Podcast appearances and mentions of richard milligan

Let's talk about one of the most powerful, and most underused, tools in recruiting: events and masterminds. Not the big splashy hotel-ballroom kind. I'm talking about strategic, intimate gatherings that position you as a leader, not a recruiter. In this episode of Recruiting Conversations, I walk you through how to host the kind of experience that attracts high-level talent without ever pitching your opportunity. You'll learn how to move from chasing candidates to curating conversations that build trust, momentum, and long-term recruiting wins. Episode Breakdown [00:00] Introduction – The overlooked power of events and masterminds in modern recruiting. [01:00] Why Pitches Fall Flat – Top talent doesn't want another comp plan meeting. They want meaningful conversation. [01:30] Step 1: Solve a Real Problem – Create a topic around what producers actually care about: margin compression, referrals, personal brand, burnout, AI tools. [02:30] Step 2: Invite Strategically – Avoid salesy language. Use this: “No pitch. Just great conversation with people who are growing.” [03:30] Step 3: Facilitate Like a Pro – You don't need to be the expert. Ask great questions, spotlight others, and guide the room. [04:30] The Follow-Up Strategy – After the event, send a resource or personalized note that connects to what they shared. [05:00] Real Story – How one client hosted a 6-person breakfast that led to a recruit texting her days later asking for a conversation, without ever mentioning her company. [05:30] Final Challenge – Build a mastermind in the next 30 days. Make it meaningful. Let value open the recruiting door. Key Takeaways Stop Pitching. Start Curating. – Recruiting isn't about features. It's about creating spaces where people want to belong. Solve Real Problems – When you focus on what producers are struggling with, they'll lean in. Be the Host, Not the Hero – Great facilitators create rooms others want to return to. Recruit Without Recruiting – Share resources. Follow up with intention. Lead the relationship. Events Build Trust at Scale – You're not chasing people. You're inviting them into a conversation worth joining. If you want to win the top 20%, stop sounding like every other recruiter. Lead something real. Build something valuable. And create rooms where leaders want to sit. Want help building your first mastermind or recruiting event? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let's build something people want to be part of.

Let's flip the script. If you're building a team inside a local or regional brand without the flashy pitch deck or name recognition, you're not at a disadvantage—you're in a position of power. In this episode of Recruiting Conversations, I break down how to position yourself not in spite of your size, but because of it. Top producers today aren't just looking for big names—they're looking for trust, access, authenticity, and vision. This is your blueprint for turning “small” into elite and building a boutique recruiting brand that wins. Episode Breakdown [00:00] Introduction – The big question for small shops: How do I compete with the big brands for top talent? [01:00] The False Belief – Why “smaller” doesn't mean “weaker”—it means you have a unique recruiting edge. [01:30] Own Your Positioning – Don't apologize for being boutique—embrace it with posture and pride. [02:00] Shift the Frame – You're not small, you're selective. Not under-resourced, but customized and high-touch. [02:30] Lead with Vision, Not Features – Features don't move people—vision, identity, and belief do. [03:30] Sell the Why – Be the leader who shows up with clarity and conviction, not a generic pitch. [04:00] Agility and Access – Big companies move slow. You move fast. Talk about your speed, flexibility, and personal touch. [04:30] Customization Is King – You're not templated. You co-create support and systems around each individual. [05:00] The Greatest Asset: You – Your leadership, coaching, and mentorship are what sets you apart. Own it. [06:00] Final Challenge – Audit your language. Are you playing underdog, or owning the boutique high-performance brand you are? Key Takeaways Posture Matters – Stop competing on features. Compete with belief, vision, and leadership. You're Not Small, You're Specialized – Top talent wants voice, trust, and agility—not red tape. Build Around the Individual – Your advantage is flexibility. Co-create solutions, don't cookie-cut them. Lead with Identity – Share your why. Share your leadership philosophy. That's what people follow. Stay in Your Lane – Don't try to out-tech or out-brand. Win with intimacy, access, and personal connection. You don't need a national name or a big checkbook to attract elite talent. You just need clarity on who you are, confidence in what you bring, and the courage to lead with conviction. Want help crafting your boutique recruiting message? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com. Let's build something real—and worth following.

Let's be real—there are seasons in leadership where things just don't click. You've been putting in the work, the systems are in place, but the results are slow. Or maybe your team isn't rowing in the same direction. It's frustrating, and it can mess with your motivation to keep recruiting. In this episode of Recruiting Conversations, I dive into what it takes to stay consistent even when growth feels stagnant or your team isn't aligned. This isn't about hype—it's about discipline, clarity, and belief. I'll share strategies to detach from your emotional state, lead yourself through tough seasons, and rebuild your recruiting rhythm with intentionality. Episode Breakdown [00:00] Introduction – The emotional challenge of staying consistent when results are slow or your team feels out of sync. [01:00] When the Fire Fades – Why hitting dry seasons in leadership is normal and part of the growth process. [01:30] Growth Happens in Cycles – Most of the work happens underground before results show up. [02:00] Detach Activity from Emotion – Why consistency can't depend on how you feel in the moment. [02:30] Build a Daily Recruiting Rhythm – Your system needs to carry you when your emotions can't. [03:00] Reconnect with Your Why – Rewriting your vivid vision to reignite purpose and push through discouragement. [03:30] What to Do When Team Alignment Is Off – Don't let discouragement dictate your posture. Use it to raise your standard. [04:00] Filter for Fit – Define and document your vision, values, and standards to attract the right recruits. [05:00] Real Coaching Story – How one leader used a personal alignment scorecard to go from exhaustion to excitement. [06:00] Final Challenge – Don't ghost the process. Reset if you need to—but don't disappear. Key Takeaways Frustration Is Normal – Every great leader hits seasons of slow growth or team misalignment. Consistency > Emotion – Your recruiting rhythm has to run even when motivation is low. Reconnect with the Vision – Write the vivid picture of your dream team. Get clear on what you're building. Don't Recruit Warm Bodies – Filter for alignment. The right people are out there—and they're worth waiting for. Stay in the Process – You don't have to sprint every day, but don't stop showing up. The seeds you're planting today will grow. This isn't just about recruiting more people—it's about recruiting the right people and becoming the kind of leader they want to follow. If you're in a dry season, this episode is your reminder to keep showing up. Need help building a recruiting rhythm that keeps you consistent—even in the hard seasons? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let's build your dream team the right way.

If you've ever traveled for a leadership meeting or a branch visit and found yourself thinking, “I should've made more of that trip,” this episode is for you. I'm breaking down the five-step playbook I coach to leaders who want to turn quick trips into serious recruiting momentum. When you're only in town for 24, 48, or 72 hours, it's easy to let opportunity slip by. But with the right system in place, you can walk away with conversations that move the needle—and position you as a leader worth following. Episode Breakdown [00:00] Introduction – Why most leaders miss recruiting opportunities when they travel. [01:00] The Lazy Recruiter Trap – Just showing up without a recruiting plan is costing you big. [01:30] Presence Is Power – Being face-to-face in a digital world gives you a massive edge. [02:00] Step 1: Build a Hit List – Use data to identify the right people and sort them into three key buckets:  - Warm relationships  - Ideal profile leads  - Old conversations worth rekindling [02:30] Step 2: Personalize the Outreach – Lead with affirmation and specificity. No templates. [03:00] Step 3: Remove the Tension – Use one simple line to eliminate pressure and increase the yes rate. [03:30] Step 4: Stack Meetings Like a Pro – Optimize your schedule, tighten your drive time, and create scarcity. [04:30] Step 5: Follow Up with a System – The meeting opens the door. Follow-up builds trust. [05:30] Bonus Move: Use the Trip as Positioning – Make people feel chosen, even if they can't meet this time. [06:00] Final Challenge – Don't treat it like a work trip—treat it like a recruiting sprint. Key Takeaways A Trip Without a Plan Is a Missed Opportunity – Go in with a strategy, not vague intentions. Target the Right People – Use a segmented, intentional list to prioritize conversations. Affirm First, Recruit Later – Lead with value. Make it about relationship, not the ask. Create Efficiency and Scarcity – Stack your meetings, lock your schedule, and own your time. Follow-Up Is Where You Win – Thank-you notes, personalized check-ins, and consistent touches build the relationship. Next time you travel, treat it like a recruiting sprint. Make the list. Send the outreach. Stack the day. Follow up with purpose. This is how you dominate a market—even if you're only in town for 72 hours. Want help putting this system in place? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com. Let's make your next trip count.

In this episode of Recruiting Conversations, I'm breaking down one of the biggest pain points in recruiting: what do you say when a recruit isn't ready to move, and you're stuck between disappearing or sounding like “just checking in”? The answer: show up with value. Here's how to pivot from awkward follow-up calls to intentional touchpoints that build real trust—and how to do it without creating content from scratch. You'll learn how to become “the journalist,” how to lead with curiosity, and how to stand out in a sea of recruiters who are all saying the same thing. Episode Breakdown [00:00] Introduction – The core recruiting challenge: how to follow up without sounding like you're chasing. [01:00] The Mindset Shift – You're not a recruiter. You're a leader, mentor, and value-bringer. [01:30] Be the Journalist, Not the Story – Don't create content. Curate it and deliver it in a way that matters. [02:30] Tactical Delivery – Hooks matter: subject lines like “Today is my last day” grab attention. [03:00] Follow-Up Frequency – Every six months is a great checkpoint if you've made deposits of value. [03:30] Real-Life Example – Using AI and a recruit's actual data to build a 12-month roadmap in 15 minutes. [04:00] Physical Touchpoints – Send books, handwritten notes, and PDFs that matter (ex: One Word by Jon Gordon). [04:30] Passive Pursuit – Keep showing up with value, even when they're not ready. You'll be remembered when they are. [05:00] Final Challenge – Stop “checking in.” Start standing out. Use varied channels and intentional messaging to lead with value. Key Takeaways Be the Journalist – You don't need to create new content. Curate what's already out there and add your unique insight. Lead with a Hook – Use curiosity and tension to cut through the noise. Make them want to engage. Bring Real Value – A personalized roadmap or thoughtful book is more impactful than a generic check-in. Stay Consistent – Use varied channels (email, text, social, mail) and keep making deposits over time. Be Remembered, Not Forgotten – When you follow up the right way, you won't feel like an interruption—you'll feel like the obvious choice. Recruiting isn't about nudging people until they cave. It's about building a follow-up system that brings value, stands out, and creates connection over time. Want to elevate your follow-up strategy? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let's build a recruiting experience worth remembering.

