Sourcing Support upraise your branding status

Every company works with a dream of achieving the greatest level of success in their industry and build a great reputation. But it takes a lot of time and constant effort to maintain this reputation and quality of service delivery. Sourcing support could be of great help which means that people know who you are, what you do, and why you are best at it! Building that level of reputation takes a lot of effort and time and it comes from the work that you do and results you produce for others. One needs to make sure that they are getting high-quality work from the team to deliver the high-quality services.


In today’s time the sourcing is the key ingredient for any business to build and maintain their reputation. It helps in a powerful way to accomplish the goals. A strong brand is a crucial part of the marketing structure. When you look at companies like Apple, Nike, and Starbucks, you see strong and instantly recognizable brands. All these brands have a certain appeal and style about them. What about the small companies?

A consistent brand image creates a great impact on potential clients and ideology is always preferred over its competitors. Clients/Customers tends to buy or do business with this company over the others. The supply chain should be consistent with the quality and standards of the company. It should be in line with the brand of the company. It should have strict standards regarding the quality of products and services, delivery time, and post-sales services. It is also important for the supply chain to track problems and quality issues that may occur during the supply process. They should be handled immediately by the concerned departments to the satisfaction of the customer.

Adding value to business Branding helps any business to get easily recognized. Building a strong, unique brand is a must to survive in this competitive market. If there is quality issue, then it will harm the business. Sourcing helps to maintain this unique and memorable brand. The best thing about sourcing is that it is easily attributable to your business. Therefore, your customers will connect you and your business with your quality products. And when they see your business as a leading and reputed one, they will trust your business more and more. This will help you build a strong brand. 

Sourcing is a great way to create a brand. The best thing about sourcing is that it is easily attributable to your business. Therefore, your customers will connect you and your business with your quality products. And when they see your business as a leading and reputed one, they will trust your business more and more. This will help you build a strong brand. The sourcing enhances in creating a relationship between customers and the product or service. If you have a great relationship with the customers, then you can easily qualify them for your product or service by showing your concern and commitment to them. You can also use your customer satisfaction as your marketing tool to reach more customers.

Sourcing is a practical method of branding. Branding is a way of attaching the image and perception of your company to a particular product. This increases the potential of your company to be found and remembered by customers. Branding is a great way to attract repeat business and increase your market share. If you want your company to be seen on the top in production or services, then sourcing products and services from your brand can be a great way to show that you are the best in the business. Give it a shot and see how sourcing can create magic in your business.

Eximious Global assists businesses with Recruitment Process Outsourcing Company, Contact Us Now.


Will Metaverse change the future of Recruitment Industry?

A virtual world in which people can live, shop, work and interact with others all from the comfort of their couch in the physical world, sounds relaxing right? How about travelling the world through headset and controller without spending lakhs of money, sounds perfect right? It is all possible through metaverse. In the metaverse, users traverse a virtual world that mimics aspects of the physical world using such technologies such as virtual reality (VR), augmented reality (AR), AI, social media, and digital currency. The internet is something that people & browses & But, to a degree, people can "live" in the metaverse.

In the metaverse, people use avatars to represent themselves, communicate with each other and virtually build out the community. The companies that find a way to deploy virtual and augmented reality effectively will likely perform well. All the metaverse versions are not possible practically, some could face hurdles, privacy regulations, cost inefficiencies, or the physical and mental health implications of
the technologies. The luxurious startups are at the edge of adapting metaverse concept as it will be cost beneficial to them with less risk. Currently, investing in the metaverse contains significant risk and requires investors to make investment choices without enough data to predict how metaverse projects will be received by customers and businesses.

Some brands have already adapted this concept to give their customer a comforting experience while buying their products. Like, Lakme allows its customer to try their hair colors and highlights on customer’s face which can make them decide which suits better before trying the actual product. Similarly, Nike allows their customers to try their shoes virtually before making an actual purchase. From outfits, household stuff, to decorating your home or workplace everything is possible to just try before making an actual purchase just to see how they will look like in actual reality. Facebook allows workrooms which allows users to have meetings in your pajamas and connect with people across the world.

For gamers metaverse is a paradise but let’s dig into how it is useful to other people. Metaverse started with a concept of creating bonds which are formed of experience, engagement, expressions. Metaverse can help people from different nations to build a single team that can spark creativity and innovations.

