October 22, 2024 • 20 mins
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
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:01):
So the big question is this, how dorecruiting leaders like us who have
12 to 15 other job responsibilitieswin at this game of recruiting?
How do we build a system that allowsus to recruit effectively in a minimal
amount of time while motivatingrecruits towards meaningful change?
That is the question and thispodcast will give you the answers.
My name is Richard Milligan andwelcome to Recruiting Conversations.
(00:32):
Hey everybody, welcome backto Recruiting Conversations.
It's your host, the only Ricardo Maligano.
Nah, that was, that's weak, right?
There's nothing in me.
I'm just like, I'm like German.
American.
I'm like Irish American.
I just don't even have this ability tosound cool when I said Ricardo Maligano.
(00:54):
I just make, it just makes me looklike it's a bad dad joke or something.
But I'm here and I'm here to giveyou some phenomenal content today.
I'm excited about it.
I'm excited about it because I'm comingout of a meeting where We have taught
someone a specific system and they'refollowing it and they're winning at scale
(01:16):
right now I just thought let's just sharethis for the one percenters because we all
know there's enough information availabletoday If you want to go win You can buy
a course or you can follow someone onyoutube or their podcast or whatever and
you get enough content That if you'llapply that you will win So this is if
(01:36):
you're not part of the one percenters.
This is your clue to click off thispodcast and to move on this one's for the
one percenters who will activate becausethis is coming fresh from a Recruiting
leader who's winning at scale when I saywinning a scale And recruiting leader.
Let me just explain those two pieces.
Okay.
Here's what the recruiting leader issomeone who manages the team But then is
(01:59):
also responsible for recruiting to theteam Okay, a lot of times these titles
look like area managers or regionalmanagers or branch managers or sales
managers Okay Those are the people thatthis podcast is designed for the other
part of that is What is winning a scalemean for this individual winning a scale
means that he's hiring approximately oneperson every week right now Like I laugh
(02:23):
because if I could have hired one personper week for the first 10 11 years I was
in the business I would have absolutelyhave destroyed It's how the system that
i'm teaching is the same system that Ibuilt 18 teams from the last three and
a half years So it doesn't surprise me.
It doesn't surprise Us here at forestryrecruiting that's working But when it
(02:44):
comes through this comes through a momentlike this I just feel inspired to share
it with you And so I just took a momenthere beyond this meeting to say what are
the three things that this guy's doing?
Now i'm just a secret in this i'm givingit to you as three things because I know
you're most likely to remember it Okay,there's this thing that's called chunking.
It's this scientific Concept that ourbrains will remember three things and
(03:08):
typically will forget anything beyondfour You And so it's a reason why our
phone numbers are in three digit areacodes three digit prefix and then has
last four digits because We'll rememberthat we can remember that at least
for a short window of time, right?
So i'm going to give you threepieces today That are the keys
to what this individual is doingto win at scale number one.
(03:31):
We're going straight to the money Okay,number one, uh, this individual has a
strong social leadership brand Okay, whenI say strong leadership brand posting
daily Communicating directly to peopleinside their inbox giving things of value
Okay is representing an attractive leaderon social media so if you've listened
(03:55):
to any of my podcasts around leadershipbranding and if you haven't this is
your first one go back and listen to aprior podcast on my belief system around
Leadership branding the importance ofit and how you can actually apply it
because he's doing it And he's doingit perfectly the way that I teach it.
Okay, so he definitely has a socialleadership brand That's the first part.
(04:17):
Okay.
So if there's a threeprong approach, that's one.
Here's the second one He has adialer that's making phone calls
on his behalf And is followingmy recruiting made simple system.
Now, what is the recruitingmade simple system?
It's a system Okay, it means that there'salways a predetermined next step that
you're moving someone towards so thisdialer's calling and this dialer's
(04:40):
Representing the fact that this recruitingleader has asked me to do some research
on you and in our research What I foundis that there's similarities in your
core values Okay, I'm talking directlyto the recruit and your core values and
the recruiting leader's core values andbecause of that this recruiting leader
has Asked me to reach out to you andto set up a five to ten minute phone
conversation And if you're willingto have that phone conversation this
(05:02):
recruiting leader has said that will notrecruit you and they will not talk about
Our company value proposition got it.