In this episode, I'm diving into the concept of an Experiential Recruiting Model—a strategy that allows recruits to get a firsthand experience of what it's like to be on your team before they ever make the decision to join. I'll break down why this approach works, how to create experiences that showcase your leadership, and simple yet powerful ways to differentiate yourself in a competitive recruiting environment. Episode Breakdown [00:00] Introduction – The challenge of recruiting while balancing multiple job responsibilities. [00:30] You Are the Product – Why recruiting success depends on having a personal recruiting system that reflects your leadership. [01:00] What Is an Experiential Recruiting Model? – Creating an experience that gives recruits a preview of what it's like to be on your team. [01:30] Evaluating Your Leadership Experience – Honest self-reflection: Are you a leader worth following? [02:00] Practical Ways to Create an Experience – Sending books that reflect your leadership style and values. Sharing valuable industry-related videos with personalized insights. Offering small, unexpected gestures that create a lasting impression. [03:00] The Power of Giving Value First – Why recruiting isn't about “hacks” or sales tricks but about genuinely investing in people. [03:30] Creating Unique Branding in Recruiting – Creative ideas like buying a personalized domain name (e.g., RichardLovesLending.com) to surprise recruits. [04:00] Asking the Right Questions to Build Connection – How to use purpose-driven conversations to uncover recruits' motivators. [05:00] The Retention Advantage – Why top producers change jobs every three years and how experiential recruiting can improve retention. [06:00] Final Thoughts & Actionable Takeaway – How to start applying the Experiential Recruiting Model today. Key Takeaways You Are the Product – Recruits aren't just joining a company; they're joining YOU as a leader. Give Value Before You Recruit – Thoughtful gestures like books, resources, and meaningful engagement build trust. Experiences Matter More Than Pitches – The best recruits are drawn to a real, value-driven approach, not a rehearsed pitch. Know Your Leadership Brand – Small, thoughtful touches (like a personalized website) create a lasting impression. Retention Starts in Recruiting – An experiential approach attracts and keeps top talent in a competitive market. Recruiting isn't about persuasion—it's about creating an experience that allows recruits to see the real value of your leadership. By incorporating an Experiential Recruiting Model, you'll not only attract better talent but also build deeper relationships that lead to long-term retention. Want to refine your recruiting strategy? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let's build a recruiting experience that wins top talent.

In this episode, I challenge the traditional recruiting mindset and explain why cold leads are actually your greatest opportunity for long-term success. Too many recruiters focus solely on warm or hot leads—people actively looking for a job—when the real wins come from building relationships with cold leads before they're ready to move. I'll share why this approach works, how to develop a system for engaging cold leads, and the mindset shift needed to dominate recruiting. Episode Breakdown [00:00] Introduction – Why cold leads are an overlooked advantage in recruiting. [01:30] The Problem with Only Chasing Warm Leads – Data shows that 85–95% of professionals say they're satisfied with their jobs, leaving a very small percentage actively looking. [02:30] Evergreen Recruiting Strategies – Why the principle of “people do business with those they know and trust” makes cold leads valuable. [04:00] The Power of Relationship-Building – How investing in cold leads early ensures you're the first call when they experience a career shift. [05:30] Why a System Is Essential – Without a process beyond initial outreach, you're constantly restarting your recruiting efforts. [06:30] The Limited Talent Pool in Leadership Recruiting – Why recruiting leaders have to focus on a smaller, more targeted group and play the long game. [07:30] Blue Ocean Recruiting: Where the Competition Isn't – How engaging cold leads puts you in an uncontested space where competitors aren't fighting for the same talent. [08:30] The Attractive Leader Strategy – Why leading with vision, values, and a clear “why” positions you as the recruiter of choice when a recruit is ready to move. [10:00] How to Successfully Engage Cold Leads – Three key strategies to develop meaningful connections: Affirmation-Based Outreach – Starting with genuine praise to open doors. Creating a Compelling Reason to Meet – Using industry insights and trends to add value. Removing Tension from the First Meeting – Focusing on relationship-building, not recruiting. [12:30] The Value Equation: Giving Without Expecting Immediate Returns – Why sending resources, books, articles, or curated content builds trust over time. [14:30] How LinkedIn Has Changed the Game – Why daily content on LinkedIn is now a critical piece of any cold lead strategy. [16:00] The Surrogate Leadership Principle – How positioning yourself as a trusted advisor before recruiting a candidate increases the likelihood of success. [18:30] Final Thoughts & Action Steps – How to structure your recruiting strategy to focus on long-term, relationship-driven success. Key Takeaways Cold Leads Are Your Biggest Opportunity – Most professionals aren't actively looking, but they will move when the right opportunity presents itself. Warm Leads Are Highly Competitive – If you only chase people ready to move now, you're competing in a crowded space. Trust Comes Before Recruiting – People follow leaders they know, like, and trust—this requires long-term engagement. A System Is Essential – Without a structured process, you're constantly restarting your recruiting efforts. Give Before You Ask – Offering value with no strings attached builds credibility and deepens relationships. Winning in recruiting isn't about chasing job seekers—it's about building relationships with top talent before they're ready to move. If you engage cold leads consistently, offer value, and position yourself as the leader worth following, you'll create a recruiting system that delivers long-term success. Want to transform your recruiting strategy? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let's build a system that turns cold leads into your biggest wins.

In this episode, I tackle one of the toughest parts of recruiting—handling objections and overcoming rejection. Every recruiting leader faces resistance, whether it's on phone calls, emails, or social media outreach. But the best recruiters know that objections are just smoke screens. I'll share the proven frameworks and mindset shifts you need to push past objections and build stronger relationships with recruits. Episode Breakdown [00:00] Introduction – Why overcoming objections is one of the most critical skills in recruiting. [01:00] Why Rejection Is Inevitable – Every recruiter faces objections daily, but it's how you handle them that determines success. [02:30] The Energy Shift: Fear or Excitement? – How to reframe the nervous energy before a recruiting call into passion and confidence. [04:00] The Top 4 Recruiting Objections – The most common pushbacks you'll hear: "I'm not interested." "I don't have time to talk." "I'm happy where I'm at." "Is this really not a recruiting conversation?" [06:00] The Power of Removing Tension – How to eliminate defensive reactions and keep conversations open. [07:30] The Smoke Screen Effect – Why most objections are just automatic responses and how to move past them. [09:00] The ‘Acknowledge, Don't Address' Rule – How to keep the conversation going when you hear an early objection. [10:30] The ‘Feel, Felt, Found' Framework – A proven structure to address deeper objections: "I understand how you feel." "Others I've spoken to felt the same way." "What I've found is…" [12:00] The Power of Pattern Disruptors – How to stop a recruit from hanging up or shutting down the conversation. [14:00] The Art of the Strategic Pause – Using silence to encourage recruits to stay engaged. [16:30] How to Stay in Control of the Conversation – The difference between a great recruiter and a reactive one. [18:30] The Importance of Knowing Your Script – Why the best recruiters never “wing it” and how preparation removes fear. [20:00] Final Thoughts & Action Steps – How to practice overcoming objections and eliminate cold call reluctance. Key Takeaways Rejection is a Normal Part of Recruiting – Expect objections and prepare for them instead of fearing them. Objections Are Just Smoke Screens – Most people respond with automatic pushbacks—your job is to move past them. Acknowledge, Don't Address – When objections come early, acknowledge them and move back into your script. Use Feel, Felt, Found – This framework helps overcome deeper objections in a natural, non-confrontational way. Pattern Disruptors Work – Interrupting the recruit's expected response pattern can keep conversations open. Know Your Script Cold – The best recruiters don't wing it; they use tested messaging to stay in control. Objections are a natural part of recruiting, but they don't have to be roadblocks. With the right mindset and tools, you can move past them, build relationships, and ultimately win more recruits. The key is preparation—when you know your script and have strategies in place, fear disappears, and confidence takes over. Want to get better at handling objections? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let's refine your recruiting approach so you can close more top talent.

In this episode, I share one of the most powerful strategies for retaining your best people—reverse recruiting. If you want to keep top talent, you need to know their dreams and consistently help them move toward those goals. I'll walk you through a framework to uncover what truly matters to your team and how to use that knowledge to create long-term retention. Episode Breakdown [00:00] Introduction – The concept of reverse recruiting and why retention starts with leadership. [01:00] Why Top Performers Are Hard to Keep – The best talent is always being recruited, and they won't stay unless they see a future with you. [02:30] The Power of Dream-Based Recruiting – How asking recruits about their long-term goals creates trust and connection. [04:00] People Stop Dreaming—Leaders Must Reignite It – The reality that most professionals stop thinking big, and how you can help them start again. [06:00] Asking the Right Questions – How to uncover a recruit's personal and professional goals with a simple two-question framework. [08:30] Why Most Leaders Miss This Opportunity – Many managers focus on company goals rather than individual dreams, leading to disengagement. [10:00] The Power of Context in Dream-Based Recruiting – How helping recruits see their 10-year future shifts their mindset. [12:30] Creating Buy-In and Loyalty – Why recruits stay with leaders who actively support their personal and professional growth. [14:00] Why Continuous Engagement Matters – How resurfacing a recruit's dreams over time strengthens their commitment to your team. [16:30] Retaining Talent in a Competitive Market – The reality that salary alone won't keep your best people—you need to offer more. [19:00] Final Thoughts & Actionable Takeaway – A challenge to start practicing dream-based recruiting with your current team. Key Takeaways Retention Starts with Leadership – Your top performers will stay if they believe you care about their long-term success. Reverse Recruiting Works – The best way to keep talent is by recruiting them to their own dreams—within your organization. Dreams Create Motivation – People stop dreaming as they settle into careers. Great leaders help reignite their vision. The Right Questions Unlock Loyalty – Asking where someone wants to be personally and professionally in 10 years builds deep connection. Continuous Engagement Builds Retention – Leaders who consistently revisit a recruit's dreams foster loyalty and long-term commitment. Retention isn't about offering the highest salary—it's about helping people achieve their dreams. If you become the leader who champions your team's goals, you'll not only retain your top performers but also create an environment where they thrive. Start today by asking your current team about their long-term dreams, and use that insight to strengthen your leadership and recruiting efforts. Want to improve your retention strategy? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let's build a leadership framework that keeps your top talent engaged and committed.

