Richard Milligan

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Richard Milligan Recruiting Strategy Consultant. Author. Speaker. Podcast Host. Bookrichardnow.com

02/07/2025

For recruiting leaders in tough times, cutting out distractions is critical. Terminate the noise and shut down all interruptions during your intense focus sessions.

- Eliminate background noise and unnecessary communications.
- Designate specific times for deep focus, free from all distractions.
- Use tools and strategies to maintain a sharp focus on your recruiting tasks.

In challenging periods, the clarity and efficiency gained by removing distractions can be a game-changer. It allows you to concentrate fully on solving problems and finding the best talent. Let's commit to creating distraction-free zones to navigate tough seasons with strength and precision.

27/06/2025

I consistently get a question from mortgage executives: "How do you get producing managers to recruit?" In fact, it's typically the first question I get when an executive realizes I coach recruiting leaders.

A better way to frame that question is this: How do you get your non-recruiting sales leaders to embrace a role no one ever clearly communicated they had signed up for? Hmm, that may have answered itself, haha!

I have interviewed close to 1200 market leaders over the last six years. In doing so, I have found most say that the expectation was never set that they would need to recruit. They have a clear identity, "producing manager." The time they invest into building their own book of business, managing their pipeline, managing their referral relationships, and database management absorbs the majority of their time.

In my research, there are three reasons why producing sales leaders don't recruit:

The expectation they should recruit has never been established. Thus, there is no tension around NOT recruiting.

No one has ever taught them how to recruit. If you are in doubt, ask them about their plan for growing their team. What you will find is that they don't have one.

Their main source of income has always been their production. No one has ever invited them into a greater vision nor given them a road map for something different. Thus they focus on building their personal production.

How do you solve these for different results?

Close the expectation gap
If you change your expectations of them, you must also gain agreement from them around the new expectations. Expectations without agreements are toxic. If you don't gain agreement and move the cheese, they will leave.

Start with education
Motivate them without educating them, and you will simply discourage them. The right road map is education + motivation + application = transformation. Educate them about three key areas.
1) How to identify the right recruits.
2) How to make initial contact with them.
3) How to stay in front of them as a person of value.

Change their identity
If you want different results, build a different belief system. Identity matters. Their current identity is Producing Leader. In that identity, they produce and manage that pipeline.
You must change that to Recruiting Leader. This is someone who is leading a team while also recruiting to that team.

Keep it simple
Lastly, the producing sales leader WILL ALWAYS say, "I don't have time to recruit." You must solve this. How you do that is by giving them a simple plan that they can easily execute around in 30 minutes per day. Complexity is the enemy of ex*****on, while simplicity leads to ex*****on.

Thirty minutes per day equals 5% of their role if they work 50 hours a week (my surveys show this is the most common number agreed upon by sales leaders).

Daily action aligned with long term goals is what creates sustainable succes.

26/06/2025

Having a clear roadmap is crucial in leadership, especially when recruiting. Let's unpack this idea:
• The Advantage of a Roadmap: If you have a roadmap and your competition doesn't, you're already ahead. The assumption is that many current leaders lack a roadmap.
• The Reality for Most Leaders: Sadly, a vast majority, about 99.99%, don't have clear roadmaps. This leaves a gap that can be exploited.

Imagine this scenario:
• A Competitor with a Vision: If someone enters your market with a compelling vision and a clear roadmap, and you don't have one, they instantly have more energy, authority, and credibility. They know the market and can present an exciting future.
• Comparing Roadmaps: When you have a vision, you need to ask yourself: Is my roadmap significantly better than just staying where they are? You must be able to confidently say it's a "level 10" on the scale of effectiveness.

In essence, a strong, well-defined roadmap not only shows where you're going but also establishes your credibility and authority. It's about offering something more concrete and exciting than the current state of affairs, making your opportunity more appealing and forward-thinking.

20/06/2025

How do I convert more of my conversations into actual hires?

I remember coaching a Recruiting Leader who was frustrated with the gap between great conversations and zero follow-through. She had connections with promising candidates, but they always seemed to fizzle out.

One day, we dug deeper into her approach. It turned out she was doing all the right things in the conversation but left the next steps vague. So, we worked on a new strategy.

The key? Every conversation needs a clear action step. At the end of each discussion, I encouraged her to directly invite candidates to the next step, whether scheduling another call, sending over a specific project, or even a casual coffee chat.