Okay.
That's the second prong.
So the dialer position's not a recruiterNow, listen, if you're a recruiter
and you're really smart, you wouldreverse engineer some of this to
where you are dialing, using a similarscripting, and you are partnering with
(05:25):
a recruiting leader at a high level,because man, this gets really easy.
If you can get a recruiting leader tofollow the next steps that I'm going to
talk about, like there's momentum in this.
When I say there's momentum inthis, like this individual that
I'm talking about, it's hiringsomeone about every week right now.
Okay.
Thanks You're working throughthis process that I'm telling you.
Okay, so that's the second prong approachNot a recruiter that's selling the
(05:47):
company value proposition, but a dialerWho is leading with this idea that we're
doing research on you and look thatinformation on your recruits is everywhere
today It's all over social media likeyou let's just pause for a moment.
Let me get really wound up here Okay,when I started recruiting in 2002, I
didn't have access to the informationyou have access to today You When I say
(06:13):
access to the information, what about likeInstagram, Twitter, LinkedIn, Facebook,
just a good old fashioned Google search.
What kind of information can youget on somebody by doing that?
Now, I know a lot of you thatare actually, that are actually
working for large organizationshave recruiting CRMs and systems
(06:33):
and tools where you're extracting,extracting this information into a
portal where the only thing you haveto do is click a button to get it all.
Okay So that's me getting a littlewound up because when I started I
didn't have access to be able tofigure out That richard melligan did a
radio show years ago for three years.
Okay.
I don't know if that's the exactdate I think that's about right.
(06:55):
You could find that out you went andyou entered richard melligan mortgage,
oklahoma which are the main parameterswhere I live and My name and the
industry that I was in you would comeup with some incredible data I probably
show up on active rain redfin yelp.
You would for sure find me insidefacebook and linkedin Right because
(07:17):
the seo is extremely powerfularound those two platforms.
You're almost always goingto find them You'd find me on
three or four other platforms.
You'd find my bio you find outthe fact that I love my family I'm
pretty out there in representingsome things around my belief system.
You'd find those things out So you'reat a, at an advantage over where
(07:37):
people have been ever in the history.
And so the dialer slash recruiter that'sactively researching, getting information
can figure out where there's alignment,where there's a similar core value system.
You just have to have the eyes to see it.
Okay.
So if you're a recruiter and you'rewondering, how do I make this work?
Reverse engineer this with theirrecruiting leader that you know
(08:00):
what their value system is.
Okay.
And I just gave you your scripting.
Okay, that's the second piece of thatthe second of the three prongs i'm giving
you Social leadership brand number one.
The second part of this is a dialerwho's representing a conversation That
we're doing research and the attractiveleader This recruiting leader has asked
me to make this phone call And we seesome similarities in your value system
(08:22):
because of that this recruiting leaderwould love to have a five to ten minute
phone conversation With you no recruitingallowed That's the second piece.
Got it?
The third part of this is this individualthat I'm talking about that's hiring
approximately one person per week has aprocess of next steps, which is designed
around our recruiting made simple model,but it doesn't have to be my system.
(08:47):
Okay.
The process of next steps issimply what are your next steps?
Let's just think about this.
So I dialed someone on with thisphone script that I just gave you.
Right?
I'm creating a next step, which is afive to 10 minute phone conversation
with this recruiting leader wherethere's no recruiting allowed.
What's the next step?
(09:08):
Okay.
The next step would be that recruitingleader gets on the phone and engages
in a relational conversation andthen ask for a face to face, a no
recruiting allowed face to face.
Let's assume that person says, yes,my data says that 30 to 40 percent
of all people that we just tee upin this model I just gave to you.
We'll say yes.
(09:28):
Okay.
They say yes to the face to face.
What's next?
What's the system?
What's the next step system?
Okay, for me the next step that I wasrooting for that I would ask for Was would
you be willing to do a local office visit?
I call it site visit but a local officevisit where you come back to my office
If you're one percent intrigued by whoI am as a recruiting leader I would
(09:52):
love to host you at my office for acup of coffee Because I believe that
if you walk in the front doors at somelevel you either feel That there is
synergy and alignment or you'll feelthat there's not and so understanding
that the way I believe I want to recruitin the right brain, which is You where
people feel things versus the leftbrain where people are vetting things.
