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About the Blog provides the quickest and the most relevant job search to its users. We achieve this through continuous innovation, based on feedback from our users.

This blog is to highlight the salient features on that help you manage your job search better, and it is also your platform to talk to us. We look forward to your readership and welcome your feedback.

15 May

naukri team

We are pleased to announce the launch of Naukri CareerNavigator for Naukri Jobseekers.

Naukri CareerNavigator presents the indicative Salaries for popular roles in various industries. You can further drill into a role to see how the salaries change with years of experience, and what are the indicative salaries for the role in the top companies. It enables job-seekers to compare different companies and industries and make the right choice.

Also from inside your Naukri account, on your “My Naukri” page ( you should be able to see a widget on right hand side which shows the top salaries companies are paying for your role and experience. Clicking on it you can see where your salary stands in comparison to what other companies are paying.

The salary and other information which is displayed on Naukri Career navigator is aggregate trends derived from the data entered by job-seekers on However only aggregated information (if enough data points are available) is displayed. No individual salaries are ever disclosed on the tool, neither can they be traced back to a profile.

To start using just go to

You need to be a registered jobseeker on to be able to use Naukri CareerNavigator.

Write to us at for any concerns related to Naukri CareerNavigator

With Regards, Team

27 Mar

naukri team

It is not uncommon to be touched by lay-offs and salary cuts in today’s time. We all know at least one friend or colleague who has either lost his/her job, or is struggling to hold onto it. There have been speculations & hushed discussions during coffee-breaks whether there would be any bonus disbursal or not. So, now when the new financial year is beckoning, the question is whether it is possible to negotiate a salary hike?


To make this sound more reasonable, let’s understand the employers’ perspective.

In a down economy, cost cutting is mandatory/a way of ensuring continuity. Practices, processes, excesses- everything is optimized. The Human resource of the company also follows the same route/ideology/though process.

So let’s create a strategy that will help you negotiate a salary hike next month:

1. Efficiency, skills/competencies/talent, speed to deliver- these qualities are assets that will be valued most by any company during this time: Good or bad times, an organization will also be looking for the right candidate to do the job right. So carry your competency set to the discussion table.

2. Sound eager & positive- Just like you, the manager across the table is also carrying worries on his mind. Show him that you look forward to the challenges with vigour.

3. Be subtle- The fact that money is important is implicit, so do not sound overt.

4. Have an alternative- It doesn’t hurt of you have an offer at hand to up your bargaining quotient.

We suggest you start polishing/ working on these strategies and use them in the near future. Tell us how your meeting went; we’ll be eager to hear!

27 Mar

naukri team

One of the secrets to a positive work environment is to find and appreciate reasons for the employee to be motivated beyond the routine work activities. A sense of loyalty is one of the best motivating factors for delivering results. Loyalty is induced through activities that rise from an honest effort at understanding what the employee’s needs are, and making them feel understood.

Each of us wants to feel recognized as individuals, to be appreciated, and given opportunities for advancement and growth. But when we are engaged in our worlds of deadlines and targets, it is easy to miss this most essential ingredient of a cohesive and growing team.

In here we have tried to identify some simple ways to reach out to your employees, to appreciate and motivate them in the work environment. These ideas are not comprehensive, but you may like to take cues from them to make a beginning.

  • Praise something your co-worker has done well. Identify the specific actions that you found admirable.
  • Celebrate birthdays, marriage anniversaries, and special achievements with dessert over lunch or perhaps go out to lunch as a group. How about celebrating the date on which a person was hired!
  • Encourage employees to thank one another in fun ways.
  • Pass on helpful articles that could benefit employees and attach a note that says, “Saw this and thought of you” – This is so much more positive than a bland “FYI” we’re so used to!
  • Learn about their hobbies, families, children, pets, etc. showing interest in what matters most to them. So when their birthday comes, you know what to gift which will bring a true smile!
  • Get a motivational speaker to speak on subjects of interest to employees like goal mapping, stress management, team building and improving relationships, etc.
  • Create light-hearted awards that recognize something unique about each person like, “Best New Idea,” or “Best Story Teller,” and present them at a potluck lunch.
  • Start a game of catching someone doing something right for a change! But for a fun twist, assign points to the person doing the catching vs. the doing. This will create a habit of looking for what is working and going well!
  • Allow and encourage employees to attend seminars and ask them to make a presentation to others sharing what they learned.
  • Get back to the basics! Focus on how you can make your workplace a more pleasant, inspiring and FUN environment for all-bosses, employees, and customers. Acknowledge each person you meet with an open hand-shake, eye contact, a nod and a smile.
So get appreciating! 🙂

