Today we're exploring a crucial shift in recruiting: moving from an emotional approach to a logical one. In this episode, I’ll explain how the recruiting landscape has evolved, why recruits are now making more data-driven decisions, and how you can adapt to this new reality.

Episode Breakdown

00:00 - 01:30 - Richard opens with a recent trend: successful recruiting leaders are struggling to recruit effectively despite using tried-and-true methods. He attributes this to a fundamental shift in how recruits respond to recruiting efforts.

01:31 - 03:30 - Many recruits are now more sophisticated, approaching decisions with the same logic used by high-level executives. This shift has created challenges for leaders who are accustomed to emotionally-driven recruiting.

03:31 - 05:30 - Historically, emotional recruiting—using excitement and gut feelings—was enough to attract recruits. Now, recruits are looking for logical, data-backed presentations instead of emotionally driven pitches.

05:31 - 08:30 - Richard introduces the idea of presenting a vision-based recruiting approach. Leaders must articulate a future-focused roadmap that’s both exciting and logical to align with a recruit’s goals.

08:31 - 10:00 - He explains that recruits now operate similarly to executives, needing clear data and a vision to feel comfortable making changes. Presenting them with clear steps on how you’ll help them grow or meet their goals is essential.

10:01 - 12:00 - Richard shares the importance of “future language.” Rather than focusing solely on present benefits, effective recruiting requires showing a pathway to future growth, offering a compelling long-term vision.

12:01 - 15:00 - Examples of vision-based recruiting include describing how recruits can double their current productivity or build a stronger market position. By mapping out this potential, leaders can motivate logical recruits effectively.

15:01 - 18:00 - Richard introduces Right-Brain vs. Left-Brain Recruiting: right-brain recruiting focuses on emotional appeal, while left-brain recruiting relies on logical strategies. He encourages leaders to embrace a balanced approach for optimal results.

18:01 - 20:00 - He concludes by emphasizing that successful recruiting today requires not only a deep belief in your vision but also a clear, logical roadmap. Leaders must adapt to recruits’ new logical expectations to continue winning in their markets.

Key Takeaways

1. Shift to Logic: Recruits are now more analytical; a logical, future-focused approach is critical.
2. Vision-Based Recruiting: Present a compelling long-term vision that aligns with the recruit’s goals.
3. Balance Emotional and Logical Appeal: Use both emotional and logical recruiting strategies to engage recruits effectively.

Recruiting Leaders need to adapt by moving beyond emotional pitches and embracing a logical, data-driven recruiting approach. Presenting a clear vision for the future will make your recruiting efforts more impactful.

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#LogicalRecruiting #VisionBasedRecruiting #BalancedApproach #RecruitingLeadership #RichardMilligan

Welcome to Recruiting Conversations! I’m Richard Milligan, and today we’re diving into the strategy a successful recruiting leader is using to hire someone almost every week. This episode is for the one percenters—those who are ready to activate these tips and win at scale.

Episode Breakdown

00:00 - 01:00 - Richard introduces the episode and explains that the insights he’s about to share come directly from a recruiting leader who is consistently hiring about one person per week.

01:01 - 02:30 - The context of a “recruiting leader” is defined: someone managing a team but also responsible for recruiting. Richard emphasizes that the leader discussed here has been following a proven system that is helping them win consistently.

02:31 - 04:00 - Richard introduces the first key component of the system: having a strong social leadership brand. This leader posts daily on social media, communicates directly with recruits, and provides valuable content to attract talent.

04:01 - 06:00 - The second component is using a dialer who calls on behalf of the leader. The dialer’s approach isn’t about selling the company, but instead doing research and connecting based on shared values between the recruit and the leader.

06:01 - 08:30 - Richard explains how this dialer system works: the dialer introduces the leader as someone who shares core values with the recruit and sets up a five- to ten-minute, no-recruitment-allowed phone conversation.

08:31 - 10:00 - The third component is the next-step process. The leader follows a consistent system, starting with a brief phone call, moving to a face-to-face meeting, and potentially to an office visit. This process helps close candidates quickly.

10:01 - 12:00 - Richard discusses the importance of right-brain recruiting—getting recruits to feel that the leader and opportunity are right for them, which speeds up decision-making.

