting to regional sites that support your job title. This means your targeted candidates can be local as well as international. This ensures that recruiters won’t have to hop from site to site to advertise positions.
Breezy also lets you post to premium job boards while saving you 40% off. This is sure to be a pleasant feature for recruiters looking for the best candidates.
The analytics dashboard shows you stats that matter
The analytics dashboard gives recruiters precise information, allowing them to make better decisions for the hiring process. The dates for scheduling interviews with the candidates can be obtained based on the analytics.
The panel enables you to track your sources, ad clicks, candidate profiles, and more. Besides statistics on incoming candidates, you can also view the full details of how a candidate is performing including their obtained scores.
Performance metrics are an easy way of analyzing the eligibility of a candidate. The panel maintains a record of information such as:
Candidates applied
Candidates sourced
Candidates referred
Candidates disqualified
Candidates hired
Built-in Site Creator
Breezy has a built-in page creator so that you have a webpage with your own branding to be used as a career or referral page. A simple and beautiful page that lets candidates directly apply for your listed jobs.
The webpage is fully optimized for mobile and supports customization. The website is embeddable and an API is provided for those who wish to further enhance its functionality. Employee referral pages are a great way to hire fresh, trusted employees that get referred.
Breezy lets you fire up an employee referral page in a few seconds. The site also serves as a place to put up your EEO compliance surveys.
When you’re dealing with hundreds of candidates to sort, some automation is definitely appreciated. Breezy has options that allow you to manage candidates in groups. That means you can hire, disqualify and promote employees.
Processing qualified candidates quickly really speed up the hiring. Next thing you’ll know Breezy will set up interviews and then the final call will be up to you. Breezy also allows bulk management for sending emails and notifications so candidates remain updated and keep track of the recruiting chain.
Collaboration
Breezy allows all members of your team to share their opinion
The best decisions are made together and recruiting your next employee is one of them. Breezy has features to help you collaborate in real-time with your team through the entire hiring process. You can stay connected with your team and follow along even if you’re away with push notifications.
Breezy lets everyone assess candidates through a custom scorecard. Scorecard ratings leave less room for bias and heighten your chance of making a long-term hire. Breezy also supports integration with Slack, a popular business communication platform.
Although Breezy HR includes a free plan to their pricing, it’s more like a trial. You only get the option to use the platform for one single position or pool. When it comes to businesses this doesn’t cover many needs.
The monthly prices might be a bit higher than your SaaS tools demand starting at $171 a month for the Startup plan. The Growth Plan is priced at $299/month and the business plan at $479/month.
You have the choice to pay annually as well which grants 2 free months on all the paid plans. The platform also offers paid add-ons such as Talent search, which is a custom search engine for candidate profiles across various platforms. Further details on pricing as follows:
As a recruiter, you may already have the means to find, rate, and hire employees. Whether it’s through traditional means or through the use of modern-day software stacks, it’s probably worked for you in the past.
Although Breezy HR has a Startup plan, the platform is more likely targeted at businesses with a bigger scale with its pricing. It’s fully up to you and the affordability at your disposal to decide if Breezy is right for you. As with any new tool, you may try out the platform and decide if it’s worth making the switch or sticking to what you’re used to.
FAQ
What is Breezy HR?
Breezy HR is an end to end recruitment software that is designed for recruiters and HR mangers to streamline the hiring process.
Which Companies use Breezy HR
Scribe media, Pet Palace Resort, Pedalheads Bike Camps and MSI Credit Solution are some of the companies that use Breezy HR.
What is the pricing of Breezy HR?
The monthly prices of Breezy HR is $171 a month for the Startup plan. The Growth Plan is priced at $299/month and the business plan at $479/month.
Businesses grow off capital, that’s how it has always been. But as Thomas J. Watson, founder of IBM once said, ‘It takes people to build a business’. Human resource management is often taken lightly when it comes to smaller businesses.
These may be due to reasons such as lack of information or affordability factors. HR managers are expensive. Experienced and affordable HR personnel seem almost impossible to hire right?
