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.
To recruit effectively, focus on clear, logical reasoning. Here's your strategy:
1. Identify Success Stories: Recognize leaders like Cody Hardridge who excel in their market.
2. Target Achievable Prospects: Aim for successful yet attainable recruits, not just the top performer.
3. Present a Logical Future: Show how joining your team offers a better long-term trajectory.
4. Challenge Current Scenarios: Encourage recruits to critically assess their current positions.
5. Offer Strategic Roadmaps: Provide a clear, strategic path for growth and success.
Your goal is to make the recruit see, without a doubt, that your opportunity is superior to their current situation. Be direct, be logical, and show them a future full of growth and success.
Creating a memorable first impression in recruiting hinges on presenting a compelling vision. Here's how to make it count:
1. Vision as First Impression: Ensure your company's vision is the first thing a recruit learns about.
2. Make Your Vision Memorable: A strong vision makes you unforgettable.
3. Show Commitment and Knowledge: Demonstrate a deep understanding of the recruit's market.
4. Use Data to Impress: Share unique, insightful data about the market to show thorough research and commitment.
5. Communicate Non-Optionality: Convey that what you're doing in the market is essential and strategic.
By focusing on a clear, data-driven vision of your market, you not only impress recruits but also establish your commitment and deep understanding of their environment. This approach positions you as a leader who's not just interested in recruiting talent but genuinely invested in their market and success.
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.
To recruit effectively, focus on clear, logical reasoning. Here's your strategy:
1. Identify Success Stories: Recognize leaders like Cody Hardridge who excel in their market.
2. Target Achievable Prospects: Aim for successful yet attainable recruits, not just the top performer.
3. Present a Logical Future: Show how joining your team offers a better long-term trajectory.
4. Challenge Current Scenarios: Encourage recruits to critically assess their current positions.
5. Offer Strategic Roadmaps: Provide a clear, strategic path for growth and success.
Your goal is to make the recruit see, without a doubt, that your opportunity is superior to their current situation. Be direct, be logical, and show them a future full of growth and success.
Logical recruits are those who are seasoned in dealing with recruitment pressures. They're the type of recruits who are common today, especially experienced in navigating the complexities of the industry.
Consider loan officers who use terms like "capital markets partner." Here's what that implies and how you need to adapt:
• Shifting the Narrative: If a loan officer views you merely as a capital markets partner, they see themselves as the primary value bringer. This perception needs to change. You don't want to be just a partner; you aim to be much more.
• Avoiding Limited Roles: Some companies embrace being a great capital markets partner, but that's not the goal. You want to offer more than that.
Logical recruits are thorough. They:
• Seek Detailed Information: They're the ones who send emails filled with questions, sometimes pages long.
• Have a Logical Approach: They need more information and data to make their decisions.
This type of recruit requires a different strategy. You need to be prepared to provide detailed answers and demonstrate a deeper understanding of their needs and the industry. It's not just about offering a position; it's about showing them the comprehensive value and support your organization can provide.
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.