Covid has pushed organizations to look for alternatives and conduct interviews virtually; however, in person meetings/interviews are still being missed since it had advantage of gauging interviewee’s body language, personality and it makes the entire process very personal. Metaverse might fill this gap. So, when the interviewee is ready for the interview at that time instead of just looking at the interviewer’s face and answering all the questions, he/she will be able to sense the entire room’s aura and get a feeling of an actual interview. He/she will be able to take the tour of the entire workplace and get an understanding of the work environment and culture sitting at their comfort couch only. Hiring managers will collect the information/answers shared by the interviewee at the time of interview and intercept their body language and overall personality. This will enable hiring managers to take better decisions.

However, it is expensive to create your own space in this world and to stay in metaverse world all you need to buy is the large headset and on top of that you need to hold the controller all the time in your hand with a great internet connection. We may be at a very early stage where the resources are too difficult to get and the functionality is primitive, but this is what happened at the beginning of any new era.

The metaverse is slowly becoming a reality. It has made its way into different aspects of our daily lives, from games and movies to real-world applications for navigation. While the metaverse itself can be hard to define and it’s still in the relatively early stages of development, what we can say for now is it is indeed full of potential. Now, the question is what else will the metaverse have in store for us in the future?

Eximious Global assists businesses with recruitment process outsourcing firm, Contact Us Now.


Know how to Cultivate Referrals from Rejected Candidates

Looking at the current scenario of the market, employee referrals play a cornerstone role of any sound talent acquisition strategy, especially when upwards of 24%+ of your hires come from referrals. But no one thinks about those talent pipeline who didn’t even get hired. In the current talent market, where the competition for qualified workers is tougher than ever, the value of candidate referrals can be invaluable.

So, what exactly inspires candidates to refer qualifies and right fit colleagues and friends to you, specially when there is no benefit of doing that and you will have rejected most of these candidates possibly when before they’ve made a referral? The only answer is a respectful, high-quality candidate experience.

How To foster Candidate Referrals

The job is the primary driver of referrals which states your candidate experience closes behind when it comes to motivating people in your talent pipeline to refer others. It all depends upon the experience you provide, which enhances candidates significantly increase their relationships in all sorts of ways. That includes applying to their jobs in the future, purchasing their products or services, and influencing the opinions and purchases of others — even when they’ve been turned down for a job. That’s a nifty set of outcomes for providing positive candidate experiences. Here’s the remarkable part: Nearly 90% of these individuals are rejected for the jobs they applied to. That’s how powerful a positive candidate experience can be. 

Talent Board’s latest research reveals several key actions you can take at various stages of the candidate experience to generate referrals which includes:

Being transparent about salary as early in the candidate experience as possible. Pay transparency is an important topic right now, as it should be. Research has shown that when pay transparency is lacking, employees are 50% more likely to leave their company, and hiring new talent becomes exponentially harder because nearly two-thirds of the country’s adults say that salary is one of their most important decision-making factors when looking for a new job. 

Sharing salary information in job descriptions, on company careers sites, during the application process, and during interviews are all becoming more common — and the earlier in the recruiting process the better, as salary is a deciding factor in whether many individuals will even consider a job. 

Giving and asking for feedback at the interview stage. When employers gave specific feedback to candidates, candidates’ willingness to refer others increased by 24%. And  when employers solicited feedback from candidates after an interview, candidates were 74% more likely to refer others. 

Read This Also: Are Half of Your Employees Unmotivated?

Keeping candidates informed post-interview.  Holding interviews for a long period and stumble on the clarity of their communication is not right as candidates’ willingness to refer others was 78% higher when they were kept apprised of their status and given clear information about their potential job fit following their interviews.

Making a timely job offer. Time is always a crucial factor in recruiting, especially in today’s highly competitive talent market. An employer that is slow to make an offer to a desirable candidate risk losing that person to a nimbler competitor. If you make a job offer within one week of a final interview, data shows that your candidate’s willingness to refer others increases 79%. Improving your candidate communications will also help to generate referrals. This includes improving the frequency with which you reach out to candidates, the speed with which you answer their questions and respond to inquiries, the amount of honest feedback you provide, your use of chatbots and other AI-based smart technologies, and the degree to which you share details about your company’s mission, culture, and work environment.

