Comprehensive Recruitment & Selection Process Policy – BloomchemAG

This is to formally introduce the Comprehensive Recruitment & Selection Process Policy of BloomchemAG. This policy defines the complete hiring lifecycle — from manpower planning to onboarding — ensuring transparency, compliance, documentation control, and merit-based selection.

1. Workforce Planning & Manpower Approval

1.1 Department Head identifies hiring need (replacement / new position / expansion).
1.2 Manpower Requisition Form (MRF) must be submitted to HR with:

• Job Title

• Department

• Reporting Structure

• Job Description (JD)

• Required Qualification & Experience

• Budgeted CTC Range

• Justification for Hiring

1.3 Management approval is mandatory before initiating recruitment.

No hiring activity shall begin without approved MRF.

2. Job Description & Role Finalization

HR will:

• Finalize detailed Job Description

• Define KRAs / KPIs

• Define selection criteria

• Align salary benchmark as per internal parity and market standards

3. Sourcing of Candidates

Candidates may be sourced through:

• Job portals

• Employee referrals

• Recruitment consultants

• Social media platforms

• Campus recruitment

• Internal job postings (IJP)

All sourced resumes will be maintained in recruitment records.

4. CV Screening & Shortlisting

4.1 HR conducts preliminary screening based on:

• Qualification match

• Experience relevance

• Stability & tenure analysis

• Compensation alignment

• Skill compatibility

4.2 Telephonic/Virtual HR Screening:

• Candidate background verification (basic)

• Notice period discussion

• Salary expectation confirmation

• Role understanding validation

Only shortlisted candidates will proceed further.

5. Interview & Evaluation Process

The selection stages may include:

• HR Screening Round

• Technical / Functional Round

• Department Head Round

• Management / Director Round (if applicable)

Each interviewer must provide written evaluation feedback to HR.

Evaluation parameters:

• Technical competency

• Behavioral competency

• Communication skills

• Cultural fit

• Stability & integrity

Final decision must be approved by Management.

6. Compensation Fitment & Offer Approval

HR will:

• Conduct internal parity check

• Validate budget approval

• Prepare salary break-up structure

• Seek final Management approval

No verbal offer shall be made without compensation approval.

7. Offer Letter Issuance

Offer Letter must include:

• Designation

• Department

• Reporting authority

• CTC structure

• Probation period

• Notice period

• Confidentiality clause

• Non-compete / non-solicitation clause (if applicable)

• Statutory compliance mention (PF, ESI, TDS etc.)

Offer acceptance must be documented in writing.

8. Pre-Employment Documentation

Candidate must submit:

• Updated Resume

• Educational Certificates

• Experience Letters

• Last 3 Salary Slips

• Last Employment Relieving Letter

• Identity Proof (Aadhar / PAN / Passport)

• Address Proof

• Bank Details

• Passport Size Photographs

• UAN details (if applicable)

• Signed Offer Letter

9. Background Verification (BGV)

Background verification may include:

• Employment verification (previous employers)

• Education verification

• Identity verification

• Criminal record check (if required)

• Reference check (minimum 1–2 references)

Employment is subject to satisfactory verification.

If any discrepancy or falsification is found:

• Offer may be withdrawn

• Employment may be terminated without notice

10. Pre-Joining Communication

HR will:

• Share joining date confirmation

• Share document checklist

• Share reporting time & location

• Share onboarding agenda

11. Day 1 Onboarding Process

On joining date:

• Document verification by HR

• Signing of Appointment Letter

• Signing of Code of Conduct

• Signing of Confidentiality Agreement

• PF & statutory form submission

• Bank detail confirmation

• System & email ID allocation

• Introduction to reporting manager

• Department orientation

12. Probation & Confirmation

• Standard probation period: As per Appointment Letter

• Performance review during probation

• Confirmation letter issued upon satisfactory performance

• Extension of probation if required

13. Record Maintenance & Compliance

HR will maintain:

• Interview evaluation forms

• MRF approvals

• Offer copies

• Employee file (physical/digital)

• BGV reports

• Statutory enrollment records

All recruitment records shall be stored securely and treated confidentially.

14. Compliance & Ethical Hiring

BloomchemAG follows equal opportunity employment practices.
Discrimination based on gender, caste, religion, disability, age, or background is strictly prohibited.

This policy is effective immediately and forms part of the official employment framework of BloomchemAG.

For any clarification, please contact the HR Department.

Regards,
HR Department
BloomchemAG