Exposure on job portals is a career spoiler

Just as authentic Versace products do not retail on the kerbside, high quality professionals are not expected to feature on mass job portals. Unless of course, one is happy to make do with the Versace fakes that populate the flea markets of HongKong or Bangkok. This is an absolute no brainer.Read More


Yet, many senior Indian managers jostle for space with entry level job aspirants on Naukri, Monster & Timesjobs. A resume ought to be a very private documentation of a chiseled and verifiable body of work. Its not akin to a hand bill that the newspaper vendor nonchalantly tosses into a thousand balconies within the folds of the daily every morning without even caring if the mass produced document reaches the intended recipient. But the Indian mindset is at odds with this very basic career management strategy. I often cringe when I hear from Indian managers with close to twenty years of experience that job portals are the surest method of finding them new jobs. Who looks at job portals anyway? Surely not the CXO level executive!

Companies employ dozens of entry level people to scour through these portals to look for equally junior employees. Their limited mandate is to download as many relevant resumes as possible that are aligned to a rather broad skill. One would not expect these junior resources to tell the difference between equity and derivative technology. Nor would you expect them to differentiate between finance and accounts. Because if they did, they would not be plumbing into portals that are populated by millions of "desperadoes' - some of whom have a dozen versions of their resumes! As if they are rainmakers! Smart companies tend to deploy a couple of their H R folks to watch the activity level of their employees on portals. If someone is falsifying his or her resume, a premature separation is the most likely outcome. But desperate job seekers have a different take on this issue. They believe that featuring on portals is a strategy to keep their employers where they want them to be. The less generous description of such a motive is "blackmail". In my interactions with CXOs of globally admired companies, I have always been mandated to identify "off market" candidates. That has kept me and my firm far away from the Naukris of the world. I would imagine that this is a wake up for call for senior managers who covet the corner office and yet hang their wares out in public domain quite like the daily catch of fish in Colaba harbor. For executive search, professionally managed companies seek the assistance of specialists in a particular domain who are equipped with a private network of prospects who are not visible to the world. And these specialists have their own methods of connecting to the right guys without ever subscribing to job portals. So the next time "Hari Sadu"gives you a bad time, call a specialist rather than upload your resume on a job portal. If you do the latter, there will be no escape from 'Hitler, arrogant, rascal, idiot ..... (sic)"

Posted in Career Management

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