If you have an employee referral program, it basically turns your employees into recruiters. A quality candidate experience does the same thing but with your candidates — people who’ve touched some part of your talent attraction process and are motivated or inspired by it. When you think about the sheer numbers of those individuals, that’s an awful lot of potential recruiters who could be out there advocating for your employment brand.

Eximious Global assists businesses with recruitment process outsourcing, Contact Us Now.


Know what the candidates are looking for

The simple answer to know what candidates are looking for is a good pay and good workplace. Recruiters should be able to understand this and not just start throwing numbers at the candidates. A recruiter’s job becomes one of a recruitment councilor when he/she comes to know that the candidate they are talking to has many other parameters in mind apart from the pay rate.

When a candidate is looking for a job, he/she gives only 30 seconds to get impressed with the job proposal. The hiring market is heating up as time is running out. Multiple jobs are chasing a candidate which has increased their expectation level to chose from multiple options. They are increasingly asking for better benefits, 2-3 days/week remote work, higher responsibilities, and better work-life balance.

Read This Also: Are Half of Your Employees Unmotivated? 

Some candidates are brand conscious and have a thing in mind just to work with multi branded

companies while some are not concerned about how big the organization is. Some candidates tend to reject offers just because the manager who interviewed him/her was not liked by them while some are ok with work environment if they are able to work on the technologies they want to. Candidates which post resumes are hounded by recruiters day and night and good candidates are getting 1-2 positions on daily basis. Recruiters message them on LinkedIn, do headhunting, find their personal contact information, and screen their LinkedIn profiles. In such a scenario they are content with what comes their way, instead of going all out to find a job. As a search firm, we like to focus on passive candidates who are not looking for jobs. Old candidates have found their way in our huge internal database. Candidates whose GitHub account is impressive, and they are authorities in the technologies they specialize on.

The following are the points that can help a recruiter close a good candidate:

  • Candidates having greater exposure to latest technologies and are up to date with the current market.
  • Candidates having greater benefit are more likely to be selected.
  • Communication plays a vital role and the strongest point while selecting the best candidate.
  • Candidates having enthusiasm and opportunity to grow are more likely to be perfect fit.
  • Candidate having a great knowledge and education level.
  • Ability to work partial remote
  • The work can maintain their clearance level

It is important to know and screen the candidates at the entry-level of recruiting process itself to build the best and most talented team.

Eximious Global assists businesses with recruitment process outsourcing, Contact Us Now.


The RPO industry is changing: Here’s what you need to know

The RPO industry has been growing steadily over the past decade with a gradually increase in growth indicating that the industry is changing particularly with new technology and other trends making their way into the RPO space. Let’s take a closer look at some of these trends and what they mean for you and your business.

It is very important for companies to stay up to date on these trends and how they affect their business, there are many resources to help with that for sure! The trend of increased use of technology has also been developing in recent years as well, with over half of employers using social media or other new technologies like video interviewing or online tests during the hiring process.

There have also been shifts away from traditional sourcing techniques such as mass advertising towards more personalized methods such as LinkedIn outreach. The companies don’t just help with the recruiting process but also offer additional services such as employee training, professional development, and leadership coaching to improve the performance of their client’s workforce. Some might say this is more like a human resource consulting firm than a job agency.

Read This Also: Are Half of Your Employees Unmotivated?

One major difference between a regular HR consultant and a company like ours is that we acquire expert recruiters to fill in all kinds of job profiles. Also, our hourly rate for using this service can be negotiated before work begins so our clients get exactly what they want for their budget needs without any surprises at the end of the engagement. RPO industry is on the rise, but they’re still a relatively new concept and there are a lot of misconceptions surrounding them.

For example, some people think that if they bring in an RPO it means their company has failed, which couldn’t be further from the truth. If anything, bringing in an RPO or hiring staff for your company should be seen as a success. There are many benefits for both employers and employees alike.

Working with the RPO industry is a great way for companies to get the expertise they need without having to hire a full-time employee. This saves them both time and money while giving their employees the opportunity to take on more responsibilities within the company. It’s a win-win situation. The employees benefit from using an RPO service because it saves them time and money. The company can focus more on the growth part and the important aspects when work is designated to RPO agency.

