Recruiting Conversations Podcast By Richard Milligan Recruiting Coach cover art

Recruiting Conversations

Recruiting Conversations

By: Richard Milligan Recruiting Coach
Listen for free

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.4C Recruiting 2019 Economics Marketing Marketing & Sales
Episodes
  • Your Top Recruit Is Not in Pain. That's Exactly Why You're Losing Them.

    Your Top Recruit Is Not in Pain. That's Exactly Why You're Losing Them.
    May 12 2026
    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.
    Show more Show less
    6 mins
  • Stop Measuring Luck: The Recruiting Metrics That Actually Drive Results

    Stop Measuring Luck: The Recruiting Metrics That Actually Drive Results
    May 5 2026
    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 rollercoasterYou start seeing real progressYou identify breakdowns fasterYou coach yourself and your team with clarityYou 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 businessHow to track them simplyHow to coach your team using activity, not emotionHow 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.
    Show more Show less
    5 mins
  • Say It Like a Leader, Not a Press Release: A Simple Framework for Sharing Vision on LinkedIn

    Say It Like a Leader, Not a Press Release: A Simple Framework for Sharing Vision on LinkedIn
    Apr 28 2026

    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.
    Show more Show less
    6 mins
adbl_web_anon_alc_button_suppression_c
No reviews yet