(10:14):
People move faster when they feelthings, when their gut tells them to do
something than when they vet things out.
Okay.
Now you, if you're watching my video,as I'm doing this podcast, you're seeing
that I'm swinging my hands, the right,my hands, the left, because I'm all
about, Right brain recruiting, which isthis when somebody feels like you are
the right leader for them when someonefeels like This is the right opportunity
(10:36):
for them to make a much faster decisionthan when they vet it out the vetting
process Diminishes the results thatyou're going to get means i'm going to
make a pros and a cons list I'm goingto work through my pros and my cons list
to see Are you a better fit for me thanmy current opportunity or are you better
fit for me than another opportunity?
I'm looking at right now Okay, I wantto swing the pendulum over to the right
(10:59):
where someone would say This feels likethe right opportunity for me I my gut
is telling me that this is the rightdecision to make those are right brain
type statements That say i'm recruitingcorrectly Okay So my process to get
them to this right brain was simply toinvite them to my local office So that
(11:20):
they could To grab a cup of coffee.
Now you're a regional manager rightnow or area manager right now.
You're like, I can't do thatYou gotta solve that problem.
You gotta solve the problem There's othernext steps that you can create But you've
got to create next steps and then have aprocess that you follow this individual
i'm talking about is very clear Onwhat his next steps are and he's moving
(11:42):
people through this next step system,which is simply creating momentum And
moving them to a very quick finish line.
Did you hear me snap my fingers just now?
Yes.
I snapped my fingers I'm saying a veryquick finish line the timeline of calling
somebody over the phone Getting theminto a face to face and then closing
them very quickly in a local officevisit is about two and a half weeks.
(12:06):
That is an extremely fasttimeline to be closing people
if you're a recruiting leader.
Okay, and I snap my fingers becauseyou can do that if you have a system
around your recruiting efforts.
It is possible.
Is it gonna happen all the time?
No.
Is it gonna happen a lot of the time?
No.
But I'm seeing it happen with peoplethat are implementing a strong next step
(12:29):
system because extreme structure andextreme systems equals extreme success.
Recruiting is not about the big things.
Recruiting is about the little things.
What do you mean whenyou say that, Richard?
The big things are most of you,if you're listening to this
podcast, you're identifying talent.
(12:50):
You're making contact.
You're even following up.
Those are the big pieces.
Recruiting is in the little pieces,the ones that most people whiff on.
What do you mean when you mean,when you say little pieces?
I mean having a clear,defined, powerful next step.
May sound very little, right?
(13:11):
But listen to this.
For 11 years almost, my next stepbeyond a face to face meeting,
which by the way, let me just backup, my phone scripting sucked.
Okay, I just said thatit's bagged on myself.
It's punched myself in the faceMy phone scripting was if you're
open to a new opportunity.
(13:31):
I would love to meet with you suckageof the phone scripting Okay, that's what
that is if that's your phone script suckslike mine did I got about one out of 20
people to say yes To that phone script.
Are you open to talkingabout a new opportunity?
One out of 20 was approximately thenumber that was an awful phone script
So when i'm talking about little thingslike having a strong phone script
(13:55):
that may be little that's really bigBecause I went from getting one out of
20 to getting three or four out of 10.
Like I'm I haven't done the math priorto now, but let's do if you did the math
on that What percentage of increase isgetting five out of a hundred versus
getting 30 to 40 out of 100, right?
We're talking about 600 timesmore results off of a defined,
(14:22):
memorized, perfected phone script.
Did you hear me there?
Okay, I defined it, I perfectedit, and I memorized it.
Most people in this recruitingleader role, they wing it.
Okay, this is a very little thingand it's one of hundreds of pieces
around the recruiting thing thatmost people just don't nail down.
(14:42):
So it's a little thing, butultimately it's a big thing.
But here's a little thing.
I'll give you another little thing.
This dialer that we're talkingabout, we're talking about
a three prong approach.
Having a strong social leadershipbrand, having a dialer who's calling
on someone's behalf, representingthis attractive leader framework,
and then having a next step process.
Those are the three prongsthat we're talking about here.
