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What is Sourcing? My reply to @TheBalazs and @GlenCathey

October 4, 2014 Leave a comment

Well, it all started earlier this year with Glen Cathey opening up the debate on what is sourcing with his blog and this is how I was pulled in to write a blog. I know I’m bit (7 months) late to respond but better late than never!


The big debate is already on when I read articles / discussions from Sourcing Gurus like @GlenCathey who defines sourcing as a function of proactive source and engage non-applicant candidates. The response from @TheBalazs was that sourcing should be the owner of all talent supply funnel which includes all the sources – not limited to non-applicants. @SocialTalent too was discussing about whether sourcers should be doing any candidate engagement or just do research.

The global recruitment expert @GregSavage has also put forwarded his views about what is sourcing. Click on the below link to know his views about Sourcing, flirting and :)


Wow! Just realized that @BrainGain has also jumped into this discussion and here are her views.

Well, while I am not attempting to define sourcing (nor I have any pedigree to do that) but this is my attempt to put forward my thoughts considering my experience and observations. May be this can help to put a different perspective to building an industry-wide definition.

Before we begin, let’s take a step back and ask what we are trying to achieve with sourcing.

What are we trying to achieve with Sourcing?

  • Building an external Talent Supply Chain keeping overall objectives in mind: I believe this is the most important driver of sourcing function in overall recruitment function. Sourcing is responsible for creating a regulated external talent supply which should be able to develop a talent pipeline keeping in mind time, cost and quality quotients. It is a specialized function which makes sure it generates, manages and regulates talent supply from all the channels.
  • Candidate Engagement is a critical success factor in developing an effective supply chain. Human Capital / Talent are more than just names found through internet / phone research. Turning a potential lead into perspective candidate is vital for sourcing. This is where employer branding / social recruiting can help sourcing to build influence as a “marketing” function. Finding names has become relatively easier but real challenge lies in converting them into potential candidates which is where sourcing ads a value.
  • Marketing Intelligence / Talent Advisor: Sourcing has a first view of talent availability in the market and through engagement they can dive deep into the market realities. This should enable them to deliver a strategic view of market pertaining to their skills / region / BUs etc. They suppose to be Talent Advisors which is key in building overall recruitment strategy of where and how to look for talent. This is really a strategic sourcing for me J.

I really liked Glen’s comparison of human capital / talent sourcing with procurement’s definition of sourcing which talks about identifying company needs and matching to market dynamics which encompass all the aspects of acquisition process.

Similarly, “Sourcing” as a definition should encompass all the channels which are responsible to generate quality candidates as part of the acquisition process whether they are just being “received” OR “proactively found”.

Why Sourcing should not be just limited to non-applicants?

In past 10 years, I have worked in recruitment functions which were heavily relied on proactive passive sourcing and also in volume driven talent engine. In both these cases, sourcing has a slightly different flavor and value addition. IMHO, the value of “sourcing” function may vary depending on your market, talent availability and objective.

In the former organizations, we used to search talent outside of job portal as our aim with sourcing was to find those candidates which are not easily found on traditional sources. Challenge was to find those individuals which are not tapped by competition as skills / talent availability was rare. Hence, proactive sourcing of non-applicant talent was the only method of hiring.

In a volume driven talent acquisition engine, the objective of sourcing engine has been to make sure a) Candidates should match requirements b) there are enough candidates made available to the open jobs at any point of time c) The hiring cost should be optimized (low agency usage). The business goals are about filling up vast open roles without any delay or loss of time while optimizing the cost by driving direct sourcing. Yes, I am talking about internal sourcing function. In this case, it really does not matter if candidate sourced through job posting, referrals, social media or headhunting. Requirements often open with high-price tag of “time” factor which is one of the most critical factors. In such situations, Sourcing plays a critical role in creating, regularizing and enhancing talent supply with critical time / cost factor while making sure the quality of candidates sourced is also kept as per business expectations. Hence, sourcing organization needs to create a system to build a strong candidate inflow and they will need control to manage all the sources including reactive sourcing channels. This way, sourcing organization is making focused, structured and measurable efforts to let recruiters focus on inbound engagement, relationship development and closing. At the end – the goal is to hire talent from any source available :)

Even in the volume hiring, there will be few areas where sourcers will find acute need of employing non-applicant (passive) sourcing methods as not all the skills are easier to hire. However, the sourcer needs to have slightly different skill-sets than a former situation as the challenge differs.

