Recruiting Conversations

Richard Milligan, Recruiting Coach
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Welcome to the Recruiting Conversations Podcast, a conversation designed to help Recruiting Leaders who manage a team as well as recruit. Richard Milligan is a speaker, author, strategist, and recruiting coach who built 21 teams as a Recruiting Leader.

  1. 3 DAYS AGO

    Your Next Bad Hire Will Cost You a Year: A 7-Part Framework for How to Recruit for Quality Over Quantity

    You've been in a growth phase and felt the pressure to add people. So you did. And then you spent the next year cleaning it up. More headcount is not more growth. Sometimes it is more complexity, more culture dilution, and more of your time fixing what should not have broken. This episode gives you a 7-part framework for growing the right way. Episode Breakdown [00:00:32] The Tension Every Intentional Leader Feels Most leaders know that adding the wrong people slows everything down. But the pressure to scale is real. This episode is built for the leader who wants to grow without sacrificing what they have already built. [00:01:15] The Core Shift: Growth Is About Output and Alignment, Not Headcount If you measure success by how many people you have added, you will make short-term decisions that hurt you long-term. Stop asking how many people you need. Start asking what kind of people you need. That question changes your entire recruiting posture. [00:01:40] Standard 1: Define Your Standard Before You Scale A lot of leaders try to figure out their culture while they are growing. That is backwards. Before you recruit, get clear on what a successful person on your team looks like, what behaviors you expect, what performance actually means, and what you will not tolerate. If that is not clear before you scale, you will fill your team with people who interpret your culture differently. [00:02:09] Standard 2: Build a Clear Recruit Avatar If you do not know exactly who you are looking for, you will convince yourself that almost anyone could work. That is where teams get bloated. Define your ideal recruit by what they produce, how they think, how they show up, and where they are in their career. The clearer the avatar, the easier it is to say no. And saying no is how you protect growth. [00:02:39] Standard 3: Focus on Productivity Per Person Most leaders add more people to increase output instead of maximizing the people they already have. Ask yourself: Are they operating at their potential? Do they have the systems, coaching, and clarity to produce at a higher level? Sometimes the fastest way to grow is not adding more people. It is getting more from the right people. [00:03:06] Standard 4: Recruit Fewer, Better Instead of adding five average people, what would it look like to add one high performer who aligns with your vision? Average hires create maintenance. Great hires create momentum. That one person can raise your standards and attract others like them. [00:03:26] Standard 5: Protect Your Culture at All Costs Every person you add either strengthens your culture or weakens it. There is no neutral. Before you bring someone on, ask: Will this person raise the standard? Will they make the team better, not just bigger? If the answer is unclear, that is your answer. [00:03:49] Standard 6: Align Growth With Vision Without a clear vision, growth becomes reactive. You hire when you feel pressure, when you feel behind, when you get excited. When you have a vision, you hire with intention. You know where you are going, you know who you need to get there, and you are willing to wait for the right fit. That is disciplined growth. [00:04:10] The Hard Truth About Fast Growth Not growing fast enough is frustrating. Growing the wrong way is expensive. It costs you time, energy, culture, and sometimes your best people. Do not confuse activity with progress. Real growth is measured by alignment, output, and sustainability. [00:04:35] Your Challenge This Week Look at your current top performers. What do they have in common? How can you find more people like them? Then look at your recruiting pipeline. Are you filling it with the right people or just available people? That clarity alone will change how you grow. Key Takeaways Growth is about output and alignment, not headcount. Measuring success by people added leads to short-term decisions with long-term costs. Define your culture standard before you recruit, not while you recruit. Ambiguity at the standard level creates chaos at the team level. A clear recruit avatar makes it easier to say no. Saying no is how you protect growth. Maximize your current team before adding to it. Sometimes the fastest path to more output is developing who you already have. Average hires create maintenance. Great hires create momentum. Recruit fewer, better. Every new hire either strengthens or weakens your culture. There is no neutral addition. Vision-driven leaders hire with intention. Reactive leaders hire with pressure. Know where you are going before you add someone to the journey. If you want help defining your ideal recruit profile and building a growth strategy focused on quality over quantity, let's talk. Visit bookrichardnow.com and grab time on my calendar. We will walk through how to identify who belongs on your team, how to build the avatar that filters out the wrong fits, and how to grow in a way that makes your team stronger, not just bigger.

