No time to recruit? Do this!

So the big question is this, how do recruiting leaders like us who have 12 to 15 other job responsibilities, when 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. Welcome back.

It's another recruiting conversations with your host, Richard Milligan. Glad to have you joining me here today.

We are going to carry an extension of a lot of conversations that I have this week into this podcast. For whatever reason this week, I've had no less than I'd say a dozen conversations in my consulting sessions with leaders who would say something along the lines of. I'm struggling to find consistency. In my recruiting effort. And there were a large number of varying reasons why that held true.

So one of the things that I know that's most true about you, if you're listening to this podcast, you're probably in my tribe of people, the recruiting leader, which is a leader who's leading a team, but is also responsible for recruiting to that team. And what that means about you is this, is that. To some degree, you're a professional juggler.

Now, I don't know that anyone's ever given you the job title of professional juggler, but I've sat in your seat and there was one day when I sat down and I just said, what are all the things that I'm responsible for? Now that was early into creating my consulting . And I just asked myself the question when I sat in that role for about 20 years, what were all the things that I was responsible for on any given day?

And what I came up with was somewhere between 12 and 17 different roles that I was really responsible for. So how I see you is this juggler who has these things that are thrown being thrown up in the air every single day. Some of those things are on fire right now. Some of those things are, you see them as being glass balls. You will not drop them. Might be the issue that one of your top producers has a top relationship that you might have with someone in your market. It might be that HR issue.

It can really be anything in a moment in time that gets elevated as being a glass ball that you can't drop today. And since you are at times a professional firefighter or maybe a expert heart surgeon, you're constantly being called into the nine one ones.

One of the challenges is that recruiting very rarely is a 9 1 1 for you. It's an optional role. In it on most days, but a lot of recruiting leaders will do is they'll have a live calendar. They'll map this activity to the live calendar, but then somewhere in this little moment. Between outlook, alerting you that you're moving into a window of time where you're going to recruit and you actually embracing that moment and transitioning into recruiting effort.

We pivot towards the things that have surfaced themselves as being essential in this moment. Here's what I know in long wind is a time when you as a recruiting leader, don't recruit there. You're pushing a moment in time in the future where recruiting becomes essential and recruiting becomes a glass ball and you don't have a choice, but to move towards it. And in those moments. I am someone who that gets engaged a lot as a coach to say, help me fix this in a short wind of time.

I put that in the framework of like P90X. If you've ever done P90X, you know that the P90X mantra is 90 days to the body that you love. And how most recruiting leaders see recruiting Is if I do this hardcore for 90 days, I'm 90 days away from building the team that I love. And there is nothing more distant from the truth than that framework being placed over a long term vision for growth and building a team, building relationships, creating an imbalance.

In the amount of value that you bring to someone, AKA recruit versus what their current leader brings to them, takes time. You don't show up and throw up your company value proposition on someone and attract great talent. Doesn't work like that.

So in this little moment where my calendar says I agreed to it at some point, and this moment's arriving like now, Making the decision to honor that time slot again and again and again, and long windows of time is ultimately some of the secret sauce to being a successful recruiting leader.

Here we are in this moment, you've got 911 issues that you're dealing with, fires that you've agreed that you would put out, your doors are rotating door, your text messaging's going off, your email has these, Eat these title lines that help that you've got fires to put out yet in this moment, you have to maintain this agreement with yourself that you're going to recruit.

Let me, let me share a story with you. I'll never forget this moment in time. It's about 2013, 2014. So it's been almost 10 years ago. I was in the moment that I'm describing to you. I had at this time, five offices that I was leading as a regional manager. I'd hired every employee in those five offices. The largest office that I had was where I was centrally located, and I would spend 80 percent of my time in that one office.

My office was located in a long hallway that led to our operations center. Anytime someone had a fire, had an issue on the operations side, they would walk right by my door. And inevitably, they would open my door, knock on my door, come in, present the fire to me, and want me to know about that issue, about that fire.

It was not a great place to have a French glass door and two French windows on either side of that to where people could peer in and see What was I doing and what was I working on? And again, I remember being on my headset and people walking by and knocking and my back would be to this glass door and pointing to my headset. Hey, I'm on the phone right now.

