What do you do after a great message… and then silence? Most leaders lose momentum not because they don’t know who to call, but because they don’t know how to follow up when they don’t get a response.

In this episode of Recruiting Conversations, I break down my 7x7 follow-up framework, seven meaningful touches over seven weeks, and how to build a system that helps you stay consistent without ever feeling pushy. If you want to win at recruiting, you’ve got to stop chasing and start building trust over time.

Episode Breakdown

[00:00] Introduction – Why most recruiting efforts stall out after the first unanswered message.
[01:00] Prospect Every Week – Block protected time to research and build your short list of 10–20 candidates.
[02:00] Focus on Depth, Not Volume – Personalization wins. Transactional messages don’t.
[03:00] The 7x7 Framework – One value-based touch per week for seven weeks:

• Week 1: Affirmation message

• Week 2: No-pressure email introduction

• Week 3: 60-second video with perspective

• Week 4: Share a valuable resource

• Week 5: Silent call (register as a missed call)

• Week 6: Friendly text follow-up

• Week 7: Creative personal touch (e.g. voice memo, handwritten note, small gift)
  
  

[06:00] Move to Nurture Mode – After week 7, slow the cadence but stay on the radar with light, regular touches.
[07:00] Use a Tracking System – Don’t manage follow-up in your head. Use a CRM, spreadsheet, or board to keep cadence consistent.
[08:00] Train the Right Mindset – Recruiting isn’t a sales cycle. It’s a trust cycle, and trust takes time.

Key Takeaways

• Follow-Up Is Where You Win – Great recruiting isn’t about who you reach out to first. It’s about how you show up after silence.

• Use a 7x7 Cadence – Seven weeks, seven touches, each adding value, not pressure.

• Be the Consistent One – When their world shifts, they’ll remember who stayed in front of them without selling.

• Build the System – Set it and stay with it. A tracker turns good intention into real execution.

• Lead Your Team Into This – Coach your recruiters to play the long game, not the instant results game.
  
  

The leaders who win at recruiting aren’t sending more messages. They’re sending better messages, on purpose, over time, with value.

Want help building a personalized recruiting follow-up system for you or your team? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let’s build your cadence, and your confidence.

Most leaders are underselling their vision—not because they lack clarity, but because they’ve never taken time to connect it to meaning. In this episode of Recruiting Conversations, I walk you through how to create a vision that doesn’t just sound good—it moves people. The kind of vision that sticks in a recruit’s mind, shapes their decisions, and makes them want to follow you before you ever ask them to.

This isn’t about metrics or market share. It’s about story, emotion, and alignment.

[00:00] Introduction – Why most vision statements fall flat and what a real, resonant vision actually looks like.
[01:00] Make It Personal – Tie your vision to your story. Why are you building this? Why does it matter to you?
[02:30] Paint the Picture – Don’t just say it—show it. What would your culture look and feel like if it were a movie?
[03:30] Make the Recruit the Hero – Stop casting yourself as the center. Invite recruits to co-create something with you.
[04:00] Align to Their Values – Ask the right questions, then tailor your vision to what matters most to them.
[05:00] Repeat It Often – Vision isn’t a one-liner. It should show up in every call, huddle, and message.
[06:00] Flexible Framing – Anchor your message to one true north, but adapt how you communicate it depending on who you’re talking to.
[07:00] Final Challenge – Write and speak your personal vision—not your company’s. Practice until it becomes second nature.

• Vision Isn’t a Slide—It’s a Story – If it doesn’t move people emotionally, it won’t move them physically either.

• Connect It to Your Why – Your personal journey gives your message authenticity and power.

• Show, Don’t Tell – Use specific, real examples to help others see what you’re building.

• Speak to What They Value – Great recruiters listen before they cast. Then they connect the dots.

• Repeat It Relentlessly – Repetition isn’t annoying—it’s what makes vision stick.

The vision that resonates is the one that’s honest, heartfelt, and repeated with conviction. When your message is clear, personal, and aligned with others’ desires, you won’t have to convince them. They’ll want in.

Want help clarifying and communicating a vision that attracts top talent? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let’s build a vision people want to follow.

Let’s be honest, training can spark short-term results, but if you want long-term recruiting success, you need a team that lives in a growth mindset. In this episode of Recruiting Conversations, I break down how to create a learning culture that fuels consistency, creativity, and long-term momentum.

This isn’t about more courses or another playbook. It’s about shaping a culture where people chase improvement, not because you make them, but because it’s who they are.

[00:00] Introduction – Why most teams flatline after early wins—and how to fix it with a growth culture.
[01:00] Step 1: Model It from the Top – If you're not growing, your team won't either. Share what you're learning and experimenting with.
[02:00] Step 2: Build It Into the Rhythm – Weekly skill clinics, role plays, book clubs, and "teach-back" moments create learning momentum.
[03:00] Step 3: Celebrate Growth Behaviors – Don’t just recognize hires; reward script tweaks, learning reps, and initiative.
[04:00] Step 4: Create Psychological Safety – Give your team permission to fail forward. Growth can't happen if fear dominates the room.
[05:00] Step 5: Align Systems to Support Growth – Track and coach development behaviors, not just outputs. Reinforce the right things.
[06:00] Final Challenge – Audit your culture. Ask: Are we learning? Sharing? Modeling? If not, start with one small rhythm and build from there.

• You Set the Growth Ceiling – If you’re not learning, neither is your team. Model curiosity, not just execution.

• Make Learning Normal – Growth won’t scale if it’s optional. Systematize it with intentional rhythms.

• Reward Process, Not Just Production – Celebrate the learner, not just the closer.

• Fail Forward, Together – Safe teams grow faster. Normalize iteration and experimentation.

• Track Growth Like You Track Results – If it matters, measure it. Progress becomes culture when it’s visible.

The strongest recruiting teams aren’t the ones who have it all figured out—they’re the ones who never stop improving. Build a culture where growth isn’t just encouraged. It’s expected.

Want help designing a high-performance recruiting culture that lasts? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s grow your team from the inside out.