How One Leader Is Winning at Recruiting, Week After Week

So the big question is this, how do recruiting leaders like us who have 12 to 15 other job responsibilities win at this game of recruiting? How do we build a system that allows us to recruit effectively in a minimal amount of time while motivating recruits towards meaningful change? That is the question and this podcast will give you the answers. My name is Richard Milligan and welcome to Recruiting Conversations. Hey everybody, welcome back to 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 to sound cool when I said Ricardo Maligano. I just make, it just makes me look like it's a bad dad joke or something. But I'm here and I'm here to give you some phenomenal content today.

I'm excited about it.

I'm excited about it because I'm coming out of a meeting where We have taught someone a specific system and they're following it and they're winning at scale right now I just thought let's just share this for the one percenters because we all know there's enough information available today If you want to go win You can buy a course or you can follow someone on youtube or their podcast or whatever and you get enough content That if you'll apply that you will win So this is if

you're not part of the one percenters. This is your clue to click off this podcast and to move on this one's for the one percenters who will activate because this is coming fresh from a Recruiting leader who's winning at scale when I say winning a scale And recruiting leader. Let me just explain those two pieces.

Okay. Here's what the recruiting leader is someone who manages the team But then is also responsible for recruiting to the team Okay, a lot of times these titles look like area managers or regional managers or branch managers or sales managers Okay Those are the people that this podcast is designed for the other part of that is What is winning a scale mean for this individual winning a scale means that he's hiring approximately one person every week right now Like I laugh

because if I could have hired one person per week for the first 10 11 years I was in the business I would have absolutely have destroyed It's how the system that

i'm teaching is the same system that I built 18 teams from the last three and a half years So it doesn't surprise me. It doesn't surprise Us here at forestry recruiting that's working But when it comes through this comes through a moment like this I just feel inspired to share it with you And so I just took a moment here 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 giving it 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 our brains will remember three things and typically will forget anything beyond four You And so it's a reason why our phone numbers are in three digit area codes three digit prefix and then has last four digits because We'll remember that we can remember that at least for a short window of time, right? So i'm going to give you three pieces today That are the keys to what this individual is doing to win at scale number one.

We're going straight to the money Okay, number one, uh, this individual has a strong social leadership brand Okay, when I say strong leadership brand posting daily Communicating directly to people inside their inbox giving things of value Okay is representing an attractive leader on social media so if you've listened to any of my podcasts around leadership branding and if you haven't this is your first one go back and listen to a prior podcast on my belief system around

Leadership branding the importance of it and how you can actually apply it because he's doing it And he's doing it perfectly the way that I teach it. Okay, so he definitely has a social leadership brand That's the first part. Okay. So if there's a three prong approach, that's one. Here's the second one He has a dialer that's making phone calls on his behalf And is following my recruiting made simple system. Now, what is the recruiting made simple system?

It's a system Okay, it means that there's always a predetermined next step that you're moving someone towards so this dialer's calling and this dialer's Representing the fact that this recruiting leader has asked me to do some research on you and in our research What I found is that there's similarities in your core values Okay, I'm talking directly to the recruit and your core values and the recruiting leader's core values and because of that this recruiting leader

has Asked me to reach out to you and to set up a five to ten minute phone conversation And if you're willing to have that phone conversation this recruiting leader has said that will not recruit 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 recruiter Now, listen, if you're a recruiter and you're really smart, you would reverse engineer some of this to where you are dialing, using a similar scripting, and you are partnering with a recruiting leader at a high level, because man, this gets really easy. If you can get a recruiting leader to follow the next steps that I'm going to talk about, like there's momentum in this.

When I say there's momentum in this, like this individual that I'm talking about, it's hiring someone about every week right now. Okay. Thanks You're working through this process that I'm telling you.

Okay, so that's the second prong approach Not a recruiter that's selling the company value proposition, but a dialer Who is leading with this idea that we're doing research on you and look that information on your recruits is everywhere today It's all over social media like you 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 information you have access to today You When I say access to the information, what about like Instagram, Twitter, LinkedIn, Facebook, just a good old fashioned Google search. What kind of information can you get on somebody by doing that?

