Recruiting is simple just do this 3 things!

Hey everybody, it's Richard Milligan here with 4C Recruiting. I am cutting this video to get— today, uh, I want to show you just a simple visual of how simple recruiting is. I hear a lot of people that say recruiting is really hard. I think they believe it's hard because they don't have 3 simple factors, um, that they're acting on inside their day-to-day recruiting efforts. So this video is for you if you're a recruiting leader, which means that you're juggling 15 to 17 balls every single day, but you're also wearing the recruiting hat. Speaking of hat, if you want a hat that says Lead Well, Recruit Right, Legacy Matters, drop me a note in the comments below and we'll get one out to you. I'm gonna jump into a whiteboard drawing real quick. I want you to see this. I'm, I'm a huge believer that we focus on our lead behaviors. Because our lead behaviors lead to lagging results. And what most people do, which is a big mistake, is they focus on lagging results. We want to know how many second meetings we've had with people, how many offer letters we have out, how many people have verbally or in written form accepted the offers, what are the start dates. We do these pipeline reviews, but those are all lagging behaviors. If I can, I can tell you the health of an organization's recruiting efforts based on the measurements of lead behaviors. So what I want to show you here, these are leading behaviors that if you're a recruiting leader, you need to be focused on. Okay. The first one that you need to focus on is identifying talent. Let's put an IT in the box there. What does that mean? Well, identifying talent means that you need to have a list of the people that are model matches for you in your, in your market. Okay, a word that I use regularly in my coaching is avatar. We need to be clear on the avatar, and you need to build lists. If you don't have a list of the top recruits in your market, the top producers in your market, okay, you can never do what's next. What's next? Making first contact. Okay, so it always begins with a list. Now, the advancement of this is, is that list in a CRM? If it is, that's even better. because now it's more systematic in our approach and we can do, you know, more detailed things with that. But minimally, this list needs to be in some sort of Google Doc spreadsheet or an Excel spreadsheet. Okay. And the list should contain certain information. It should contain where does your recruit live on LinkedIn? That's a specific URL. Their homepage is a specific link. Where do they live on Facebook? That's a specific link. What is their cell phone number? What company do they work for? What production is it that they have? And if you don't have a tool today that's giving you the intel around production. Okay, MMI is a phenomenal tool that will actually tell you the production of the people that you're actually pursuing. But that will help you— a tool like that will help you build your list. So you start with your list and be clear on the avatar. It may be amount of years experience, it may include amount of production, it might be how many places have they worked in the last decade, it could be do they have any social influence. And these are all things That you can see from an outsider looking in. Early cycle recruiters, what we're going to focus on is we're going to focus on— we call them the 4 C's. We're going to focus on character and competency. You can see those things typically from a distance. Okay. If you've been in the industry for 5 years, and I know your production is $18 million, and I know you've worked for 2 employers. Okay. Those are competency pieces that allow me to say that person belongs on my list. Now, the second part of this is Making initial contact. Okay, MIC, making initial contact. What does that mean? You better have a script. What is the script that you're going to use when you make initial contact? When we make initial contact, there are lots of ways and tools to make initial contact. Okay, the phone, right? Phone call. I've got LinkedIn, LinkedIn Messenger. I've got Facebook Messenger. I've got Instagram DMs. I've got text. These are all tools that are communication tools that we can use to make initial contact. Now, with that said, there's actually ways inside that to get really creative and actually break pattern in how you communicate to people. An example of that, LinkedIn, if you're using the app, allows you to send an audio message. If you're using the app, it's pretty easy to just pop open your camera and record a video. If you're on Facebook Messenger, a lot of people don't know you can actually send an audio message on Messenger. You can send a video message on Facebook Messenger, video text, written word text. These are all ways that you can communicate people with people and break pattern, but you need a script. Okay. If you're winging these, these moments where you're making first contact, you're missing out on an opportunity to actually get to a place much faster. Okay. Scripts are powerful. If you have a good script, you know, when you make initial contact, you get so much further with a script. And if you're wandering around scripts, go look at my podcast Recruiting Conversation and search phone scripting. I give you a formatting or at least a framework for