(15:04):
In the second part of that, this dialerthat sets this appointment for you,
just assuming that dialer exists,that dialer sets an appointment.
Would, did you know that the averagenumber of people that show up to that
phone call, if there's only an appointmentset, About 45 to 50 will show up to that
(15:24):
phone call Okay, and if you've done thisbefore you're nodding your head going.
Yep That's about right about half thepeople I set the appointment with show
up But here's a little thing that dialerwho then follows up immediately with
the text message And i'll give you ageneral idea around the text message.
The text message is simply this Umgreat talking to you today richard
(15:46):
And oh, by the way, here's myAttractive leaders linkedin profile.
We'd love to have you check it outI know that my attractive leader
slash recruiting leader, whateverthe name is looking forward to
talking to you on thursday at 4 p.
m Here's the number that he'll becalling from or she'll be calling
from a very simple text message likethat Okay, we send that as a follow
(16:09):
up immediately beyond setting thatappointment and then the day of You
The morning of text message goes out.
Hey, my my attractive leaderMy recruiting leader is looking
forward to talking to you at 4 p.
m Today, here's the number they'llbe calling from one hour prior
another text message follow up.
Hey, by the way I know my attractiveleader Recruiting leader is looking
forward to talking to you At 4 p.
(16:30):
m today.
Here's the number an hour from nowHere's the number they'll be calling
from those simple three steps Which arelittle things a follow up text message
a text message the morning of a textmessage an hour prior Takes someone from
45 to 50 percent appointment show uprate to about a 90 percent appointment
show up rate How do I know that data?
(16:50):
Because we teach dialers here oursystem And we follow those numbers.
We follow the data.
That's how I know that number.
That's almost doubling your effortsOkay, if you can go from 45 to 50
to around 90 Almost double that'sa little thing around recruiting.
It's the little things that makereally big differences Inside
(17:13):
our efforts and recruiting.
Okay, so I'm going to calm down BecauseI can get excited about this stuff.
So let's go back through this.
Here are the three things that thisRecruiting leader is doing that's getting
them about one closed Candidate for theirspecific team in a small market almost
(17:35):
every single week right now Strong socialleadership brand means that they're
posting on a daily basis You And if youwant to understand my thesis around social
leadership branding, there's severalpodcasts that are here that you can
listen to go back and listen to those.
A dialer who's calling on their behalf.
That's the second part of that.
That's following a very specific system.
(17:56):
I gave you the scripting here.
That's asking simply for a fiveto 10 minute phone conversation.
And the third part of thisis a process of next steps.
That's when we teach this what I callthe recruiting made simple model,
but a process of next steps Whateveryour next steps are these powerful
next steps that lead to momentum.
Okay, those are the things end of storyIt's not this comp not that complicated
(18:20):
that's in the story Those are thethree major things that are being
done to get one person per week AndI know a lot of people are struggling
to recruit Okay, and it doesn'tdepend on what industry you're in.
I think a lot of people arestruggling to recruit There's not a
ton of talent out there right now.
You're gonna have to build a better modelYou're gonna have to build a better system
And here are three things that are goingto matter a lot to you as you work to do
(18:44):
that go activate on this Okay, there'ssome even if you just picked up one or
two nuggets here Like one or two nuggetslike I'm going to improve my phone script.
I'm going to change my phone script.
Great Now go perfect it memorize it.
Make sure you can overcome your topthree objections that you're going to
get That's a little thing if you gotthat great go get that you'll improve
what you're doing inside your recruitingefforts Okay, go activate on a couple
(19:08):
of key things that you gather heretoday We're all about helping you and
pressing you forward in this role ofa recruiting leader Um Um, we say this
all the time with our organization.
We empathize with the strugglebecause it is difficult to be in
your role So there you have it.
I know we brought some value toyou today Sometimes I say I hope I
(19:28):
know we brought value to you today.
So Go apply this Go win this weekand if we can ever do anything to
help you know where to find us Wedeliver lots of resources youtube
vimeo linkedin facebook, right?
We're here to serveWe're here to help you.
Have a great week everybodyand We are rooting for you The
(19:50):
recruiting leader to win all of us.
Want more recruiting conversations?
You can register for myweekly email at 4crecruiting.
com.
If you need help creating your ownunique recruiting system, you can
book a time with me at bookrichardnow.
com.