In this episode, Phil Treadwell sits down with Richard Milligan to explore the mindset and strategies that set top professionals apart. Richard highlights why people follow strong leaders, not just companies, and challenges listeners to take full advantage of the tools at their disposal. They also discuss the traits of the most valuable loan officers, the role of AI in the mortgage industry, and how to cut through the noise to stand out. Ultimately, Richard reminds us that your greatest value lies in who you are, not just what you do. Richard's leadership journey began with the challenge of recruiting a team with little training or resources. Determined to improve, he immersed himself in books, podcasts, and industry insights. After building over 20 teams in the mortgage industry, he felt a deeper calling to help others in similar situations. In 2017, he founded 4C Recruiting, a consulting firm dedicated to empowering recruiting leaders. A sought-after speaker, Richard has been featured in Scotsman Guide and, in 2022, published How to Dominate Recruiting in the Digital World. 00:20 Meet Richard 05:40 To be Dynamic You Must Evolve 11:00 Success Principles are Uniform 14:25 People Join Leaders, Not Companies 19:05 Go Use Your Logins 23:20 Most Valuable Loan Officer 28:50 Embrace AI 33:40 Don't Drown in the Noise 38:35 Your Value is You Connect with Richard: LinkTree Join M1 Academy's 60-day Breakthrough Blueprint! LEARN MORE ABOUT M1 ACADEMY COACHING If you are enjoying the MME podcast, please take a second and LEAVE US A REVIEW. And JOIN the M1A Text Community: 214-225-5696

In this episode, I address a growing problem in recruiting—lazy, spam-driven outreach that damages your brand and repels top talent. Too many recruiters and recruiting leaders rely on generic, mass-messaging tactics, thinking they're taking a shortcut to success. Instead, they're burning bridges, losing credibility, and making it harder for great leaders to reach the right recruits. If you want to recruit effectively in today's world, you need a better strategy. Episode Breakdown [00:00] Introduction – The problem with spam recruiting messages and why they don't work. [01:30] The Worst Offenders: Real Examples of Bad Recruiting Messages – Reading actual spam messages recruiters send (without naming names). [04:00] How Bad Messaging Hurts Your Brand – Why recruits see these messages as red flags and ignore them. [05:30] The Role of Data and Tech in Recruiting – How automation, CRMs, and mass messaging are making recruiters lazy. [07:00] The Impact on the Market – How an oversaturated, spam-heavy recruiting environment makes it harder to have real conversations. [08:30] Why Good Strategy Always Wins – Using targeted, research-based outreach instead of generic, bulk messaging. [10:00] How to Personalize Your Recruiting – The power of specific, affirming messaging that feels personal and relevant. [12:00] The Importance of Building Relationships First – Why leading with connection, rather than trying to “close,” leads to long-term success. [14:30] Case Study: A Recruiting Leader's Failed Mass Messaging Campaign – How a leader lost over 50% of their contacts by relying on spam tactics. [17:00] The Right Way to Use Tech and Data – How to leverage automation without sacrificing authenticity. [19:00] The Complex Sale Approach – Why recruiting is more like selling high-ticket software than selling a simple product. [21:30] Final Thoughts – If you wouldn't recruit yourself with your current strategy, it's time to change it. Key Takeaways Spam Recruiting Is Killing Your Brand – Mass, generic messages tell recruits you aren't a leader worth following. Automation Shouldn't Replace Strategy – Using data and tech correctly requires intentionality, not shortcuts. Personalization Wins – A well-researched, affirming message will always get better responses than a mass text. Recruiting Is a Complex Sale – Treat it like one by taking time to nurture relationships instead of pushing for immediate results. The Best Leaders Build Trust First – Recruits follow leaders who invest in meaningful connections, not quick sales tactics. Lazy recruiting isn't just ineffective—it's actively hurting your ability to attract top talent. If you want to win in today's recruiting landscape, you need to slow down, use data strategically, and focus on personalized, relationship-driven outreach. The leaders who do this won't just succeed—they'll dominate. If you're ready to transform your recruiting approach, subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let's build a recruiting system that actually works.

In this episode, I break down a powerful framework from Charles Duhigg's book Super Communicators and apply it directly to recruiting. The best recruiters don't lead with a sales pitch—they follow a natural flow of conversation: social, emotional, and decision-making. Understanding these three types of conversations will help you connect with recruits, build trust, and close more deals. Episode Breakdown [00:00] Introduction – Why communication is the #1 skill recruiting leaders need to master. [01:00] The Three Types of Conversations – Social, emotional, and decision-making—why the right order matters in recruiting. [02:30] Why Most Recruiters Get This Wrong – The mistake of jumping straight to the decision-making conversation and why it doesn't work. [04:00] The Power of Social Connection – How relationship-building conversations create trust and open doors. [05:00] Emotional Conversations in Recruiting – Using dream-based recruiting to tap into what recruits truly want for their future. [06:30] Decision-Making Conversations at the Right Time – When and how to transition from emotional connection to discussing your opportunity. [07:30] How to Pivot If a Recruit Pushes for a Decision Early – Setting conversational goals to ensure you're in the right type of discussion. [08:30] Why Selling First Creates Resistance – How leading with recruiting instead of relationship-building can kill deals before they start. [09:30] Final Thoughts & Book Recommendations – Why Super Communicators aligns with great recruiting strategy and how my book, How to Dominate Recruiting in a Digital World, connects with these principles. Key Takeaways Conversations Have a Natural Flow – The best recruiters start with social connection, move to emotional connection, and only then have a decision-making conversation. Social Capital Comes First – Without trust and rapport, a recruit won't engage in deeper conversations. Dream-Based Recruiting Works – Helping recruits define their long-term vision builds emotional connection and influence. Selling Too Early Pushes Recruits Away – Leading with recruiting instead of relationship-building reduces engagement and lowers your success rate. Velocity Comes from Connection – Building the right type of conversations speeds up the recruiting process, rather than slowing it down. If you want to recruit successfully, you must master the flow of conversation. Leading with connection instead of a sales pitch will change how recruits respond and dramatically improve your results. If you apply these principles, you'll create more trust, increase engagement, and close more hires. Want to refine your Recruiting? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. For more insights, check out my book How to Dominate Recruiting in a Digital World!

In this episode, I explore the surprising parallels between recruiting and dating. From first impressions to long-term commitments, the way we engage with recruits is similar to how we build relationships. If you approach recruiting like dating—by focusing on connection rather than selling—you'll build stronger, more meaningful relationships that lead to better hires and long-term retention. Episode Breakdown [00:00] Introduction – Recruiting and dating have more in common than you think! Why understanding this concept can transform your recruiting success. [01:30] Recruiting Is Like Dating – The process of sorting through candidates, handling unpredictability, and managing ghosting. [03:00] Why Selling Doesn't Work in Recruiting – Transitioning from a sales mindset to a relationship-building approach. [05:00] The Complexity of Career Changes – How recruits weigh major life decisions and why leaders must guide them with empathy. [07:30] The Slow Build vs. The Quick Close – Why recruiting isn't about rushing but about building a foundation of trust. [10:00] The Ideal First Contact – Crafting a compelling, non-sales-driven first conversation with a recruit. [12:00] The Progression of Relationship Recruiting – Moving from initial conversation to deeper engagement without forcing commitment. [15:30] The Power of Affirmation in Recruiting – Why affirmation is one of the strongest motivators in both dating and recruiting. [18:00] Serving Before Asking – Why giving value first leads to stronger, more successful recruiting relationships. [21:00] Dreaming With Your Recruits – How asking about their dreams over the next five years creates lasting loyalty. Key Takeaways Recruiting Is About Relationships, Not Sales – Selling opportunities too early creates resistance, while relationship-building fosters trust. Slow Down to Speed Up – Just like dating, recruiting requires a natural progression to be effective. Affirmation Builds Connection – Encouragement and recognition go a long way in both recruiting and leadership. Put Their Interests First – Giving value before making an ask makes recruits more open to future opportunities. Help Recruits Dream – Leaders who help people reach their long-term goals will attract and retain top talent. Recruiting isn't about pushing opportunities—it's about building trust and offering value over time. The best recruiters act like great relationship builders, leading with curiosity, affirmation, and genuine interest in their recruits' success. If you focus on relationships over transactions, your recruiting and retention will transform. Want to build better recruiting relationships? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let's refine your recruiting strategy together!

Losing a recruit can feel like a major setback, but it doesn't have to be the end of the story. In this episode, I share six critical steps to take after losing a recruit—actions that will keep you relevant and increase your chances of eventually winning them over. If you want to build a system that ensures you never truly lose a great recruit, this episode is for you. Episode Breakdown [00:00] Introduction – The challenge of losing a recruit and why handling it correctly can turn losses into future wins. [02:00] The Reality of Recruiting – Why losing a recruit is inevitable but how you respond determines your success. [03:30] The Power of Belief – How your confidence in a recruit's fit can impact their decision-making process. [05:00] The Aha Moment Strategy – Why creating an "epiphany bridge" is essential to shifting a recruit's perspective. [07:30] The Roadmap to Business Growth – How offering a clear, structured plan can make you the most valuable option. [09:00] Why Many Recruits Have Doubts – The data behind why 25-35% of recruits leave their new job within 90 days. [10:30] The 90-Day Retargeting Plan – How to remain relevant with a recruit who chose another company. [12:00] The Six Touchpoints – A structured approach to checking in every 15 days for three months. [13:30] Day One Strategy – How to offer immediate value by helping recruits optimize their transition. [15:00] Creating Value in Follow-Ups – How to craft messages that keep the conversation open and build trust. [17:00] The Long-Term Play – Why staying in contact beyond the initial 90 days increases your chances of bringing them back. Key Takeaways Losing a Recruit Isn't the End – Many recruits second-guess their decision, making follow-up critical. Confidence Creates Influence – If you truly believe a recruit belongs on your team, communicate that with conviction. Create an Aha Moment – Provide a clear roadmap to success that helps recruits see you as the best choice. Follow the 90-Day Plan – Engage with lost recruits every 15 days through six structured touchpoints. Offer Immediate Value – Help recruits optimize their transition, even if they choose another company. Play the Long Game – Keep the relationship open and be the first person they think of when reconsidering. Recruits who leave aren't always gone forever. By staying engaged, providing value, and structuring your follow-ups with intentionality, you dramatically increase your chances of winning them back. Every lost recruit is a future opportunity—if you handle it the right way. Want to refine your recruiting follow-up system? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let's build a system that ensures you never truly lose a great recruit.