Question: If your challenge & objective in sourcing is not similar, can you define and measure a sourcer / sourcing function in a same scale?

Non-Applicant Sourcing is really a Strategic Sourcing

The talent sourcing as a whole may have applicant / non-applicant components as per my opinion, the strategic / long term value of sourcing really lies in finding purple squirrels. I really don’t need to write about the importance of sourcing “non-applicant” (passive) candidates and how strategic it is for recruitment functions (in-house / agency). It is already established. All the sourcing engines / sourcers should definitely aim to become strategic as it clearly defines the success of talent acquisition in the longer run. If you do not have a capability to search, contact, engage and hire a non-applicant (passive) candidate – your capability of sourcer will be very limited. Also as an organization, talent engines needs to develop more strategic sourcers within their teams.

Additionally, expanding a reach beyond non-applicants allows sourcers to have more holistic view of market and get deep insights which can help them to devise more effective talent strategy.

Non-applicant sourcing (Strategic Sourcing) is clearly an IQ of any sourcing teams. Period! You can-not survive only on inbound candidate flow in today’s talent eco-system. Even if you are surviving, you do not have any competitive advantage.

BTW – you can also do non-applicant sourcing from job portals. Hence, it’s not really about which source you use to do strategic-sourcing – it’s about how and when!

Just to summarize

  • Sourcing has to have a component of candidate engagement without which it merely becomes a research function.
  • Sourcing as a generic definition can encompass candidates who are applicant and non-applicants. It depends on what are your challenges and objective with sourcing?
  • Non-applicant sourcing is really a strategic sourcing and by far the largest value addition to the recruitment process.

My views are based on my varied experience in global and India sourcing / recruitment organizations. As we are trying to build a definition of sourcing, it should be applicable to varied kinds of sourcers and talent acquisition organizations. I hope my views provide a bit of different perspective and help our industry to come up with more wide definition of sourcing.

Let the debate continues… Just may be, we should reach out to larger sourcing community around the world and do a survey on this?

The Internet in Real-Time

How Quickly Data is Generated

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Categories: Social Media

My Social Recruiting Predictions for 2014 – India

January 6, 2014 1 comment

For past few days, I have seen a heavy influx on blogs / articles about 2014 predictions. It has encouraged me enough to blog on my favorite topic – Social hiring, even if I may be bit late to catch this trend. It would be interesting to look at them again in December to do a “reality-check” on these. Who knows, I may have good chances of becoming Fortune Teller in HR :). (Kidding)

In my opinion, Social Hiring is no more a fad or just talk of the town! We’ve crossed that bridge. Though I think India TA industry is far away from building a matured framework around it, we are heading in the right direction. Here are my thoughts about transformation that social recruiting will bring to talent acquisition in the New Year.

LinkedIn to remain dominant

Despite having lower user-base than Facebook, LinkedIn will continue to enjoy top choice for recruiters to source and attract talent. Many of large corporations have been investing in LinkedIn for gaining competitive advantage and this trend will continue. LinkedIn will enjoy this position due to their talent solutions and with no other professional network near to compete with. However, LinkedIn would to understand that slowly and surely the competitive advantage for organizations will diminish if every company has the same access.

Facebook has a long way to go to go anywhere near LinkedIn due to lack of professional features, user perception and no focused efforts towards designing any solutions. It will largely be looked at as an engagement / branding channel than sourcing. I’ll be happy to be proved wrong thoughJ.