And the door would still open and someone would still sit down and they would wait for me to get off the phone for me to turn around and pivot and to say, what's going on? How can I help you? I have this big epiphany, which is that man, if I'm going to accomplish my long term vision, I'm going to have to become. a leader that has some healthy boundaries in this place of my time. Otherwise, I'm only operating on other people's agenda. You realize that's what email is.

You realize that's what the phone call that's coming to you is, what the text that's being sent to you is. Everybody else's agenda for you. But your own. So you're going to have to create some boundaries here. So I remember in this tension at this really big wide hallway in my office. It was probably no less than maybe 15 to 18 feet across. And on the other side was another set of offices. So, um, we have offices on one side and then a 15 to 18 foot wide office.

And then, uh, another set of offices on the other side. And I remember creating a sitting area beside my door thinking I'm being strategic. I'm thinking this thing through, and I created this beautiful seating area. My wife helped me this awesome chair, this awesome table had some cool magazines and books that people could pick up and read.

And I started with that, thinking that when my door shut, people would have a seat and they'd wait for me to at least get off the phone before they started coming into my office. It didn't work. So my wife, Leah buys me this beautiful, clear sand glass, this hourglass. It's almost like a piece of art, but it was visual. I could, if you turned it upside down, it had an hour worth of red sand in it.

And I just announced to the team, listen, the sitting area is there so that in the event you have something you can sit there and wait for me to come out of my meetings with me, the things that I'm scheduling with me. And if there's sand in the timer, then you've got to, you've got to help me protect this time because it's connected to our larger vision of what we're trying to accomplish as an office, as a team, as a company. Still didn't work. Sand's in the sand glass.

People just knock on the door or they wouldn't see my mouth moving or see someone sitting in a chair in front of me, they would still come into my office. In a moment of frustration, I get up after somebody walked into my office. On the other side of my office was a box that probably had a new hire a laptop that came in it. I remember taking a pair of scissors, cutting the corner off that box, taking a marker and writing in meeting and sticking it to the front of my door.

I have already had this conversation with my team. I've already created this amazing sitting here with the sandglass. And now I'm resorting to a piece of cardboard with some Scotch tape on my door to try and keep people out. And guess what? It still didn't work, but a moment of frustration. I drive up the road, two blocks to staples. I buy like this four foot. Whiteboard easel. I bring it to my office.

I set it in front of my door and I write on the whiteboard in meeting till if you haven't, whatever the time was, I was going to come out of that out of my time block. If you have an issue right here, I'll be happy to get with you. I'll get with you as soon as my time blocks off. And in that moment, putting something physical in front of my door was the first moment where I had created a big enough boundary for my team that I was able to start honoring. Me allocating time to recruiting.

I'm sharing that story with you because I get it. I understand exactly where you are right now. You're going to have to fight for this. It will not be easy. I'm sharing that with you because I want you to understand you will have to fight for this and only the people that really, truly fight for this are the ones that will actually win in this space.

So here's what I want to encourage you to do. Create a transition zone. I call this a transition zone. You've got all this crazy sauce going on. And in this moment, your calendar says, Hey, you said you were going to recruit. You're going to invest time in recruiting. What I have found in my own life is that where I create these windows of time, where I move, where I pivot from one thing to the next thing, let me give you an example of this.

Years ago, I created a transition zone when I pulled up in front of my house. I've got four children. And what I found is that I would carry conversations on the phone into the house. And my wife would give me this dirty look like, what are you doing? The kids haven't seen you all day. I haven't seen you all day. Now you're walking. It was like, I could read all of that in her body language interface. Okay. So I began to create this transition zone. I pull up in my driveway. I get off my phone.

If I've got people that are going to try and get ahold of me, I shoot them a text. Hey, I'm out for the day. I'm plugging in with the family. I'll call you first thing in the morning. I'll let everything go. And I would sit there for a moment and I would become present. Let everything go, become present. I'm about to walk into my house. Where I've got a 10 year old, a five year old, a three year old, a one year old, and a beautiful wife.

And I need to be, I need to be my best for those five human beings, just like you, the recruiting leader need to be your best. When you show up trying to recruit someone, the most attractive, the most magnetic version of you. Is the present version of you, the one who's most present in this moment. So I get it that when things are 911 and this time, this little time spot pops up, you're like, yeah, I just can't recruit today for whatever reason. Like my hair's on fire.

