Building trust in recruiting involves clear and honest communication. Here's how to integrate affirmation into your strategy:
1. Be Specific in Your Approach: When mentioning a select group, be prepared to detail who else is included.
2. Maintain Transparency: Ensure that you can confidently answer questions about your recruitment process.
3. Prepare for Inquiries: Anticipate and be ready to respond to challenges or queries from recruits.
4. Demonstrate Integrity: Show that your approach is thoughtful and genuine, not arbitrary.
5. Build Credibility: Establishing trust by being able to back up your statements reinforces your credibility.
In recruiting, being able to provide specific and honest answers not only builds trust but also shows that your approach is carefully considered and sincere. This reinforces your integrity and credibility as a recruiter.
When we talk about our plans, the words we choose can make a big difference. They can show how serious and confident we are. Let's think about two ways of saying something:
• Strong and Confident: Saying "We're coming to town" sounds sure and strong. It shows you mean business and you're ready to make things happen.
• Less Confident: On the other hand, saying something like "We sure would like to find someone pretty in your market to hang our banner" sounds less sure. It's like you're just hoping for things to work out, not like you're sure they will.
The way we talk about our plans can really change how people see us. If we use words that sound strong and sure, people will think we have a lot of power and know what we're doing. It's more convincing. But if we use words that sound like we're just hoping for the best, it doesn't sound as strong. We want to show people that we're not just trying, but that we're doing and we're sure about our success.
Want to know how to write an email that helps you close a new hire? If you're a recruiting leader, the moment of closing the deal with a new hire is crucial. That's why I'm sharing my tips on crafting an effective email that seals the deal. Check out my latest podcast on what seals the deal with recruits.
The goal of recruiting isn't to convince someone to join your team, and we confuse this. The goal is to reveal to people that more is available when they come alongside you and join your team and you're leading them. And when that moment happens, desire shows up. If there's a disconnect between how you date or how you actually recruit people to how you actually, how it actually is when you're married to them or when they're on your team, You can attract talent, but you also lose talent.
We'll pick up that conversation in the next podcast and 2025 is going to be your best recruiting year yet.
Recruiting leaders, clarity attracts talent! Don't just say 'our team is awesome'—show it. Share real examples of what it's like to be on your team to inspire and connect with recruits. Watch now and listen to the full episode of Recruiting Conversations on all podcast platforms!
Technology is reshaping the way we recruit, and Customer Relationship Management (CRM) systems are at the forefront of this transformation. Here's how CRMs have become essential tools in modern recruitment:
1. Streamlining the Hiring ProcessCRMs now consolidate multiple tools, offering access to powerful data sources that help pinpoint the perfect candidate. They make the process more efficient and targeted than ever before.
2. Expanding Communication ToolsAdvanced CRMs include features like power dialers for phone outreach, SMS messaging for quick text communication, and seamless email integration—all in one place. These tools enhance the speed and quality of candidate engagement.
3. Adapting to Increased Competition Over the last five to seven years, the competition for top talent has grown significantly. While CRMs make it easier to connect, they also mean more noise around exceptional candidates. Staying ahead requires using these tools effectively and strategically.
CRMs have become a game-changer, allowing recruiters to work smarter and connect with talent in meaningful ways. As technology continues to evolve, so does the potential for more efficient and successful recruitment strategies.
When recruiting someone to join your team, the goal isn't to convince—it's to reveal the incredible opportunities they'll gain by working with you.
Here's a story that illustrates this perfectly:
During Thanksgiving, my wife asked me to smoke a turkey. I wasn't an expert, but I wanted to impress her. As I shopped for a smoker, I initially planned to spend $500 to $700. But then, I discovered a smoker with features I didn't know existed—automatic ignition, self-feeding pellets, and even Wi-Fi controls. It was over $2,000, but I happily invested because I saw the value it offered.
The same principle applies to recruiting. When a potential team member realizes that joining your team offers more value, growth, and possibilities than they currently have, their desire to be part of it ignites.