Bambee, a service started back in 2016 does just this. Bambee is a simple and elegant solution to HR problems. Bambee lets you hire an HR manager for as low as $99 a month.
The service is available across all 50 states in the US. Bambee gives you a dedicated HR manager who helps you craft HR policy and understand compliances. The service is kept simple and organized to allow maximum productivity for your business.
Bambee was founded on the idea that every business should be able to hire an HR regardless of its scale and run like any major company in the industry. Bambee provides your business with a real, experienced HR.
They’re responsible for crafting company policies, taking legal actions, and managing your employees. The service is different from a freelance HR manager or a phone assistant.
They offer you a dedicated and experienced HR manager, a vital role in any business. Bambee offers you more than just management, here are a few notable features of the service:
Quick Interactions and Communication
Bambee lets you communicate with your HR manager through phone, email, or live chat. Besides this, the website has an interactions panel that further simplifies HR interactions. General, Employee issues, Policy requests, Termination, and Wages are the available quick interactions.
Bambee Real Time Chat Feature
Users have the freedom to interact with their HR at any given time. This helps save time and enables you to take quick actions for your business. If you ever have an issue with any of the employees or the government law, HR can resolve your issues within a few hours.
Business Compliance Indicator
Bambee provides all its users access to its web dashboard. A unique feature of the platform is its Business Compliance Indicator score. This is an overall score given to your business based on how efficient and protected it is.
A higher score means your business is doing well along with all the employees. A lower score means certain areas of your business or the policies involved need more work.
The hired HR will add suggestions to improve your score every time it is assessed. It also indicates your employee performance and business report. Having a bird’s-eye view of your employee relationships improves cooperation and hence productivity.
Mistakes are bound to happen in any business. Whether it’s a misplanned policy or an unwanted legal action it can’t be good for any organization. Bambee HR takes care of these mistakes and actively works to correct these through their CAP.
These include written and verbal warnings, deformed policies, and performance improvement plans. Businesses often create new policies when expanding or branching out. It is decisive of how the business will thrive.
Bambee lets you collaborate with experienced HR managers to create policies that are perfect for your business. They also handle flawed wages and termination policies which is normally a hassle for the business.
Employee Performance Reports
Bambee’s web dashboard gives you a comprehensive employee report. You can track the progress of every employee under a single window. These reports can help you decide who to keep, promote or terminate.
Employees are the soul of any organization and it’s crucial to have an understanding of their contributions. HR managers help improve company transparency and create a bridge for the employees as well. The generated reports include personal notes from HR to further explain the reasoning.
Bambee is priced in a way that almost every kind of business can afford and hire an HR manager. They have 4 pricing models concerning the employee count.
Their pricing starts for as low as $99 a month for a business with 1-4 employees and includes unlimited email and chat communication.
For 5-19 employees it is priced at $199/month and also includes phone communication.
Bambee also lets you hire a senior HR for businesses with 20-49 employees for $299/month.
For businesses with 50+ employees, Bambee has a custom price that depends on the company scale. This means you’ll get a dedicated HR director for your entire business.
All plans include a free one-time in-depth HR setup for your business. They also allow users to pay yearly with up to 20% off on their monthly prices. The service can also be canceled at any time in case of a change of plans.
Business is bound to be expensive and that is a good reason to always be on the lookout for efficient services. Bambee offers you the full services of an HR manager for a much better price.
Human resource management is simplified through their service. A service that helps bridge the gap between corporate owners and employees is always bound to be appreciated. This is exactly what Bambee offers. It stands as an affordable, professional, and friendly platform for all types of businesses.
FAQ
Who is the founder of Bambee HR?
Allan Jones is the Founder & CEO of Bambee HR.
What does Bambee HR do?
Bambee is a platform that gives access to small and medium-sized businesses to hire an HR Manager.