I just got through putting out a fire. I just dealing with a hard HR issue, whatever it is in this moment. It's easy to not pick up that recruiting baton. What you need. Is you need to build yourself a transition zone, and this doesn't need to be any longer than five minutes, it can be as little as three.

And there's a couple of things that can belong this transition zone that will actually be very beneficial to you as you pivot into what I'm going to give you here today, which is going to be a plan, a very simple plan for recruiting. In fact, the plan is only going to be 30 minutes a day. Anybody can do something for 30 minutes a day, but you can't if you're not present. So here's what I do in my transition zone. I would say that I am doing a self assessment in this moment. Where's my energy?

Sometimes my energy is great. Sometimes it's been an awesome day and I'm bringing great charisma and passion to this moment, but there are those other days where I'm not. And on those days that I'm not, I want the game plan, the habit in place to, to circumvent the low energy, the low commitment that I'm bringing to this moment. So one of the best things you can do. In this transition zone is some simple affirmations. Now you get to create these where you need to be affirmed.

I'll give you a couple here. And there's, these are a couple that are mine. So a very simple one that I use every single day is every day in every way. I'm getting better and better every day in every way I'm getting stronger. And I love it because it's rhythmic. I like to run to when I'm running. If I'm challenged with being a victim of my mindset on that particular day, I'm not always the warrior, but there are days where I'm like, whoa, is me? Why is this happening to me?

My affirmations helped me get my mindset every day in every way. I'm getting better and better every day in every way. I'm getting stronger and stronger. It's an amazing affirmation. Here's another one. I'm not a victim of circumstance. I am gifted to change, create and lead things from what they are to what they could be. I'll say that again, because I'm not a victim of circumstance. I am gifted to change, create and lead things from what they are to what they could be.

That's a very simple affirmation that helps me get my mind right now. I would tell you, I have people that I've forced them to struggle with the phone and cold call reluctancy, create an affirmation around that have people just struggle embracing the responsibility and role as a recruiting leader, create an affirmation around that. wherever the tension is, oppose it with something that's a strong affirmation. And then I love the way Tony Robbins puts this.

Tony Robbins says, doesn't really use the word affirmation. He uses the word incantation. And what that means is you're embodying this thing, bring the best version of your energy to this every day. And every way I'm getting better and better every day in every way. I'm getting stronger and stronger. I'm putting more, I'm, I'm embracing that. So we'll do that at the beginning of this transition zone.

Now here are a couple of pieces that I, when my energy is low and I know I got to get my energy up, here's a couple of things that are in my toolbox. MIT research says that if you will do two minutes of a breathing technique at this pace, in, in, out, two minutes of that will literally give you an oxygen high. Now, before you do that, make sure you're sitting down. I don't know how you're going to respond to that. Maybe you're going to pass out. Don't blame me.

Okay. Consult with a doctor before you do that. I will do that breathing technique and I'll find that just my skin gets tingly. I can feel the internal energy coming. Now here's another one. Clap your hands. Did you know that clapping your hands literally emits dopamine?

It's always, for years, it blew me away when I would like, if you've ever watched the post Super Bowl or post NBA championship or after a concert or after UFC fight, you would see like people doing stupid things in the street, like flipping cars and burning tires. And I was like, how do people get there? That's so dumb. Like, how can someone be that ridiculous until 2012?

I was at the Chesapeake Energy Center when Oklahoma City played the San Antonio Spurs and beat them in a game seven at home to go play in the NBA finals. And in that moment, I remember I was there, I was euphoric. And why was I euphoric? It wasn't necessarily just because they won. It was because I had spent two and a half hours getting to euphoric feelings. And how do you get to euphoria? You jump up and down, right? Motion creates emotion. I was jumping up and down with everybody else.

Every time we got a key bucket, I was yelling, right? Elevating your voice brings energy to your body. Clapping your hands brings, it's literally science. It brings energy to your body, right? Listening to pump it up music brings energy to your body. These are things that you control. How many times have you shown up to a moment and be like, I just don't feel like doing this today. It was a choice. It's a decision. It's a couple of simple things here in your toolbox.

