How ‘Proper’ Recruitment can be a turning point for your business?

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How ‘Proper’ Recruitment can be a turning point for your business?

How ‘Proper’ Recruitment can be a turning point for your business? Start up / Incorporation / Registration By - Nupur Gajjar

When we re-evaluate our commercial enterprise or plan to start a new brand, we reflect on considering about people, who’re going to steer the business. Not every time the founder or owner of the company have all the required expertise, as an end result they need some talented people with distinctive skills set and intelligence which assist the entrepreneur to lead their business to next level and share burden as well. This is the movement when HR recruiter come to rescue and helps entrepreneur to hunt and locate new talent for the same.

To recognize the significance of recruitment, let’s take an example of a very famous Sitcom, Tarak Mehta ka Ulta Chasma which airs on one of the Indian National Television Channel. The cast selected was very vibrant and most importantly not many faces were recognizable. Let’s assume these fresh faces as freshers in any industry. With so big and vast cast of it, the driving force was the creator of the series who envisioned the capability and drove them throughout the process. Let’s consider this creator as founder of a company. And the casting director as Human Resource Professional. With the teamwork of all, it’s been 13+ years since the first episode aired and running successfully ever since. Can we implement something like this in our company? Your Company? Let’s try to find answers.

So how a vibrant team can make wonders and how Human Resources are important? Do they really work apart from making rangolis?

The answer is YES! Human resources department not only hunts for profile they scout them. They not only look for experience or educational credentials but also the capability and the ability to blend in the work culture already set up.


To have the right person, in the right place, at the right time is called recruitment. It is vital for an organization’s performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills.

The importance of diversity should be taken into account at each stage of the recruitment process.

The recruitment process involves working through a series of stages:

  • Defining the position
  • Attract applications
  • Selection method
  • The appointment
  • Documentation

The following sections give an overview of these steps.

  • Defining the position
    • Job analysis
      Before we hire for various position, we need to invest time to get total requirement information. This means thinking not only about the content but also the job’s purpose, the output required & company’s structure. This evaluation enables to create job description and job profile.
    • Job description
      The job analysis leads to form a job description. This explains the job  activities to the candidates and helps the recruitment process by providing a clear manual to all the requirements of the job. Moreover, this can be useful to ensure effective performance in workplace.
    • Job profile
      A job profile states the necessary and desirable criteria for selection. Increasingly such specifications are based on a set of competencies identified as necessary for the performance of the job.
  • Attracting applications
    • The first stage is to generate interest from candidates and there is a range of ways of doing this.
    • Internal methods
      How we can put aside our internal talent pool when recruiting. We can provide them an opportunity for development and career and supports succession planning.
    • Employee referral schemes
      Many organizations now a days have an employee referral scheme. These schemes generally offer an incentive to existing employees to assist in the recruitment of family or friends. But this can’t be useful every time.
    • External methods
      There are many options available for generating interest from individuals outside the organisation. These include placing advertisements in social media, job portals, by approaching universities to arrange campus interviews and on the organization’s website.
    • Now job portals also help to shortlist the appropriate candidates from long list of applicants. This kind of advertise works well when it is clear and shows:
      • The requirement of the position vacates.
      • Desirable criteria for applicants.
      • Location.
      • Duration such as full time/ Part time.
      • Packages with rewards.

Many organizations get help of recruitment agencies too. This provides employers a wide range of services – attracting right applicants, managing candidate responses, screening and short-listing, or finalize the candidate on the employer’s behalf.

  • Selection process
    • Selection process also play major role in hiring process and this involves two main processes: short-listing and assessing applicants to decide who should be offered a job. Selection decisions should be made keeping the business objectives of an organization in mind to ensure their fairness and reliability. Moreover, simultaneously background /reference check process would add value to the process. References are most frequently sought after the applicant has been given a ‘provisional offer’.
  • The Appointment
    • Appointment of employment should always be made in writing. But it is important to be aware that a verbal offer of employment made in an interview is as legally binding as a letter to the candidate. Employers must also be aware of the legal requirements of and what information should be given in the written statement of particulars of employment.
    • Joining an organisation
      Well-planned induction enables new employees to become fully operational quickly and should be integrated into the recruitment process.
  • Documentation
    • Last but not the least -The recruitment process should be documented accurately, and access limited to recruitment staff. It is good practice to monitor applications. Unsuccessful candidates should be notified promptly in writing and if possible given feedback. This exercise helps a recruiter to become responsible recruiter.

To conclude I would just use the sentence quoted by “Marc Bennioff- Founder/CEO/Chairman of Salesforce” “Acquiring the right talent is the most important key to growth-and-still-the most important thing we do”.

For any assistance or query or guidance, write us at

Nupur Gajjar

HR - Manager, Sharma & Pagaria, Chartered Accountants, Bengaluru

Blog Disclaimer: “All information contained herewith is provided for reference purpose only. Sharma & Pagaria, Chartered Accountants (S&P CA) ensures accuracy and reliability of the information to the best of its endeavours. While the information contained within this Blog is updated, no guarantee is given that the information provided in this Blog is correct, complete, and up to date. S&P CA makes no warranty or representation as to the accuracy, completeness, or reliability of any of the information contained herein and disclaim any and all liability whatsoever to any person for any damage or loss of any nature arising from or as a result of reliance on any of the information provided herein. The information contained in this Blog is not intended to provide any professional advice.

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