Afleveringen
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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!
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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.
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Zijn er afleveringen die ontbreken?
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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 TakeawaysChallenge 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.
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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.
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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.
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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.
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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!
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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.
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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.
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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.
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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
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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
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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
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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.
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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.
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Need help developing your recruiting system? Book a session with me at bookrichardnow.com.
#SimpleRecruiting #ProducingManagers #ConsistentRecruiting #RecruitingFramework #RichardMilligan #RecruitingLeadership
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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
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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
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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.
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#DigitalRecruiting #PersonalBranding #Retention #RecruitingLeadership #RichardMilligan
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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
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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
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