And your energy is where you want it to be. One of the things I like doing is going for a quick walk. That helps me get my energy up. I've got a yoga mat on the other side of this, of my daily desk. It allows me to stretch and my mind is just rejuvenated when my body feels better. Green tea in the afternoon does the same thing. Dr. Schultz's brain formula. I've been doing it for a long time. It helps with mental clarity, with mental clarity. These are all things that are tools in my toolbox.

The question is, what are you going to put in your toolbox? This could be a podcast in itself. It's not, but here's the challenge. If you don't transition, when that moment shows up on your calendar, you'll never make it to the game plan that I'm about to give you create a transition zone.

Now, here's what I want to do. I want to oversimplify recruiting for you. It is not complex. It's a couple of things. Now, the reason why I make a great living as a coach is because there are a lot of things to recruiting, but I'm going to give you the main three things that if you do these things, And sustain these things, a big one is of time, you'll be success. The first thing is this have a list seems to be obvious. Okay. Whatever industry you're in, have a list.

If you're in real estate, know who the top agents are that you want to recruit your market. If you're in mortgages, know the top loan officers and branch managers are that you want to recruit your market. If you're a financial advisor, know who the other advisors are. They're going to, that are going to fit into your framework. Okay. In your market. If you're an insurance broker and you're trying to build a team of insurance agents, know who the other successful agents are in your market.

We can keep going here. You could be in telecom, know who the other successful sales reps are in telecom, in your markets. Have a list.

I call it identifying talent. How the heck are we going to pursue people when we don't have a list of the people that we're going to pursue? It always and forever begins with a list. Now, here's an important thing about this list.

Have a clearly defined avatar that you're going after. And it's not just been in the business for seven years. It's not just they produce X and I know their numbers. They're a successful salesperson. Okay. There are more things to this. Like how many employers have they had in the last decade? I had this conversation earlier today, a recruiting leader, excited about a new hire. Let's look at the avatar. This person's had eight employers in 10 years. We're not going to hire that person.

Now it doesn't make them a bad person, but for my avatar, I'm trying to build a successful team and big windows of time. One of the, one of the enemies of that is not being able to retain people. I lose credibility in this market when I hire someone and they leave. So I've got to find people that aren't job hoppers, the person looking for the next guarantee all the time.

So I have a score that I look around and I'm looking for the person who's had no more than five employers in a 10 year window of time. And that's a clear, that's clear to me. If you've got six, I'm out five is a clearly defined avatar for me because I can't build the team that I want when people are transitioning every two years from this team. But there are other factors as well.

Maybe in your industry, that individual needs to have an online presence because they're going direct to the consumer. Maybe that person needs a certain number of experiences in the field and a certain number of years of experience in the field. You can keep going here. Social presence. You can keep going here. Know your avatar. When you know your avatar, what this will do is it will give you bullseye for who you're going to go after.

And it will significantly reduce the amount of time that you spend chasing people that are the wrong people. This recruiting leader that I had this conversation with earlier today, this individual that I mentioned that had eight employers in 10 years, clearly not their avatar. I've gone over the avatar with them. Okay. The avatars no more than four in 10 years. They're looking for people that have a loyalty score. Okay. Know your avatar. When you know your avatar, you can build a list.

When you build a list, guess what you can do. You can begin to introduce yourself to people. I always calling it. I always call this make first contact. If you're identifying talent and building your list and you're making first contact, what I'm describing for you is really just early cycle recruiting. I can measure success at an organizational level.

I do a lot of what we call recruiting audits come into an organization, me and my team, and we audit what they're doing on the recruiting side and early. I can tell, I don't need to know the results.

I don't need to know the end results a lot of times, because I can see in the early cycle recruiting, nothing's taking place and when nothing takes place in early cycle recruiting, it's an indicator for no long term success, When you make first contact, when you make initial contact in again, and again, with your audience, with your list, you're setting yourself up for success.

Okay. Now, when you make initial contact, you need a good script. Most leaders that are recruiting have tension with using a script, but it doesn't sound like a script. When you know your script, it sounds conversational. Have a good script. Know why you're going, why you're using your script. We teach scripting in our consulting. The reason we teach scripting is that it's very normal for a recruiting leader to get one appointment out of every 25 people they talk to.

In fact, earlier this week, conversation with the recruiter was one out of 20. They were a little bit better than the market. About one out of 25 is what I see as consistent. We have a good script. You should be able to get three out of 10, six out of 20 to say yes to a 15 minute meeting. Most, most people think that's like an outlier. I have people in my consulting that are getting 40 plus percent, no joke, because they're good at the script.