So the big question is this, how dorecruiting leaders like us who have
12 to 15 other job responsibilitieswin at this game of recruiting?
How do we build a system that allowsus to recruit effectively in a minimal
amount of time while motivatingrecruits towards meaningful change?
That is the question and thispodcast will give you the answers.
My name is Richard Milligan andwelcome to Recruiting Conversations.
(00:32):
Hey everybody, welcome backto Recruiting Conversations.
It's your host, the only Ricardo Maligano.
Nah, that was, that's weak, right?
There's nothing in me.
I'm just like, I'm like German.
American.
I'm like Irish American.
I just don't even have this ability tosound cool when I said Ricardo Maligano.
(00:54):
I just make, it just makes me looklike it's a bad dad joke or something.
But I'm here and I'm here to giveyou some phenomenal content today.
I'm excited about it.
I'm excited about it because I'm comingout of a meeting where We have taught
someone a specific system and they'refollowing it and they're winning at scale
(01:16):
right now I just thought let's just sharethis for the one percenters because we all
know there's enough information availabletoday If you want to go win You can buy
a course or you can follow someone onyoutube or their podcast or whatever and
you get enough content That if you'llapply that you will win So this is if
(01:36):
you're not part of the one percenters.
This is your clue to click off thispodcast and to move on this one's for the
one percenters who will activate becausethis is coming fresh from a Recruiting
leader who's winning at scale when I saywinning a scale And recruiting leader.
Let me just explain those two pieces.
Okay.
Here's what the recruiting leader issomeone who manages the team But then is
(01:59):
also responsible for recruiting to theteam Okay, a lot of times these titles
look like area managers or regionalmanagers or branch managers or sales
managers Okay Those are the people thatthis podcast is designed for the other
part of that is What is winning a scalemean for this individual winning a scale
means that he's hiring approximately oneperson every week right now Like I laugh
(02:23):
because if I could have hired one personper week for the first 10 11 years I was
in the business I would have absolutelyhave destroyed It's how the system that
i'm teaching is the same system that Ibuilt 18 teams from the last three and
a half years So it doesn't surprise me.
It doesn't surprise Us here at forestryrecruiting that's working But when it
(02:44):
comes through this comes through a momentlike this I just feel inspired to share
it with you And so I just took a momenthere beyond this meeting to say what are
the three things that this guy's doing?
Now i'm just a secret in this i'm givingit to you as three things because I know
you're most likely to remember it Okay,there's this thing that's called chunking.
It's this scientific Concept that ourbrains will remember three things and
(03:08):
typically will forget anything beyondfour You And so it's a reason why our
phone numbers are in three digit areacodes three digit prefix and then has
last four digits because We'll rememberthat we can remember that at least
for a short window of time, right?
So i'm going to give you threepieces today That are the keys
to what this individual is doingto win at scale number one.
(03:31):
We're going straight to the money Okay,number one, uh, this individual has a
strong social leadership brand Okay, whenI say strong leadership brand posting
daily Communicating directly to peopleinside their inbox giving things of value
Okay is representing an attractive leaderon social media so if you've listened
(03:55):
to any of my podcasts around leadershipbranding and if you haven't this is
your first one go back and listen to aprior podcast on my belief system around
Leadership branding the importance ofit and how you can actually apply it
because he's doing it And he's doingit perfectly the way that I teach it.
Okay, so he definitely has a socialleadership brand That's the first part.
(04:17):
Okay.
So if there's a threeprong approach, that's one.
Here's the second one He has adialer that's making phone calls
on his behalf And is followingmy recruiting made simple system.
Now, what is the recruitingmade simple system?
It's a system Okay, it means that there'salways a predetermined next step that
you're moving someone towards so thisdialer's calling and this dialer's
(04:40):
Representing the fact that this recruitingleader has asked me to do some research
on you and in our research What I foundis that there's similarities in your
core values Okay, I'm talking directlyto the recruit and your core values and
the recruiting leader's core values andbecause of that this recruiting leader
has Asked me to reach out to you andto set up a five to ten minute phone
conversation And if you're willingto have that phone conversation this
(05:02):
recruiting leader has said that will notrecruit you and they will not talk about
Our company value proposition got it.
Okay.
