Recruiting Conversations copertina

Recruiting Conversations

Recruiting Conversations

Di: 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.4C Recruiting 2019 Economia Marketing Marketing e vendite
Episodi
  • Your Team Wonders If You're All Talk: 5 Moves to Prove the Vision Daily

    Your Team Wonders If You're All Talk: 5 Moves to Prove the Vision Daily
    Oct 20 2026
    You love painting the big picture for your team, and then you look at your calendar and your capacity, and the vision starts to feel like a fantasy you can't back up. So you either shrink the dream to something safe, or you overpromise and can't deliver. Here's what I want you to walk away with today. A big vision and daily execution can live together. The thing that connects them is a system, and once you build that bridge, you get to dream big and deliver at the same time. I'll give you five moves I call bridging vision to execution. Episode Breakdown [00:01:16] Eleven Years as a Spontaneous Recruiter For the first 11 years I recruited, I was what I'd call a spontaneous recruiter. I'd combust into recruiting whenever the calendar cleared or the company got scary, and then it would fade out again. Then the comp rules changed in 2013, and it cost me roughly $600,000 a year. So over the last two weeks of that year, in the week between Christmas and New Year's, I sat down and asked myself for the first time what it would look like to have a recruiting system. I came out of those two weeks with 32 steps written down, from the moment I identified someone as an opportunity all the way to the end of the line. In the first 90 days of 2014, I set 32 corporate site visits, and I'd never had success like that in my career. That year we made over 100 hires. Same market, same guy. The vision didn't change that Christmas. The structure underneath it did, and that's what finally let the vision show up in real life. [00:02:25] Move 1: Keep the 10-Year Vision and Turn It Into a Daily Project Don't shrink the dream. Hold the full ten-year picture and then convert it into something specific you work on every day. James Clear says it best in Atomic Habits, we never rise to the level of our goals, we fall to the level of our systems. So look at your calendar on a Monday and find what's there that's recruiting. For most leaders, it's nothing. A destination on its own won't recruit anybody either. We're going to be number one in purchase market share is a finish line, and a recruit can't step onto a finish line, so walk it back into steps. Number one becomes being the chief educator of agents in your market, which becomes a named list of the top 30% of agents who do 95% of the volume, which becomes a seven-step campaign to get in front of every one of them. Every layer answers the question, tell me more. I work with a leader who went from about $1.2 billion in 2023 to nearly $5.5 billion two years later, and when you look at her calendar, it's mapped to recruiting. That didn't happen by accident. [00:03:35] Move 2: Map the Path With Average, Better, and Best A leap from where you are to the big vision can feel impossible, so break it into levels and ask what average looks like, what better looks like, and what best looks like. Mapping the steps makes a huge vision feel reachable, because now there's a staircase in front of you where there used to be a cliff. [00:03:55] Move 3: Design From the End, Then Execute One Quarter at a Time Start at the ten-year picture and work backward to what has to be true this quarter, then pour yourself into just this quarter. Designing from the end keeps you aimed at the vision, and executing one quarter at a time keeps you from drowning in the whole thing at once. The execution itself lives in small places. If you've got an hour blocked for recruiting and you lose the first five minutes, you almost never get the hour back. Win those first five minutes and you're almost guaranteed the whole thing, which is why I build a little routine to walk myself through that doorway. Big projects work the same way. When I hand leaders a full build, I tell them to block two hours a week for the next 12 weeks. That's about 25 hours between them and a finished system, and two hours of deep work in one sitting beats two scattered hours, because every interruption costs you about 20 minutes to get back to where you were. [00:04:55] Move 4: Prove It Before You Scale It Big vision leaders love to scale fast, and scaling something that doesn't work yet just multiplies the problem. Get proof of concept first, make it work small, and then grow it. And don't be a butterfly, flitting to the next shiny idea before you finish the last one. Finish the build, prove it, and then scale it. [00:05:15] Move 5: Only Promise What You Can Deliver It's fine for the vision to be huge, but the commitments you make to a recruit or your team have to match what you can do today. Expectations without agreements are toxic. The fastest way to lose a producer is to sell them a dream while you're recruiting that your day-to-day leadership can't deliver, and that gap shows up in the first 90 days. [00:05:44] Why It Works People can feel which one they're living in, a vision with nothing under it or a grind with no direction. When I decided to leave a seven-figure income to start 4C, four friends took me to breakfast on a Thursday morning, ...
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    9 min
  • You're Collecting Names, Not Building Relationships: 5 Moves to Change That

