If you want recruiting to work well, you have to arrange things so that each organizational participant’s self-interest is served: hiring manager, Human Resources, the recruiter and the vendor.

Usually a hiring manager’s self-interest is well taken care of by jobs getting filled. The hiring manager gets resources to get work done, the boss is happy, the hiring manager gets a raise, etc.

But Human Resources recruiters and outside vendors’ self-interests, particularly their financial self-interests, may not necessarily be served by doing what it takes to get jobs filled. If they are not, the recruiting will suffer, sometime fatally.

Money is a powerful driver of behavior. If money rewards folks for going to the left and you want them to go to the right, you have a problem. For recruiting to work well, money needs to drive the behavior that helps good recruiting happen.

• How is a Human Resources Department recruiter motivated financially?

• How is a contingency employment agency recruiter motivated financially?

• How is a retained executive search recruiter motivated financially?

We have very carefully crafted our financial arrangements so we and our clients are on the same side of the table. If our client is happy, we prosper. If our client is not happy, we suffer financially. So we are financially motivated to make our clients happy.

Wentworth Recruiting is paid hourly.

We plan projects and share the plan with you, including milestones, ratios, goals, etc. We then report to you weekly in writing, and talk to you more often, so you always know what’s going on with your project.

We offer you a 30 second, no penalty, cancellation clause, so the minute you become dissatisfied with our performance you can stop our service. (In fact, we try to beat you to the punch by bringing problems to you before you see them, suggesting that we stop the project until we get the problems solved.)

If you stop the project you and we are both not happy. Our interests are aligned.

Our consultants are W2 employees generally, but they are paid hourly. If you stop paying us, we stop paying them. Now your interests, our interests and the recruiters’ interests are aligned.

Painting a more positive picture of this arrangement, if you are happy, you will keep using us and possibly expand our role. If you are happy, we will be happy to have the stable income, as will our recruiters.

If you are so happy that you refer more business to us, we will be happy for this expanded income, as will our recruiters.

We have the only arrangement we know about in recruiting in which the self-interest of every player is aligned. We are on the same side of the table as our client.

We do not mean to suggest that we do not make mistakes. We do. But we also have a 90% completion rate, a 96% on-time rate and a 94% offer acceptance rate.

Because we are all on the same side, the system is efficient. As a consequence, our costs per hire are typically half or less than our competitors' and frequently that much less than what it would cost a human resources department to do the work themselves.

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