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?

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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.


How to Choose the Best RPO Company in the UK

Recruitment process outsourcing or RPO is a procedure in which a company collaborates with a hiring organisation that takes over its recruitment process partly or completely. These RPO companies utilise efficient and streamlined models that specialise in recruitment.

Hence, choosing the right company that suits your demands perfectly, is as important as outsourcing in the first place. Considering the numerous options of RPO companies in the UK, finding your perfect fit can be a bit intimidating. Here are a few tips that would help you in selecting the right RPO provider for your company.

Understanding your Process and Strategies

The process of screening the best RPO company begins with understanding your company’s situation and requirements well. You need to be aware of your company’s current hiring process and its concerns. The approach, if scalability is your company’s area of concern, is different from a recruitment process that banks on saving as much money as possible. Formulating a well-defined strategy that communicates your requirements, goals, and the issues that you are facing is decisive in choosing the best RPO company.

Specialisation in an Industry

If your company is in a specialised industry that demands highly distinct expertise, choose an RPO that is well-versed in your specific industry. For instance, if you are a tech company that requires expert front-end developers, you need to collaborate with an RPO that has specific knowledge in the web development niche. This ensures that the hiring organisation isn’t screening candidates merely based on technical skills mentioned in their CV.

Recruitment Strategies

This is, by far, the most important aspect that you need to take into consideration before finalising any RPO company in the UK. One should try to analyse the strategies and techniques that a hiring organisation adheres to in reaching out to the right talent, and what all processes are involved in the screening of potential candidates. Understand how they hire candidates in high volume, and what all are their areas of focus. Match it with your company’s plan and requirements, and figure out how effective it is.

Communicate your Present Recruitment Process

Discover the pain points in your current recruitment process, and what all improvements do you need from the RPO provider. Define your expectations, mention your budget, outline the job positions, formulate your growth plan, and also include your limitations. The more detailed and transparent the communication is, the more is the chance of finding the right RPO provider for your company.

Match your Demands

It’s not only about recruiting the right talent, but also about recruiting them on time. Choose an RPO provider that matches your demands perfectly, plus, is highly flexible with your changing recruitment demands over time. Figure out their recruitment process, ask specific questions, and understand their plan for meeting your expectations and goals.


To sum up, the search for the right RPO company begins with understanding your recruitment process and requirements first. Then scanning for companies that match all your demands with the right recruitment strategies. If any RPO company checks all the mentioned criteria, you just found the perfect fit.


Why should you outsource recruitment in 2021?

‘Your organisation is only as good as your employees’. And an inefficient recruitment system is a disaster to your company’s prosperity. Consequently, employee turnover will shoot up, and the company would be unable to approach scalability. In recruitment, collaborating with the best in business makes ample sense, especially in 2021 with the pandemic enforcing lightning-fast changes in business situations and their economic conditions. Hence, banking on RPO companies is significant for your company to flourish, detailed benefits are discussed below.

Reduces Employee Turnover Rate

A high employee turnover rate is a significant drain on a company’s resources, and can certainly prove to be a huge calamity for the company’s success. Interestingly, voluntary employee turnover accounts for almost 70% of all staff turnovers. And this high percentage has a lot to do with the ineffective recruitment process. Outsourcing your recruitment process ensures quality hires, and ultimately reduces your staff turnover rate.

Reduces Costs

Companies have witnessed a sharp fall in their overall cost-per-hire rate on partnering with an RPO to outsource their recruitment process. Recruitment is an extensive process and does involve quite a lot of processes. RPO companies shrink costs through specialised, efficient, and streamlined hiring processes. This also enables businesses to retain their quality hires for a longer period, which further brings the recruitment costs down. Research data shows that businesses saved over 20% on recruitment costs when partnered with an RPO company. In addition, companies could also track their recruitment costs better and enhance their overall budget effectively.

Competitive Advantage

Outsourcing your recruitment process in 2021 equips your company with multiple advantages over your competition. It helps companies meet their scalability demands, quickly and productively. RPO companies speed up your hiring process by an incredible margin and give your brand an edge over competitors. Outsourced hiring helps brands deal with high demand when they grow rapidly.

Effective recruitment process

Most of the in-house recruitment processes revolve around traditional methods and approaches, that require bucket loads of time and effort, but still are ineffective in acquiring quality talent. RPO companies work on contemporary and streamlined recruitment models that are highly efficient and give effective results. Plus, with the pandemic imposing multiple constraints on the hiring decisions of businesses, the flexibility that an RPO offers in hiring has become extremely vital.

Leverages Technology

In this pandemic, leveraging modern technology for hiring is extremely crucial. The adaptations in technology that were anticipated to come almost a decade later, have come today. RPO companies utilise the latest and most efficient technologies that permit you to deal with the current Coronavirus norms. Most importantly, these RPOs have become proficient in hiring through virtual modes. Collaborating with such technologies also helps in bringing the time as well as cost down in hiring.


The coronavirus has made businesses either cut down on their recruitment or hire quickly for new positions. RPO companies design their recruitment models in such a way that meets the fluctuating hiring requirements. They offer the much-needed flexibility at this critical time. They provide effective recruitment solutions to both long-term as well as short-term company needs. Plus, these RPOs are quick in adapting to the latest technological advancements in the field of recruitment and shaping their processes with on-demand strategies. Furthermore, RPOs provide immense relief to companies during recession periods, as they can be ‘switched off’ effortlessly when companies decide to decline their recruitment.


Outsourcing the bulk of your hectic recruitment work will allow you to emphasise your core business goals. The RPO providers handle everything from posting jobs, sourcing candidates to formatting and validating CVs, reference chasing, security checks, and scheduling interviews.