Recruitment as a Service vs Recruitment Subscription Service

Are you looking for a way to improve your company’s recruitment efforts without the exorbitant fees usually associated with traditional recruitment methods? If so, you may want to consider current alternatives that currently challenge the recruitment agency model – Recruitment as a Service (RaaS) and Recruitment Subscription Services. Both platforms offer significant advantages over traditional recruitment methods, but which one is right for you? Let’s take a closer look.

Recruitment as a Service and Recruitment Subscription Service

Recruitment as a Service (RaaS) is a recruitment outsourcing model that borrows from the “pay-as-you-go” business format of tech companies and internet-based services. Rather than hiring a traditional agency that charges a commission based on a certain percentage of the target candidate’s salary, RaaS providers charge clients based on the actual number of hours they spend sourcing candidates throughout the recruitment process. This can be a cost-effective option for companies that don’t have the time or resources to conduct their recruitment campaigns, but still want access to a wide range of talent without paying the high fees associated with traditional recruitment agencies. Companies only pay for the hours that are required to source a new candidate, and only as they need them.

Recruitment subscription services (RSS) are another popular alternative to traditional recruitment methods. RSS also borrows from the internet’s typical subscription-based business model. Still, unlike RaaS, RSS charges fixed monthly fees throughout your recruitment campaign or cycle regardless of how many hires are made for each month. Both RSS and RaaS allow companies to directly manage their recruitment process and give full control over who they connect with and how they reach out to potential candidates. And though they may offer the same basic benefits, there are a few key differences worth paying attention to before committing yourself to either option.

Key Differences Between Recruitment as a Service and Recruitment Subscription Services

First, RaaS providers offer clients access to a wide range of talent only when they need it without the hassle and cost of hiring a recruitment firm or agency that charges over a specific period or one that charges commission. This means that you can keep your recruitment process lean and focused, without having to deal with the added overhead costs associated with traditional recruitment methods. On the other hand, subscription-based services may also offer companies a certain degree of flexibility in their recruiting needs since they’re not locked into a set number of hires each year.

Second, recruitment subscription services may charge a fixed monthly fee for every candidate contacted (regardless of how many are hired), which can work for your advantage if you’re looking to reach out to a large number of candidates in a short period. While in contrast, recruitment as a service typically allows you to access their talent pool on an as-needed basis, so you don’t have to worry about overspending or running out of resources prematurely.

Third and finally, both types of services offer companies the ability to track their recruitment efforts in real-time, so they can see exactly who is responding to their campaigns and make informed decisions about how best to reach out to them. However, while RSS allows greater flexibility when it comes to customizing your recruitment message and targeting potential candidates, RaaS providers typically have more extensive databases of qualified candidates that they can tap into.

Which One is the Right Recruitment Service For You?

Choosing the right recruitment service need not be overwhelming. Though there are many pros and cons between RaaS and RSS, you can still narrow them down and determine which are the best for your needs. Here are some things to consider when choosing a recruitment service.

Partnerships Built on Trust

Recruitment as a service is becoming an increasingly popular way to find new employees. This is due in part to the trust that can be built between a recruiter, the client that they serve, and the potential candidate that they’re both looking for. A good recruitment partnership should be founded on trust, and both parties should work to uphold that trust. As an advocate of the recruitment as a service model, we at Schwarz & Vogel believe that to nurture our business partnerships, we need to be completely transparent with our business process and goals. No hidden charges, no gimmicks – our clients and candidates can fully expect the same level of service from us as we would expect from ourselves.

The Right Person for the Right Job

Currently, RaaS is set to be one of the fastest-growing recruitment methods in the industry. It has now become a crucial tool for businesses to find top talent and fill positions quickly and more efficiently. And since industry experience and extensive knowledge are two important factors that a company looking to hire recruitment professionals should consider, RaaS has the advantage of making it possible for businesses of all sizes to find the right person for the right job due to its established networks of potential candidates and extensive knowledge of the industries that they cater to. Our consultants, for example, make the process of finding candidates extremely efficient and reliable because they can connect with clients and candidates not just as customers, but also as industry partners and fellow professionals. This is all part of our commitment to deliver the right candidates as fast as we can so our clients save more.

Robust Applicant Tracking System

Recruitment as service providers such as Schwarz & Vogel also works in partnership with applicant tracking system (ATS) providers to help our clients fill open positions quickly and efficiently. A robust ATS can help identify and track candidates throughout the recruitment process, from initial submission through the interview stage. By automating key processes and enhancing communication with our candidate pool, a well-functioning ATS can help streamline the recruitment process and reduce wasted time and resources. We offer ATS management and support services to help with the process of hiring new employees. This means that we track and manage applications, arrange interviews, and handle all HR paperwork. Hiring managers don’t need to get involved until after the first round of interviews has been held, and we only charge for our time spent on actually implementing and managing your ATS.

A Comprehensive Recruitment Process Outsourcing

Outsourcing a business’s recruitment process also need not be something that will turn you off because of the costly fees commonly associated with it. With Schwarz & Vogel, your business can outsource all or part of its recruitment process, depending on what you need and how much you want to spend. With a vast pool of resources at our disposal, we can help businesses get the best possible candidate for the position that they are looking to fill. And since Schwarz & Vogel follows the RaaS model, our clients are guaranteed to save a significant amount of time and money throughout the recruitment process.

Conclusion

Ultimately, the decision whether to use a Recruitment as a Service (Raas) or a Recruitment Subscription Service (RSS) will come down to your specific goals and needs as an employer. If you’re looking for an easier way to find qualified candidates without spending long hours searching through resumes, then considering a Recruitment as a Service outsourcing partner such as Schwarz & Vogel might be the best option for you. The cost of our recruitment services is based on the time we spend sourcing candidates and managing the recruitment process for each role. We have established a reputation for successfully recruiting the right people for the right positions in key industries quickly and efficiently. Our experience and expertise in sourcing candidates for various roles in any organization ensures that our clients find the best possible candidates to fill their requirements.

FAQs

1. What are the benefits of using Recruitment As A Service?

There are many benefits to using a Recruitment as a Service over traditional recruitment methods. The biggest benefit is that clients are guaranteed to save a significant amount of time and money throughout the recruitment process.

2. How much does Schwarz & Vogel charge for their services?

Schwarz & Vogel charges based on the time we spend sourcing candidates and managing the recruitment process for each role. Our experienced consultants will work with you to establish a budget that meets your specific needs.

3. What industries does Schwarz & Vogel cover?

Schwarz & Vogel has experience sourcing candidates for a wide range of industries, including technology, sales, engineering, media and finance. We can help you find the perfect candidate for your organization.

4. Why is Recruitment as a Service considerably cheaper than traditional recruitment services?

There are a few reasons why Recruitment as a Service is cheaper than traditional recruitment services. First, Schwarz & Vogel does not rely on third-party providers to source candidates for you. We manage the entire recruitment process ourselves, which allows us to save on costs related to hiring agencies and salary negotiation. Second, we only charge based on the actual time spent on sourcing and matching candidates to any organization’s needs. Finally, many traditional recruitment services require long-term and commission-based contracts that can be expensive to maintain. But with Schwarz & Vogel, we offer a more cost-effective alternative that is easier to manage and more affordable in the long run.