Richard Milligan

At the basic level of human motivation, people need two things: to feel safe and to know they can provide for their families. In a first-world country, this often means having enough money. But once that's secure, people want more. They look for a sense of belonging, affirmation, and greater purpose and meaning. Here's how to apply this understanding in recruiting: • Sense of Belonging: Ask yourself, does your approach make people feel like they're part of something bigger? Do they feel welcomed and included? • Affirmation: Does your method make people feel valued and recognized? Are you acknowledging their contributions and strengths? • Purpose and Fulfillment: Are you offering more than just a job? Is there a sense of greater purpose, fulfillment, and meaning in what you're offering? At the end of the day, reflect on these questions: Does your approach create a sense of belonging? Does it affirm people at a much higher level than before? Does it provide a sense of more purpose, more fulfillment, more meaning? You'll find that a successful approach in the market not only meets basic needs but also answers "yes" to these questions, addressing deeper human motivations.

When you recruit someone, it shows what kind of leader you are. Let's break it down: • Transactional vs. Transformational: If you treat recruiting like a widget sale, it's transactional. But if you're relational, asking deep, powerful questions like "What's your big dream?" or "Where do you see yourself in the next 10 years?", you're being transformational. • Surface Their Dreams: When you make another touchpoint with a recruit, always bring up their dream. This approach not only shows you care but also aligns with transformational leadership. • Reveal Your Leadership: How you handle the recruiting sequence reveals your leadership style. Are you someone who offers more, who can answer the big questions clearly for people? Recruiting is not just about filling a role. It's the beginning of a relationship where you guide and partner with them. It's about showing them that with you, they can do more than just work; they can grow and chase their dreams. This makes you a leader who values real connections, not just business.

Understanding your market is key in recruiting. For instance, if I know that your market has seen the most business launches in the state over the last six quarters, I can use this information to convey our commitment to your area. Here's the impact of using vision language in recruiting: • Conveying Commitment: By referencing specific market data, you demonstrate a deep understanding and commitment to the recruit's market. • Impression of Action and Success: Vision language creates an impression that you're not just trying, but actively doing and likely to succeed due to your strategic approach. • Highlighting Leadership: Using phrases like "You've been selected" or "You're one of three leaders we want to talk to in this market" serves a dual purpose. It not only shows your organization's discernment and leadership but also affirms the individual. By using this approach, you make the recruit feel recognized and valued. They understand that your interest in them is based on a well-thought-out strategy, not just a random choice. This makes them more inclined to engage in conversation and consider the opportunity you're offering. Vision language is a powerful tool in recruitment. It's about making an impression that goes beyond the surface, showcasing your commitment, strategic approach, and recognition of the recruit's value and potential in the market.

A recruits first impression should always be about your vision. If you don't present a vision, you're missing a real first impression. A powerful vision makes you as a leader (and your company!) unforgettable. Here's how it works with recruits: • Vision Over Options: Often, we present joining our team as an option, like "We'd love to have you." But if it's part of your vision, it's not just optional; it's necessary. • Strong Language: Using decisive language is key. For example, say, "We're launching a team in your market next year." This is not just an option; it's part of our plan. • Authority in Vision: There's a big difference between saying "We're coming to town" and "We'd like to find someone in your market." The first one shows more conviction and authority. .When you talk about your vision, you're not just inviting someone to join; you're telling them they're an essential part of your plan. This approach is more convincing and shows that you're serious about your goals. It's not about hoping to find the right person; it's about knowing what you need and going for it.

Fear plays a big role in conversations, especially in recruiting. Let's see how it works: • Fear from Better Plans: If someone thinks your plan is better than their lack of a plan, it can scare them. For example, a manager might fear losing a loan officer to you if they think you know the market better. • Fear of Missing Out (FOMO): This is a big one. Ever been to a webinar where they offer bonuses only for today or just for the first few people? That's using FOMO. Scarcity creates urgency. So, when you say things like "We're launching one team in your market next year," or "We're only talking to three people," you're creating a sense of scarcity. This leads to urgency. Here's how it works: • Scarcity in Language: Saying you have limited spots makes your opportunity seem more valuable. • Creating Urgency: By limiting the number of conversations or opportunities, you make people want to act fast. This strategy is about making sure people see your vision and feel the urgency to be a part of it. If done right, they'll fear missing out on a great opportunity, and that can be a powerful motivator.

Effective recruiting often starts with a personal journey. Here's how to communicate your commitment and focus: 1. Highlight Personal Connections: Share your personal experiences and connections with the market. 2. Emphasize Market Potential: Point out the growth potential and strategic importance of the market. 3. Show Commitment: Clearly communicate your dedication and investment in specific areas. 4. Use Simple, Impactful Language: Convey your message using straightforward yet powerful terms like "red zone" or "hot market". 5. Inspire Pride and Ownership: Make recruits feel a sense of pride and belonging in the market. Sharing your personal story and focusing on the unique potential of the market not only demonstrates your commitment but also builds a connection with recruits, inspiring them to feel a sense of pride and ownership in their work and location.

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.