Social Referrals to gain momentum

Social provides a great opportunity for companies to engage the social graph of their associates and expand the reach beyond traditional channels. HR / Recruiting teams will educate their associates to enhance their professional profiles on social channels to enable more referral traffic. The internal associates will be encouraged to share jobs on their social network to expand the reach.

New Breed of Talent Emerging – Social Talent Advisor

In the present situation, while most of the companies are looking at social as just another channel to source and engage candidates, it will need focused efforts toward transforming it as a strategy. TA organizations will need to buy or build internal competency to place Social Recruiting experts on their teams. The primary role of this person will be to install social recruiting framework, train recruiters and work with marketing teams. This means new career opportunity for recruiters J. Now, isn’t that a good news!

Rise to New Start-Ups / Services

Social Recruiting will provide new avenues for technology companies to venture into new start-ups to help TA organizations achieve their objective. Year 2013 has already seen some start-ups taking stage in this space like MyParichay, Huntshire, WhistleTalk, RippleHire etc. It will be a welcome sign for the industry to boost innovation.

The digital agencies will also see an encouraging interest from HR folks for using social media on talent acquisition / employer branding which will require digital agencies to develop new plethora of services to new audience.

Forcing Job Portals to attempt Social

The Impact of social media in hiring has been felt even by the job portals. The growth of job portals has been stagnant at its best and it has been an uphill struggle for even the top-tier job portals to retain their market share. Increasingly job portals will talk “Social” and install this component as part of their strategy. Early signs are evident of this trend with examples like NaukriRecruiter, investing into MyParichay, TimesJobs adding social plugin and even with failed attempts like BeKnown from There will be more such integrations in 2014 with an attempt from job portals to retain their customers.

Employer Branding on top of TA Strategy

With emergence of Social Media in recruiting, we have been hearing about “Employer Branding” in the same breath. In fact, with power of talent on social – we are not just talking about Employer Brand but more of a Talent Brand. Social has transformed employer brand from posters / advertisements to what people really talk about your company. While some companies will seize the opportunity on employer branding through social, most of them will be pushed to make this move. “Talent Branding” will finally be on top of most talent agendas. Look out for developments with,

Social Media moving beyond Sourcing to every part of Talent Acquisition

Social Recruiting in current shape is mostly associated with talent sourcing and engagement. However, as the usage of social media grows we will see social integration within other parts of talent acquisition apart from sourcing like – market intelligence, candidate experience, background verification, engagement in offer stages, helpdesk etc.

Social Media becomes a “Must Have” strategy

Social will move up in the order of strategy of TA Leaders from “nice-to-have” to “must-to-have”. Early movers have an advantage in the market and others will play a catch-up game. However, let’s not take social as “innovation” anymore. Doing social is no more innovative but staying competitive! Though IT/ITES will lead this trend, other industries like FMCG / Retail, BFSI will follow the suit. It will be a year where Social Recruiting will move from “should we do this” to “let’s do this”.

The year 2014 is set to be an interesting year for recruiting industry in India considering impact of social, big data and mobile technologies. While the industry definitely will be under cost-pressure and ROI will be looked at very closely, it’s the perfect setting for TA leaders to break out from comfort zones and look at unchartered territories with amount of risk involved. Now, isn’t that what leadership means :).

Here’s wishing everyone great time hunting, farming, assessing and developing talent!

What do you think? Glad to hear your views…


Launching India Corporate Talent Acquisition Survey 2013

December 27, 2013 Leave a comment

In many ways 2013 was a very significant year for Talent Acquisition community in India. The TA community has definitely breezing through “winds of change” with arrival of big data / analytics, social becoming more than a fad and realizing impact of technologies like cloud and mobile on human resources. Probably this is more relevant to the in-house corporate talent acquisition teams who has a tough ask of delivering “more with less” in today’s cost-sensitive eco-system. This is my attempt to keep fingers on the pulse of what “Talent Acquisition” function is talking, listening and feeling. I am happy to launch Talent Acquisition Survey 2013 especially designed for strategic corporate TA function :).

