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.

• [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.

1. Clarity Drives Passion - Reflect on your past, evaluate your present, and define your future to reignite your excitement for leadership.
2. Alignment Is Essential - If your values don’t align with your leadership team, you’ll struggle to stay passionate.
3. Storytelling Brings Vision to Life - Use stories to provide clarity and inspire your team to move toward shared goals.
4. Passion Requires a Fight - Great leaders know that anything worth having requires effort and perseverance.
5. Lead with Vision and Values - A clear vision and solid core values are the foundation for sustainable, impactful leadership.

Passion isn’t just a feeling; it’s a result of clarity, alignment, and vision. If you’re feeling stuck, take the time to reflect and evaluate your next steps. Whether it’s fighting through a tough season or finding new leadership alignment, reigniting your passion will help you lead with purpose and inspire those around you.

Need help building clarity and passion in your leadership? Visit 4crecruiting.com or schedule a session with me at bookrichardnow.com. Let’s work together to make you the best recruiting leader you can be.

In today’s episode, we dive into the power of your leadership brand on social media. With a practical approach to what I call “Social ID,” we’ll explore how you, as a leader, can use digital platforms to showcase your authentic values, connect more deeply, and ultimately become a leader worth following. If you’re growth-oriented and focused on building a winning team, then this episode will give you actionable insights into leveraging social media as part of your recruiting strategy.

• [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.

1. Build Your Social ID - Authenticity matters. Document who you are as a leader to resonate with recruits and build trust.
2. Share Values Consistently - Talking about your core values on a daily basis attracts the right talent and aligns your team.
3. 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.
4. Stand Out to Win Talent - With a visible, engaged presence, you’re positioning yourself as a leader worth following—and it’s the fastest way to attract top talent.

If there’s one thing I hope you take from this episode, it’s that leaders can’t afford to sit on the sidelines of social media. In a recruiting landscape that’s evolving fast, your brand is either growing or stagnating, and by cultivating a Social ID rooted in vision, values, and authenticity, you’re setting yourself up to recruit and retain the best talent for the long haul.

Want to level up your recruiting approach?

Join my weekly email list at 4crecruiting.com, or book time with me directly at bookrichardnow.com.

In this episode, Richard Milligan explores the traits that distinguish average, good, and great recruiters. He discusses essential strategies for building lasting relationships, setting a vision, and aligning with candidates' deeper motivations. This episode draws from a recent mastermind session with recruitment leaders and highlights how recruiting success requires focusing on relationship-building and purposeful, growth-centered recruiting.

• [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.

1. Relationship First - Average recruiters focus on numbers; great recruiters build lasting relationships.
2. Dig Deeper - Understanding a recruit’s core motivations leads to a more fulfilling and effective recruiting experience.
3. Align with Vision - Casting a shared, larger vision helps motivate recruits and fosters long-term growth.
4. Systematic Approach - Having a structured system for consistent follow-up can create a strong and sustainable recruiting model.

Recruiting is about more than filling positions; it’s about connecting with people’s deeper motivations and aligning them with a meaningful vision. By focusing on right-brain recruiting techniques, leaders can build teams that are not only skilled but aligned with their core values and purpose.

Stay ahead in recruiting by registering for my weekly email at 4crecruiting.com or schedule a session with me at bookrichardnow.com.

#RecruitingLeader #GrowthMindset #RelationshipBuilding #Vision #CoreValues #RightBrainRecruiting #RichardNugget #TeamBuilding #RecruitingSystem

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

Episode Breakdown

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

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

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

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

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

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

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

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

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

Key Takeaways

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

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

Need more recruiting tips?

Subscribe to my weekly email at 4crecruiting.com.

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

#LogicalRecruiting #VisionBasedRecruiting #BalancedApproach #RecruitingLeadership #RichardMilligan

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

Episode Breakdown

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

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

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

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

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

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

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

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

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

Key Takeaways

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.

Subscribe to my weekly email at 4crecruiting.com.

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

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

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

Episode Breakdown

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

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

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

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

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

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

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

Key Takeaways

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

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

Need more Recruiting Resources?

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

#SimpleCommunication #EngagementStrategy #SocialMediaRecruiting #RichardMilligan #RecruitingLeadership

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

Episode Breakdown

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

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

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

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

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

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

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

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

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

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

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

Key Takeaways

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

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

Subscribe to my weekly email at 4crecruiting.com.

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

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

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

Episode Breakdown

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

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

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

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

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

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

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

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

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

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

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

Key Takeaways

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

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

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

#MotivatingRecruits #RecruitingQuestions #UnderstandingMotivation #RichardMilligan #RecruitingLeadership