By implementing this simple tactic, she turned meaningful conversations into scheduled next steps.

This framework works because clarity breeds confidence. Candidates appreciate knowing what to expect and where they stand. It transforms the relationship from a one-off chat into a collaborative journey.

If you're not guiding the next steps, you're leaving too much up to chance. Take charge and set the stage for your candidates to move forward. Are you ready to transform your conversations into hires?

19/06/2025

What’s the best way to keep a recruit warm between initial interest and a scheduled face-to-face?

I remember coaching a Recruiting Leader who was feeling the pressure after weeks of radio silence from a promising candidate. They had had a great first conversation, but it felt like the candidate was slipping away.

So, we decided to turn up the warmth factor. Instead of waiting for the scheduled follow-up, they sent a personalized video message sharing insights about the company culture and the exciting projects that were happening. They also included an invitation to connect on LinkedIn.

That little gesture made all the difference. The candidate felt valued and engaged, reigniting their interest.

Here’s a straightforward framework that can keep your talent pipeline flowing. First, personalize your follow-ups. Think of it as a conversation, not a transaction. Next, share valuable insights about your company. This could be an update on a project or a team success story. Lastly, invite them to engage further—ask if they’d like to connect for a casual chat or even grab a virtual coffee.

This approach works because it builds a genuine relationship. Candidates are more likely to stay interested when they feel like they’re more than just a name on a list. They want to be a part of something exciting, and when you show them that you value their potential, you stack the odds in your favor.

So, keep it real. Keep it engaging. And watch as your relationships bloom into great hires.

19/06/2025

Recruiting Leaders, build relationships OVER just trying to move someone through your recruiting funnel.

Because building relationships IS moving someone through your recruiting funnel.

19/06/2025

How do I build a solid recruiting list when my market feels saturated or small?

I remember coaching a recruiting leader who felt absolutely stuck. They were in a niche market, working tirelessly but seeing only a trickle of candidates. It felt daunting—how do you attract talent when everyone seems to be competing for the same few people?

We took a step back and focused on a mindset shift. Instead of scanning the market for available candidates, we tapped into the power of **relationship-building**. This leader started reaching out to past candidates, those who might not have been the right fit at the time but had potential. They also began engaging with niche communities on platforms like LinkedIn.

Here’s a simple, repeatable approach that can transform your recruitment strategy:

1. Identify your ideal candidate profile—not just skills and experience, but values and aspirations.

2. Build a "relationship-first" outreach list. Include not only candidates you’ve spoken to before but also those who have engaged with your content or expressed interest in your company culture.

3. Craft personalized messages that focus on building relationships rather than pushing for an immediate hire. Think about adding value first—share insights, ask questions, or simply reconnect.

This framework works because candidates, especially in saturated markets, are looking for more than just a paycheck. They want to feel valued and understood. By investing time into relationships, you’re creating a pipeline of individuals who are not only open to opportunities but also excited about what your vision can offer them.

So the next time you feel the market closing in, remember: it’s not about the quantity of candidates; it’s about the quality of your connections. Each conversation can open doors to unexpected talent.

Let’s get back to relationship-building. I promise it will pay off in the long run.

18/06/2025

What’s the ideal avatar for our team, and how do I refine it as the market changes?

I remember working with a Recruiting Leader who felt stuck. She had a solid understanding of the ideal candidate for a specific role, but as market dynamics shifted, that understanding turned stale. She was hesitant to adjust her avatar, thinking it would dilute her focus.

One day, we went through a candidate experience meeting that changed everything. We opened up a simple discussion around the market trends and what talent was truly seeking. It heightened her awareness that the best candidates were not just looking for roles — they were hunting for purposeful environments aligned with their values.

From that moment on, we implemented a straightforward framework to keep refining her avatar.

First, review your core skills and values necessary for the role. Next, analyze recent market trends and changes in talent priorities. Then, connect these insights with your existing team’s dynamics to identify the missing pieces. Finally, engage current employees in conversations about what they love most about working there — their input is golden.

What makes this framework effective is its foundation in real-world insights. Recruiting isn’t just about matching a skill set anymore; it’s about understanding what people are genuinely seeking in their careers. By staying nimble and responsive to market shifts, you’ll attract talent that not only fits the role but aligns with your vision.