In this episode, I explore how to keep recruits engaged after they've accepted your offer but haven't started yet. By focusing on value, energy, and connection, I'll show you how to bridge the gap between the offer acceptance and their first day, ensuring they join your team. If you've struggled with recruits dropping off after saying yes, this episode will equip you with actionable strategies to close that gap. Episode Breakdown [00:00] Introduction: Why post-offer engagement is critical and how up to 35% of recruits who accept offers never start. The episode focuses on actionable strategies to prevent this. [01:30] Understanding the Problem: Recruits face counteroffers and second thoughts before starting. Focus on what you can control: the value and connection you offer during this period. [02:30] Pre-Offer Engagement: Your role is to show recruits that “more is available” with you. By tipping the scales in your favor before the offer is made, you plant the seeds of desire for your team. [04:30] Post-Offer Drop-Off and How to Avoid It: Leaders often disengage after an offer is accepted. Avoid this by maintaining regular and meaningful communication until their start date. [05:30] Creative Engagement Strategies: Send a personalized “welcome to the team” video with messages from team members. Share updates and exciting developments from your business to keep them motivated. Offer tangible examples of the value and opportunities they'll experience once they join. [07:30] The Energy and Passion of Recruitment: Recruitment is a transference of energy. Use trial closes, high-energy communication, and enthusiasm to keep recruits excited about their decision. [10:00] The BAM Framework for Motivation: Belonging: Create a sense of community before they start. Affirmation: Show that they are valued through intentional actions like personalized videos or thoughtful messages. Meaning: Share impactful team stories that connect with their values and purpose. [12:00] Building Systems for Engagement: Turn these tactics into consistent systems by: Dedicating time biweekly to plan value-driven communication with recruits. Mapping a strategy to close the gap between offer acceptance and start date. Key Takeaways Engagement is Key: Recruits who feel valued, energized, and connected are far more likely to start. Showcase Value Consistently: From the initial conversation to the start date, continuously highlight what makes joining your team worthwhile. Energy Matters: Passion and enthusiasm from leaders are contagious and reinforce the recruit's decision. Leverage BAM Motivation: Build belonging, affirmation, and meaning into your engagement practices. Create a System: Regularly evaluate your approach to post-offer engagement to ensure every recruit feels supported and excited about starting. Retention starts with engagement. To secure your recruits, focus on what you can control: value, energy, and connection. Apply these strategies to build a system that ensures recruits make it to their first day excited and ready to contribute. Ready to implement these strategies in your recruiting process? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let's turn your recruiting challenges into wins!

In this episode, I dive into what it means to be the kind of leader people never want to leave. By focusing on clarity, values, and vision, I'll show you how to cultivate an environment that attracts and retains top talent. If you're struggling with retention, this episode will help you become a leader worth following. Episode Breakdown [00:00] Introduction - The concept of leadership growth and how becoming more valuable as a leader leads to better retention. [02:00] Daily Affirmation for Growth - A mindset shift: The leader you are today should not be hireable by your better self 10 years from now. [03:30] Building the Attractive Leader Framework - The three pillars of an attractive leader: Clarity of core values. Clarity of greater purpose (your "why"). Clarity of vision. [05:00] Passion as a Retention Tool - Leaders who exude passion and energy create teams that are inspired to stay and grow. [07:00] Translating Values Into Actions - Identifying and demonstrating your core values through behavior. [09:00] Creating and Communicating Purpose - How to articulate a purpose that motivates and aligns your team. [11:30] The Role of Vision in Leadership - Crafting a 10-year vision that not only excites you but also resonates with your team. [14:00] Practical Example of Vision in Action - How building a roadmap transforms an abstract vision into a tangible goal. [18:00] The Synergy of Team Vision - Aligning individual roles with a broader team vision to create buy-in and long-term loyalty. Key Takeaways Leadership Is About Growth - Continually becoming a better version of yourself makes you a magnet for talent. Clarity Wins - Being clear about your values, purpose, and vision creates trust and alignment with your team. Passion is Contagious - Energized leaders inspire their teams, making retention natural. Vision Guides Retention - A strong vision, backed by a clear roadmap, keeps your team motivated and committed. Action Reflects Values - Your behaviors are the proof of your values; align your actions with what you say you stand for. Retention issues often point back to leadership. By committing to clarity, demonstrating passion, and casting a compelling vision, you'll become the leader no one wants to leave. Your growth as a leader directly impacts the loyalty and success of your team. Ready to become the leader everyone wants to follow? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let's build your attractive leadership framework together.

In this episode, I explore the significant impact of hiring decisions on team productivity. Drawing on research from the Kellogg School of Management, I discuss how hiring the wrong person can reduce production by 30%, while hiring top producers boosts team output by 15%. I share actionable strategies for setting hiring standards, aligning values, and navigating high-pressure recruiting situations. Episode Breakdown [00:00] Introduction - The challenges recruiting leaders face in balancing multiple responsibilities while maintaining high standards. [01:30] The Kellogg Study - How proximity to low producers reduces team productivity by 30%, while high producers increase it by 15%. [03:00] The Importance of Standards - Defining and upholding hiring standards to ensure alignment with team values and goals. [05:30] Real-World Insights - Personal experiences with team dynamics and the consequences of hiring low producers. [08:00] Setting Standards That Lift - How hiring standards should challenge potential hires to rise above mediocrity. [12:00] Making Exceptions with Caution - Evaluating candidates who fall outside the standard and the importance of assessing values, production history, and team fit. [15:00] Navigating High-Pressure Situations - Strategies for recruiting under tight deadlines without compromising quality. [18:30] Going All In - Why being fully committed to recruiting is essential for success, especially during critical seasons. [23:00] Organizational Responsibility - The need for companies to educate and motivate their leaders in effective recruiting strategies. Key Takeaways Hiring Impacts Productivity - Low producers can hurt team output, while top producers elevate it. Define and Uphold Standards - Clear hiring standards rooted in values ensure better team alignment. Evaluate Carefully - When considering candidates outside the standard, assess alignment, team fit, and the current season. Bring Value to Recruits - Build relationships by consistently offering meaningful value through social media, campaigns, and personal engagement. Go All In - Committing fully to recruiting during critical periods can achieve years of progress in just months. Recruiting the right people isn't just about filling seats; it's about creating a high-performing team that aligns with your values and vision. By setting and maintaining clear standards, carefully evaluating candidates, and going all in when necessary, you can transform your team's productivity and success. Remember, every hire impacts your team's brand, culture, and performance. If you're ready to elevate your recruiting game, subscribe to my weekly email at 4crecruiting.com or book a coaching session with me at bookrichardnow.com. Let's build a system that helps you hire right!

In this episode, I share a proven framework for crafting emails that close deals with hesitant recruits. Using a real-world success story, I reveal how moving from abstract promises to concrete specifics can make the difference between a signed offer and a lost opportunity. Episode Breakdown [00:00] Introduction - The challenge of closing recruits when competitors enter the picture and how communication plays a critical role. [01:30] The Hail Mary Email - A coaching client's experience with a recruit who was at the finish line but started to ghost. [03:00] The Problem with Abstract Messaging - Examples of vague language, like "additional support," and why it fails to resonate. [05:30] Coaching for Clarity - Strategies to turn abstract ideas into tangible, actionable specifics: Clearly define the support you offer. Differentiate your value from competitors. Specify how your leadership will tangibly impact the recruit's success. [07:30] Why Clarity Wins - People gravitate toward specific, well-defined opportunities, not vague promises. [09:00] Tools for Refinement - Tips on simplifying and improving email clarity: Use Hemingway App to keep readability at a fifth-grade level or below. Leverage AI tools like ChatGPT to refine and adjust messaging. [10:30] The Results - How the refined email helped secure the recruit and why specificity was the deciding factor. Key Takeaways Clarity Drives Action - Replace abstract statements with specific, detailed examples of the value you bring. Specifics Create Influence - Defined, concrete promises inspire confidence and encourage recruits to move forward. Simplify for Impact - Make your message easy to read and actionable using tools like Hemingway App. Invest Time in Tailoring - A well-thought-out email can make or break a recruit's decision. Certainty Wins Deals - Recruits want leaders and organizations they can trust to deliver on clear commitments. Closing recruits often comes down to how effectively you communicate your value. By refining your messaging to include concrete specifics and simplifying your language, you can influence hesitant recruits to take action. Use this framework to write emails that not only resonate but close deals with confidence. If this episode inspired you, share it with your team and leave a review. For personalized coaching or help refining your recruiting system, schedule a session at bookrichardnow.com. Subscribe to my weekly email at 4crecruiting.com for more insights and strategies.

In this special year-end episode, I challenge Recruiting Leaders to approach 2025 differently by rethinking how they manage their time. Drawing inspiration from unconventional success stories, like Rick Barry's legendary underhand free throws, I encourage you to break free from cultural norms, focus on what truly matters, and double down on efforts that yield exponential results. Episode Breakdown [00:00] Introduction - Reflecting on the past year and preparing for a breakthrough 2025. [02:30] The Lead Dog Principle - As a leader, your team will only go as fast as you lead them. Vision casting is key to long-term success. [05:30] The Rick Barry Analogy - Why breaking from the norm can lead to extraordinary outcomes, and how Rick Barry's unconventional free throw style offers lessons in leadership. [09:00] Time Management Realities - Sobering statistics on how much time Americans spend on TV, social media, and radio, and the opportunity cost of these habits. [12:30] Reclaiming Time for Growth - Strategies to repurpose “lost” hours into productive activities like reading, skill-building, and leadership branding. [15:00] Doubling Down on What Works - How focusing efforts on platforms like LinkedIn has transformed my leadership brand and can do the same for you. [17:30] The Power of Intentionality - How being intentional with your time can create exponential results in recruiting and leadership. Key Takeaways Challenge the Status Quo - Don't settle for normal results. Be willing to take unconventional steps for extraordinary success. Reclaim Your Time - Analyze where your time goes and redirect it toward activities that drive growth and influence. Double Down on Impact - Focus on high-return efforts like building your leadership brand and engaging with recruits intentionally. Cast a Bold Vision - Great leaders plan far ahead and align daily actions with long-term goals. Live with Purpose - Every hour spent intentionally can move you closer to becoming the leader you're meant to be.   2025 is your opportunity to get “weird” with how you manage your time and approach leadership. By breaking away from cultural norms and focusing on what truly matters, you can create exponential results in your career and life. Let this be the year you stretch yourself, reclaim lost time, and lead with vision and purpose. If this episode inspired you, please leave a review and share it with others. Subscribe to my weekly email at 4crecruiting.com, or book a free hour of value at bookrichardnow.com to build a custom recruiting system that drives results.