    You're Collecting Names, Not Building Relationships: 5 Moves to Change That
    Oct 13 2026
    You know you're supposed to lead with value, but the pressure to grow is real, so you rush it. You make the ask too soon, and the recruit feels the pitch coming and pulls back. Here's what I want you to walk away with today. The leaders who win give so much before the ask that joining feels like the obvious next step, and by the time we're done you'll have a way to do that every month without it eating your calendar. I call it value before the ask, and there are five moves. Episode Breakdown [00:01:10] Fifteen Conversations and Nothing to Send A coaching client came into a session excited because he'd had 15 live conversations that week, a lot of them face-to-face from networking around his market, and he felt great about it. So I asked him one question. What are you going to send those fifteen people tomorrow that brings them value? He didn't have an answer, and there was nothing in his toolbox to send. Networking without something of value to follow it with is just collecting names, and most leaders are sitting on a stack of conversations that never go anywhere because the second touch has nothing in it. [00:01:56] Move 1: Give Three Times Before You Ask Once Think of it the way Gary Vaynerchuk does, jab, jab, jab, right hook. That's three real gifts of value for every one ask. Most leaders flip it around, one small favor and then a big ask, and it feels exactly as transactional as it is. Put the ratio back in order and the ask lands completely differently. The clock starts at your first conversation. I coach leaders to bring something of value within 72 hours of that first talk, while it's still fresh for both of you. Wait three weeks and you're starting over. Show up in three days with something useful and you're the person who listened. [00:02:40] Move 2: Make the Value Specific and Useful A motivational quote won't do it. Send the thing that makes their week easier, a real insight about their market, an introduction, or a tool. Here's one I've been building lately. I went to YouTube, found the people who know the most about showing up in AI search, pulled about 10 to 12 hours of their content, and dropped the transcripts into AI to build a skill. About 15 minutes later, I could put in a loan officer's name and market and get back a playbook showing where they rank in AI and a 90-day plan to get to the top. 52% of Gen Z now start their searches inside AI, so that playbook matters to every producer on your list. And how you hook it matters as much as what's inside it. Offering a playbook on AI visibility is weak. Offering a 90-day strategy to become the number one loan officer in their market is stronger. Telling them how another producer picks up two or three deals a month by showing up first in AI searches is the strongest, because it leads with a result. [00:03:50] Move 3: Build a Ladder and Anchor Your Value So It Stacks In sales there's a concept called the value ladder, and it's just ascending value, each step giving a little more than the one before it. For a recruit it might look like this: a connection request, then a playbook built for their business, then an invitation a couple of weeks later to a 15-minute conversation to walk through it with them, no strings attached. From there it climbs to a virtual site visit, and only then an offer. Once the assets exist, a good virtual assistant with access to your social media and a solid list can run most of that campaign for you. Every future touch can point back to that first playbook while adding something new, so your value keeps stacking instead of starting over. [00:04:36] Move 4: Deliver It on a Rhythm Value once is a moment. Value every 30 days forever is a relationship. That's forever follow-up, and it's how you stay in the conversation with a recruit over months and years. We've surveyed about 1,600 mortgage leaders, and the average one stays in touch with 7.3 people and reaches out every 9 to 12 months. That's the standard you're up against. Put two blocks on your calendar each month, one to create the value and one to deliver it to your whole list, and you're already ahead of almost everyone. When you reconnect, drop the words just checking in, because that phrase asks for attention and gives nothing back. Say you thought of them and wanted to bring them something of value, then ask permission to keep doing it. I'll say something like, one of my big goals this year is to be more valuable to the people in my sphere of influence, and I hope you're okay with me showing up from time to time with something I think would help you grow your business. Almost nobody says no to that, and now your value doesn't look strange against years of silence. [00:05:40] Move 5: Write to an Audience of One Whether you're reaching one recruit or 50, every piece of value should feel like it was made for the person receiving it. When I send one of those AI playbooks, I won't just text it over. I'll record a 3-minute video walking that person through their ...
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    9 min
  • Everyone's Chasing This Quarter's Bonus: 5 Moves to Get Them Thinking in 10 Years