Keep evolving your avatar, and you’ll lead your team to not just fill roles, but to build a community of engaged, passionate individuals.

17/06/2025

Being a recruiting leader is no small task.

You're wearing the most challenging hat in the business.

- Lead with vision and adaptability.
- Navigate complexities with strategy and insight.
- Be the driving force behind team growth and success.

Every decision you make shapes the future of your organization.

You're tasked with finding the right talent, building strong teams, and setting the stage for success.

Your role demands vision, adaptability, and a deep understanding of the ever-changing business landscape.

Embrace this challenge.

Lead with purpose.

Your efforts are the foundation on which great companies are built.

16/06/2025

What steps can I take to systematize my recruiting process for scalability?

I remember coaching a recruiting leader who felt overwhelmed by the constant chaos of hiring. They were drowning in unorganized spreadsheets and endless emails. It wasn’t until we sat down together that the transformation began.

We focused on creating a system that didn’t just work for today but was designed for the team they aspired to build tomorrow.

Here’s a simple framework I shared with them: Start by standardizing your recruiting workflow into clear stages.

Create a playbook that outlines each step, from sourcing candidates to onboarding. Identify must-do tasks and assign responsibilities. This clarity allows every team member to know their role and smoothly hand off responsibilities as needed.

Next, leverage technology. Use a CRM that fits your needs, but don’t forget that personal follow-up is your secret sauce. Automate where you can, but always keep the human touch in your outreach.

Lastly, establish a feedback loop. Regularly review your processes and encourage your team to share what’s working and what’s not. Agility is key.

This framework works because it transforms recruiting from a disjointed effort into a cohesive, repeatable process. It empowers your team to act with confidence, knowing they're following a proven path towards building a great organization.

When you systematize recruiting, you’re not just filling positions — you’re laying the foundation for a thriving culture and future-ready leadership. Let’s start building!

15/06/2025

What’s a solid cadence for researching candidates and following up if they don’t answer?

I was coaching a leader recently who was frustrated with a candidate ghosting him after an initial outreach. He had invested time in crafting personalized messages, and when he got radio silence, it felt disheartening.

I encouraged him to shift his mindset. Instead of seeing it as a dead end, consider it part of a flow. Research isn’t a one-and-done task; it's an ongoing conversation.

Here’s a simple yet effective approach:

Start by spending 15-20 minutes diving deep into a candidate’s profile. Look for common interests, career milestones, and professional connections.

Then, follow this up with a first touchpoint message that references something specific from your research.

If they don’t reply, wait a week and send a light follow-up. Maybe mention an article on their expertise you found interesting.

If there's still silence after another week, send a final note that thanks them for their time and opens the door for them to connect when they’re ready.

Why does this work? Because it cultivates a genuine relationship rather than just ticking a box. Candidates appreciate the effort and personalization. Plus, it keeps you top of mind without coming across as pushy.

In a world of quick transactions, building relationships brings the right people to your door. Remember, recruiting isn’t just about filling positions; it’s about fostering connections that lead to long-term success.

14/06/2025

How do I transition from a relational recruiting style to making a clear ask?

I remember coaching a recruiting leader who had a great knack for building relationships with candidates. They could connect and engage like nobody else, but when it came time to make an ask, those conversations felt awkward and forced. It’s like they were trying to switch gears too quickly.

One day, we sat down over coffee and talked about this challenge. I shared a simple approach: instead of abruptly shifting from relationship-building to making the ask, try introducing the ask as an extension of the relationship you’ve built.

Here’s how it works:

Start by reinforcing the relationship. Share a relevant insight about the candidate’s goals or values that aligns with your company’s mission. Then transition smoothly by framing the opportunity as a chance for them to contribute to that vision, not just a job offer. Invite them into a collaborative conversation about their future.

This approach does a few things. It keeps the dialogue natural and authentic, allowing the candidate to feel valued throughout the process. They won’t see the ask as a pressure point but rather as an exciting possibility.

Recruiting is ultimately about connection. When you seamlessly integrate the ask into your established relationship, you create an environment where candidates feel empowered to consider your opportunity.

Remember, it’s not just about filling a role. It’s about inviting someone onto a shared journey. That’s what real recruiting is all about. Trust me, this approach transforms the way candidates view the process.

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