12:01 - 14:00 - A critical part of the system is follow-up. Richard explains how simple follow-up messages sent after setting an appointment (including a LinkedIn profile link) can significantly improve the chances of recruits showing up to meetings.

14:01 - 16:00 - Richard shares that this system has been so successful because it focuses on little things, like strong phone scripts and a defined next-step process, which many recruiting leaders overlook.

Key Takeaways

1. Social Leadership Brand: Posting consistently on social media and positioning yourself as an attractive leader helps draw in recruits.
2. Dialer System: Having a dialer connect with recruits based on shared values leads to meaningful conversations without the pressure of recruitment.
3. Next-Step Process: A clear process of moving recruits through stages (from phone call to office visit) ensures momentum and quick closures.

Recruiting success doesn’t have to be complicated. This three-pronged strategy—building a strong social brand, using a dialer to initiate contact, and following a clear next-step process—can help you consistently bring in top talent. Remember, recruiting is about perfecting the little things.

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#RecruitingStrategy #SocialLeadershipBrand #DialerSystem #NextSteps #RecruitingSuccess #RichardMilligan

Welcome back to Recruiting Conversations! I'm Richard Milligan, and today we're talking about one simple shift you can make in your communication style—whether through social media, text, or email—that will drastically improve how people respond to you. This simple tweak will help you engage your recruits and audience more effectively.

Episode Breakdown

00:00 - 01:00 - Richard introduces the episode, emphasizing how vital social media and clear communication are to recruiting success. He stresses that complex communication often diminishes engagement.

01:01 - 02:30 - Richard shares how simplifying your communication can increase engagement by up to 400%. The key is to write at a third to fifth grade level, making it easy for people to respond quickly without much thought.

02:31 - 03:30 - Richard explains the concept of “responding in kind.” When you write simply, people can respond easily. Writing complex thoughts makes it harder for people to engage, reducing overall interaction with your content.

03:31 - 05:00 - The benefit of writing simply on social media: when more people engage with your post, algorithms promote your content to a broader audience, creating a cycle of increased visibility and interaction.

05:01 - 06:30 - Richard introduces the Hemingway App—a tool that helps simplify written content by highlighting complex sentences. He shares how he uses it to break down lengthy or difficult text, making communication more digestible.

06:31 - 07:30 - Richard demonstrates a live example, taking a complex post from social media and simplifying it using the Hemingway App. He shows how bullet points and numbers can make information clearer and more engaging.

07:31 - 08:00 - He encourages leaders to apply this method not only to social media but also to internal communication like emails, as simpler messages are more likely to be read and responded to by team members.

Key Takeaways

1. Simplicity Drives Engagement: Writing at a third to fifth grade level makes your content more accessible and easier for people to engage with.
2. Algorithms Favor Simplicity: More engagement leads to better algorithmic promotion, increasing your content’s visibility.
3. Hemingway App for Simplification: Use tools like the Hemingway App to break down complex sentences and make your communication clearer.

If you simplify your communication, whether in emails or on social media, you'll notice a big difference in how people respond. Simple content drives engagement, and engagement leads to more success in recruiting and leadership.

Need more Recruiting Resources?

• Subscribe to my weekly email at 4crecruiting.com.
• Need help refining your recruiting system? Book a session with me at bookrichardnow.com.

#SimpleCommunication #EngagementStrategy #SocialMediaRecruiting #RichardMilligan #RecruitingLeadership

Today we’re tackling a crucial topic for producing managers—how to simplify recruiting amidst the many responsibilities you juggle. I’ll share a simple framework that will help you stay consistent with recruiting while managing the rest of your workload.

Episode Breakdown

00:00 - 01:00 - Richard introduces the topic of recruiting for producing managers, highlighting the challenge of balancing production and recruiting responsibilities.

01:01 - 02:30 - He explains how producing managers often feel overwhelmed by their many responsibilities, leading them to deprioritize recruiting. This is especially problematic in industries like real estate, mortgage, and insurance, where churn rates are high.

02:31 - 04:00 - Richard emphasizes the importance of consistent recruiting, even if churn is low in a given year. He discusses how not recruiting consistently will eventually catch up to you due to natural attrition over time.