    6 min

  2. 12 MAY

    Your Top Recruit Is Not in Pain. That's Exactly Why You're Losing Them.

    You have a producer in your network who is doing well. Making money. Stable. From the outside, everything looks fine. But you know something is off. They are comfortable, but they are not fulfilled. And if you approach them the same way you would approach someone who is struggling, you will lose them every time. This episode breaks down exactly how to reach them. Episode Breakdown [00:00:32] Why This Recruit Type Is Different Comfortable but unfulfilled producers are not motivated by urgency. They are not looking to be rescued. They are thinking about growth, legacy, and whether this is all there is. The recruiting approach that works for a struggling producer will push this person away. [00:01:06] Principle 1: Understand Their Psychology These recruits feel the gap between where they are and what is possible, even if they never say it out loud. You cannot recruit them by attacking their current situation. You recruit them by expanding their future. [00:01:40] Principle 2: Stop Leading With Improvement Better comp, better support, better structure only resonates with someone in pain. A comfortable producer hears that and thinks: I am already doing well. Shift from "here is how we improve your situation" to "let's talk about what is possible beyond what you have already built." [00:02:05] Principle 3: Ask Better Questions Surface questions get surface answers. "Are you happy?" ends the conversation. Better questions open it: What does the next chapter look like? What would challenge you again? Where have you plateaued even when things are going well? Thinking is what creates movement. [00:02:41] Principle 4: Create Tension Without Pressure You are not trying to make them dissatisfied. You are helping them become aware. Try this: "You have clearly built something strong. Most people never get to where you are. The question I always ask is: is this the ceiling or just the current chapter?" You did not push them. You invited them. [00:03:00] Principle 5: Show a Path They Cannot Build Alone High producers believe in themselves. If what you offer looks like something they could recreate on their own, it will not stand out. Show them something bigger: a platform, a vision, a leadership opportunity, a level of scale that requires alignment, not just effort. [00:03:28] Principle 6: Give Them Space This is where most leaders lose comfortable producers. They feel interest and push too fast. These recruits move slower, think longer, and evaluate more deeply. Pressure creates distance. Consistency creates trust. [00:03:51] Principle 7: Play the Long Game Their trigger is not urgency. It is realization. You may have a great conversation today and not see movement for six months. When that realization comes, they will remember who helped them think differently. Make sure that person is you. [00:04:09] The Role Shift Stop thinking of yourself as a closer or a persuader. You are a guide. Help them see what is next, think bigger, and recognize the gap between comfort and fulfillment. When that gap becomes clear enough, movement happens naturally. Key Takeaways Comfort does not mean fulfillment. High producers can be performing and still feel the gap between where they are and what is possible. Expansion beats improvement. Do not talk about what is better. Talk about what is next. Better questions drive movement. Surface questions end conversations. Deeper questions open them. Tension without pressure is a leadership skill. Invite awareness. Do not create dissatisfaction. Show a path they cannot walk alone. Vision, platform, and scale are what capture a confident producer's attention. Space is a strategy. These recruits move slower. Consistency over time wins more than urgency ever will. Their trigger is realization, not urgency. Play the long game and stay present. Call to Action If you want help building conversations that actually reach high-level producers without creating pressure, let's talk. Visit bookrichardnow.com and grab a time on my calendar. We will walk through how to structure recruiting conversations for the most valuable people in your market.