That's the second prong.
So the dialer position's not a recruiterNow, listen, if you're a recruiter
and you're really smart, you wouldreverse engineer some of this to
where you are dialing, using a similarscripting, and you are partnering with
(05:25):
a recruiting leader at a high level,because man, this gets really easy.
If you can get a recruiting leader tofollow the next steps that I'm going to
talk about, like there's momentum in this.
When I say there's momentum inthis, like this individual that
I'm talking about, it's hiringsomeone about every week right now.
Okay.
Thanks You're working throughthis process that I'm telling you.
Okay, so that's the second prong approachNot a recruiter that's selling the
(05:47):
company value proposition, but a dialerWho is leading with this idea that we're
doing research on you and look thatinformation on your recruits is everywhere
today It's all over social media likeyou let's just pause for a moment.
Let me get really wound up here Okay,when I started recruiting in 2002, I
didn't have access to the informationyou have access to today You When I say
(06:13):
access to the information, what about likeInstagram, Twitter, LinkedIn, Facebook,
just a good old fashioned Google search.
What kind of information can youget on somebody by doing that?
Now, I know a lot of you thatare actually, that are actually
working for large organizationshave recruiting CRMs and systems
(06:33):
and tools where you're extracting,extracting this information into a
portal where the only thing you haveto do is click a button to get it all.
Okay So that's me getting a littlewound up because when I started I
didn't have access to be able tofigure out That richard melligan did a
radio show years ago for three years.
Okay.
I don't know if that's the exactdate I think that's about right.
(06:55):
You could find that out you went andyou entered richard melligan mortgage,
oklahoma which are the main parameterswhere I live and My name and the
industry that I was in you would comeup with some incredible data I probably
show up on active rain redfin yelp.
You would for sure find me insidefacebook and linkedin Right because
(07:17):
the seo is extremely powerfularound those two platforms.
You're almost always goingto find them You'd find me on
three or four other platforms.
You'd find my bio you find outthe fact that I love my family I'm
pretty out there in representingsome things around my belief system.
You'd find those things out So you'reat a, at an advantage over where
(07:37):
people have been ever in the history.
And so the dialer slash recruiter that'sactively researching, getting information
can figure out where there's alignment,where there's a similar core value system.
You just have to have the eyes to see it.
Okay.
So if you're a recruiter and you'rewondering, how do I make this work?
Reverse engineer this with theirrecruiting leader that you know
(08:00):
what their value system is.
Okay.
And I just gave you your scripting.
Okay, that's the second piece of thatthe second of the three prongs i'm giving
you Social leadership brand number one.
The second part of this is a dialerwho's representing a conversation That
we're doing research and the attractiveleader This recruiting leader has asked
me to make this phone call And we seesome similarities in your value system
(08:22):
because of that this recruiting leaderwould love to have a five to ten minute
phone conversation With you no recruitingallowed That's the second piece.
Got it?
The third part of this is this individualthat I'm talking about that's hiring
approximately one person per week has aprocess of next steps, which is designed
around our recruiting made simple model,but it doesn't have to be my system.
(08:47):
Okay.
The process of next steps issimply what are your next steps?
Let's just think about this.
So I dialed someone on with thisphone script that I just gave you.
Right?
I'm creating a next step, which is afive to 10 minute phone conversation
with this recruiting leader wherethere's no recruiting allowed.
What's the next step?
(09:08):
Okay.
The next step would be that recruitingleader gets on the phone and engages
in a relational conversation andthen ask for a face to face, a no
recruiting allowed face to face.
Let's assume that person says, yes,my data says that 30 to 40 percent
of all people that we just tee upin this model I just gave to you.
We'll say yes.
(09:28):
Okay.
They say yes to the face to face.
What's next?
What's the system?
What's the next step system?
Okay, for me the next step that I wasrooting for that I would ask for Was would
you be willing to do a local office visit?
I call it site visit but a local officevisit where you come back to my office
If you're one percent intrigued by whoI am as a recruiting leader I would
(09:52):
love to host you at my office for acup of coffee Because I believe that
if you walk in the front doors at somelevel you either feel That there is
synergy and alignment or you'll feelthat there's not and so understanding
that the way I believe I want to recruitin the right brain, which is You where
people feel things versus the leftbrain where people are vetting things.