It is my continued effort to last year’s India Sourcing / Recruiting Survey which gave us a great overview of India’s sourcing and recruiting landscape. I wanted to go deeper into corporate side of talent acquisition and understand how the entire community is strategically looking at this transformation phase and components associated with it. The transformation we are witnessing is beyond just technologies, the hidden iceberg is more about the importance of “talent-agenda” in today’s corporate and business systems.

I would invite every HR / talent acquisition professional within in-house / corporate functions to participate and share this survey. I will be happy to share a detailed report of this survey in February 2014.

Click below to Launch Survey

Look forward to hear your interesting views! Wishing you all the very best for 2014.

Create your free online surveys with SurveyMonkey , the world’s leading questionnaire tool.

Vineet’s Session on Fundamentals of HR Leadership – My Takeaway – Nasscom HR Summit 2013

July 23, 2013 6 comments

This was my first time of attending Nasscom HR summit and I was curious and excited (at the same time) to understand views of HR for HR to HR. However, the day was about to start with Vineet Nayar’s (Vice Chairman – HCL Technologies) eye opening session on “Five fundamentals of a futurist HR leader”. I did hear him a lot about his speaking earlier but it was a fantastic opportunity to hear him from 3rd row J.

He started a session with a question to all HR professionals to see whether HR thinks that they have instilled enough trust in the people. He asked a full packed HR house to imagine a situation. Let’s say if HR tells their people that all of their associates have to jump from a tall story building right now OR else they will die. In most cases – people will not jump which is a reality of the “HR” situation as of now. Vineet insisted HR to consider the current situation to more opportunity than threat and how can they transform into former.

He gave a great analogy of a “War-situation” where in good old days army used to create a formation where leader used to be in front protecting his men behind him leaving their enemy only one point to attack. Let’s consider in today’s situation if leaders really “lead” from the front to take brunt OR if they are exposing their associates to feel the same and pass on to a leader. Shouldn’t this be the other way round? HR is too busy to look inwards about their internal processes and people that they are not pointing their weapon outward in war like situation. The principals in war and leadership haven’t changed! His message was very clear that HR needs to come out of their own inwards zone to face outwards and lead to create a trust in their people.

Vineet mentioned that India is a land of “Billion aspirations”. Everyday people get out of their bed to become Bill Gates, Narayan Murthy etc. As a HR professionals, do we care about our people’s aspirations enough OR we are imposing them company’s own vision / mission? Aren’t HR primarily responsible to fulfill people’s aspirations? He mentioned that “Why are we in business of counting cows and not breeding horses”? For an individual, his/her aspirations are more important than company’s vision statements. Are we forcing them to lead them on to a path which does not go through their own aspirations and inspirations?

He spoke about changes HR needs to bring to the organization.

First change is about Management mindset change! Role of HR is more of an influencer rather than ruler. He gave an example of Mahatma Gandhi who first made Indians aware about their “sorry” state of freedom, influence them through their speeches and played a vital role to bring independence without actually ruling India. Why can’t HR play the same role of an influencer in the company to bring required change in management mindset?

Next change is about employee mindset. He challenged the current ways of structural hierarchy, growth and career path. Why people in IT always dream about following a set path which includes get into IT sector then thinking of going abroad to earn money? Why can’t we promote more open, flat and social workplaces where people earn recognition by number of followers they have? This is a real reward in today’s situation.

In terms of third change – it needs to be within HR’s own mindset. Again, is HR creating enough transparency and trust within people? When can we go beyond counting cow business?

A very good though he implanted into an eager audience is about why can’t we look at today’s “leadership selection” differently? We promote leaders on the basis of their P&L performance and who may be totally working in silos. Why can’t we look at leaders who in-turn creates more leaders rather than just looking at numbers?

We speak very proudly about our companies which may have long legacy, have large workforce and have achieved high growth and profit. Can we look at what is broken internally and we promoting those broken patches and invite people to fix them? Isn’t that opportunity more lucrative than publishing numbers which may mean nothing for people? Get people excited by imperfections and how can they become heroes by fixing them.