    6 min

  3. 5 MAY

    Stop Measuring Luck: The Recruiting Metrics That Actually Drive Results

    Most leaders are measuring the wrong thing in recruiting. They look at one number. Did someone join… or not? And when that is your only scoreboard, recruiting becomes frustrating, emotional, and inconsistent. You can have a great week and feel like you are losing. You can do everything right and feel like nothing is working. In this episode of Recruiting Conversations, I break down how to measure recruiting the right way—so you can build consistency, confidence, and momentum. Because here is the truth. You do not control hires. You influence them. Episode Breakdown [00:00] The Core Problem Most leaders only measure outcomes. But outcomes are delayed. And when you only track hires, you lose visibility into what is actually working. The Metrics That Actually Matter [01:30] 1. New Conversations Started This is your top of funnel. Calls Messages Voice notes Coffee meetings Not passive activity. Real conversations. If this number is low, everything downstream suffers. [01:55] 2. Meaningful Follow-Ups This is where pipelines are built or broken. Not just checking in. Sharing insight Referencing past conversations Sending something relevant This is how relationships deepen. [02:15] 3. Second Conversations This is one of the strongest indicators of momentum. If people are willing to talk to you again, something is working. If they are not, fix your first conversation before worrying about closing. [02:35] 4. Vision Conversations This is where recruiting becomes real. Where are they going? What do they want? What are you building? This is where alignment happens. Most leaders rush this or skip it entirely. [02:55] 5. Opportunities Created This is when someone says: I am open to exploring this further Not committed. Not closed. But open. If you are creating opportunities, hires will follow. [03:15] 6. Time and Process How long are people staying in your pipeline? Are you losing them due to lack of follow-up? Are you rushing and creating pressure? Are you guiding them through a clear sequence? This reveals whether your system is working or breaking. [03:35] The Mindset Shift Stop asking: How many people did I hire? Start asking: How many new conversations did I start? How many meaningful follow-ups did I execute? How many second conversations did I earn? How many vision conversations did I lead? How many opportunities did I create? Those are controllable. Those are measurable. Those are what drive results. [04:00] What Changes When You Track This You stop riding the emotional rollercoaster You start seeing real progress You identify breakdowns faster You coach yourself and your team with clarity You move from guessing to managing a system And when activity is right, results follow. Maybe not immediately. But consistently. Key Takeaways Hires Are a Lagging Indicator – They reflect past activity, not current effort Activity Drives Results – Focus on what you can control Top-of-Funnel Matters Most – Conversations create everything downstream Follow-Up Builds Momentum – Pipelines grow through consistency Clarity Beats Emotion – Metrics remove guesswork and frustration Recruiting Is a System – When you track the right things, growth becomes predictable Here is the shift. You stop measuring luck. And you start measuring leadership. Want Help Building a Recruiting Scorecard? If you want to build a simple, effective recruiting scorecard for yourself or your team, let's put it together. You can book time directly on Richard's calendar and we will walk through: What metrics matter most for your business How to track them simply How to coach your team using activity, not emotion How to turn recruiting into a repeatable system Visit bookrichardnow.com and grab a time that works for you. Track the right things. Stay consistent. And watch your recruiting momentum compound.

    5 min

  4. 28 APR

    Say It Like a Leader, Not a Press Release: A Simple Framework for Sharing Vision on LinkedIn