what you should be using in your scripting. Okay. So making initial contact is something that's necessary. So we make lists, we make first contact. And when we make first contact, one of two things happens. Either we move forward in the next steps or we don't move forward in the next steps. And the majority of people aren't going to move forward in the next steps. So what do we do? We ask what I would call a yes question. No, I'm happy where I'm at. I'm not going anywhere anytime soon. Can I at least send you my contact information by text? Yes. Can I at least connect with you on LinkedIn? Yes. Can I send you my favorite book? Yes. Because I want to ask a yes question, because what's really important to this, and the third major part of this, is follow-up. Okay. And so in follow-up, what are we going to focus on? We're going to monthly follow-up. This is not where we waste people's time and we call to say, how are you doing? Okay. This is where we find something of significant value. This is value-centric, value-centered communication where we're bringing value to people regularly every single month. Now, if you're asking yourself, like, how do I bring value to people every single month? Well, you could do it. I mean, I was in the mortgage industry for 15 years, and one of the ways that I brought value to someone on the recruiting side Was I would look to see if they had a Zillow profile, and because being on the first page in your market means that people find you and will connect with you and do business with you, and that is just it's something that's that that's static. It sets there. You don't have to do anything with that once you create it. So I created a one sheet on how to create a Zillow profile. So if they didn't like a Zillow tool, then I also created a one sheet on how to get your borrowers. To actually leave you reviews on Zillow. Why would you do that? Well, because you want to end up on first page. And what Zillow does is it's an algorithm. It's not who has the most reviews, it's who has the most current reviews and the highest reviews that actually ends up on page 1. So you'll see someone that's had— that only has 17 reviews, but 14 of those were very recent and they gave them 5 stars. That's on the first page with someone that has 135 reviews. Okay. So I was creating that. I was sending that, but there's also a massive ecosystem around every industry. If you're in the real estate industry and you're looking for a value ecosystem, look, Tom Ferry has a YouTube channel. I think it's got like, I don't know, more than 1,000 videos on it. Can you use one of those and send that to a producer and say, I thought of you when I saw this. There's a great nugget here of scripting you can use with buyers. You know, you did that list, that ecosystem of value around that. The real estate industry is big. Tap into that ecosystem. If you're in the mortgage industry, right, it's names like Todd Duncan, it's Dave Savage, it's Cindy Ertman, it's Carl White. There's a gentleman by the name of Kyle Draper. These are all people that you should go look. Richard Milligan, I've got a podcast. Like, if you're a branch manager, you should know about my podcast. All of those— there's people around this industry that are bringing value to it that you can tap into that, and you can just show up on the scene and say, I thought of you when I saw this. Check out the 16-minute mark where Richard's talking about phone scripting. I know that you're recruiting in your market and wanted to, and wanted to send this to you. Hope you're doing well. Monthly follow-up, but value-centered. So when I say recruiting is very simple, it's this framework. It's having a list, it's having scripting, and it's having value-centered follow-up every single month. And I can tell the health of your recruiting process and your recruiting system, your recruiting pipeline. When I ask questions around these, this is an area of focus for you that you can measure every single week. How big is my list? How many people have identified this week as talent that I'm, that I made first contact with that? And what is the list, the size of people that I'm following up with on a regular basis? Okay. So I know this brought value. This would have brought value to me. As a recruiting leader, just to have this simple framework. If you are a leader that actually has a team that is recruiting, if you're a regional manager or divisional manager and you're seeing this video, This is great framework to give to your market managers to say, let's start talking about this on a weekly ongoing basis, because this gives you a framework to create a scorecard. What's the size of your list? How many people did you make first contact with? How many people did you follow up with this week? Those simple behaviors are leading behaviors that lead to lagging results. Hope you're having a great week. And until I cut another video again, you know how to connect with me. It's live calendar. It's bookrichardnow.com. If you've got questions or if there's some way, shape, or form that I can bring some value to you, that's a live calendar. You can see what's available on that. I would love to spend an hour with you investing in you and helping you understand how simple recruiting can actually be. And until my next video, have a great week, everybody.