Afleveringen

  • Why Your Recruiting Conversations Aren’t Working (And How to Fix Them)

    Why Your Recruiting Conversations Aren’t Working (And How to Fix Them)

    · Recruiting Conversations

    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!

  • Recruiting Is Just Like Dating - Here’s Why

    Recruiting Is Just Like Dating - Here’s Why

    · Recruiting Conversations

    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!

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  • Recruiting Setbacks? Here’s How to Turn Them Into Wins

    Recruiting Setbacks? Here’s How to Turn Them Into Wins

    · Recruiting Conversations

    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.

  • They Said Yes But Never Started: How to Turn Post-Offer Silence Into Engagement

    They Said Yes But Never Started: How to Turn Post-Offer Silence Into Engagement

    · Recruiting Conversations

    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!

  • Frustrated with Retention? Become the Leader No One Wants to Leave

    Frustrated with Retention? Become the Leader No One Wants to Leave

    · Recruiting Conversations

    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.

  • Recruiting the Wrong Person Drops Production by 30%: Hire Right!

    Recruiting the Wrong Person Drops Production by 30%: Hire Right!

    · Recruiting Conversations

    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!

  • Your Emails Are Costing You Recruits Subtitle: How 3 Small Email Shifts Landed A Big Recruit For One Leader

    Your Emails Are Costing You Recruits Subtitle: How 3 Small Email Shifts Landed A Big Recruit For One Leader

    · Recruiting Conversations

    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.

  • How to Win at Recruiting When You Have 12 Other Responsibilities

    How to Win at Recruiting When You Have 12 Other Responsibilities

    · Recruiting Conversations

    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.

  • Turn ‘No Shows’ Into New Hires With This Framework

    Turn ‘No Shows’ Into New Hires With This Framework

    · Recruiting Conversations

    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.

  • Day One Leadership: Stay Curious, Stay Relevant

    Day One Leadership: Stay Curious, Stay Relevant

    · Recruiting Conversations

    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.

  • Blueprint for Recruiting Success in 2025

    Blueprint for Recruiting Success in 2025

    · Recruiting Conversations

    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.

  • How Recruiting Leaders Can Win Big on LinkedIn

    How Recruiting Leaders Can Win Big on LinkedIn

    · Recruiting Conversations

    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!

  • Why Every Recruiting Leader Needs a Real Break

    Why Every Recruiting Leader Needs a Real Break

    · Recruiting Conversations

    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.

  • Lost Your Drive? Here’s How to Get It Back

    Lost Your Drive? Here’s How to Get It Back

    · Recruiting Conversations

    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.

  • Want to Be a Leader Worth Following?

    Want to Be a Leader Worth Following?

    · Recruiting Conversations

    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.

  • The Good, The Bad, and the Visionary

    The Good, The Bad, and the Visionary

    · Recruiting Conversations

    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

  • Right-Brain vs. Left-Brain: Balancing Logic and Emotion in Recruiting

    Right-Brain vs. Left-Brain: Balancing Logic and Emotion in Recruiting

    · Recruiting Conversations

    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

  • How One Leader Is Winning at Recruiting, Week After Week

    How One Leader Is Winning at Recruiting, Week After Week

    · Recruiting Conversations

    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

  • The Secret to Getting More Responses on Social Media

    The Secret to Getting More Responses on Social Media

    · Recruiting Conversations

    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

  • Oversimplify Recruiting for Producing Managers

    Oversimplify Recruiting for Producing Managers

    · Recruiting Conversations

    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

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