With an aim to build a retail tech platform exclusively for SME retailers, Mr. Rajesh Subramanian started Ghoshak. In this article, Mr. Rajesh shares his insight on the Hiring culture of a bootstrapped startup. He shares his experience & the challenges he faced while hiring the right talent, accordingly, he insightfully suggested measures, tips/advice on what Bootstrapped Startups can follow to hire right!
Before moving ahead, let’s get a background on the speaker. Rajesh Subramanian, Founder, Ghoshak, has previously worked for Amazon and SAP. He has built several teams at Amazon from scratch and took more than 1000+ interviews. Ghoshak is an All in one Business App. From generating bills to inventory management, Ghoshak brings all your business operations in one place.
Let’s see what Mr. Rajesh Subramanian (Founder, Ghoshak) has got to say on GAME OF HIRING for Bootstrapped Startups-
Remember the day when there was sudden lightning that struck through your mind and there, you had the idea for your startup. It is amazing to see so many innovative ideas coming to life every day. As a startup founder myself and going through every step of the journey, coming up with that one strikethrough idea, finding partners, setting up the place of business, getting yourself registered to make your first sale is an experience and learning for life. One aspect of a startup business, especially bootstrapped, that challenged me was hiring and coaching the right talent. The general notion attached with bootstrapped startups is getting the funding and finding the investors. If your idea caters to the demands of society and you believe in yourself, then you will easily attract people who will believe in it too. But getting people to work for you or with you is a different ball game.
When you are solving the puzzle, you make sure that every part fits right. Anyone can work for you, but not everyone can work with you. When I was hiring, the CGPA and educational qualification were not my focus area. Instead, I looked for a person’s ability to solve problems and how intelligently they could navigate through ambiguous situations.
I took 120+ interviews before I hired my first two engineers, and I can proudly say that they are my top performers to date. It’s not just identifying the talent but also the effort you spend in training and coaching them. Appreciate the strength they bring in and support them to work on the areas that need polishing. I am building an organizational culture where we refer to an individual’s shortfall as areas of improvement instead of weakness. Everyone has a scope of improvement, including me, therefore, learning should never stop. I want to create an environment where our employees can be vocal about their weak points and are ready to work on them.
When you are laying the foundation of your business, it is wise to hire strategically. Especially when you are bootstrapped and have to allocate funds in a calculative manner.
A timeline can help a lot, and here is the one that I followed:
6 months – Lay the foundation with partners.
1st year – Have the core team members, Tech & Sales team to build the product and Finance team to regulate the money flow.
2nd year – Now you need the support, get your HR, Marketing & Design team to accelerate the growth.
Money v/s Belief
The truth is that a bootstrapped startup cannot pay as much compared to a funded startup. So how do you work your charm? Let your product or service do the talking. What you are putting out there is so convincing, and it helps society then hire people who believe in making a change too and can look at the bigger picture. History is proof that what started in a garage is a world-dominating mobile & computer giant today.
Gone are the days of Job Descriptions; this is an era of Opportunities
By posting a job opening, you may get a pool of CVs. Apart from the right skillset, one must gauge a person’s attitude and determination towards life. If a person is not ambitious from within, then no external push can work the magic. As a startup employer, the responsibility relies greatly on us, and I always try to set their expectations right. The definition of startup to many is a funky office, high pay, and great perks; while you may offer all that but when you are starting from scratch there will be possible ups & downs, restrategizing, and everyday hustle. One has to be a jack of all trades and not necessarily the master of one, which is the reality. In a bootstrapped startup ecosystem, we ideate, implement things, learn from them and grow together.
65% of business failures are due to management issues that can be avoided by hiring the right mindset, skill, and training. In the end, it’s all about the culture you build. If the foundation is strong, then the structure will always remain strong.
There are a lot of generic expectations from a job you would look for. It can be a good salary, work timings, the manager you are going to work with and many others. But more than all these the company’s culture plays an important role in you getting satisfied with the Job.
Analyzing the Company’s culture especially through remote hiring or for a remote job is considered to be a tough process. Here are certain steps you can follow to understand and analyze the company’s work culture during the remote hiring process.