04:01 - 05:00 - The issue with many producing managers is that they don’t think they have enough time to recruit. Richard explains how committing just 5% of your time—about 30 minutes a day—can make a big difference.

05:01 - 07:00 - Richard shares his framework for getting producing managers to commit to recruiting. He suggests that leaders gain agreement from their managers that 5% of their time should be allocated to recruiting, setting a clear expectation for success.

07:01 - 08:30 - The Simple Framework for Recruiting: Richard explains that recruiting consists of three main activities:

1. Identify Talent: Know who your potential recruits are, gather contact information, and use tools to track their production and engagement.
2. Make Initial Contact: Develop a strong script and a solid process for reaching out to potential recruits.
3. Follow-Up: Create a system for delivering consistent value to the people you are pursuing.

08:31 - 10:30 - Richard provides a detailed breakdown of how to allocate your 30 minutes per day to recruiting. For example, spend 3 minutes researching before making calls, and expect to have one to two meaningful conversations per session.

10:31 - 12:30 - Consistency is key: Richard explains that consistently bringing value to your potential recruits each month builds relationships over time, leading to long-term success.

12:31 - 13:30 - He shares a simple method for measuring success: keep track of how many people you identify, contact, and follow up with each week. Measuring progress ensures accountability and improvement.

13:31 - 15:00 - Richard concludes by reminding listeners that recruiting doesn’t have to be complicated. By focusing on three core actions—identifying talent, making contact, and following up—you can simplify the process and become successful over time.

Key Takeaways

1. Recruiting Takes 5% of Your Time: Commit 30 minutes a day to recruiting. It’s a small investment with a big impact.
2. Three-Step Process: Focus on identifying talent, making contact, and following up consistently.
3. Measure for Success: Track your progress to ensure accountability and improvement over time.

Recruiting doesn’t have to be complicated. By allocating just 5% of your time each day and following a simple framework, you can balance production and recruiting effectively. The key is to stay consistent, track your efforts, and keep delivering value to potential recruits.

Subscribe to my weekly email at 4crecruiting.com.

Need help developing your recruiting system? Book a session with me at bookrichardnow.com.

#SimpleRecruiting #ProducingManagers #ConsistentRecruiting #RecruitingFramework #RichardMilligan #RecruitingLeadership

Welcome back to Recruiting Conversations! I’m Richard Milligan, and today we’re diving into three crucial questions every recruiting leader must ask to truly motivate recruits. These questions will help you connect with recruits on a deeper level and tap into their real motivations for making a change.

Episode Breakdown

00:00 - 01:00 - Richard introduces the topic, sharing a common struggle among recruiting leaders: motivating recruits to take the next step. He highlights the importance of understanding what really drives people to make a career change.

01:01 - 02:30 - Richard explains the mistake many leaders make: trying to recruit based solely on a company’s value proposition, which falls short because most people are satisfied where they are.

02:31 - 04:00 - The discussion shifts to the real barriers to change, like switching insurance, learning new systems, and adjusting to a new environment. Richard stresses that offering a slightly better opportunity isn’t enough to motivate most people.

04:01 - 05:00 - Richard introduces the concept of understanding a recruit’s "why"—their deeper motivation beyond compensation. This is where real recruiting happens.

05:01 - 06:30 - The first essential question: What do you want? Richard explains how asking this opens a conversation about both professional and personal goals.

06:31 - 08:00 - The second key question: Why is that important to you? Understanding why someone’s goals matter helps you connect on a more meaningful level and gain insight into their true motivations.

08:01 - 09:00 - The third critical question: Are you saying...? Richard emphasizes the importance of clarifying what recruits are saying to ensure you're truly understanding their goals and desires.

09:01 - 10:30 - Richard compares recruiting to mediation, where both parties have different needs and the goal is to find common ground. As a leader, your job is to demonstrate that you can help recruits achieve their personal and professional goals.

10:31 - 12:30 - Richard shares a story of a leader who kept a recruit’s dream front and center by creating a dream board and offering tangible reminders of their goal, reinforcing their commitment to that person’s success.

12:31 - 13:30 - Recruiting isn’t just about getting people onto your team. Leaders must follow through on their commitment to helping recruits achieve their goals, even after they’ve joined.