So you need a good script and how you close that script out matters because you're going to get objections. And I find that about 70 percent of all appointments come in overcoming the objection, so know how to overcome an objection. It's not hard. Do a little bit of research, formulate a plan, know how you're going to overcome the objection. We're not here to talk about that today, but know how to overcome an objection. And then when you get to the end, then you get a second objection.

Here's what I want you to do. I want you to ask a yes question. Here's a yes question. Someone would say, look, Richard, I'm not interested. And then I try to overcome that objection. They give it to me again. Look, seriously, I'm super happy where I'm at. I'm not interested. At that moment, I would ask a yes question. And that yes question would sound like this.

Can I at least send you my contact information by text so that in the event something changes in your career, you can reach out to me and we're connected. And that is what I call the get out of jail free card. The recruit that you're calling with, they want to get off the call, right? They'll say, sure. Yes. I got my yes. That's all I'm looking for. I'm looking for a minimal. Yes. Can I at least send you my contact information? So in the event, something changes in your career, we're connected.

Sure. Great.

What that does, it opens the door to bringing value now, which becomes the third thing. But before I go to the third thing, that's bringing value forever. I want you to understand this. If you're building what I call a no yes list, They said, no, I'm not interested. They said, no, I'm not interested. Can I at least send you my contact information? So if something changes in your career, we're connected. Sure. You're building one of the main objectives here.

Okay. Is to build your list and then to build second to that with your good script. To build a no, yes list, a list of people who tell me no, but said, I can stay in touch with them. That list is an indicator for future success. When you do the third major behavior forever, follow up now, what does forever follow up look like? It looks like you showing up one time per month to your no, yes, list forever as a person of value.

I'm gonna go really slow here for some of you, because in the last month, I can't even tell you how many conversations I've had with recruiting leaders. Who are spamming the heck out of their market as they recruit. They're just spamming. They got a list and they're spam texting and they're spam emailing and they're spam calling. That is not the long term plan to be successful in your market. No one ever that I have come across.

I've been, I've sat in the coach's chair in the last six years over 11, 000 hours. Haven't met the person that was like, Had a list of 14, 000 people, spam the heck out of it, built the mega team, man. That's awesome. Just looking for the next list. They always show up on my calendar and they will say this. I'm struggling. I can't figure out why it's not working. Of course, it's not working. Spam doesn't work. It's the least affirming thing you can do.

Affirmation is connected to whether you're going to be successful or not. The most affirming recruiting leaders are the most successful recruiting leaders. So we're building this massive list of people that have said no once said no twice in my script, but said, yes, you can send me your contact information. So we're connected. And now I'm going to show up every month forever. As a person of value. And here's what would determine you being a person of value.

You showing up and bringing me something that helps me grow my business, that helps me with my mindset, that helps me solve a problem in the current market. It brings me value and allows me to flourish and allows me to grow. Even if I'm not underneath your umbrella. Recruiting in its simplest form is showing people on the outside, what it's like to be on the inside while they're still on the outside. So bring the value and you're showing me what it's like to be a part of your team.

And if you're not doing this as a part, doing this as a current leader with the team that you have already on your umbrella, you better run at this because if someone that I'm consulting with is one of your competitors, they're going to bring an enormous amount of value. And some of you that are listening to this as clients, that's you. You're the one bringing value.

We are the one that sent me the email that said, my forever follow up has contributed to hiring 20 plus top sales people in my market in just the last two weeks, and you know who you are and that story replicates itself over and over again in my consulting , because I'm teaching people. How to become persons of value before they're persons of success. And that's an important catch for you. Most of you are trying to become a person of success.

That's why you have the mega list and why you're trying to spam people. You're not trying to become a person of value first. The person of value always wins forever and every minute. It's why I'm doing the podcast. It's because I know this is a winning strategy. I'm bringing you crazy amounts of value right now with no strings attached. And you've got to start thinking like this in your own business. How are you going to bring value to this awesome list of people that have said minimally?

Yes, you can send me your contact information. And how do you become known as a person of value? And when you do that, there's this invisible scale that exists and on one side, their current leadership sits. And they're bringing them some value and you're on the other side of that scale. It's your job to tip those skills out of balance by bringing enough value. That person would say that person is bringing me more value than my current leadership.