    You know you need to show up on LinkedIn. You know your recruits are watching. You know your positioning matters. But there is a tension. You want to cast vision… Without sounding like a corporate press release. Because the moment your content feels scripted, polished, or generic, you lose people. In this episode of Recruiting Conversations, I give you a simple, repeatable framework to communicate vision in a way that feels human, grounded, and magnetic. Episode Breakdown [00:00] The Real Challenge Leaders know they need to communicate vision publicly. But most default to language that feels: Stiff Scripted Generic Corporate And that disconnect costs attention and trust. The 4-Part Framework for Non-Corporate Vision Content [01:20] 1. Start With a Personal Story Corporate language feels distant. Story feels human. Instead of starting with: At our organization, we are committed to excellence Start with something real: A conversation A mistake A lesson A moment with your team Story creates connection. [02:00] 2. Extract a Clear Belief After the story, define what you believe. Not what sounds polished. Not what your company says. What you believe as a leader. Example: I believe growth stalls when leaders stop casting a bigger picture Beliefs create differentiation. Corporate language creates sameness. [02:25] 3. Share a Simple Framework Vision becomes powerful when it becomes practical. Break it into 2 to 3 clear points. Example: Here is what I focus on when building a team that scales: Clarity of direction Consistency of standards Visible leadership Simple. Actionable. Memorable. [02:50] 4. End With an Invitation Do not pitch. Invite. Instead of: Reach out if you are interested Say: Curious how other leaders are thinking about this Or If you are building something bigger this year, I would love to connect This creates conversation, not pressure. [03:15] What This Looks Like in Real Life Start with a moment Share a belief Break it down simply Invite dialogue That is vision. And it does not feel corporate. [03:50] The Communication Shift Write like you speak. Short sentences Clear thoughts Direct language Avoid: Buzzwords Jargon Abstract phrases Talk like you are sitting across from another leader. [04:10] The Deeper Truth Most corporate language is not intentional. It is a cover for lack of clarity. When you are clear on: What you believe What you are building Your language becomes simple. And simple is powerful. Key Takeaways Story Creates Connection – Start with something real, not polished Belief Creates Differentiation – Say what you believe, not what sounds good Framework Creates Clarity – Break ideas into simple, actionable points Invitation Creates Engagement – Open the door instead of pushing Clarity Eliminates Corporate Tone – The clearer you are, the more human you sound Here is the shift. You stop trying to sound impressive. And you start trying to sound real. Because in 2026, the leaders who communicate vision clearly and consistently will attract the right people faster than those hiding behind safe language. Want Help Refining Your LinkedIn Messaging? If you want to build a content strategy that reflects your leadership voice and consistently attracts aligned recruits, let's work through it together. You can book time directly on Richard's calendar and we will walk through: Your current LinkedIn messaging How to clarify your leadership voice How to apply this framework consistently How to create content that attracts instead of blends in Visit bookrichardnow.com and grab a time that works for you. You do not need better words. You need clearer ones. And that is what people remember.

    6 min

  5. 21 APR

    The Quiet Plateau: How to Know If You're Becoming Stagnant as a Leader

    This is not a comfortable question. Especially if your numbers are decent. Especially if you've had success. Especially if no one around you is challenging you. But here's the truth. Stagnation rarely announces itself loudly. It shows up subtly, in habits, in tone, in energy, and in how you approach growth. In this episode of Recruiting Conversations, we walk through the real indicators of leadership stagnation, and more importantly, how to break out of it before it costs you momentum. Episode Breakdown [00:00] The Honest Question How do you know if you're plateauing as a leader? Not failing. Not struggling. Just… not growing. 6 Signs You Might Be Becoming Stagnant [01:15] 1. You Rely Too Heavily on the Past Proven systems are valuable. But if your default response is: This is how we've always done it That's a warning sign. Healthy leaders evolve. Stagnant leaders protect familiarity. [01:45] 2. You Feel Defensive When Challenged Growth requires tension. If feedback feels like a threat instead of data, you may be protecting your identity more than pursuing progress. Stagnation often hides behind ego. [02:10] 3. Your Conversations Feel Repetitive Are you still learning? Still refining your message? Still bringing new insight? If your team meetings sound the same as they did two years ago, growth may have slowed. Energy follows growth. When leaders grow, teams feel it. [02:30] 4. You've Stopped Seeking Challenge If you are always the most experienced or smartest person in the room, that is not a strength. It is a ceiling. Strong leaders intentionally put themselves in environments where they are stretched and corrected. [02:50] 5. You're Protecting Instead of Building There is a difference between stewardship and fear. Stewardship protects standards while pursuing growth Fear protects comfort and avoids risk Ask yourself: Am I experimenting or just maintaining? [03:20] 6. Your Team Has Stopped Bringing Ideas This one is subtle but powerful. If your team is no longer suggesting improvements or challenging ideas, they may believe nothing will change. Leadership stagnation creates cultural stagnation. [03:40] What Stagnation Is Not Let's be clear. Being tired is not stagnation A rough quarter is not stagnation A slower season is not stagnation Stagnation is posture. Are you still learning? Still stretching? Still refining? [04:00] How to Break Out of It 1. Audit Yourself Honestly Where have you been coasting? What systems have you not updated in years? 2. Reengage With Vision Revisit your 3 to 5 year picture. Does it still excite you? Does it still stretch you? If not, your vision needs an upgrade. 3. Seek Discomfort Intentionally Growth requires friction. Join a room where you are not the expert Hire a coach Ask for real feedback Test something new 4. Recommit to Learning Study beyond your industry. Leadership Psychology Innovation Systems The market is evolving whether you grow or not. [05:05] The Real Danger The most dangerous leaders are not the ones who fail loudly. They are the ones who plateau quietly. Comfort can disguise itself as stability. Do not let it. Key Takeaways Stagnation Is Subtle – It shows up in habits, not headlines Comfort Can Be Misleading – Stability is not the same as growth Growth Requires Tension – Feedback and discomfort are signals, not threats Your Environment Matters – Surround yourself with people who stretch you Your Team Reflects You – If they stop growing, look at your leadership first Here is the truth. Leadership is either growing or it is drifting. There is no neutral. Want Help Sharpening Your Leadership Again? If this episode hit a nerve and you know it's time to re-evaluate your systems, your vision, or your leadership approach, let's talk. You can book time directly on Richard's calendar and we will walk through: Where you may be plateauing How to refresh your recruiting and leadership systems How to rebuild momentum with clarity How to create a vision that stretches you again Visit bookrichardnow.com and grab a time that works for you. Growth is a decision. Make it again.