13:31 - 14:30 - Richard concludes with a call to lead from a place of authenticity and focus on what the recruit wants, rather than what the leader wants.

Key Takeaways

1. Ask What They Want: Focus on a recruit’s professional and personal goals, not just their job role.
2. Understand Why It Matters: Dig deeper by asking why those goals are important, and connect with their true motivation.
3. Clarify with 'Are You Saying?': Reconfirm what the recruit is telling you to ensure full understanding and alignment.

Recruiting becomes easier when you truly understand what drives people. By asking these three questions, you position yourself as a leader who cares about your recruits’ success, making it easier to attract and retain top talent.

• Subscribe to my weekly email at 4crecruiting.com.
• Need help crafting your recruiting system? Book a session with me at bookrichardnow.com.

#MotivatingRecruits #RecruitingQuestions #UnderstandingMotivation #RichardMilligan #RecruitingLeadership

Welcome back to Recruiting Conversations! I'm Richard Milligan, and today we're discussing a critical mindset shift for recruiting leaders: understanding why we recruit. This episode stems from a recent Q&A session where many leaders expressed a negative view of recruiting. Let’s break those misconceptions and discover how reframing your mindset can change your commitment to recruiting.

Episode Breakdown

00:00 - 01:29 - Richard opens with an important question: why do we recruit? He shares insights from a recent event with recruiting leaders where many had negative perceptions about recruiting.

01:30 - 03:29 - Exploring the common negative associations with recruiting—many leaders see it as inauthentic or deceptive, often based on their own bad experiences with recruiters.

03:30 - 05:29 - Richard challenges the audience to shift their perspective. Recruiting is about relationship building, not tricking people. He shares personal stories of how recruiting has positively impacted both his life and the lives of others.

05:30 - 07:29 - Recruiting leaders have a major impact, with 80-90% of recruits joining teams through them, not through recruiting departments. Richard explains how a recruiting leader can make a difference without formal recruiting support.

07:30 - 09:00 - Richard shares a powerful story about how a small gesture he made to a former team member had a lasting impact on that person's career, showing the "butterfly effect" of recruiting.

09:01 - 10:00 - Final challenge: Richard encourages listeners to create a document titled "Why I Recruit" and use it as a source of inspiration whenever they face recruiting challenges.

Key Takeaways

1. Reframe Recruiting: Recruiting is about building relationships and positively impacting lives, not about deception or manipulation.
2. Leaders Have Major Influence: Recruiting leaders play a crucial role in attracting talent, and even small gestures can have lasting impacts.
3. Create Your 'Why': Developing a personal "Why I Recruit" document will help remind you of the positive reasons behind your recruiting efforts and keep you motivated.

To stay committed to recruiting, it’s essential to understand why you’re doing it. When you focus on the impact you’re making, it’s easier to push through the challenges. Take time to create your "Why I Recruit" list and revisit it regularly to stay inspired.

• Subscribe to my weekly email at 4crecruiting.com.
• Need help developing your unique recruiting system? Book a session with me at bookrichardnow.com.

#WhyIRecruit #RecruitingLeadership #RelationshipBuilding #RichardMilligan #RecruitingImpact

Welcome to another episode of Recruiting Conversations! I’m Richard Milligan, and today we’ll explore why your personal brand is crucial in the digital age of recruiting. We’ll dive into how a strong digital presence impacts every stage of the recruiting process, from attracting talent to retaining employees long-term.

Episode Breakdown

00:00 - 00:30 - Richard introduces the episode by emphasizing the role of digital platforms in modern recruiting success.

00:31 - 01:30 - He shares a story about a recruiting leader who brought on 45 experienced salespeople in 30 days, underscoring the importance of personal branding for success.

01:31 - 02:30 - Richard discusses the common misconception that personal branding is only useful when things aren’t going well. He explains why it's critical at all times.

02:31 - 03:30 - Personal branding isn’t just about attracting talent. Richard explains how it fills gaps when you’re not in day-to-day communication with recruits, particularly during critical transition periods.

03:31 - 04:30 - Richard shares data: 25-30% of people who accept job offers don’t show up for their first day due to counteroffers and other last-minute factors. A strong personal brand can help mitigate this.