In this episode, I share a game-changing framework for recruiting leaders to transform "no shows" into enthusiastic new hires. By leveraging extravagant and ascending value, you can speed up the hiring process and build stronger connections with potential recruits. This strategy is ideal for leaders looking to make 2025 their best recruiting year yet. Episode Breakdown [00:00] Introduction - The challenge of recruiting in a noisy, competitive landscape. [02:00] The Problem with Typical Follow-Ups - Why "just checking in" doesn't work and how it leads to disengagement. [05:00] Extravagant Value - The importance of offering recruits unreasonable value early in the relationship to stand out. [08:30] Ascending Value - Building on the initial extravagant value with continuous, increasing contributions. [12:00] Leveraging AI for Value Creation - How tools like ChatGPT can create custom blueprints, templates, and frameworks tailored to your recruits' needs. [16:30] Real-World Application - A success story of a leader who used this framework to attract and hire 18 recruits in three months. [20:00] Why Leaders Are the Product - Demonstrating value as a leader to attract talent by reflecting what life on your team will look like. [23:00] Closing the Gap - The importance of showcasing your value digitally and making 2025 your best recruiting year yet. Key Takeaways Start with Extravagant Value - Offer recruits something unexpected and meaningful to capture their attention. Add Ascending Value - Build on initial value with consistent, tailored contributions over time. Leverage AI for Efficiency - Use tools like ChatGPT to create resources, frameworks, and content to share with recruits. Lead by Example - Your recruiting efforts should reflect the leadership experience recruits will have on your team. Consistency Matters - Bringing value consistently shortens the hiring cycle and increases success rates. Recruiting in today's market demands creativity and value-driven strategies. By using this framework of extravagant and ascending value, you'll position yourself as the leader recruits want to join. 2025 can be your best year yet if you adopt these principles and commit to showing recruits that more is available through you. Need help implementing this recruiting framework? Sign up for my weekly email at 4crecruiting.com, or book a session with me at bookrichardnow.com to create your unique recruiting system.

In this episode, I explore the "day one mindset" and why it's essential for recruiting leaders to remain dynamic in a fast-changing world. By staying curious, adaptable, and committed to growth, you can position yourself as a leader who thrives in any environment. I share practical strategies, real-world examples, and actionable steps to help you embrace this mindset and elevate your recruiting efforts. Episode Breakdown [00:00] Introduction - What is the "day one mindset," and why does it matter for leaders today? [02:00] The Accelerating Pace of Change - How shifts in technology, consumer behavior, and industry norms demand dynamic leadership. [05:00] Real-World Examples - Insights from DoorDash, Amazon, and the rise of convenience-driven businesses post-COVID. [08:30] Defining the Day One Mindset - Approaching every task with the energy, curiosity, and focus of a beginner. [11:00] The Three Agreements of Day One Leaders Acknowledge what you don't know and commit to learning. Accept that effort won't always produce immediate results. Be willing to invest time, money, and energy regardless of the cost. [15:30] The Role of Personal Branding - Why your micro-brand as a leader has greater influence than your company's macro-brand. [19:00] Leveraging AI and Technology - How tools like ChatGPT and AI-driven content creation are reshaping recruiting strategies. [22:00] The Constants Amidst Change - Your reputation, commitment to excellence, and micro-economy mindset are evergreen assets. Key Takeaways Adopt the Day One Mindset - Stay curious, adaptable, and hungry for growth to remain relevant in your industry. Commit to Continuous Learning - Embrace new technologies, industry trends, and innovative strategies to stay ahead. Leverage Your Micro-Brand - Your personal reputation as a leader is your greatest recruiting tool in today's digital world. Be a Dynamic Leader - The best leaders are those who evolve with the times while staying grounded in unchanging principles. Think Long-Term - While the pace of change accelerates, focusing on reputation and excellence ensures sustained success. The day one mindset isn't just a concept—it's a way of leading that keeps you dynamic, relevant, and successful in a world of constant change. Whether you're just starting or decades into your career, this mindset can help you grow and thrive as a recruiting leader. Remember, the best always win, and your reputation will always matter. If you found this episode valuable, share it with fellow leaders and subscribe to my weekly email at 4crecruiting.com. Ready to create a dynamic recruiting system? Schedule a session with me at bookrichardnow.com.

In this episode, I share practical strategies for recruiting leaders to create a winning plan for the year ahead. From setting a vision to defining daily actions, I provide a framework to align goals with measurable outcomes. This episode will help you focus on personal growth, innovation, and accountability to elevate your recruiting efforts in the coming year. Episode Breakdown [00:00] Introduction - The importance of crafting a detailed recruiting plan tied to a larger vision. [02:00] Vision vs. Goals - Why a vision with a roadmap is more effective than standalone goals. [05:00] Reflecting and Adjusting - How to evaluate past results and adapt plans to unforeseen circumstances. [08:30] The 10-Year Vision - Using a long-term vision to drive innovation and personal growth year after year. [11:30] The Pillars of Success Influence: Building your presence through social media, industry events, and content creation. Daily Activities: Prioritizing consistent outreach via calls, LinkedIn, emails, and follow-ups. Internal Engagement: Strengthening alignment and collaboration within your team. Innovation: Exploring unique strategies that set you apart from competitors. [18:00] The Role of Accountability - Why tracking and reporting progress is critical for sustained success. [21:00] Building an Actionable Plan - Mapping quarterly, monthly, and weekly activities to support your vision and goals. Key Takeaways Vision Drives Action - A clear, long-term vision provides direction and helps prioritize annual and daily activities. Growth is Non-Negotiable - To achieve your goals, you must grow personally and professionally by learning new skills and adopting innovative practices. Accountability Multiplies Results - What you measure and report improves exponentially, making accountability essential for achieving success. Plan in Pillars - Divide your plan into actionable categories like influence, activities, internal engagement, and innovation to stay organized and focused. Think Beyond the Basics - Don't just set goals; align them with measurable actions and hold yourself accountable. A recruiting plan isn't just about setting goals—it's about creating a vision supported by intentional actions and accountability. As you plan for the upcoming year, reflect on where you've been, where you're going, and what you need to do differently to succeed. With a strong foundation, innovative ideas, and the right accountability, you'll set yourself apart as a top recruiting leader. Need help refining your recruiting plan? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com to create a customized plan for success.

In this episode, I dive into the essentials of building your leadership brand through social media content. As a recruiting leader, your ability to attract talent starts with how you represent yourself online. I share actionable tips, proven tools, and a content framework to help you create engaging daily posts that will establish you as a trusted and attractive leader in your industry. Episode Breakdown [00:00] Introduction - Why social media content is a non-negotiable tool for modern recruiting leaders. [02:00] The Attractive Leader - What it means to be a leader with clear vision, values, and alignment—and how that translates to your online presence. [03:00] The Social Shift in Recruiting - The decline of phone-based recruiting and the rise of digital engagement, with 91% of people ignoring unrecognized calls. [05:00] The Case for Daily Content - Data-driven insights on why only 1% of LinkedIn users post consistently and how doing so can set you apart. [07:00] Writing Powerful Content - The value of short-form written content on LinkedIn and why it generates 400-500% more engagement compared to other formats. [08:30] Essential Writing Tools Hemingway App: Simplify content to a 3rd-6th grade reading level for maximum engagement. Grammarly: Optimize tone, grammar, and readability with advanced editing features. [13:00] Structuring Effective Content - How to ensure your content is clear, conversational, and impactful using readability tools and real-time feedback. [16:00] Using Hashtags Effectively - The three-hashtag rule: One personal/brand hashtag (e.g., #RichardNugget). One organization-specific hashtag. One theme-based hashtag relevant to the content. [18:30] The Engagement Advantage - How consistent, quality content positions you as an industry influencer and attracts top talent organically. Key Takeaways Consistency Wins - Posting daily on platforms like LinkedIn sets you apart as a recruiting leader. Simplify to Amplify - Use tools like Hemingway and Grammarly to create clear, readable, and engaging content. Leverage Hashtags Strategically - Stick to three targeted hashtags to maximize reach and visibility. Be the Attractive Leader - Show your values and vision through content that resonates with your audience. Engagement Is Key - Social media isn't just about visibility—it's about building relationships and trust. Building a leadership brand on social media isn't just a nice-to-have; it's a must-have for recruiting leaders who want to succeed in today's digital-first world. By using the tools and strategies I shared, you can create content that attracts talent and grows your influence. Remember, this is a process that gets better with time and practice—so start today and watch your recruiting efforts transform. Want more recruiting tips? Subscribe to my weekly email at 4crecruiting.com, or book a session with me at bookrichardnow.com. Let's create your unique recruiting system together!

In this Thanksgiving-inspired episode, I dive into the importance of restoration for recruiting leaders. With so many responsibilities pulling us in different directions, stepping back to recharge is critical for maintaining peak performance. I share personal stories, practical tips, and insights on how to fully unplug and return to your role with renewed energy and focus. Episode Breakdown [00:00] Introduction - Why restoration is key for recruiting leaders and the value of intentional breaks. [01:30] The Weight of the Role - Acknowledging the unique pressures of recruiting leaders and the risk of burnout. [05:00] The Restoration Mindset - Lessons from my own journey of learning to unplug and rejuvenate. [07:30] The Unplugging Experiment - A story of how completely disconnecting during a vacation changed my perspective and energy. [09:30] Efficiency Through Rest - A manufacturing analogy about how intentional rest can lead to increased productivity. [12:00] Science of Perfect Timing - Insights from Daniel Pink's When, highlighting four key components of restorative breaks: Be social, not solo. Spend time outside. Stay active and moving. Fully unplug rather than partially detach. [15:00] Intentional Restoration for Leaders - Strategies to maximize holiday downtime and return ready to lead with clarity and passion. [16:30] You Can't Follow Your Way to the Lead - Why leaders need to think differently and prioritize restoration to truly lead in their industry. Key Takeaways Restoration is Essential - Peak performance requires stepping back and recharging intentionally. Fully Unplugging is Key - Partial disconnection doesn't offer the same benefits as complete detachment from work. Follow the Science - The most restorative breaks involve social connection, outdoor time, movement, and full disconnection. Be Intentional with Your Time Off - Use holiday breaks to restore yourself so you can lead more effectively. Lead Differently - By prioritizing restoration, you'll not only improve your performance but set an example for your team. As you enjoy the Thanksgiving holiday, I encourage you to lean into restoration. Whether it's spending quality time with loved ones, getting outdoors, or completely unplugging, take intentional steps to recharge. Restoration isn't a luxury—it's a necessity for leaders who want to thrive. I'm grateful for the chance to share this journey with you, and I hope this episode adds value to your holiday season. If this podcast has brought you value, please leave a positive review and subscribe on your favorite platform. For more resources, visit 4crecruiting.com, or book time with me at bookrichardnow.com.