    6 min

  6. 14 APR

    From First Contact to Close: The Recruiting Sequence That Actually Works

    Most leaders don't have a recruiting problem. They have a process problem. They reach out when they feel like it. They follow up when they remember. They set meetings when someone feels warm. And then they wonder why recruiting feels inconsistent. In this episode of Recruiting Conversations, I break down what a healthy recruiting sequence actually looks like—from first contact to close. Because recruiting without a sequence is emotional. Recruiting with a sequence is strategic. Episode Breakdown [00:00] The Real Issue Most leaders are not lacking effort. They are lacking structure. Without a clear sequence, every conversation feels different. And inconsistency creates friction. The 7 Phases of a Healthy Recruiting Sequence [01:20] Phase 1: Awareness The goal is not to book a meeting. The goal is to open a loop. A thoughtful message A referral introduction A comment followed by a DM Low pressure. High respect. You are starting a conversation, not forcing one. [02:00] Phase 2: Curiosity If they respond, you move into learning mode. Not pitching. Not selling. Understanding. What are they building? What are they proud of? What is challenging? Where do they want to go? The best recruiters listen more than they talk. [02:20] Phase 3: Vision Alignment Now you connect their future to your vision. Not as a pitch. As context. Based on what you shared, let me tell you where we are going. Vision always comes before structure. [02:50] Phase 4: Value Demonstration Let them experience what you offer. Invite them to a team meeting Introduce them to a leader Show onboarding Walk through growth plans You are not asking for commitment. You are building clarity. [03:10] Phase 5: Exploration Now the conversation becomes real. What would a transition look like? What concerns do they have? What risks are they thinking about? What would need to be true to move forward? This phase requires patience. Pressure here destroys trust. [03:30] Phase 6: Decision Clarity You are not convincing. You are clarifying. Instead of asking: Are you ready to move? Ask: How are you feeling about the fit? If alignment is there, the close feels natural. If not, you go back to exploration. [03:50] Phase 7: Transition Support The process does not end at yes. Help them: Navigate resignation Transition smoothly Build early momentum This is where your reputation is built. [04:05] The Big Picture A healthy recruiting sequence is: Relationship first Curiosity driven Vision centered Value demonstrated Pressure free Structured but flexible If you skip phases, you create friction. If you rush the process, you create resistance. If you talk comp before vision, you commoditize yourself. If you push before clarity, you create tension. Key Takeaways Structure Creates Consistency – A clear sequence removes emotional decision-making Curiosity Builds Trust – Understanding comes before influence Vision Leads the Process – Never skip straight to compensation Experience Drives Belief – Let people see and feel what you offer Patience Wins More Than Pressure – Timing varies, but process stays consistent Closing Should Feel Natural – If it feels forced, something was skipped Here is the truth. Great recruiting is not about being charismatic. It is about being intentional. When you follow a clear sequence, you stop guessing. You stop reacting. And you start leading people through a process that builds trust, clarity, and momentum. Join the Working Lunch If you want to go deeper on this, I host a biweekly Working Lunch where we break down real recruiting challenges and build strategies together in real time. This is not theory. These are real questions from leaders like: Should I lead with text, DM, or call? How do I hook someone in the first 5 seconds? How many follow-ups is too many? How do I move someone off the fence? What should a 15-minute recruiting call actually include? It is a live environment where you can bring your situation and walk away with a clear next step. The next one will be April 24, 2026 at 12 PM ET. Save your spot here.  Want Help Building Your Recruiting Sequence? If you want to design a recruiting sequence that fits your leadership style, your market, and your goals, let's build it together. You can book time directly on Richard's calendar and we will walk through: Your current recruiting process Where breakdowns are happening How to structure each phase clearly How to create consistency across your team Visit bookrichardnow.com and grab a time that works for you. Recruiting is not random. It is a system. And when you build the right sequence, growth becomes predictable.