I want to have a better conversation, a more meaningful conversation with that individual. Those are the three things. Now let's take those three things and let's just put them into a simple framework. You ready for this? What I found in my own data is that the average recruiting leader spends about 50 hours a week. That's in our surveys. We, the general consensus is almost always right at 50 hours a week. Now, some of you are going to say I'm in a season where it's more than that.

And some you're gonna say, look, I'm at 40, but let's use the 50 number. Okay. 50 hours a week, 30 minutes a day is two and a half is two and a half hours a week. Or is approximately 5 percent of your total roles and responsibilities. Okay. I've done the math. 10 percent of fifties five. Half of that is two and a half, 5%, 30 minutes a day, 30 minutes on Monday, 30 minutes on Tuesday, 30 minutes on Wednesday, 30 minutes on Thursday, 30 minutes on Friday. That's two and a half hours a week.

You can time block. I am confident of this. You can time block 30 minutes a day to recruit. And here's why this is important. Anything of significance in your life has come from long term consistent behavior, your health.

If you're healthy, Long term consistent behavior, the relationship with your spouse, if it's amazing, long term consistent behavior relationship with your kids, your family, if it's great, long term consistent behavior, anything of significance in your life has come from staying consistent. So here's the key thing. Whatever we do here, it has to be sustainable. It can't be do this for two months and run as fast as you can and build an awesome team.

It has to come from showing up every single day. All success is rhythmic. All success has a routine. Two and a half hours a day, 30 minutes a day. That's the routine. That's consistent.

So here's what we're going to do on Monday. Here's a simple plan. Do your research, find who are the people that you want to make contact with this week. I found that in three minutes, I can do enough research to put someone on a list and to say that person meets my avatar. Three minutes, 30 minutes is 10 people on your list. Okay, let's go. Monday is coming Monday, 30 minutes. You've got 10 people on a list that match your avatar. Perfect. Tuesday, what are you going to do?

Go connect with them on LinkedIn, on Facebook, on Twitter, on Instagram, wherever they are, go connect with them in 30 minutes. You can do that. And on Wednesday, what are you going to do? Call them. Use a good script. You're going to talk to probably two of them. Our data says that about one out of eight answers the phone today. When you dial for the first time, dial through the 10, you'll get one conversation dial through it again in the same 30 minutes. You'll have a second conversation.

You'll have eight people left to dial, call them again. The next day. Now we're into Thursday. And you're going to dial the eight people left on Thursday. You're going to have another conversation or two on Thursday. And then on Friday, use Friday as your follow up day. That can be the day where one, one week, one Friday, every month, you sit down for 30 minutes, you create a thing of value. You're going to send to everyone that's in your, on your list.

And then the other three Fridays, you're going to show up and be a person of that's going to follow up and be a contributor to people that are going to make it the list, the ever growing list that you have. And there's your simple framework. 30 minutes on Monday, doing research 30 minutes on Tuesday, connecting on social 30 minutes on Wednesday, making phone calls 30 minutes on Thursday, making phone calls and on Friday, we're going to follow up and be a person of value.

That's a very simple and very sustainable map for success. You can do that. Create your transition zone, lay this framework out next week. If you're struggling just to get into some rhythm, lay this framework out next week, and here's the deal. Send this to somebody that needs it. If you're a team lead and you've got people underneath you that are recruiting, send this to them. They need to hear it. Trust me on this.

If you're a team lead and you've got connections with other team leads that are building teams, send this to them. They need to hear the same message.

Long term behavior over big windows of time leads to success. It's daily action aligned with long term goals that creates sustainable success. So here's your map. Let's go do this. This next week's a new week. Maybe this week was a challenge for you in a struggle. Next week's different. You got a map for it. Lay this out in front of you on Monday. Run towards this. Hold yourself accountable by having a transition zone. 30 minutes a day will create long term success in recruiting.

It can be enough. Now, maybe your vision's bigger than that. It's not. Only that. But it can be enough. And big one is a time to be a success. That's all I got for you today. Gang going to sign off here. Richard Milligan or C recruiting, another recruiting conversations in the books. But until I talk to you again on another recruiting conversations, have a great week , everybody. 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.