In this episode, I tackle one of the most overlooked yet crucial traits of great leaders: passion. Being passionate about your role as a recruiting leader isn't optional—it's essential. If you're struggling to find alignment, lacking clarity, or feeling burned out, this episode will help you evaluate where you stand, reignite your energy, and find your passion again. Episode Breakdown [00:00] Introduction - The importance of passion in recruiting leadership and why it's central to success. [03:30] The Role of Alignment - Why a lack of alignment with leadership can drain your passion and how to assess your current situation. [05:30] Defining Passion - Passion as strong, barely controllable emotions—and how to recognize it in yourself. [07:00] Steps to Regain Passion Where have you been? Reflecting on your journey to find clarity. Where are you now? Evaluating your current state and leadership alignment. Where are you going? Gaining vision to restore motivation. [09:00] The Power of Storytelling - How leaders can use storytelling to bring clarity, alignment, and vision to their teams. [14:00] Core Values as a Foundation - Understanding your core values and ensuring they align with your leadership team. [17:00] The Fight Zone - Navigating tough seasons, staying motivated, and deciding whether to stay or take a leap. [23:00] Building Your Leadership Framework - Establishing a vision, defining why you do what you do, and creating core value statements to lead with purpose. Key Takeaways Clarity Drives Passion - Reflect on your past, evaluate your present, and define your future to reignite your excitement for leadership. Alignment Is Essential - If your values don't align with your leadership team, you'll struggle to stay passionate. Storytelling Brings Vision to Life - Use stories to provide clarity and inspire your team to move toward shared goals. Passion Requires a Fight - Great leaders know that anything worth having requires effort and perseverance. Lead with Vision and Values - A clear vision and solid core values are the foundation for sustainable, impactful leadership. Passion isn't just a feeling; it's a result of clarity, alignment, and vision. If you're feeling stuck, take the time to reflect and evaluate your next steps. Whether it's fighting through a tough season or finding new leadership alignment, reigniting your passion will help you lead with purpose and inspire those around you. Need help building clarity and passion in your leadership? Visit 4crecruiting.com or schedule a session with me at bookrichardnow.com. Let's work together to make you the best recruiting leader you can be.

In today's episode, we dive into the power of your leadership brand on social media. With a practical approach to what I call “Social ID,” we'll explore how you, as a leader, can use digital platforms to showcase your authentic values, connect more deeply, and ultimately become a leader worth following. If you're growth-oriented and focused on building a winning team, then this episode will give you actionable insights into leveraging social media as part of your recruiting strategy. Episode Breakdown [00:00] Introduction - Why your leadership brand on social media matters now more than ever for effective recruiting. [02:00] Understanding Attractive Leadership - I break down the three essentials of being an attractive leader: defining a clear vision, knowing your core values, and living those values out in your everyday actions. [04:00] The Social ID - I share the concept of “Social ID,” which is all about identifying and documenting your authentic leadership presence in simple, impactful ways. [06:30] Attracting and Retaining the Right Talent - We explore why showing up consistently with authenticity helps bring the right people to your team—and keep them there. [09:00] What Content Works? - I walk you through a few content strategies around values, personal truths, and daily leadership activities to help you get started with your Social ID. [15:30] Personal Meets Professional - Why sharing elements like personal growth, family, and community involvement alongside leadership actions can be powerful across platforms like LinkedIn. [18:00] The New Recruiting Landscape - Industry data now shows that top recruits often find their next role through personal networks, not from cold calls or traditional outreach. [20:00] Control Your Narrative - We discuss why you must own your social presence—because if you don't tell your story, others will. [22:00] Action Steps You Can Take Today - I outline some simple yet powerful steps any leader can take to build a brand and make an impact, regardless of their company's support. Key Takeaways Build Your Social ID - Authenticity matters. Document who you are as a leader to resonate with recruits and build trust. Share Values Consistently - Talking about your core values on a daily basis attracts the right talent and aligns your team. Use Social Media as a Tool, Not a Task - Today, social media is central to recruiting success. Make it a natural extension of your leadership. Stand Out to Win Talent - With a visible, engaged presence, you're positioning yourself as a leader worth following—and it's the fastest way to attract top talent. If there's one thing I hope you take from this episode, it's that leaders can't afford to sit on the sidelines of social media. In a recruiting landscape that's evolving fast, your brand is either growing or stagnating, and by cultivating a Social ID rooted in vision, values, and authenticity, you're setting yourself up to recruit and retain the best talent for the long haul. Want to level up your recruiting approach? Join my weekly email list at 4crecruiting.com, or book time with me directly at bookrichardnow.com.

In this episode, Richard Milligan explores the traits that distinguish average, good, and great recruiters. He discusses essential strategies for building lasting relationships, setting a vision, and aligning with candidates' deeper motivations. This episode draws from a recent mastermind session with recruitment leaders and highlights how recruiting success requires focusing on relationship-building and purposeful, growth-centered recruiting. Episode Breakdown [00:00] Introduction - The challenge of recruiting for leaders with multiple responsibilities. [03:00] Understanding the Recruiting Leader's Role - Defining the recruiting leader and the extensive hats they wear within an organization. [07:30] The Average Recruiter - Characteristics of average recruiters: leading with company value, solving surface-level problems, and focusing on numbers. [13:00] Moving from Average to Good - Key shifts to become a good recruiter, including relationship-building, focusing on core values, and asking deeper questions. [20:00] The Traits of Great Recruiters - Great recruiters cultivate relationship capital, dig beyond the surface “why,” and connect with recruits' core motivations. [27:00] Building Vision and Motivation - Casting a big vision to inspire recruits and motivate them through aligning with long-term goals. [34:00] The Power of Epiphany Bridges - Using reframing techniques and clear vision statements to create “aha” moments for recruits. [40:00] Dreaming Big with Recruits - Inspiring recruits to imagine achieving significant, long-term goals and making this part of your regular interactions. [46:00] Closing Thoughts - Importance of vision, systems, and integrity in becoming an effective, relationship-oriented recruiting leader. Key Takeaways Relationship First - Average recruiters focus on numbers; great recruiters build lasting relationships. Dig Deeper - Understanding a recruit's core motivations leads to a more fulfilling and effective recruiting experience. Align with Vision - Casting a shared, larger vision helps motivate recruits and fosters long-term growth. Systematic Approach - Having a structured system for consistent follow-up can create a strong and sustainable recruiting model. Recruiting is about more than filling positions; it's about connecting with people's deeper motivations and aligning them with a meaningful vision. By focusing on right-brain recruiting techniques, leaders can build teams that are not only skilled but aligned with their core values and purpose. Stay ahead in recruiting by registering for my weekly email at 4crecruiting.com or schedule a session with me at bookrichardnow.com. #RecruitingLeader #GrowthMindset #RelationshipBuilding #Vision #CoreValues #RightBrainRecruiting #RichardNugget #TeamBuilding #RecruitingSystem

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 Shift to Logic: Recruits are now more analytical; a logical, future-focused approach is critical. Vision-Based Recruiting: Present a compelling long-term vision that aligns with the recruit's goals. 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. Need more recruiting tips? Subscribe to my weekly email at 4crecruiting.com. Need help developing your unique recruiting strategy? Book a session with me at bookrichardnow.com. #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 Social Leadership Brand: Posting consistently on social media and positioning yourself as an attractive leader helps draw in recruits. Dialer System: Having a dialer connect with recruits based on shared values leads to meaningful conversations without the pressure of recruitment. 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. Subscribe to my weekly email at 4crecruiting.com. Need help developing your recruiting system? Book a session with me at bookrichardnow.com. #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 Simplicity Drives Engagement: Writing at a third to fifth grade level makes your content more accessible and easier for people to engage with. Algorithms Favor Simplicity: More engagement leads to better algorithmic promotion, increasing your content's visibility. 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: Identify Talent: Know who your potential recruits are, gather contact information, and use tools to track their production and engagement. Make Initial Contact: Develop a strong script and a solid process for reaching out to potential recruits. 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 Recruiting Takes 5% of Your Time: Commit 30 minutes a day to recruiting. It's a small investment with a big impact. Three-Step Process: Focus on identifying talent, making contact, and following up consistently. 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 Ask What They Want: Focus on a recruit's professional and personal goals, not just their job role. Understand Why It Matters: Dig deeper by asking why those goals are important, and connect with their true motivation. 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 Reframe Recruiting: Recruiting is about building relationships and positively impacting lives, not about deception or manipulation. Leaders Have Major Influence: Recruiting leaders play a crucial role in attracting talent, and even small gestures can have lasting impacts. 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 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. Boost Meeting Show Rates: Including a "PS" with a LinkedIn link in meeting reminders can significantly improve attendance. 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 Involve More People: Don't go it alone. Getting others involved increases the chances of success, with the ideal number being 7 people. Tap Into Higher Motivation: Appeal to human needs like belonging, affirmation, and meaning by involving your team in the process. 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

Welcome back to another episode of Recruiting Conversations! I'm Richard Milligan, and today I'm incredibly excited to share some valuable insights on having a growth mindset. After spending time with a top recruiting leader, I'm eager to pass along what I've learned and how it can help you elevate your game. Episode Breakdown 00:00 - 02:29 - Introduction to the episode's topic and the importance of finding passion in your work. 02:30 - 05:29 - Richard discusses the framework for an ideal life: doing what you love, with who you love, while making a greater difference, and receiving fair compensation. 05:30 - 08:29 - Richard shares a conversation with a top recruiting leader, highlighting three key insights: accountability, camaraderie, and the importance of revisiting and relearning ideas. 08:30 - 11:29 - The value of continuous learning and growth, emphasizing that repetition is the mother of all learning and how regurgitated ideas can become more relevant in new seasons. 11:30 - 14:29 - Richard's personal commitment to never becoming static and always seeking improvement, including investing in coaches and learning new skills. 14:30 - 16:59 - The concept of being one degree away from success and the importance of identifying areas for growth to ensure continuous improvement. 17:00 - 18:30 - Final thoughts on how to apply these growth mindset principles to your life and career, with actionable advice on how to get started. Key Takeaways Accountability: Top leaders actively seek accountability to stay on track and achieve their goals. Continuous Learning: Revisiting and relearning ideas can offer new insights as you progress through different seasons of life and work. Growth Mindset: Always strive to improve, recognizing that small adjustments can lead to significant results. To become the best version of yourself, embrace a growth mindset and never stop learning. Whether it's through coaching, revisiting old ideas, or seeking new ones, your continuous growth will have a profound impact on your success and the people around you. Subscribe to my weekly email at 4crecruiting.com. Need help developing your recruiting system? Book a session with me at bookrichardnow.com. #GrowthMindset #ContinuousLearning #Accountability #RecruitingLeadership #RichardMilligan