The employee benefits because it gives them more responsibility in the company without having to go through tedious hiring processes or interviews. So, both are satisfied in the end with their respective demands. In this way employee’s mind is more focused on the important work and development of company rather than getting worried about expanding team with talented people.

For many organizations, a solution related to the RPO industry is a significant commitment for resources, time, and money. In return for these sacrifices, companies receive access to dedicated consultants who are experts in their field—in other words, an immediate solution with long-term benefits that result in a healthier business overall.

Eximious Global assists businesses with recruitment process outsourcing, Contact Us Now.


It’s Time to Start Talking About Menopause at Work

Some of the topics are avoided when it comes to open discussion in the workplace and one of them is Menopause. Even though nearly half of the world’s population experiences this biological transition and half will experience in the future, which marks the end of a women’s menstrual cycle and fertility. 


Menopause usually occurs between the age of 45 to 55, which is also the leadership position age for women. Menopause usually lasts between 7-14 years, millions of postmenopausal women are coming into management and top leadership roles while experiencing mild to severe symptoms such as depression, anxiety, sleep deprivation and cognitive impairment, to name a few.


Some researchers suggest that workplace ageism also plays a part in the exclusion of menopausal symptoms from corporate health policies. Companies can be wary of hiring and or accommodating older employees’ health needs. “We find [aging women] kind of disposable or marginal — so it doesn’t surprise me that something that impacts older women in particular would be not only a discomfort, but a non-concern,” explained Chris Bobel, an associate professor of gender studies at UMass Boston.


When menopause hits to any women the symptoms faced has a sharp difference from when they were pregnant. Menopause has many symptoms which becomes an obstacle in ongoing professional growth like arriving late to meetings, forgetting what has been told just few minutes earlier.


Women get too afraid to discuss the difficulties with anyone at work, so makes excuses for their forgetfulness and backed off from a career-enhancing role. How could she take on a bigger challenge when she kept forgetting key details about the projects? “Moderating that high-profile panel, in front of 200 industry experts, should have been a career highlight. It was a disaster,” well quoted! 


In Enia’s case, her symptoms became so severe that two years of damaging 360-degree feedback and deteriorating results led to her dismissal. Today, she works as a diversity-and-inclusion consultant for organizations who are accommodating a broader range of women’s health issues. With a twist of irony, her former employer now engages Enia as a consultant. She’s happier and healthier than ever.


Managers can work to bring this issue into the daylight by focusing on its connection to employee well-being — after all, menopause is one of the many health issues that can contribute to stress and burnout.  Talk with the women and men on your team about how you might approach accommodation strategies like flexible work schedules, offering options to work from home, or providing company information sessions. Through active leadership support, an organization can begin to realize benefits in productivity, work culture, and the bottom line, when menopausal transition is addressed as a specific, work-related concern.

Read This Also: Train to empower – Steps to Success

Hot flushes, night sweats and brain fog can negatively impact productivity, engagement, and an organization’s bottom line. They can even force employees out of work altogether, and the government has faced repeated calls to make menopause a protected characteristic in UK legislation.


The company should be sensitive to the needs of employees experiencing the menopause and aim to facilitate flexible working wherever possible. Requests for flexible working can include additional breaks, a change to the pattern of hours worked, a reduction in working hours, or permission to work from home. This is one of the toughest situations a women go through while balancing personal and professional life, the company should be supportive as well spread awareness to each and every employees in each and every possible way.

Eximious Global assists businesses with recruitment process outsourcing. Contact Us Now.


Are Half of Your Employees Unmotivated?

This question has become very common that are employees happy and motivated. This question created boom after social media beast started posting reels on social media platforms regarding in terms of office top management. Modern corporations need motivated workers who want to make a big impact both for themselves and their employers.


According to firm Gallup, about 50% of the workforce is “disengaged”-composed of people who do the bare minimum and are psychologically detached from their job. Another 18% of workers are “actively disengaged”: essentially checked out from their current employer and looking for another job.


The era of covid really hit hard upon most of the organizations in connecting with and motivating their employees. “If you think about it as a lack of engagement, that statistic, while maybe a little high, is not surprising,” says Alina Polonskaia, a global leader of Korn Ferry’s Diversity, Equity, & Inclusion practice.