    7 min

  7. 7 APR

    Be Unforgettable: How to Create Value That Actually Sticks in Recruiting Conversations

    Most leaders believe they are creating value in their recruiting conversations. But here is the truth. Most of that value is forgettable. It sounds good in the moment. It feels professional. It checks the box. But a week later, the recruit cannot remember what made you different. And in a competitive market, generic value does not win. Memorable value does. In this episode of Recruiting Conversations, we break down how to move from common, scripted value to something that actually sticks. Episode Breakdown [00:00] Why Most Value Is Forgettable Generic value is: Broad Scripted About you, not them Easy for anyone else to say Statements like: We have great culture We support our team We care about growth They are not wrong. They are just common. And common does not create differentiation. [01:35] The Shift: From Generic to Memorable 1. Make It Specific Specificity creates clarity. Instead of saying: We support our team Say: Every new producer meets with me weekly for the first 90 days and we build their pipeline together Specific language creates mental pictures. Mental pictures create memory. 2. Make It Personal Memorable value is tailored. It reflects what the other person actually cares about. If they want balance, show them how flexibility works If they want growth, show them how you develop leaders If they want autonomy, explain how decisions are made The more someone feels seen, the more they remember you. 3. Make It Experiential People remember what they experience, not just what they hear. Invite them into your world: Sit in on a team call Talk to a team member See your onboarding Experience your culture firsthand Experience creates emotional connection. And emotional connection creates memory. 4. Add an Element of Surprise Memorable value often includes unexpected generosity. Send a personalized video Share a book recommendation tied to their goals Make an introduction that helps them When you give without pressure, you stand out. 5. Anchor It to Vision Memorable value is not just about benefits. It is about belief. Most leaders talk about what is. Few talk about what could be. When you clearly communicate what you are building and invite them into that future, the conversation becomes transformational. [04:00] The Real Test Think about your last five recruiting conversations. If those people were asked: What made that leader different? Would they have a clear answer? If not, that is not a failure. It is an opportunity. Key Takeaways Generic Value Blends In – If everyone can say it, it will not be remembered Specificity Creates Memory – Clear details make your message stick Personalization Builds Connection – When people feel seen, they listen Experience Beats Explanation – Let people feel your culture, not just hear about it Vision Creates Meaning – Memorable conversations are rooted in a bigger future Here is the shift. You do not need to be louder. You do not need to be flashier. You do not need a bigger budget. You need to be: More specific More personal More experiential That is how you go from generic to unforgettable. Want Help Creating Value That Differentiates You? If you want to sharpen how you communicate your value, build conversations that stand out, and create a recruiting system that attracts instead of blends in, let's talk. You can book time directly on Richard's calendar and we will walk through: How to define your unique value clearly How to personalize your recruiting conversations How to build experiential recruiting moments How to create messaging that people actually remember Visit bookrichardnow.com and grab a time that works for you. You are not competing on information. You are competing on impact. And impact is what people remember.