He mentioned that today value is created at bottom and counted at top; in real world – it should be the other way round. Leadership needs to create a value by themselves which means we need to redefine the role of business managers.

I have sincerely tried to capture Vineet’s thoughts without diluting them with any of my add-ons purposely. His views were radical and made HR think about some fundamental issues in our own system, processes, structures, leadership and people – all the pillars of HR. It was one of those very rare “HR” related session which glued me completely to his voice. I thought it was a great opportunity to put these thoughts across everyone.

All of these thoughts are captured by me who may mean some variance from his exact words / statements. Hopefully – I could capture his sentiments.

Hope this could give you a food for thought! It was my take-away for NASSCOM HR conference and made my trip worth-while to Chennai.

P.S. This is my honest effort to put his thoughts across to you and I apologize for any mistake in capturing his speech.

Introducing Graph Search – Facebook Opens the gates for Candidate Sourcing

June 23, 2013 3 comments

Let me start this blog with a caution:

“You are about to enter new, exciting yet dangerous waters of Facebook Graph Search. Use your own diligence, common sense and required control while using this tool. Welcome aboard!”

Lot of us may consider Facebook as a personal space which should not be invaded with sourcing. In fact, till recently – it was extremely difficult to perform people searches on Facebook due to its structure unlike LinkedIn. In my opinion, Social is an open platform and it is up-to our skillful thinking on how we should use this platform for various reasons – including recruiting! So when Facebook announced “Graph Search” feature few months back with an ability to search people with specific queries – a sourcer in me got excited. When Mark Zuckerburg introduced Graph search he did mention that “One of my favorite queries is recruiting”. Well, to me this clearly shows Facebook is aware of the potential of this product for recruiting.

What is Facebook Graph Search?

In simple words, Facebook Graph search is your search engine to Facebook. Until today there was no exact way to unearth a great deal of human capital information on Facebook which has over 800 million people with over 50% logs in everyday. Please note that large part of Facebook can not be indexed by Google too. It is primarily designed to search people and friends with common interest, photos, likes / dislikes etc.

How can we use Graph Search for recruiting?

I am sure your first reaction would be that Facebook is not for professional networking and not sure how much useful information you can find for search like company, designation, skill etc (with an obvious hangover from LinkedIn). In recent times, you may have seen lot of people updating their profile info which includes above information and it is clear that Facebook wants them to have a complete profile. I agree that not everyone will have their professional information on Facebook and certainly not writing resumes on their profile.

That’s the catch! Please do not compare apples to oranges. Facebook is not LinkedIn and it can not be used in a same way. I am not making tall claims that this is going to be a game-changer in Social Recruiting and will fiercely compete with LinkedIn. Just think this as a one more tool in your sourcing arsenal and find its rightful place in your sourcing jigsaw. You need to think what information a person may have in his/her profile and what can be used for finding leads. Oh! And have I told you that you can search entire Facebook with this tool for FREE unlike LinkedIn. Have I got your attention now? :)

How do I access Graph Search?

Graph Search is in beta as of now and has not been rolled out to 100% of users. They have rolled it to US and most parts of Europe. India is still yet to receive this tool officially to their users. With the launch, Facebook also launched “Waiting list” for people to subscribe. Click here to know more.

Cheat code: You can try changing your language in settings to English (US) to get preferential treatment.

Let’s get started

Before we start searching on Facebook, let’s try and find out some triggers which we can use. We should be able to use fields like company name, designation, education, year of passing, likes / dislikes, groups etc for finding people. Facebook let you use loads of other fields for searching; however not all of them may be useful for sourcing.

Queries in Graph Search – Easy and Simple

Facebook has kept its search queries extremely easy and simple to use for mango man and you do not need to be a Boolean sourcing expert. Queries are designed to be real-life statements which we use in our daily routine. This makes graph search a super-easy tool for any recruiter.

E.g. People who like Informatica and live in India. TISS students graduated in 2011.