To be sure, calling so many workers disengaged may be a stretch, as many say the phenomenon has to do with seeking a better work-life balance. Employees are still stuck between their personal and professional lives from last two years. “If you think of the pandemic as a big reset, then people are putting in new boundaries,” says Elise Freedman, a senior client partner and leader of Korn Ferry’s Workplace Transformation practice. “There are just more and more folks saying that there’s more to life than just work.”


Defining engagement is difficult as well. The most recent Korn Ferry study, which ran from 2019 to 2021, found a much higher rate of engagement—with six in ten of workers highly engaged in their jobs. Gallup’s perspective “tends to be gloomy,” says Mark Royal, a Korn Ferry senior client partner and engagement expert. “That’s a more encouraging picture,” he says of Korn Ferry’s study. “At the same time, it signals significant opportunities—with 40% of employees experiencing engagement gaps.”


Whatever the percentage, low engagement is the last thing leaders need today, given that they are already contending with a slowing economy worldwide, a stock market down 12% year over year, high inflation levels, and struggles over return-to-office plans. In response, Royal says, firms can help employees see how their organizations are preparing to emerge successfully from the pandemic and show them the career opportunities ahead. “Continue to listen to employees and show empathy for the issues they face and enable employees to work efficiently as well as hard,” he says.


The engagement should be set as priority in every organization to constantly keep employees motivated and happy in all terms. The organization should follow a cross-culture relationship where employees can talk to anyone on the floor with whomsoever, they are comfortable irrespective of their position.

Flo Falayi, a Korn Ferry associate client partner and executive coach, says the simple task of defining job roles and expectations from the start can go a long way. “It’s easy for people not to actively show up if expectations aren’t clear,” he says.

Eximious Global assists businesses with recruitment process outsourcing, Contact Us Now.


Worried about Recession? Outsourcing is a key solution for all Businesses

Outsourcing has become a necessity in today’s business era. It is helpful to reduce company’s cost with better options. There are several factors driving outsourcing, such as agility, innovation and speed to market aimed to achieve competitiveness. The uncertain economic environment during the recession or economic slowdown brings the focus back on cost savings, converting it into one of the biggest drivers of outsourcing.

Outsourcing helps in many ways for a business to maintain it’s growth. Let’s have a look the perks of outsourcing in brief and how it can help you grow even at the time of recession.

i. Once you outsource i.e., delegate your work to an agency/company your mind gets free and gets time to think on the important aspects of your business. In addition to freeing up your resources, it also gives your employees opportunities for growth in different areas of the company by exposing them to other roles. Outsourcing can give your company time to breathe and helps you focus on your core competencies.

ii. The encouraging part is that you can take important steps to weather the storm and come out from turbulent times stronger than ever. In a downturn, numerous difficulties change the course of business realities. Outsourcing will help re-energize operations and seize opportunities when the market bounces. Businesses that adapt to change quickly with the right strategies can witness exponential growth and a strong position for the upturn.

iii. Outsourcing can help reduce your company’s overhead costs. This is because you only pay for the services you need and can eliminate the hassles of scaling or ramping down.

iv. Outsourcing can give you access to skills and expertise that you wouldn’t be able to afford otherwise. You can select from a pool of highly skilled workers worldwide when you outsource.

Let’s see how Recruitment Process Outsourcing Services can help Agencies during a downturn

If your business is slower than usual and needs a cut to some of the cost, outsourcing some of the in-house services to an outsourcing agency can help to maintain your expenses and make your business run its operation smoothly. Using the correct Recruitment Process Outsourcing helps to find the most qualified employees quickly and efficiently while cutting down to cost.

RPO allows you to concentrate on core business while having offshore recruitment specialists handle recruiting efforts that would otherwise need to be done in-house, allowing your company to focus on growth instead of recruitment woes.

Here is how RPO Services can help Recruitment Agencies during an economic downturn:

1. RPO can help your company save on costs associated with recruiting, such as advertising, headhunter fees, and travel expenses.

2. RPO can help you avoid the sunk cost fallacy by allowing you to outsource your recruiting to a team of experts who can find the best talent for your needs without breaking the bank.

3. RPO can help you focus on your core business by taking the recruitment process off your plate so your agency can focus on what you do best.

4. RPO can help weather the storm by giving you access to a larger pool of candidates and a more efficient hiring process.

5. RPO provides Employee Retention plus provides access to wider pool of candidates.

At Eximious Global we are helping companies with recruitment process outsourcing, Contact Us Now.