(10:14):
People move faster when they feelthings, when their gut tells them to do
something than when they vet things out.
Okay.
Now you, if you're watching my video,as I'm doing this podcast, you're seeing
that I'm swinging my hands, the right,my hands, the left, because I'm all
about, Right brain recruiting, which isthis when somebody feels like you are
the right leader for them when someonefeels like This is the right opportunity
(10:36):
for them to make a much faster decisionthan when they vet it out the vetting
process Diminishes the results thatyou're going to get means i'm going to
make a pros and a cons list I'm goingto work through my pros and my cons list
to see Are you a better fit for me thanmy current opportunity or are you better
fit for me than another opportunity?
I'm looking at right now Okay, I wantto swing the pendulum over to the right
(10:59):
where someone would say This feels likethe right opportunity for me I my gut
is telling me that this is the rightdecision to make those are right brain
type statements That say i'm recruitingcorrectly Okay So my process to get
them to this right brain was simply toinvite them to my local office So that
(11:20):
they could To grab a cup of coffee.
Now you're a regional manager rightnow or area manager right now.
You're like, I can't do thatYou gotta solve that problem.
You gotta solve the problem There's othernext steps that you can create But you've
got to create next steps and then have aprocess that you follow this individual
i'm talking about is very clear Onwhat his next steps are and he's moving
(11:42):
people through this next step system,which is simply creating momentum And
moving them to a very quick finish line.
Did you hear me snap my fingers just now?
Yes.
I snapped my fingers I'm saying a veryquick finish line the timeline of calling
somebody over the phone Getting theminto a face to face and then closing
them very quickly in a local officevisit is about two and a half weeks.
(12:06):
That is an extremely fasttimeline to be closing people
if you're a recruiting leader.
Okay, and I snap my fingers becauseyou can do that if you have a system
around your recruiting efforts.
It is possible.
Is it gonna happen all the time?
No.
Is it gonna happen a lot of the time?
No.
But I'm seeing it happen with peoplethat are implementing a strong next step
(12:29):
system because extreme structure andextreme systems equals extreme success.
Recruiting is not about the big things.
Recruiting is about the little things.
What do you mean whenyou say that, Richard?
The big things are most of you,if you're listening to this
podcast, you're identifying talent.
(12:50):
You're making contact.
You're even following up.
Those are the big pieces.
Recruiting is in the little pieces,the ones that most people whiff on.
What do you mean when you mean,when you say little pieces?
I mean having a clear,defined, powerful next step.
May sound very little, right?
(13:11):
But listen to this.
For 11 years almost, my next stepbeyond a face to face meeting,
which by the way, let me just backup, my phone scripting sucked.
Okay, I just said thatit's bagged on myself.
It's punched myself in the faceMy phone scripting was if you're
open to a new opportunity.
(13:31):
I would love to meet with you suckageof the phone scripting Okay, that's what
that is if that's your phone script suckslike mine did I got about one out of 20
people to say yes To that phone script.
Are you open to talkingabout a new opportunity?
One out of 20 was approximately thenumber that was an awful phone script
So when i'm talking about little thingslike having a strong phone script
(13:55):
that may be little that's really bigBecause I went from getting one out of
20 to getting three or four out of 10.
Like I'm I haven't done the math priorto now, but let's do if you did the math
on that What percentage of increase isgetting five out of a hundred versus
getting 30 to 40 out of 100, right?
We're talking about 600 timesmore results off of a defined,
(14:22):
memorized, perfected phone script.
Did you hear me there?
Okay, I defined it, I perfectedit, and I memorized it.
Most people in this recruitingleader role, they wing it.
Okay, this is a very little thingand it's one of hundreds of pieces
around the recruiting thing thatmost people just don't nail down.
(14:42):
So it's a little thing, butultimately it's a big thing.
But here's a little thing.
I'll give you another little thing.
This dialer that we're talkingabout, we're talking about
a three prong approach.
Having a strong social leadershipbrand, having a dialer who's calling
on someone's behalf, representingthis attractive leader framework,
and then having a next step process.
Those are the three prongsthat we're talking about here.
(15:04):
In the second part of that, this dialerthat sets this appointment for you,
just assuming that dialer exists,that dialer sets an appointment.