Now, I know a lot of you that are actually, that are actually working for large organizations have recruiting CRMs and systems and tools where you're extracting, extracting this information into a portal where the only thing you have to do is click a button to get it all. Okay So that's me getting a little wound up because when I started I didn't have access to be able to figure out That richard melligan did a radio show years ago for three years.

Okay. I don't know if that's the exact date I think that's about right. You could find that out you went and you entered richard melligan mortgage, oklahoma which are the main parameters where I live and My name and the industry that I was in you would come up with some incredible data I probably show up on active rain redfin yelp. You would for sure find me inside facebook and linkedin Right because the seo is extremely powerful around those two platforms.

You're almost always going to find them You'd find me on three or four other platforms. You'd find my bio you find out the fact that I love my family I'm pretty out there in representing some things around my belief system. You'd find those things out So you're at a, at an advantage over where people have been ever in the history. And so the dialer slash recruiter that's actively 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're wondering, how do I make this work? Reverse engineer this with their recruiting leader that you know what their value system is. Okay. And I just gave you your scripting. Okay, that's the second piece of that the second of the three prongs i'm giving you Social leadership brand number one.

The second part of this is a dialer who's representing a conversation That we're doing research and the attractive leader This recruiting leader has asked me to make this phone call And we see some similarities in your value system because of that this recruiting leader would love to have a five to ten minute phone conversation With you no recruiting allowed That's the second piece. Got it? The third part of this is this individual that I'm talking about that's hiring

approximately one person per week has a process of next steps, which is designed around our recruiting made simple model, but it doesn't have to be my system. Okay. The process of next steps is simply what are your next steps? Let's just think about this. So I dialed someone on with this phone script that I just gave you. Right? I'm creating a next step, which is a five to 10 minute phone conversation with this recruiting leader where there's no recruiting allowed. What's the next step?

Okay. The next step would be that recruiting leader gets on the phone and engages in a relational conversation and then 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 up in this model I just gave to you. We'll say yes. 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 was rooting 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 office visit where you come back to my office If you're one percent intrigued by who I am as a recruiting leader I would love to host you at my office for a cup of coffee Because I believe that if you walk in the front doors at some level you either feel That there is synergy and alignment or you'll feel that there's not and so understanding

that the way I believe I want to recruit in the right brain, which is You where people feel things versus the left brain where people are vetting things. People move faster when they feel things, 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 is this when somebody feels like you are the right leader for them when someone feels like This is the right opportunity for them to make a much faster decision than when they vet it out the vetting process Diminishes the results that you're going to get means i'm going to

make a pros and a cons list I'm going to work through my pros and my cons list to see Are you a better fit for me than my current opportunity or are you better fit for me than another opportunity?

I'm looking at right now Okay, I want to swing the pendulum over to the right where someone would say This feels like the right opportunity for me I my gut is telling me that this is the right decision to make those are right brain type statements That say i'm recruiting correctly Okay So my process to get them to this right brain was simply to invite them to my local office So that they could To grab a cup of coffee. Now you're a regional manager right now or area manager right now.

You're like, I can't do that You gotta solve that problem. You gotta solve the problem There's other next steps that you can create But you've got to create next steps and then have a process that you follow this individual i'm talking about is very clear On what his next steps are and he's moving 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 very quick finish line the timeline of calling somebody over the phone Getting them into a face to face and then closing

them very quickly in a local office visit is about two and a half weeks. That is an extremely fast timeline to be closing people if you're a recruiting leader. Okay, and I snap my fingers because you 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 people that are implementing a strong next step system because extreme structure and extreme systems equals extreme success. Recruiting is not about the big things. Recruiting is about the little things. What do you mean when you say that, Richard? The big things are most of you, if you're listening to this podcast, you're identifying talent. 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? But listen to this. For 11 years almost, my next step beyond a face to face meeting, which by the way, let me just back up, my phone scripting sucked. Okay, I just said that it's bagged on myself.

It's punched myself in the face My phone scripting was if you're open to a new opportunity. I would love to meet with you suckage of the phone scripting Okay, that's what that is if that's your phone script sucks like mine did I got about one out of 20 people to say yes To that phone script. Are you open to talking about a new opportunity?