You would obviously have certain expectations regarding your job. Even if it is a remote job or a normal office going job, you will have certain must-haves in your mind. The first step is to get a clarification on it.
You should try to analyze what you are expecting from the company other than the remuneration and the benefits. You should be sure about the work-life balance you require and especially if you are working from home you will have to maintain certain boundaries.
Maybe you would be looking for a highly collaborative work environment. It can be anything but you should first realize and understand what you are expecting from the company.
After setting your expectations you should start researching about the company to understand whether this is the best company according to your expectations. You may feel that remote hiring is a disadvantage to understand all these.
But that’s not the case you have all the information you require at your fingertips. You can always try to dig into the online resources to understand more about the company such as
Website:
You can invest some time to go through the company’s website. This will give you a brief idea about how the company shows its work culture to the outside world. This can be considered as a starting point of your research activity.
You can invest more time in the company’s about and career page. This will provide you with more information about how the company’s culture would be.
Social Media:
You can always check the social media profiles or pages of the company. You can check the company’s activities, their social media posts, the content they interact with, etc. This can provide you with some insights into the culture of the company.
Blogs:
Blogs can be a valuable source of information. You can look into the company’s blogs if the company has one. They may list all the activities happening in the company. You may also find some information about the remote working culture of the company.
Employee Reviews:
You can check certain platforms where the employees leave a review about the company. While going through it you can get an understanding of the company’s culture and information regarding the company which you wouldn’t have known.
But never judge the company with just a single review always go through multiple reviews and then come to a conclusion.
Learning opportunities
Get in touch with Employees of the company
You can try getting into contact with current or former employees of the company. Nowadays you have various sources through which you can easily connect with them. LinkedIn is one of the sources which lets you connect easily with professional people.
You can get in contact with the employees and ask them various doubts you have in your mind. You can have a conversation with them and understand whether this company matches your expectations. This will give you a proper idea about the work culture of the company.
At the end of the interview, you will always get a chance to ask questions to the hiring managers. This is a chance provided by the company to answer your queries regarding the company.
You should always take this opportunity and ask the hiring managers politely. Try not to ask them in a generic way such as Tell me about your company’s culture. Instead, try making it as a conversation and putting things in a nice way.
It should look like you’re having a conversation and not shooting questions at the manager. You should use this opportunity to get all the information regarding the company.
Questions during Interview
Try to Observe Everything
You should always try to observe everything you can during the interview. Pay attention to even the minute detail. You should know the importance of attention to detail.
Particularly when you are having a remote interview you should try to grab all the information you can possibly find and take in all the clues. When you are being interviewed by the hiring managers always observe how happy they are with the job.
You can always observe keeping these questions in your mind, Are they excited about bringing someone new to the team? Or are they exhausted at the need to onboard people and train them?. You can also observe whether they are providing relevant answers and trying to solve your doubts or just rushing through them.
FAQ
What are the best jobs to work remotely?
The best jobs to work remotely are Graphic designer, Travel agent, Tutor, Freelance writer, Accountant, Freelance translator, Digital marketer, and Operations manager.
How do I hire someone remotely?
The three main steps to look when hiring someone remotely is Use hiring tools to help create a cohesive recruiting experience, Invite top candidates to a video call interview, and Put top candidates to the test with a project.
Why do companies hire remote workers?
Hiring remote workers can result in huge business savings It also reduces office costs.
Conclusion
All these would give you a basic understanding of the happiness of the employees in the company. The above points should be kept in mind before you accept a job offer through remote hiring or for a remote job.
The world of the startup has witnessed the rise of many brands that have revolutionized the world. With many big names like Flipkart, Apple, Amazon, and Google shining at the big stage, the startup circuit has also been characterized by the growth of innovative companies. Amongst a few innovative companies, one of the most popular names is the BigBasket. Well, the company is well known for its innovative approach for selling groceries, the team also has a unique HR. Meet Mr. T.N. Hari, the head of HR at Big Basket.