Today we're diving into one of the most critical principles for recruiting leaders: becoming a surrogate leader. This concept is all about positioning yourself as the leader that others will want to follow, even if they're not on your team yet. Trust me, mastering this will transform your recruiting efforts. Episode Breakdown 00:00 - 01:29 - Introduction to the concept of surrogate leadership and why it's crucial in today's leadership landscape. 01:30 - 04:29 - Richard defines what a surrogate leader is: a leader who steps in where current leadership is lacking, providing value and guidance. 04:30 - 07:29 - The epidemic of poor leadership in various industries and how good salespeople are often promoted without proper leadership training. 07:30 - 09:59 - Richard shares his own journey of becoming a leader and the mistakes he made early on, emphasizing the importance of continuous growth and development. 10:00 - 13:29 - Practical steps to position yourself as a surrogate leader, including how to approach cold recruits and why offering value from the start is key. 13:30 - 16:59 - The power of small gestures, like sending a favorite book to a potential recruit, and how these actions can start building a relationship. 17:00 - 19:59 - Why leading with your personal leadership value proposition is more effective than relying solely on your company's value proposition. 20:00 - 21:00 - Richard encourages listeners to continuously develop their leadership skills by consuming quality content, such as books and podcasts. Key Takeaways Surrogate Leadership: Become the leader that others would choose over their current one by providing consistent value and guidance. Continuous Development: Invest in your personal growth to become the kind of leader others want to follow. Build Relationships: Small, consistent actions, like sharing resources and offering support, position you as a trusted leader in the eyes of potential recruits. Becoming a surrogate leader is about filling the gaps in leadership that others experience. By focusing on your own development and consistently offering value, you'll naturally attract top talent to your team. Embrace this mindset, and watch your recruiting efforts soar.   Want more Recruiting Conversations? Subscribe to my weekly email at 4crecruiting.com. Need help creating your recruiting system? Book a session with me at bookrichardnow.com. #SurrogateLeadership #LeadershipDevelopment #RecruitingTips #RichardMilligan #RecruitingLeadership

Welcome back to Recruiting Conversations! I'm Richard Milligan, and today we're exploring the art of storytelling in recruiting. If you've ever wondered how to inspire change and motivate recruits, this episode is for you. We'll dive into how to craft stories that resonate and drive action. Episode Breakdown 00:00 - 01:29 - Introduction to the power of storytelling in recruiting and why it's crucial for motivating change. 01:30 - 04:29 - Richard discusses the importance of using stories to clarify abstract concepts like culture, innovation, and values. 04:30 - 06:29 - The role of storytelling in making leaders memorable and relevant, ensuring they remain top of mind for recruits. 06:30 - 09:00 - Introduction to the framework of a compelling story: Beginning, Conflict/Struggle, and Overcome. 09:01 - 11:30 - Richard shares a personal story that exemplifies his core value of personal growth, illustrating the storytelling framework. 11:31 - 14:29 - The significance of aligning your stories with your core values, why, and vision, and how this builds trust with recruits. 14:30 - 16:00 - Understanding the power of being an “epiphany bridge builder” through storytelling, creating aha moments that motivate change. Key Takeaways Storytelling Framework: Every impactful story has a beginning, conflict/struggle, and an overcome moment. Clarity and Certainty: Recruits move towards leaders who can clearly communicate their values and vision through memorable stories. Epiphany Bridge Building: Your stories should build bridges that lead recruits to moments of realization and motivation for change. To be a successful recruiting leader, embrace your role as a professional storyteller. Craft stories that align with your values and vision, and use them strategically in your recruiting process. This approach will set you apart and make your leadership irresistible to top talent. Want more Recruiting Conversations? Sign up for my weekly email at 4crecruiting.com Need help crafting your recruiting system? Book a session with me at bookrichardnow.com. #StorytellingInRecruiting #EpiphanyBridge #MotivateChange #RecruitingLeadership #RichardMilligan

Hey Recruiting Leaders, it's Richard Milligan here, back with another episode of Recruiting Conversations. Today, we're tackling a frustrating issue that many recruiters face: ghosting. If you're tired of no-shows from top recruits, I've got a simple yet effective system that will dramatically reduce those numbers. Episode Breakdown 00:00 - 01:29 - Introduction to the problem of ghosting and why it's critical to minimize no-shows in recruiting. 01:30 - 04:29 - Richard shares a simple three-step process that can reduce no-show rates from 50% down to single digits. 04:30 - 06:29 - The importance of sending immediate follow-up texts after a meeting is scheduled, including a PS line linking to the leader's LinkedIn profile. 06:30 - 09:00 - How a well-timed text one day before the meeting can give recruits a chance to reschedule without creating tension. 09:01 - 12:29 - The power of a five-minute reminder text on the day of the meeting, and how to handle no-shows gracefully. 12:30 - 14:29 - The significance of a leader's social presence in recruiting and how it influences every step of the process, from the first meeting to the final offer. 14:30 - 16:00 - Richard emphasizes the importance of implementing systems to consistently improve recruiting outcomes. Key Takeaways Three-Step System: Implement a simple three-step text reminder system to reduce ghosting significantly. Personal Branding: A leader's social presence is crucial and impacts whether recruits show up, accept offers, and start working. Systems Over Goals: Success in recruiting is tied to the systems you implement, not just the goals you set. Don't let ghosting derail your recruiting efforts. Implement this system and watch your no-show rates drop dramatically. Remember, hard work is essential, but systems are the key to consistent success. Want More Recruiting Tips? Sign up for my weekly email at 4crecruiting.com. Need help building your recruiting system? Book a session with me at bookrichardnow.com. #MinimizeGhosting #RecruitingTips #SystematicSuccess #RichardMilligan #RecruitingLeaders

Today, we're diving into a fun yet insightful comparison between recruiting and dating. Stay with me, and you'll see how these two are more alike than you think! Episode Breakdown 00:00 - 00:30 - Welcome and introduction to the concept of recruiting being similar to dating. 00:31 - 02:29 - Richard shares humorous insights on dating and recruiting, emphasizing the craziness of both processes. 02:30 - 04:29 - The challenges of recruiting, similar to the effort and energy required in dating. 04:30 - 06:29 - Transitioning from being a salesperson to a relationship builder in recruiting. 06:30 - 08:29 - The importance of doing research before reaching out, much like preparing for a date. 08:30 - 10:29 - The initial phone call as the first date, focusing on building a relationship rather than hard selling. 10:30 - 12:29 - Setting up further meetings based on mutual interest and value alignment. 12:30 - 14:29 - The dangers of trying to "marry" on the first date and the importance of building trust over time. 14:30 - 16:29 - Using a phone script that focuses on making a connection rather than pushing an opportunity. 16:30 - 18:00 - The importance of pursuing recruits with integrity and maintaining honesty throughout the process. Key Takeaways Dating Analogy: Treat recruiting like dating – build relationships and trust over time. Initial Contact: Approach the first conversation as a chance to get to know each other, not to close a deal. Integrity and Value: Pursue recruits with integrity, focusing on their interests and building a genuine connection. Remember, the best recruiters and leaders build strong relationships based on trust and mutual respect. Apply these dating principles to your recruiting strategy, and watch your success grow. #RecruitingAndDating #RelationshipBuilding #RecruitingLeadership #RichardMilligan

Hey there, Recruiting Leaders! It's Richard Milligan here, and today we're diving into a crucial topic: How do we keep our top performers from being recruited away while managing our multiple responsibilities? I'll share insights from a recent coaching session that will transform how you recruit and retain your team.   Episode Breakdown 00:00 - 00:30 - Welcome and intro to today's focus: retaining top talent through reverse recruiting. 00:31 - 01:29 - The importance of understanding your team's dreams and how it impacts retention. 01:30 - 02:29 - The power of extracting your recruits' dreams to attract the best talent. 02:30 - 04:29 - Why genuinely understanding and committing to helping your recruits achieve their dreams is key. 04:30 - 06:29 - Encouraging your team and recruits to dream big and how you can facilitate this as a leader. 06:30 - 08:29 - Practical steps for extracting and reframing your team's dreams to increase engagement. 08:30 - 10:29 - How to use these dreams to create a compelling recruitment and retention strategy. 10:30 - 12:29 - Aligning professional and personal goals in your recruitment conversations for maximum impact. 12:30 - 14:29 - Personal stories of helping team members achieve their dreams and the benefits this brings. 14:30 - 16:29 - Understanding and supporting your team's dreams leads to long-term loyalty and success. 16:30 - 18:00 - Final thoughts and actionable steps to retain and recruit top talent by focusing on their dreams.   Key Takeaways 1. Reverse Recruiting: Prioritize retaining your current team by understanding and supporting their dreams. 2. Dream Extraction: Engage recruits by discussing their long-term professional and personal goals. 3. Reframing Dreams: Continuously revisit and support these dreams to build a loyal, motivated team.   I challenge you to take these strategies and practice them with your current team, friends, and family. By understanding and leveraging dreams, you can dominate recruiting in any market, even against stiff competition. Want more recruiting tips? Subscribe to my weekly newsletter at 4Crecruiting.com or book time with me to discuss your recruiting efforts at bookrichardnow.com #ReverseRecruiting #DreamExtraction #RetentionStrategies #RecruitingLeadership #RichardMilligan

In this episode, I dive into the critical role of the offer conversation in the recruiting process. Handling this conversation well can be the key to getting recruits to not only accept the offer but also to show up and stay with your organization. Key Points: The Importance of the Offer Conversation: How you handle the offer conversation can significantly impact whether a recruit accepts and starts the position. By mastering this conversation, you can reduce the no-show rate from 20-30% to low single digits. Understanding the Recruit's Dream: It's essential to know the recruit's big dream and why it matters to them. This knowledge helps you frame the offer in a way that aligns with their personal and professional goals. Creating Alignment: Highlight the common values and goals between you and the recruit. Start the offer conversation by reestablishing credibility and rapport. Fair and Transparent Compensation: Ensure compensation is fair and benefits both the recruit and the organization. Avoid sign-on bonuses and instead focus on providing long-term value. Presentation of the Offer: Always present the offer live, preferably in person or via video call. Never send offers via email without a personal presentation. Gaining Agreement on Next Steps: Ensure clear, agreed-upon next steps after presenting the offer. Schedule follow-up meetings to address any questions and finalize the decision. Episode Breakdown: 00:00 - Intro to the significance of the offer conversation. 01:00 - Analyzing data on offer acceptance and start rates. 03:00 - The necessity of knowing the recruit's dreams and goals. 06:00 - Building alignment and establishing rapport. 09:00 - Discussing fair compensation and compensation bridges. 12:00 - The drawbacks of sign-on bonuses. 17:00 - Strategies for presenting the offer live. 19:00 - Importance of follow-up and gaining agreement on next steps. 25:00 - Creating a "What You're Going to Get" document. 27:00 - Recap and final thoughts. A well-structured offer conversation can drastically improve your recruiting success rates. By understanding the recruit's aspirations, presenting a fair and transparent offer, and ensuring clear follow-up steps, you can enhance your recruiting process and secure top talent. #RecruitingLeader #OfferConversation #FairCompensation #RecruitingSuccess #RichardMulligan