    6 min

  8. 31 MAR

    Reopen the Door Without Pressure: How to Re-Engage Recruits the Right Way

    You had a great conversation. There was alignment. There was energy. There was possibility. And then… silence. Now you are sitting there wondering, how do I reach back out without making it awkward? In this episode of Recruiting Conversations, we break down how to re-engage someone the right way, without pressure, without tension, and without feeling like you are chasing. Because the truth is simple. Re-engagement only feels awkward when your mindset is off. Episode Breakdown [00:00] The Real Problem With Re-Engagement Most leaders make this harder than it needs to be. Not because of what they say. But because of how they think. If your mindset is: I need to close this person Then every message feels heavy. If your mindset is: I want to add value and stay connected Then re-engagement becomes natural. [01:20] Step 1: Remove the Emotional Weight Most tension comes from the story you are telling yourself. They are avoiding me They lost interest I said something wrong Most of the time, none of that is true. People get busy. Priorities shift. Silence is not rejection. It is usually distraction. Approach the conversation calmly and without overexplaining the gap. [02:00] Step 2: Lead With Value, Not a Decision The worst message you can send is: Have you made a decision? That creates instant pressure. Instead, bring something useful: Share an insight Send a resource Offer a perspective Invite them into something valuable Value earns the right to reopen the conversation. [02:30] Step 3: Reference Their Goals Make the conversation about them, not you. Go back to what they shared: Growth Flexibility Leadership Long-term vision Re-engage around that. When the conversation reflects their goals, it feels relevant instead of transactional. [03:00] Step 4: Normalize Timing One of the biggest barriers is pressure to make a decision. Remove it. Let them know you are not asking them to make a move. You are simply staying connected and sharing perspective. When pressure drops, conversations reopen. [03:30] Step 5: Use Soft Invitations Instead of pushing for a formal meeting, keep it light. Quick call Coffee Casual check-in Event invite Lower intensity increases response. [03:50] Build a System, Not a Reaction Re-engagement should not happen only when you feel anxious. It should be part of a rhythm. Every 30 to 60 days. Consistent. Intentional. Because: Visibility builds familiarity Familiarity builds trust Trust creates movement [04:30] The Real Mindset Shift You are not trying to get someone to leave where they are. You are positioning yourself as the most natural option when they are ready to explore. Timing changes. Your job is to stay relevant when it does. Key Takeaways Re-Engagement Is a Mindset First – Shift from closing to connecting Silence Is Not Rejection – It is usually distraction or timing Value Reopens Conversations – Lead with insight, not pressure Make It About Them – Reference their goals, not your agenda Consistency Beats Intensity – A steady rhythm builds trust over time When you remove pressure, you build trust. When you build trust, you create opportunity. And when the timing shifts, you are the one they come back to. Want Help Building a Follow-Up System That Actually Works? If you want to create a follow-up rhythm that feels natural, builds trust, and consistently reopens conversations, let's talk. You can book time directly on Richard's calendar and we will walk through: How to structure re-engagement messaging How to build a 30-60 day follow-up cadence How to track and manage warm conversations How to remove pressure while increasing response Visit bookrichardnow.com and grab a time that works for you. You are not chasing people. You are building relationships that convert over time. And that is how great recruiting actually works.

    6 min
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About

Welcome to the Recruiting Conversations Podcast, a conversation designed to help Recruiting Leaders who manage a team as well as recruit. Richard Milligan is a speaker, author, strategist, and recruiting coach who built 21 teams as a Recruiting Leader.

Information

  • Creator
    Richard Milligan, Recruiting Coach
  • Years Active
    2024 - 2026
  • Episodes
    100
  • Rating
    Clean
  • Copyright
    © 4C Recruiting 2019
  • Show Website
    Recruiting Conversations