Read this article to know about the story of T.N. Hari.
T.N. Hari is the current head of HR at Big Basket. When it comes to experience, this man has spent long years at Tata Steel, initially as an engineer, and then in HR. Hari is well known as the startup HR guy. Well, we are very sure that you might have not heard about this team before! This experienced campaigner has been through two mergers and acquisitions. According to him, in a startup circuit, jargon doesn’t count in because one has to execute, perform, and make things occur in real-time.
T.N. Hari- Some insights of career
Hari has spent over 14 years at Tata Steel. Initially, he worked as an engineer and later on, was moved to the HR department. There, Hari served as the senior HR executive. Apart from being a professional in the business sector, Hari is also a successful author. When we talk about his educational qualification, Hari stands out as a highly educated person.
He has pursued his engineering from the prestigious Indian Institute of Technology and MBA at the Indian Institute of Management. For him, getting into an IIM was important to get a wider view of how organizations work. This is one of the major reasons why at Tata Steel, Hari worked in various posts starting from procurement to corporate planning to design and also at construction sites. Later on, Hari moved to the HR department.
It all happened during the time of post-liberalization in 2002. The foreign steel producers were dumping steel in India below the brand’s cost prices. Hence, at this time, Tata Steel faced an existential crisis and had to restructure. Therefore, to have control over the situation, Hari was appointed to be a part of the core team that worked with big manes like McKinsey on transforming. It was a challenging task for the team to create strategic business units, evaluate the employee, and sort out the perfect outplacement services for the employees who were sacked due to the exercise. It was very unlikely that Hari would have been a part of HR if he had continued his tenure at Tata Steel. However, the experience of 2002 gave him the required exposure to gain a new skill set.
Inspiring words by T.N. Hari
It was very unusual to see a guy coming from the engineering background to end up in the HR environment. Hari was actively involved in shaping the company’s strategy and analytics function. While working at Tata Steel, Hari found the bureaucratic set up at Tata Steel a little out of track. During his tenure, he realized that it was working very slow in terms of decision making and Hari was a rule-breaker with a blend of the entrepreneurial streak.
Hence, he decided to explore the better parts of the business circuits. Hence, in 2002, he started his love affair with startups. Post Tata Steel, Hari moved to Daksh, and hence, in the process he rediscovered himself. According to Hari, a good HR professional becomes a good leader when he/she can balance employee advocacy with business realities without hurting any sector.
At Daksh, Hari discovered the kick in working for high-growth companies. Therefore, at Daksh, Hari was very instrumental in growing the employee strength from 2000 to 25,000. Later on, Daksh was acquired by IBM and hence, Hari got the exposure of managing the workforce during a merger and acquisition. Well, these were the learnings that he implemented in his future, and as a result of which, Hari is a big name in the Indian startup circuit. The new integration at IBM was a new learning experience. But, Hari says that he would not like to get involved in a similar process again in his life. As per Hari, for successful mergers and acquisitions, mutual respect is critical for both companies. There should be transparency amongst the senior management teams as per Hari.
Bigbasket business model
According to Hari, any change in reporting relationship from one organization to another can lead to chaos! Therefore, it is important to insulate the reporting relationships except for the top management for a minimum of 12 years. Post Daksh, Hari landed himself at Virtusa. It was a global IT service provider and hence, Hari found the scope to expand his exposure. IT was at Virtusa where he learned that leadership flaws are exposed more quickly in a global context than working in the alone country.
After his tenure at Virtusa, he moved to Amba Research and then to TaxiforSure. Presently, Hari works at BigBasket. While working for BigBasket, he has said that the biggest challenge has been to create the right culture and also to stand by it. As per Hari, in a high growth startup environment, the people who are delivering terrific business outcomes begin to violate the culture in small ways. Therefore, Hari feels that dealing with blatantly deviant behavior is never difficult, rather, dealing with the subtle violators is the biggest problem faced by the startup companies.