Let’s start with some examples…

Company Search with Location

I want to find everyone working at Wipro in Pune.

wipro pune

You can see over 1000 results showing over with preference to people within my network (first / second level) and then expanding to others. How about searching everyone on Facebook from your competitors?

Company and Designation Search

I want to find all java developers from Wipro.


You can see exact 100% matches with all people who have mentioned their designation as “Java Developer” in wipro. However, designation search is not 100% flexible and best way to search. Facebook only takes some pre-determined and popular titles for searches which needs to be 100% match to the profile. It do not take varients OR keywords as searches. Again, please do not compare with job portals / LinkedIn.  Remember, this information was not searchable before and many of these guys may not be available on portals / LinkedIn. #ThinkWide

Eg. You can not put just Java as title. It has to be Java Developer OR Java Programmer.

Searching for Skills

You can not directly search for Skills in Facebook as you do not have a complete profile. Facebook has a “Likes” section which can reveal some descent information about your profile. Let’s search for people working with IBM who likes business intelligence.


If you closely look at results, most of these people have not mentioned about their specific designation in Facebook. However, fact that they like “Business Intelligence” gives us some “intelligence” about their skills.

Searching people within Groups

Graph search provides a functionality to search for people within mentioned groups; even if you are not part of those groups. (Wink! Wink!!)

Searching for people who are part of “Mainframe” group and work with TCS


Over 1000 results! Most of these techies will be mainframe developers. You can always cross-verify their information on Google and other networking portals.

Searching people attended specific college

Lot of times you need to search people within specific top business schools OR technology schools who have passed out from specific batch. Graph search do it easily for you.


In fact, you can mention a range of pass-out years for more exact result. Cool, isn’t it?

Searching people with specific education criteria

Let’s say I need to find B.Sc recent graduates / freshers who have passed out after 2011.


Searching people who have checked-in at specific locations

Wow! With increasing usage of Foursquare and Facebook Check-Ins, this is a new data point to search. Here’s a people search that checked-in at Infosys and like Java. Probability is that most of them have either worked OR currently working in Infosys without mentioning it on their profile.


Search filter

You may have already noticed a Search Filter which is embedded with a list view of search results. This search filter lets you refine / add / edit your searches with multiple fields including basic information, work information, education, likes, interests, photos, living information and tons of other fields.


Unexplored Search Possibilities but Handle With Care

The search functionality is still new and in beta version. Facebook has stated that “Graph Search” is one of their key pillars in Facebook and they will improve this as ongoing basis. This is just a start! I have only listed some basic search queries and I strongly believe we can come up with many other unique queries which can help us to find unique results.

Considering Facebook has 4X data compared to LinkedIn, facility to search and message everyone for “Free” – it can open a great opportunity to source some decent leads for your sourcing. However, considering this is not a professional platform one needs to use this platform with care for contacting prospective candidates. You may want to cross-reference this data to other channels while contacting to negate any side-effects. Most of these candidates will not be an active job seeker so put your “Passive Searching” hat on while engaging these candidates.

Being a new search function, it will take some time to understand more pros and cons on Graph-Search for sourcing. I am sure we have lot of learning involved in this feature considering you may look as someone who is breaking into a “Personal” space of candidate. Saying that – I think as a recruiter you need to make appropriate usage of this platform as a “leads generator” and not as your CV searching engine!

I’ll be keen to hear your views and stories about Graph Search. Have a go and try it out.

India Sourcing Survey Results – Onward & Upwards

May 3, 2013 5 comments

My ex-CEO used to use the phrase – Onward & Upwards to give us a motivational dope. I have a same feeling about India Sourcing and social recruiting scenario which I wish to cover in this edition of my blog and also disclose the results of my survey earlier this year.

I was glad to be a part of recent SourceCon – the largest sourcing conference in the world to represent the Indian flavor of sourcing to the global audience. Though the sourcing as a concept is universal, it has a heavy influence from the region it belongs. I have worked in both global and domestic sourcing in my career of 9 years and found a great deal of difference in the way we source. Despite of the differences, the “sourcing” as a function has a strong roots in every recruitment eco-system and India is no difference.

