Recruitment is not just sourcing people for organization on the basis of job descriptions and hiring order received from Hiring Manager. It requires a lot of preparation to find out right people for the organization. It may be after work of receipt of hiring requisition or Recruiter has developed competence to hire right people. The Recruiter should have thorough knowledge of internal work culture, processes and understanding and should know what is happening around. It is not just jumping in the pond once requisition is received from Hiring Manager. The recruiter needs to follow many sub actions first to find out the right people and put in the right place. The recruiter will have to study job descriptions, understand business requirements, nature of employee turnover, key role etc. Here the recruiter should sit with the Hiring Manager and understand what they want. Understanding operations and where the candidate will be put is another factor. All this primary information helps to trace out right CV and searching level results become more productive. It is not just the salary factor which will motivate one recruiter to hire. It is a wrong guide. It may be one of the factors. Salary benchmarking is an important task. The recruiter should do this exercise and have sound market knowledge. It gives strength to negotiate salary. Salary negotiation is an art and it improves over a period of time. Past relevant experience, relevant academic qualifications, his joining time are also important factors which cannot be neglected. Culture fit is another factor which should be considered before hiring a candidate. Every organization has its own way of working, its style of communication, feedback systems. It may be structured, process oriented and well defined or the company is at a startup level and they are developing all systems and putting them in place. So, a recruiter should know in advance what they want to give to a candidate. Clarity of internal work processes gives relevant guidance to match the right candidate for the position. So, a recruiter should not just start action on the basis of one assignment received from Hiring Manager. They need to apply prior experience and will do base work so that hiring time is reduced.