It's not about convincing; it's about unveiling what's possible with the right leadership and team. Show them their potential, and they'll want to invest in the opportunity.
Over the past year, I've collaborated with top leaders to develop a strategy that transforms how we build relationships, especially in recruiting. It's built on two key ideas:
1. Making a Lasting First Impression: In the first 72 hours, focus on creating an extraordinary value for your recruits. Provide value that stands out—something meaningful and unexpected. It's about leaving them in awe and showing why your leadership is different from the start.
2. Offering Ascending Value: Go beyond one-time gestures. Strengthen connections by consistently offering increasing value over time. This approach shows your commitment to helping your recruits and team members grow their business.
By combining these two ideas, you can elevate your recruiting game, create stronger relationships, and stand out in a competitive market.
Stay tuned for more strategies to transform how you attract and retain top talent!
Don't blend in; stand out like a unicorn in a field of horses. Here's how:
1. Slow Down & Reflect: Understand your organization's unique qualities.
2. More Than Words: Present your company's uniqueness beyond industry jargon.
3. Highlight Value: Continuously recognize and promote your evolving value stack.
4. Be Logical: Frame your value in a way that makes logical sense to the recruit.
5. Unicorn Strategy: Embrace and showcase your unique strengths, avoiding the sea of sameness.
Remember, you don't need flashy promises to attract talent. Authentic value speaks volumes. Be the unicorn among horses; lead with your unique strengths.
Building trust in recruiting involves clear and honest communication. Here's how to integrate affirmation into your strategy:
1. Be Specific in Your Approach: When mentioning a select group, be prepared to detail who else is included.
2. Maintain Transparency: Ensure that you can confidently answer questions about your recruitment process.
3. Prepare for Inquiries: Anticipate and be ready to respond to challenges or queries from recruits.
4. Demonstrate Integrity: Show that your approach is thoughtful and genuine, not arbitrary.
5. Build Credibility: Establishing trust by being able to back up your statements reinforces your credibility.
In recruiting, being able to provide specific and honest answers not only builds trust but also shows that your approach is carefully considered and sincere. This reinforces your integrity and credibility as a recruiter.
First impressions and clear expectations are crucial in recruiting. Here's your guide for impactful engagement:
1. Personalize Your Approach: Customize your message to show you've researched the recruit thoroughly.
2. Set Clear Expectations: Clearly state your intentions and the potential of the relationship.
3. Highlight Specific Opportunities: Point out unique opportunities, like leading a new team in their region.
4. Emphasize Relationship Building: Focus on developing a meaningful relationship, not just a transactional recruiting process.
5. Use Vision Persuasion: Employ a visionary approach in recruiting, illustrating how they are integral to your company's future achievements.
In recruiting, make your first impression about inviting them into a collaborative and growth-oriented journey. Make them feel exclusively selected and genuinely important from the start.
Having more resources than your competitors is a significant advantage, and your vision should clearly communicate this to potential recruits. To effectively showcase this, there's a practical exercise I recommend for leaders.
Here's the approach:
• Going Beyond the Company Offer: Consider all the elements of your employment agreement, including compensation and any special conditions. But don't stop there.
• Documenting Your Leadership Value: Create an additional document that highlights the unique value you bring as a leader. This could include the way you support and coach your team, your approach to one-on-one meetings, accountability practices, assistance in growing their business, and involvement in real estate presentations.
This is about recognizing and articulating the full spectrum of what you offer:
• Highlight Your Unique Offerings: Detail the special aspects of your business development strategy and any unique products or services you focus on.
• Creating a Value Stack: Compile these elements into a "value stack" – a comprehensive list of all the benefits and resources you offer, which might not be available at other companies.
By doing this, you make it clear to potential recruits that joining your team means gaining access to a wealth of resources and support that they might not find elsewhere. It's about showing them the tangible and intangible benefits of being part of your organization, going beyond just the basic terms of employment to the broader support and growth opportunities you provide. This strategy can make a compelling case for why your leadership and company stand out in the market.
