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Copy of AI Hiring Trends- Subscription based Hiring

By: Brad Steer Principal Umiak Advisors

AI Hiring Trends

There are many tools available to calculate the cost of a bad hire. While not exact, the U.S. Department of Labor’s estimate is simple – the average cost of a bad hiring decision is at least 30 percent of the individual’s first year expected earnings. If you take an employee with an annual income of $50,000, the cost to the organization can be $15,000. Others argue the cost is greater. Why the debate? Because some expenses are easy to quantify, and others are not.

There are several obvious advantages to AI subscription-based recruitment:

• First, subscription recruitment allows companies to save up to 50% on the costs of recruiting agency services compared to the traditional no AI economy model and up to 90% compared to current in house recruiting models.

• In addition, this model provides the company with a high degree of recruitment flexibility, allowing recruiting as many new workers as needed as the business expands, without being tied to a specific number of hirings per period.

• Finally, the recruitment subscription service lets companies use this model to directly control and, if necessary, adjust the entire recruitment process from start to finish.

Subscription based hiring.

Subscription-based hiring, also known as recurring hiring, is a revolutionary concept in the realm of talent acquisition. This innovative approach departs from the traditional model of one-time hiring and introduces a recurring subscription model that offers numerous advantages for both employers and job seekers. By embracing this forward-thinking strategy, companies can experience enhanced flexibility, cost-effectiveness, and an ongoing pipeline of qualified candidates, while individuals seeking employment can enjoy increased opportunities and a more streamlined job search process.

In the realm of business, the concept of subscriptions has gained significant traction in recent years, with industries such as entertainment, software, and retail embracing the recurring revenue model. Applying this approach to the hiring process introduces a paradigm shift that challenges the conventional hiring norms. Rather than engaging in sporadic, episodic hiring, companies can now cultivate an ongoing relationship with a pool of candidates, enabling them to tap into talent whenever the need arises.

One of the primary benefits of subscription-based hiring is its inherent flexibility. Companies can tailor their subscription packages to meet their specific talent requirements, allowing them to scale their workforce up or down as necessary. This flexibility is particularly valuable in industries with fluctuating demands or seasonal peaks. By having access to a pool of pre-vetted candidates, organizations can quickly and efficiently fill vacancies without the time-consuming process of sourcing and screening candidates from scratch.

In addition to flexibility, subscription-based hiring offers notable cost advantages. Traditionally, the hiring process incurs significant expenses, including advertising vacancies, screening applicants, and conducting interviews. By adopting a subscription model, companies can streamline these processes and reduce their recruitment costs. Instead of incurring expenses on a per-hire basis, businesses can allocate a fixed budget to their subscription service, allowing them to make the most out of their recruitment investment.

For job seekers, subscription-based hiring opens a world of opportunities by providing them with a more seamless and continuous job search experience. Instead of relying on sporadic job postings, individuals can subscribe to various hiring platforms and gain access to a steady stream of job opportunities. This not only increases their chances of finding suitable employment but also simplifies the application process, as their profiles remain readily available to potential employers.

It is important to note that subscription-based hiring is not without its challenges. Companies must ensure they have robust systems in place to manage their candidate pool effectively. This includes implementing efficient applicant tracking systems, maintaining regular communication with subscribers, and continuously evaluating and updating their talent needs. Additionally, employers must establish clear subscription terms and guidelines to avoid any potential misunderstandings or disputes down the line.

In conclusion, subscription-based hiring represents an exciting shift in the way companies approach talent acquisition. By embracing this concept, businesses can benefit from increased flexibility, cost-effectiveness, and access to a continuous pipeline of qualified candidates. Simultaneously, job seekers can enjoy an improved job search experience with a greater likelihood of finding suitable employment. While there may be challenges to overcome, the potential rewards make subscription-based hiring a compelling option for forward-thinking organizations. With the ever-evolving nature of the job market, this innovative approach paves the way for a more dynamic and adaptable hiring process.

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