One out of 20 was approximately the number that was an awful phone script So when i'm talking about little things like having a strong phone script that may be little that's really big Because 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 prior to now, but let's do if you did the math on that What percentage of increase is getting five out of a hundred versus getting 30 to 40 out of 100, right? We're talking about 600 times more results off of a defined, memorized, perfected phone script. Did you hear me there? Okay, I defined it, I perfected it, and I memorized it. Most people in this recruiting leader role, they wing it.

Okay, this is a very little thing and it's one of hundreds of pieces around the recruiting thing that most people just don't nail down. So it's a little thing, but ultimately it's a big thing. But here's a little thing. I'll give you another little thing. This dialer that we're talking about, we're talking about a three prong approach.

Having a strong social leadership brand, having a dialer who's calling on someone's behalf, representing this attractive leader framework, and then having a next step process. Those are the three prongs that we're talking about here. In the second part of that, this dialer that sets this appointment for you, just assuming that dialer exists, that dialer sets an appointment.

Would, did you know that the average number of people that show up to that phone call, if there's only an appointment set, About 45 to 50 will show up to that phone call Okay, and if you've done this before you're nodding your head going. Yep That's about right about half the people I set the appointment with show up But here's a little thing that dialer who then follows up immediately with the text message And i'll give you a general idea around the text message.

The text message is simply this Um great talking to you today richard And oh, by the way, here's my Attractive leaders linkedin profile.

We'd love to have you check it out I know that my attractive leader slash recruiting leader, whatever the name is looking forward to talking to you on thursday at 4 p. m Here's the number that he'll be calling from or she'll be calling from a very simple text message like that Okay, we send that as a follow up immediately beyond setting that appointment and then the day of You The morning of text message goes out.

Hey, my my attractive leader My recruiting leader is looking forward to talking to you at 4 p. m Today, here's the number they'll be calling from one hour prior another text message follow up. Hey, by the way I know my attractive leader Recruiting leader is looking forward to talking to you At 4 p. m today.

Here's the number an hour from now Here's the number they'll be calling from those simple three steps Which are little things a follow up text message a text message the morning of a text message an hour prior Takes someone from 45 to 50 percent appointment show up rate to about a 90 percent appointment show up rate How do I know that data? Because we teach dialers here our system And we follow those numbers. We follow the data. That's how I know that number.

That's almost doubling your efforts Okay, if you can go from 45 to 50 to around 90 Almost double that's a little thing around recruiting. It's the little things that make really big differences Inside our efforts and recruiting. Okay, so I'm going to calm down Because I can get excited about this stuff. So let's go back through this.

Here are the three things that this Recruiting leader is doing that's getting them about one closed Candidate for their specific team in a small market almost every single week right now Strong social leadership brand means that they're posting on a daily basis You And if you want to understand my thesis around social leadership branding, there's several podcasts 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. I gave you the scripting here. That's asking simply for a five to 10 minute phone conversation. And the third part of this is a process of next steps. That's when we teach this what I call the recruiting made simple model, but a process of next steps Whatever your next steps are these powerful next steps that lead to momentum.

Okay, those are the things end of story It's not this comp not that complicated that's in the story Those are the three major things that are being done to get one person per week And I know a lot of people are struggling to recruit Okay, and it doesn't depend on what industry you're in. I think a lot of people are struggling to recruit There's not a ton of talent out there right now.

You're gonna have to build a better model You're gonna have to build a better system And here are three things that are going to matter a lot to you as you work to do that go activate on this Okay, there's some even if you just picked up one or two nuggets here Like one or two nuggets like 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 top three objections that you're going to get That's a little thing if you got that great go get that you'll improve what you're doing inside your recruiting efforts Okay, go activate on a couple of key things that you gather here today We're all about helping you and pressing you forward in this role of a recruiting leader Um Um, we say this all the time with our organization.

We empathize with the struggle because it is difficult to be in your role So there you have it. I know we brought some value to you today Sometimes I say I hope I know we brought value to you today. So Go apply this Go win this week and if we can ever do anything to help you know where to find us We deliver lots of resources youtube vimeo linkedin facebook, right? We're here to serve We're here to help you.

Have a great week everybody and We are rooting for you The recruiting leader to win all of us. Want more recruiting conversations? You can register for my weekly email at 4crecruiting. com. If you need help creating your own unique recruiting system, you can book a time with me at bookrichardnow. com.