    Everyone's Chasing This Quarter's Bonus: 5 Moves to Get Them Thinking in 10 Years
    Oct 6 2026
    Everybody around you is locked into this month's numbers and this quarter's bonus. When you try to talk about the future, their eyes glaze over, because the next 90 days feel like all that matters. Here's what I want you to walk away with today. People move hardest toward a big future, and learning to lift someone into that frame is one of the most powerful things you'll ever do as a leader. I'll give you five moves I call lifting the horizon. Episode Breakdown [00:01:10] The Loan Officer Whose Dream Changed Everything Years ago I met a young loan officer who, on paper, was grinding like everybody else, focused on the next deal and the next month. So I asked him a different kind of question. I didn't ask about his goal for the year, I asked about his dream over the next ten years, and it opened him up. His wife was a pharmaceutical sales rep making $180,000 a year, and his real dream was simple. He wanted to replace her income so she could stay home with their kids. The moment he said it out loud, his work stopped being about a monthly number. It was about a specific ten-year future that mattered more than any bonus, and it gave me something concrete I could come back to with him for years. Vague dreams expire and specific dreams compound. [00:02:10] Move 1: Ask About Dreams Instead of Goals A goal is short, measurable, and left brain, hit this number this year. A dream is a ten-year picture, and that's where the energy lives. The word vision in its original Hebrew was hazon, and it meant dream. Most leaders have taken their vision and shrunk it down to a goal. When you ask someone about their dream, you move the conversation from the calendar to the heart, and that's where people get moved. When I do this with a leader, I start with a single sheet of paper with the words my dream across the top. Every idea in that brain dump counts, because if you start disqualifying ideas too early, you kill the best ones before they ever surface. [00:03:00] Move 2: Use a Ten-Year Window At one, three, or five years out, people stay realistic and small. Push the horizon to ten years and something opens up, because ten years is far enough out that the logical brain stops arguing. One question I use all the time is the ten-year rearview. Imagine we're sitting together ten years from now, and it's been the best decade of your life, then tell me what changed in your business and what changed at home. You can watch it happen in someone's posture while they answer, because they start picturing it. [00:03:30] Move 3: Get Specific A vague future doesn't pull anybody anywhere. That young loan officer's dream worked because it was specific, replace a $180,000 income so his wife could be home. Push past the first surface answer with a simple question asked again and again, why is that important to you. When someone answers with something generic like impact, give them context, point to the producers they admire, and keep going until you reach the real dream underneath. Then capture it. Record your recruiting conversations so years from now you can say the dream back to someone in their own words. Most leaders can't remember what a recruit told them last quarter, and the leader who can repeat a dream back three years later is the one people follow. [00:04:15] Move 4: Design From the End Once you've got the ten-year picture, work backward to what has to be true in five years, then three, then one, then this quarter. I did this for 4C back in 2017. The ten-year dream was to impact 10,000 recruiting leaders in a single year, and I hadn't coached one person yet or launched a podcast. We backed it all the way into year one and set a goal to help 100 leaders. We helped 138. And I didn't have the whole map when I started. Back in 2017 I had no idea AI was coming, and the platform adjusted as the world changed. Vision gets clearer in the doing, so don't wait until you can see every step before you take the first one. I've landed in a different place on goals than most coaches, and I'm not a big believer in them by themselves anymore. I believe in projects, because ideation without activation is complete madness. [00:05:25] Move 5: Anchor to the Why The short game is loud and constant, so a long-term vision needs an anchor to survive it. Tie the ten-year dream to the deeper reason underneath it, the people it's for, and what it changes for them. I hold myself to this one every day. One of my daily affirmations is that the current version of Richard wouldn't even be hireable by the ten-year better version of Richard. Ten years from now, I want to look back at this version of me and not recognize him. Then keep bringing it up. My simplest one-on-one has three questions. Where are you with your dream, what are you doing to pursue it, and what's the one thing I can do as your leader to help you get there. Leaders overcomplicate one-on-ones with reports and metrics, and the dream is the agenda that builds loyalty. [00:06:20] Why It Works The ...
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    9 min
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