In order to understand the philosophy behind India sourcing, I ran a first of its kind survey earlier this season. This survey was aimed to understand the details of sourcing channels, effectiveness and overall India sourcing landscape. I received over 150 responses to my survey from various sourcers / recruiters from all parts of industry. While I have uploaded the results in SlideShare, here are some key takeaways of the survey for me: –

  • Over 64% of respondents are from IT recruitment industry.
  • Naukri was ranked as the best job portal in India by 71% of recruiters while Monster was at mere 16%. This shows the monopoly of Naukri in this market. There was very negligible mention of any other job portals in this range.
  • Over 50% of recruiters say that every second candidate they hire comes from job portals. This shows a dominance of job portals in sourcing channels and this is still the most effective way of hiring candidates in India.
  • The share of organized / standardized recruitment database vendors (ATS) is around 25%. Most of recruiters use in-house database. It provides a great opportunity for external vendors to increase their market share.
  • Over 56% mentions that there is a room for improvement in the ATSs they use.
  • 40% of recruiters generate more than 10 candidates per day.
  • Nearly 75% recruiters agree that the quality of passive candidates is better. This also denotes the increasing trend of recruiters using new resources outside of job portals (E.g. Social sites)
  • While 49% of recruiters submit 4 to 7 candidates to get one hire, we still have over 30% who submits more than 7 to achieve the successful placement. These numbers shows the influence of “volume hiring” in India and availability of talent (quantity). However, the low ratio of hires also shows the increasing importance of quality and hiring managers’ expectations.
  •  In the “talent war” scenario, 40% recruiters face the situation of offer/joining ratio below 75%.
  • The concept of Boolean sourcing is definitely on the rise where 72% recruiters prefer Boolean over other methods of search.
  • In the job portal search, though 53% of recruiters prefer database search as the most effective way to get candidates; surprisingly mass-mailing scores at second place with 24% above job postings at 16%.
  • Bullhorn stands at number-1 spot by recruiters in usage at 35% compares to some of the other tools / sites like eGrabber, BranchOut, ZoomInfo, TooStep etc.
  • 81% of recruiters support the idea of focused “Sourcing” function in their organization.
  • The “Googling” way of hiring is not particularly popular in India as over 70% recruiters says they either have not hired OR not tracked their hire using this resource. This also shows the need of sourcing training in this space.
  • LinkedIn scores at 59% as the most effective social recruiting channel in India while only 38% uses LinkedIn recruiter utility. These numbers will be very encouraging for LinkedIn sales team as it has a great potential to increase the utilization of their hiring solutions in India market.
  • The usage for Facebook for branding is definitely on the up-side as over 54% says their company has a fan-page on Facebook but only 22% says that it is used for job posting purpose.
  • On a very interesting note – around 40% said that LinkedIn is very similar to job portal and other 60% were affirmative on LinkedIn being a pure professional networking site. I would worry about those 40% :).
  • The hiring mood in India is definitely upbeat as 54% said that their hiring will increase and only 9% predicts less hiring than 2012.
  • Over 50% of recruiters showing intent over investing in social recruiting is definitely a good sign for the market.
  • In light of Facebook’s job portal, 60% were happy to see Facebook India Job portal but other 40% are still wary over security concerns.
  • Around 39% of recruiters see the “Improving employer brand” as a top-most function of social media for organizations following by increasing the quality and quantity of hiring.



Some of the above numbers might be as per industry standards; however the rising numbers towards “Sourcing” and “Social Media” definitely shows the positive trends in Indian recruitment industry. This is an industry which has traditionally used job portals OR third party vendors in the past for a big proportion of the market. There is a definitely air-of-change in regards to having more focused talent sourcing function and enhancing the employer brand to attract candidates. I am happy to see the sourcing industry slowly and surely finding its roots in India and these trends will only but go upwards in near future. While companies are looking to have better control over quality and quantity of talent supply along with enhancing their brand reputation in the market – “Sourcing” as a concept provides a great platform to support this change.


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