Does Winner Take All in the Tech Resume Sourcing Game?

“ I don’t really search for a job. All I do is to update my profile on Naukri and I wait for the calls – and believe me, I get more calls than I need” – A Developer with 4 years experience.

There are several job boards or web-sites where companies can post the open positions. But candidates – particularly the good ones don’t really “search” – they passively wait to be found by a recruiter. So it can be safely concluded that a developer or a tester with less than 10 years experience would default to this model. I thought that “Naukri” is where most recruiters would go to search for prospective candidates.

To learn the recruiters’ story ; I conducted a survey. Here are some insights based on the responses received from 36 IT recruiters.

  • Not surprisingly almost 70% of the respondents were using Naukri as the main way to source resumes


Most used sources

  • The picture became even more skewed in favor of Naukri when I compared the frequency of use- 78% were using Naukri every day.
  • All other portals (Monster, Shine, Timesjobs etc.) even when combined together looked miserable. 63% of the respondents used those less than once a month!


Frequency of use

  • Does this mean that recruiters are happy and given more time would stay with Naukri forever. Hardly! Over 90% of them felt that very soon they should start using other sources like Google X-ray search, Stack Overflow and Github.


Plan to use

  • Almost all of them felt the need to use more information available on social media channels like Facebook, LinkedIn and Twitter to get more information in addition to what is available in the resume.



Though the current picture is very skewed in favour of Naukri, most recruiters are wanting to try out Stack Overflow , LinkedIn, Github and job postings on social media. Winner will have to come up with some strategy to keep the recruiters permanently interested. Here are some irritants that the users are not happy about.

  • Price- They find the price charged by Naukri exorbitant. They would like to establish a more reasonable way of sharing candidate information
  • Integration with ATS and HRMS. Naukri resists any attempts to automatically invoke its servers to pull information. There are no APIs published for even paying users to allow their programs to access Naukri.
  • Naukri is trying to be everyything to everyone. It has its own ATS and hence its against its business interest to integrate with Proplesoft , Success Factors or Taleo.


VinayakSir_ProfilePicVinayak Joglekar is a technology & recruitment expert with around 40 yrs. of experience. He is a distinguished thought leader who has changed trends in recruitment and futuristic software development. He is acclaimed for recruiting and developing great talents in IT.

Vinayak believes in empowering IT recruiters with technical knowledge so that they can earn their due respect. Currently, he is the CTO of Synerzip and Director of Rezoomex.



Sourcing & Recruiting Passive Candidates


What is a passive candidate?

Generally recruiters and those working in the recruitment industry knows who a passive candidate is. For those who still have doubts, let me explain it in very simple words.

Passive candidates are those who are not actively looking for a change in their jobs. They are probably happily employed and have the history of career stability.

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IT Recruitment – Are Companies Walking Their Talk?


Social hiring, employer branding, using AI, online assessment tools, creative hiring, proactively building hiring pipeline based on forecast, X-ray search … the list of hot topics being discussed by HR and Talent Acquisition professionals is very long. But are we just discussing these in seminars and conferences? How many of us are trying new ways of hiring? Or are we more comfortable with status-quo?

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My Experience of Rezoomex Techathon 2019


A year ago when I started searching for a job, the most common answer I came across being a candidate was “We will get back to you shortly”. Why is it that the candidates don’t receive proper feedback on their selection or rejection? In the hiring industry, candidate experience and the recruiting performance go hand in hand, making it one of the most significant topics today. The major question that arises here is don’t the candidates deserve a proper feedback?

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Innovative Recruitment Techniques adopted by The Most Innovative Companies


It is well known that today’s job market is candidate driven. Finding and attracting high skilled talent has never been more difficult. Traditional recruitment methods are all good, but there is also this digital revolution going on, which must be adopted by the companies globally to make their recruitment process much more effective. We have examples where the companies are using these innovative   techniques effectively.

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Transparency is the Foundation of Good Candidate Experience – Part 3

Transparency is the foundation of good candidate experience - Part 3

Shroud of Secrecy

There is a general shroud of secrecy around the interview process , hiring decisions and compensation offered. When you don’t communicate, people tend to lose trust. No wonder a recent survey by Team Blind shows that 70% tech employees don’t trust HR. In Part 2 of this 3 part article we saw the lack of transparency in the early parts of the tech hiring funnel. Viz. Resume completeness, job description and technical screening. In this part we will take a peek at what the candidates think about the end of the funnel- technical interviews , hiring decisions and compensation offered. From the results of the survey, it will become clear that lack of communication leaves the candidates guessing and left to themselves they aren’t kind to the IT companies. Remember talent is the primary driver of revenue and profits in the IT industry.

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Transparency is the foundation of good candidate experience – Part 2


In part 1 of this article we saw that candidates don’t get any constructive feedback in the assessment and interview process. The real problem is not the willingness of the companies. It’s the ability to quickly and efficiently get the information needed to give the feedback. There are 2 problems.

Continue reading “Transparency is the foundation of good candidate experience – Part 2”

Transparency is The Foundation of Good Candidate Experience – Part 1



An article by my colleague Dinesh Gokhale described how a candidate would feel short-changed by a well orchestrated, well thought out , stage managed candidate experience. We conducted a survey to understand the candidates’ psychology better. This two part article covers the insights gained in the survey.

Continue reading “Transparency is The Foundation of Good Candidate Experience – Part 1”

Candidate Experience Sucks in Spite of it Being Well Designed?


A very sweet voice informed me that I was short-listed for the position. I had heard good things about the company and my research including a quick check on Glassdoor looked all positive. I was greeted by a warm smile and was asked if I cared for a coffee as I waited for a few minutes.

Continue reading “Candidate Experience Sucks in Spite of it Being Well Designed?”