T.N. Hari- as a good leader
As per Hari, a good HR professional transforms into a great leader when he/she can balance realities without hurting either of the spheres. As per him, the HR leaders need to stop hiding behind the jargons and they should start to demonstrate a deeper understanding of the interplay between human psychology and business performance.
Being a person who has faced multiple difficulties in the startup sector, Hari shall be considered as the leader for aspiring entrepreneurs and HR professionals in upcoming times!
Technology has an impact on every industry. The recruitment industry has also been influenced by various technologies in past. The industry is experiencing rapid growth as a new players are entering the market. Technology has advanced at a ridiculous pace in the last ten years. Every company should be updated about upcoming tech trends in the market. As we near the end of 2020 lets look at some Top Tech Trends Every HR Must know in 2021.
Top 7 Tech Trends Every HR Must Look Out for in 2021
Artificial Intelligence in The Recruitment Process
HR tech trends in 2021
One of the most well known tech trend in HR is the use of Artificial intelligence which growing exponentially in every field from health to teaching to everything. In 2021, AI will play a major role in the recruitment and hiring process. AI can save the time of recruiters to screen and shortlist candidates. The recruitment process will also speed up with the help of AI as it can answer repetitive questions through a chatbot.
Every organization wants to improve workforce engagement. As an HR it is important to ensure that your employees are passionate about their jobs. Various feedback tools are available to improve the workplace environment and employee engagement tools for employees. There’s a lot of distractions in the modern workplace, especially for employees who use internet-connected devices to complete their daily tasks. These feedback tools will help management to better understand their employees. There are various Employee Engagement Software and Tools in 2021
On the Job Training
On the job training is an important top trends of HR that helps in the prosperous growth of the organization. Employees require continuous mentorship and skill development training to perform well in their jobs. On job training helps employees get business demands met more promptly. This also develops a great mindset of always learning in employees. Many companies have adopted Different Policies to Upskill the Employees.
Top HR trends of 2021
Employee Experience Platforms
There are various platforms available to rate companies on their Employee Experience. Employees don’t hesitate to share their experience on these platforms which can affect the company’s reputation. A positive employee experience makes it easier for companies to attract top talent in this competitive market. This generation is the largest part of the workforce and it is important to join millennials in your workforce.
Many organizations employ data analytics tools in human resources to improve hiring decisions. It can also help to identify factors that have the most significant influence on the employee. Employee data can be used to create a personalized experience to engage employees. Data analytics can be presented visually in graphics or statistical reports to better understand and take action.
Technology has advanced at a ridiculous pace in the last ten years. HR needs to identify the best workforce for their organization. The impact of technology has also enhanced the hiring experience for both the candidates and the hiring teams. Various tools and technologies are available for HR to facilitate the recruitment process.
Cloud based HR
The HR department is known to help key functions such as recruiting, managing the data of the employees managing the employees performance, hiring, etc. One thing they all have in common is data processing. Before the cloud based solutions like PeopleSoft, the HR managers would take care of all these details. Which is why with the introduction with cloud based HR solutions improving the process of hiring, getting an employer brand and updating information and data security.
Giving importance of the employees mental health
The mental health of the employees must be given importance because they are what make or break the company. For taking care of their wellbeing the HR department can hold a weekly office yoga session or a healthy Friday. Not only that the the physical, and financial health of the employees must also be given equal importance. And as such, the number one condition when it comes to getting your workforce ready for the future.
Frequently asked questions – FAQs
What do HR department do?
The HR takes care of the employer branding, recruitment or selection, Onboarding, performance management, learning and development and most importantly workplace safety and culture.
What does a HR manager do?
The HR manager has a lot of responsibilities such as managing their internal team, stakeholder management, making new policies for recruitment etc.
What does an HR analyst do?
The HR analyst works on the collection, analysis, and reporting of data.
Why is adding new tech trends important for the HR?
Adding new tech trends to the HR departments in improving the HR policies, growth of organisation helps in performing the basic functions of HR like recruiting, onboarding, training the employees, etc.
Archana Karthikeyan