Would, did you know that the averagenumber of people that show up to that
phone call, if there's only an appointmentset, About 45 to 50 will show up to that
(15:24):
phone call Okay, and if you've done thisbefore you're nodding your head going.
Yep That's about right about half thepeople I set the appointment with show
up But here's a little thing that dialerwho then follows up immediately with
the text message And i'll give you ageneral idea around the text message.
The text message is simply this Umgreat talking to you today richard
(15:46):
And oh, by the way, here's myAttractive leaders linkedin profile.
We'd love to have you check it outI know that my attractive leader
slash recruiting leader, whateverthe name is looking forward to
talking to you on thursday at 4 p.
m Here's the number that he'll becalling from or she'll be calling
from a very simple text message likethat Okay, we send that as a follow
(16:09):
up immediately beyond setting thatappointment and then the day of You
The morning of text message goes out.
Hey, my my attractive leaderMy recruiting leader is looking
forward to talking to you at 4 p.
m Today, here's the number they'llbe calling from one hour prior
another text message follow up.
Hey, by the way I know my attractiveleader Recruiting leader is looking
forward to talking to you At 4 p.
(16:30):
m today.
Here's the number an hour from nowHere's the number they'll be calling
from those simple three steps Which arelittle things a follow up text message
a text message the morning of a textmessage an hour prior Takes someone from
45 to 50 percent appointment show uprate to about a 90 percent appointment
show up rate How do I know that data?
(16:50):
Because we teach dialers here oursystem And we follow those numbers.
We follow the data.
That's how I know that number.
That's almost doubling your effortsOkay, if you can go from 45 to 50
to around 90 Almost double that'sa little thing around recruiting.
It's the little things that makereally big differences Inside
(17:13):
our efforts and recruiting.
Okay, so I'm going to calm down BecauseI can get excited about this stuff.
So let's go back through this.
Here are the three things that thisRecruiting leader is doing that's getting
them about one closed Candidate for theirspecific team in a small market almost
(17:35):
every single week right now Strong socialleadership brand means that they're
posting on a daily basis You And if youwant to understand my thesis around social
leadership branding, there's severalpodcasts that are here that you can
listen to go back and listen to those.
A dialer who's calling on their behalf.
That's the second part of that.
That's following a very specific system.
(17:56):
I gave you the scripting here.
That's asking simply for a fiveto 10 minute phone conversation.
And the third part of thisis a process of next steps.
That's when we teach this what I callthe recruiting made simple model,
but a process of next steps Whateveryour next steps are these powerful
next steps that lead to momentum.
Okay, those are the things end of storyIt's not this comp not that complicated
(18:20):
that's in the story Those are thethree major things that are being
done to get one person per week AndI know a lot of people are struggling
to recruit Okay, and it doesn'tdepend on what industry you're in.
I think a lot of people arestruggling to recruit There's not a
ton of talent out there right now.
You're gonna have to build a better modelYou're gonna have to build a better system
And here are three things that are goingto matter a lot to you as you work to do
(18:44):
that go activate on this Okay, there'ssome even if you just picked up one or
two nuggets here Like one or two nuggetslike I'm going to improve my phone script.
I'm going to change my phone script.
Great Now go perfect it memorize it.
Make sure you can overcome your topthree objections that you're going to
get That's a little thing if you gotthat great go get that you'll improve
what you're doing inside your recruitingefforts Okay, go activate on a couple
(19:08):
of key things that you gather heretoday We're all about helping you and
pressing you forward in this role ofa recruiting leader Um Um, we say this
all the time with our organization.
We empathize with the strugglebecause it is difficult to be in
your role So there you have it.
I know we brought some value toyou today Sometimes I say I hope I
(19:28):
know we brought value to you today.
So Go apply this Go win this weekand if we can ever do anything to
help you know where to find us Wedeliver lots of resources youtube
vimeo linkedin facebook, right?
We're here to serveWe're here to help you.
Have a great week everybodyand We are rooting for you The
(19:50):
recruiting leader to win all of us.
Want more recruiting conversations?
You can register for myweekly email at 4crecruiting.
com.
If you need help creating your ownunique recruiting system, you can
book a time with me at bookrichardnow.
com.
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