Train to empower – Steps to Success

Employees are the company’s assets and the backbone of your organization. The best method to help them excel is to show them the best skills to learn. This is where on-the-job training comes into play. It includes in-person demonstrations and hands-on experience. Let’s take a look at how your company can benefit from on-the-job training.


This training lets employees to learn job-related skills through seeing and executing tasks, allowing them to perform their duties safely and efficiently. OJT can be used to teach a variety of skills, from teaching call center agents how to utilize new call monitoring software to teach factory workers how to operate a forklift properly. 


Human resource professionals often do this training in a company, although third parties may now perform OJT instead if the training relates to a product, program, or piece of equipment in which the third party specializes. OJT should not be used as a sole way of training. Consider incorporating it into a blended learning strategy that employs a range of training tactics to teach employees. In-person education methods like OJT are combined with eLearning content in blended learning, allowing employees to study at their own pace. 


Some of the benefits of OJT:

Better Retention: Employees remember what they learn in the hands-on environment provided by OJT, not what they learn from reading manuals or watching videos all day. Better information retention leads to improved job performance.


Team Building: Through OJT training, trainees have a complete awareness of the kind of people they’ll be working with and the culture adopted as they work closely with their workers and managers, which eventually leads to team building.

Skill Development: OJT allows employees to broaden their knowledge by teaching something new, allowing them to use what they learn and thrive within the firm.

Cost Savings

Sending employees to conferences and training sessions can be costly. They can learn the necessary skills from their knowledgeable coworkers and managers thanks to OJT. It’s especially useful if you’re a startup or small business with limited resources for training programs.

Reduced Turnover

OJT assists people in developing confidence in their abilities and skills at work. They are less likely to resign or be fired as a result of failing to meet expectations. This is an excellent benefit because retaining talent is less expensive than acquiring new employees.

Clear Expectations

Your staff will know exactly what you expect of them using OJT. This will reduce misunderstanding and uncertainty while increasing productivity.

Training Gap Identification

OJT may reveal other holes in your training program. It can help you enhance how you onboard new staff and train existing ones.

5 Steps for OJT:

  1. Assessment
  2. Design
  3. Development
  4. Implementation
  5. Evaluation

Eximious Global assists businesses with recruitment process outsourcing. Contact Us Now.


Ways To Solve This Common Employee Engagement Dilemma

Employee engagement is keen for every organization which needs ongoing improvement. You always strategize to improvise through your recruitment marketing campaigns to blast candidates’ attraction and entice the best talent. 

But then what? Does employee engagement stop mattering once they’ve got their feet under the table? Once the new hire period is gone employee’s status shifts to plodding the old hand. The question remains the same then how to keep the engagement fresh with the existing and hardworking employees who have supported for so many years? Putting more time and effort into the existing employee engagement is always invaluable. As Harvard Business Review’s Erica Keswin explains, “…on-the-job professional development is a nearly perfect solution to many of the problems facing companies today. Why? … your people want it.

Successful employee engagement is built around ensuring your employees understand the Employer Value Proposition (EVP) and how their roles fit in. 

Neelie Verlinden at the AIHR listed the five key elements of an EVP, as distinguished by management consulting giants Gartner, which are –


“Work-life balance”




She went on to describe the stability category, “…as in job security, the opportunity for your staff to advance their careers, improve themselves, and employee training Naturally, this is where your learning and development activities, as well as any mentoring/coaching initiatives you’ve built inside the firm, come into play”.

Why are Learning and Development so Powerful for Employee Engagement?

A good and enhanced employee engagement generates a motivated workforce to work together and learn and develop across all levels. It also ensures they see how their role fits into your OKRs and drives your KPIs. This embeds their sense of belonging even more deeply.

It brings a multitude of benefits with it, like:

  • A More Polished Performance: Employees and the business will thrive when employees are equipped with more hard and soft skills.
  • Improved Retention Rates: Learning and development is your secret weapon for bringing those pesky staff attrition rates right down – even if you’ve experienced rocky patches before!

Boosted Employer Branding: When you earn great employee engagement, you’re on to a winner. They will return your investment in their success through their energy and dedication to their positions, teams, and the entire organization.

At Eximious Global we are helping companies with recruitment process outsourcing, Contact Us Now.