Recommended reads on this:

  1. The Power of Appreciation in Business, by Noelle C. Nelson
  2. How Full Is Your Bucket? by Tom Rath
  3. Resources on for Employee Appreciation
02 Dec

naukri team

It takes quite an effort to plan, prepare and condition oneself mentally to attend an interview. The extra effort then brings some added confidence to face the hot seat. As a fresher it would be the worry of setting up the right ‘advisory council’ to see that you get through the interview & GD sessions.

Many of us would have faced at least one form of interview or the other. The hot seat in front of the interviewers always creates a nervous wreck out of the inexperienced. Be it any form of an interview; for the role of a – Software Engineer, VJ or Radio Jockey, Graphics Designer, Technical Support Executive, Sales Executive or Marketing Executive, for Indian Idol or the Roadies, or any other job interview as a fresher. The perception of success while succeeding or failing the interview is what can make the difference in the long term. We suggest you use it as a chance to realize your strengths, weaknesses and gain new insight into what you really want from your career.

As a fresher, going into an interview is always a nerve-racking experience for most. Questions that generally rise in your mind may be:

  1. How will the interviewers conduct the session?
  2. What are the major achievements I should talk about?
  3. What skill sets would they focus on?
  4. What documents should I carry?
  5. How can you tackle difficult Interviewers? , etc.

While these questions rush through you mind, there will be a bout of friends or others coming in and discussing on the same points looking for directions themselves. This experience, as though fuel to fire, adds on to the stress of the moment before entering the interview. We recommend a quick fix solution – stay away from the crowd and spend sometime in silence, clear your throat and breathe before moving into the session.

As the moment approaches, a fear of an impending probability of failure will grip you and depending on your experience with interviews two things can help – A glass of water and a call home to your parents or loved ones. This should boost you with some well needed courage to enter into the session.

Now, as your call comes, take a deep breath and enter the room with your most professional of demeanor1. A dignified & confident greeting tone always helps in making that first impression. The tone of your speech is a very important & combined with your body language helps the interviewer gauge the level of confidence you have. Before entering, you could also consider clearing your throat with some warm water and work on using simple voice modulation exercises2 like singing a song. This helps greatly, as it smoothens the flow of voice which otherwise would have been choked by nervousness.

All this does not undermine the need to prepare the content & knowledge as necessary for the job . Most times it is the basics that are most relevant in such sessions plus the depth of your practical knowledge on the subject in concern. A valuable achievement that you may prepare and talk about is your project work or papers presented.
Doing this much would surely help you to gain a certain level of confidence to face the interviewers, but then again it depends on you. Attending a few interviews will always help as it prepares you for these few basic things and if you get it through in the first chance then … Great!

Thus, the most important things from a fresher perspective to succeed or face an interview are:

  • To focus on how you Respond – positively and confidently to the interviewers
  • To focus on how you Present – your projects and achievements both academic and non-academic
  • Ooze confidence & gracefully carry yourself through accepting successes, failures and improvising with every learning experience

Simply, remember the next time you get into an interview if you are confident about yourself and can present yourself effectively, you more or less have the job.

24 Nov

naukri team

Gone are the days when at the beginning of the year the manager handed down a sheet of roughly stated actionable items, which acted as the guiding principles for the employee, and were forgotten during most of the year; to be visited hurriedly at the end of the financial year!