Hey, Recruiting Leaders! Welcome to Episode 117 of Recruiting Conversations. Today, we're tackling a topic that doesn't get nearly enough airtime: dealing with awkward situations in the recruiting process. Let's dive in and get comfortable with the uncomfortable! Episode Breakdown: 00:00 Intro to Awkward Situations in Recruiting: Ever had one of those cringe-worthy moments during recruiting? Yeah, me too. We all face them, but it's how we handle them that sets us apart. 01:00 The Importance of Vision and Reviews: Vision is crucial. It's your North Star. I share my vision of impacting 10,000 recruiting leaders and the power of social proof. If you find value here, leave a review and spread the word! 03:00 Handling Awkward Recruiting Conversations: Picture this: a flawless recruiting process derailed by a misstep – sending an offer to the candidate's corporate email. Oops! Instead of dodging the tension, I ran towards it. Let's talk about why that's the way to go. 06:00 The Power of Transparency and Apology: Mistakes happen. What matters is owning them. Transparency and a genuine apology can transform a blunder into a trust-building moment. 09:00 Preparing for Tension: Tension is inevitable. The key is preparation. Understand your internal processes and communicate proactively to mitigate awkwardness. 12:00 The Role of an Attractive Leader: An Attractive Leader runs towards friction. It's not just about being likable; it's about being trustworthy and reliable. Let's make sure recruits see us as leaders they want to follow. 14:00 Upcoming Episodes Preview: I'm excited about our next two-part series where we'll navigate the tricky question, "Can I make you an offer?" and how to gauge a candidate's readiness for it without the awkwardness. Key Takeaways: Embrace tension and friction in the recruiting process. Be transparent and own your mistakes to build trust. Prepare and understand your organization's internal workings. Utilize the Attractive Leader framework to become a magnet for top talent. Thank you for tuning in! Reflect on your recruiting processes and leadership styles. Don't forget to leave a review and share this podcast – let's reach that goal of impacting 10,000 recruiting leaders together. Until next time, keep running towards that tension! #RecruitingLeader #Leadership #Transparency #RecruitingChallenges #RichardNugget #RunTowardsTension

Welcome back to another episode of Recruiting Conversations. Today, we're diving into a concept that's close to my heart: the experiential recruiting model. This approach isn't just about filling positions—it's about creating an experience that truly reflects who you are as a leader. Key Takeaways: Experiential Recruiting Model: Every recruiting leader should have a personal recruiting system where you, the leader, are the product. Offer experiences that give recruits a taste of what it's like to be part of your team. Providing Value: Regularly share books, inspirational videos, and personal development resources with potential recruits. Use industry-related content to add real value during the recruiting process. Leadership Reflection: Take a hard look at your leadership style and think about how it influences your recruiting efforts. Make sure your leadership is attractive and provides meaningful experiences that recruits will value. Engagement Strategies: Ask potential recruits about their biggest motivators and what drives them to grow. Focus on building genuine relationships rather than just trying to sell a job. Practical Tips: Consider unique gestures like gifting URLs or books to show thoughtfulness and add a personal touch. Regularly give out resources that align with your leadership values and demonstrate your commitment to personal growth. Episode Breakdown: 00:00 - Introduction to recruiting challenges and experiential recruiting. 01:00 - The importance of having a personal recruiting system. 02:00 - Examples of creating meaningful experiences for recruits. 04:00 - Practical tips for engaging potential recruits effectively. 05:00 - Reflecting on your leadership and its impact on recruiting. 06:00 - Final thoughts and actionable advice for implementing this model. I encourage all of you to embrace the experiential recruiting model. By offering unique and valuable experiences, you can attract and retain top talent, and truly stand out as a recruiting leader. Take these ideas, apply them, and see how they transform your recruiting game. Thanks for tuning in! Let's continue to elevate our recruiting practices together. #ExperientialRecruiting #Leadership #RecruitingTips #RichardMilligan  

Hey Recruiting Leaders! In this episode of Recruiting Conversations, we dive into some truly innovative marketing tactics to help you break through the noise and engage potential recruits in a way that stands out. Here's the rundown: Episode Breakdown: 00:00 - Introduction: We kick things off by talking about the critical role creative marketing plays in recruiting today. 01:15 - The Power of Pattern Breakers: Discover why shaking up routine communication can grab attention like nothing else. 03:10 - Creative Idea 1: Personalized URLs: Learn how custom URLs can make your outreach more memorable. 05:35 - Creative Idea 2: Thoughtful Gifts: Think beyond the usual swag. How about a Chicago-style pizza? 08:20 - Creative Idea 3: TEDx Talk Recommendations: Curate TEDx talks that resonate with your recruits' interests. 10:45 - Creative Idea 4: Book Sharing via Audible: Sharing audiobooks as a unique way to connect and start conversations. 13:00 - Creative Idea 5: Snippet Messages: Use Snippet to send personalized messages with screenshots and callouts. 15:25 - Creative Idea 6: Video Messaging: Tools like BombBomb can make your video messages direct and personal. 17:40 - Creative Idea 7: Amazon Wishlist Gifts: Surprise recruits with items from their Amazon wishlists to show you care. 20:15 - Closing Thoughts: Emphasizing the need for creativity in overcoming recruiting hurdles and standing out. Remember, engaging recruits isn't just about following a script; it's about breaking patterns and being memorable. These creative strategies can help you do just that. Don't be afraid to experiment and see what resonates best with your potential recruits. Key Takeaways: Break Patterns: Use unique and thoughtful touches to disrupt the routine and capture attention. Personalization is Key: Tailoring your approach to each recruit can significantly boost engagement. Be Creative: Mix traditional and digital tools to keep your recruiting efforts fresh and impactful. Tune in to this episode for actionable insights that will elevate your recruiting game. And as always, let's connect on LinkedIn and keep the conversation going. #RecruitingLeader #CreativeMarketing #PatternBreaker #EngageRecruits #RichardNugget

In this episode of Recruiting Conversations, I dive into the significance of prioritizing quality over quantity in your recruiting efforts. A recent chat with a recruiting leader highlighted the pitfalls of wasting time on unqualified candidates. Time is precious. Here are three questions to ask before reaching out to a candidate: What does their social presence say about them? What are their production numbers? How long have they been in their current role? Common recruiting challenges and effective strategies to save time and boost results are also on the agenda. Episode Breakdown: 00:00 Intro to Recruiting Challenges 00:33 The Value of Time 02:36 Quality vs. Quantity 03:57 Defining the Recruiting Leader 05:30 Tools for Identifying Quality Candidates 07:53 Key Questions for Candidate Evaluation 09:20 Importance of Social Presence 13:21 Evaluating Production Numbers and Tenure 18:25 Final Thoughts and Takeaways 21:25 Closing Remarks Don't miss out! Tune in now and elevate your recruiting game. #RecruitingLeader #QualityOverQuantity #TimeManagement #Leadership #RecruitingTips #RichardNugget

In this episode of 'Recruiting Conversations,' we dive into a hot topic: the spam messages flooding recruiting and why they just don't work. We're breaking down why using data strategically and crafting personalized, meaningful communication is the game-changer you need. I'll show you real-life examples of those cringe-worthy spam texts and explain how adding a human touch to your tech-driven recruiting efforts can make a world of difference. We're zeroing in on the mortgage industry to illustrate the power of quality data and thoughtful messaging, but these insights apply across the board. Get ready to transform your recruiting approach! 00:00 Introduction to Recruiting Challenges 00:35 The Problem with Spam Texts 01:26 Real Examples of Ineffective Messages 04:52 The Importance of Quality Data 06:53 Combining Data with Technology 12:27 Developing Effective Recruiting Strategies 23:18 Conclusion and Final Thoughts

In today's episode, Richard explores why cold leads hold immense potential when recruiting. He breaks down the critical components of transforming cold leads into strong relationships and shares his strategic approach to relationship-building in recruiting. Tune in to uncover actionable steps that can elevate your recruiting game and set you apart in a competitive market.   00:00 Introduction to Recruiting Challenges 00:59 The Importance of Cold Leads 02:52 Building Trust with Cold Leads 05:50 Key Factors for Success with Cold Leads 12:19 Relationship Building Strategies 15:28 Value Equation and Relationship Building 19:24 Leveraging LinkedIn for Recruiting 20:52 Conclusion and Next Steps  

Check out "Recruiting Conversations" with Richard Milligan where he shows how busy recruiting leaders can set up an effective system without much fuss. Richard takes a hard look at the usual pushy sales style and offers a better way: building real relationships. Through stories, like one about a successful button seller in Times Square, he proves why this method works better. Richard believes recruiters should first focus on making genuine connections before jumping into job offers. This lays the groundwork for real, lasting professional ties and smooth transitions when the right job comes along. If you're a recruiter looking to up your game and build meaningful connections, this episode is for you. Here's the rundown of this episode: 00:00 Introduction to Recruiting Conversations 00:32 The Times Square Button Seller Analogy 01:51 Common Pitfalls in Recruiting 03:30 Building Relationships Over Selling 07:55 Implementing a Value Equation 10:08 Conclusion and Final Thoughts

Welcome to another insightful episode of Recruiting Conversations with Richard Milligan, where today's discussion revolves around navigating the complexities of modern, data-driven recruiting. Richard delves into how the digital landscape has transformed recruitment—making it easier to find talent but harder to engage them due to the sheer volume of recruiters and strategies out there. Richard highlights the critical importance of cutting through the noise by providing genuine value rather than resorting to overwhelming or spammy tactics. He champions the approach of building trust and relationships, positioning oneself as a 'person of value' who shares relevant knowledge and content. This strategy not only helps in standing out but also fosters long-term relationships and team growth. In this episode, Richard offers practical advice on how recruiters can enhance their approach to become more effective in this saturated digital environment. Here's what's coming up: 00:00 Introduction to Recruiting Challenges 00:55 The Paradox of Recruiting in the Digital Age 03:50 Navigating the Noise: Strategies for Effective Recruiting 05:17 Embracing Value: The Key to Successful Recruiting 07:35 Creating a Gap of Value in Recruiting 11:04 Conclusion and Call to Action Tune in to discover how to elevate your recruiting strategies by truly engaging with potential recruits in meaningful ways!