Factors used to determine the appropriate pricing model are the scope of work, hiring volumes, hiring fluctuations, locations, position requirements, timing and resource requirements. Understand all ancillary fees and determine how the cost structure may impact your overall recruitment costs
Cost-per-hire
(flat, fixed cost-per-hire fee for different levels of positions).
This model provides scalability and flexibility — your overall recruitment cost
follows the hiring demand as hiring volumes increase or decrease. Third-party
vendor charges (sourcing, agency fees, branding, background screens, etc.) are
billed to your company as a pass-through expense.
Cost-per-resource
(each resource is charged at a fixed monthly cost). This resource-based model aligns specific resources to your account that may sit on-site or at a remote location. The work is mostly directed by the client and scalability is managed among the aligned team members. Third-party vendor charges (e.g. background screens) are billed to your company as a passthrough expense.
Hybrid
(blending cost-per-hire and supplemental resource-based pricing)
Transaction-based
where each transaction (e.g., screened resume, interview
conducted, background checks conducted, etc.) is billed to the client. This can be
costly if you process a high number of candidates.
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