In today’s dynamically changing workplace, to keep an employee motivated and high on performance, the “Performance Appraisal Process” is seen as a constructive exercise of symbiotic expectation setting. The cycle for the appraisal process is shrinking from yearly to bi-annual / quarterly and in some places even shorter.

The best time to set this would be at the beginning of the year and quarterly or periodical reviews will surely contribute towards achieving the goals for both the employee and organization.

As an employee, you should be able to consistently assess your own performance as objectively as possible. To enable you to do this, try to think it from your manager’s perspective. Stand in his shoes and see where you have reached relative to goals set. Only your own consistent, active and enthusiastic participation will get you the best results on your appraisal. But the suggestion for you here is while you are aligned with your own career directions also try to stay aligned with the organizations needs.

While you begin to document for your appraisal:

  1. Review your key deliverables/role/duties and responsibilities within the organization. Ask yourself if your defined role has been justified? If you role has been revised during the process of the year then how has that affected your deliverables? Have you been given or have you taken on any additional responsibilities or been involved in extra projects?

  2. Self analyze your agreed performance targets. To what extent did you achieve them? f you manage to keep a detailed record of your work-related activities throughout the year then it spares you of last minute consolidation & headaches. A suggestion would be to have a directory on your PC with an excel sheet that tracks deliverable & status of task, appreciation mails, reports on target achievements, etc. This will simplify documentation process.

  3. Your performance may have been affected by certain inconsistencies in processes, or team members or inter-departmental issues- things which were outside your control. List them down and also try to quantify loss in efficiency and productivity. This will help in getting a resolution on this issue in a constructive manner.

  4. How was the previous appraisal? What were the suggestions/feedback points agreed upon, and how much have you improved with respect to the previous appraisal?

These are some cues for preparing for your appraisal. To conclude we would suggest that being prepared will surely improve your chances for a constructive & positive appraisal, and will surely reflect on your seriousness towards the work you are handling.

Now, if you are not yet prepared for that appraisal with the necessary documentation and are like many others who do wait for the final moments then wait for the next post – The Last-minute Appraisal Prep.

26 Aug

naukri team

It might be a little late in the day that I am writing about this, but the dust of the appraisal onslaught has just about settled in some places. Most companies have awarded their employees, but I know for sure that some companies are just about finishing the appraisal cycle.

This is an especially interesting subject, because it has many facets. One would wonder, what feelings does an employee approach the appraisal with;

  • A feedback on his/her performance
  • An appreciation of his/her work
  • An outlet/platform/ occasion/forum for discussing her feelings/concerns


And the more obvious ones; 

  • A salary hike
  • A designation raise
  • Enhancement of role/ larger team sizes/ more territory to cover….


And the not-so-obvious ones;

  • A reality check? Am I appreciated enough? Does anyone know if I’m dead or alive? Is it time for me to move on??

You would like to know the reasons people look for a change….Our respondents cited;

Now, before you start thinking how skewed the survey data is, let me tell you, our respondents were people having over 3 years of experience, but from all over India covering all industries/job roles/qualifications.

As a user, I’m sure we’ll see a few heads nodding…but there is an interesting takeaway for an HR Manager? ….

Salary has only marginally outshone a better designation… Translated this means, you keep sure keep a person feel secure with a commensurate salary, but employees feel this is basic hygiene which needs to be met, but if you want to keep me motivated, give me challenges, show me a way ahead, empower me…..

And how does a jobsite reflect on this scenario?
During the appraisal season (like the monsoon right!) Mar-Apr, naukri saw the jobseeker traffic on the site rise by 40%… Everyone was busy closing their FY on the best notes, but there were these unsatisfied lot who had lost hopes with their current job!

Once the dust settles, you receive your revised pay package; a shiny designation is when the wheels churn? And what happens to the jobsite then?

Interestingly, another 40% more jobseekers are back on the site, searching for a job that will give them the satisfaction their present job misses. So as compared to Feb traffic, it has increased by 80% in May-Jun.

Does that ring a bell somewhere???