04:31 - 05:30 - The Four C’s of personal branding: Connection, Content, Communication, and Conversion, and how they are the foundation for a successful digital presence.

05:31 - 06:30 - Richard shares an effective tactic: adding a "PS" line with a LinkedIn link in text reminders for meetings. This boosts show rates by 18% when recruits see the leader’s active and engaging LinkedIn profile.

06:31 - 07:30 - The importance of representing yourself as an attractive leader online, ensuring that your LinkedIn profile and social media presence align with the expectations of top recruits.

07:31 - 08:30 - Why your personal brand impacts whether recruits show up on day one and how it also plays a significant role in retention once they join your team.

08:31 - 09:30 - Richard shares a statistic that 29% of new hires leave within the first 90 days. A strong digital presence helps you stay connected, visible, and relevant, reducing attrition.

09:31 - 10:00 - Conclusion: A strong personal brand isn't just a bonus—it’s a critical component of modern recruiting. Stay visible, stay relevant, and use digital platforms to your advantage.

Key Takeaways

1. Personal Brand Matters: Your digital presence fills the gaps when you’re not in direct communication with recruits, influencing whether they show up, accept offers, and stay long-term.

2. Boost Meeting Show Rates: Including a "PS" with a LinkedIn link in meeting reminders can significantly improve attendance.

3. Retention is Digital Too: A strong personal brand keeps you relevant and helps retain employees, even after they’ve joined your team.

Your personal brand is a critical tool in today’s recruiting landscape. By focusing on digital platforms and maintaining a visible, attractive presence, you can improve your recruiting results and retention rates.

Want more Recruiting Tips?

• Subscribe to my weekly email at 4crecruiting.com.

• Need help building your personal brand or recruiting system? Book a session with me at bookrichardnow.com.

#DigitalRecruiting #PersonalBranding #Retention #RecruitingLeadership #RichardMilligan

Today we’re talking about a common mistake many recruiting leaders make: operating in a silo. In this episode, I’ll explain why working alone in your recruiting process is limiting your success and how you can boost your results by involving others.

Episode Breakdown

00:00 - 02:29 - Introduction to the concept of silo recruiting and why it's a broken model. Richard shares insights from recent coaching sessions where leaders are operating in isolation.

02:30 - 05:59 - Why recruiting in a silo often fails: lack of involvement from others limits the potential for meaningful connections and high-level recruiting success.

06:00 - 08:29 - The power of getting more people involved in the recruitment process, increasing the likelihood of success from single digits to as high as 70%.

08:30 - 11:29 - A deeper dive into Maslow’s theory of human motivation and how getting more people involved taps into higher levels of belonging, affirmation, and meaning.

11:30 - 14:59 - Why you should target the 80% of satisfied individuals, rather than focusing solely on unhappy people. How to leverage your team to appeal to those who are open to better opportunities.

15:00 - 18:29 - The importance of time management and the need for recruiting to be a consistent part of a leader's responsibilities. Richard emphasizes the role of the sales leader as the "product" in recruiting.

18:30 - 21:29 - The value of identifying 7 key individuals who can contribute to your recruiting process and the importance of sharing their stories and values with recruits.

21:30 - 23:59 - Using virtual environments to expedite the recruitment process and get multiple people involved in a shorter time frame, thereby accelerating the timeline for success.

Key Takeaways

1. Involve More People: Don’t go it alone. Getting others involved increases the chances of success, with the ideal number being 7 people.
2. Tap Into Higher Motivation: Appeal to human needs like belonging, affirmation, and meaning by involving your team in the process.
3. Recruit Consistently: Recruiting is not a task to be sidelined. It’s a glass ball—treat it as a priority and keep it part of your daily rhythm.

Stop operating in a silo! Involve more people in your recruitment process and you’ll see a dramatic increase in your results. Recruiting should be a consistent focus for any leader, and by utilizing your team effectively, you’ll accelerate success.

Subscribe to my weekly email at 4crecruiting.com.

Need help building your recruiting system? Book a session with me at bookrichardnow.com.

#DontOperateInASilo #RecruitingLeadership #TeamInvolvement #RichardMilligan #RecruitingProcess