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

Episode Breakdown

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

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

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

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

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

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

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

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

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

Key Takeaways

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

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

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

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

Episode Breakdown

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

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

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

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

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

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

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

Key Takeaways

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

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

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

#SimpleCommunication #EngagementStrategy #SocialMediaRecruiting #RichardMilligan #RecruitingLeadership

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

Episode Breakdown

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

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

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

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

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

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

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

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

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

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

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

Key Takeaways

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

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

Subscribe to my weekly email at 4crecruiting.com.

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

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