『Recruiting Conversations』のカバーアート

Recruiting Conversations

Recruiting Conversations

著者： Richard Milligan Recruiting Coach
無料で聴く

【Amazonプライム会員限定】今ならプレミアムプランが4か月 月額99円。

10月19日まで。※適用条件あり
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 マーケティング マーケティング・セールス 経済学
エピソード
  • Recruits Google You Before They Call Back: 5 Moves to Control What They Find

    Recruits Google You Before They Call Back: 5 Moves to Control What They Find
    2026/09/22
    You leave a voicemail for a loan officer you'd love to have on your team, and before they ever call you back, they look you up. For years that meant Google. More and more it means they open ChatGPT and ask who you are, and whatever comes back becomes their first impression of you before you've said a single word. Most leaders have never once checked what that answer says. Here's what I want you to walk away with today. The answer about you gets written either way, and by the end of this episode you'll know how to help write it. I'll give you five moves to become the AI-recommended leader. Episode Breakdown [00:01:25] The Producer Who Signed Because of a Monday Post A leader I coach had been working a hundred-million-dollar producer for a long time. She made him an offer and he said he was in, then he didn't sign. The offer expired, she wrote another, he said yes again, and still no signature. Offer after offer, and if you've recruited any length of time you know how that feels, wondering if you said something wrong or if he was using you to get a raise. Then one Monday morning her phone buzzes, and it's a text. He's signing. He saw her post that morning and told her that was what he needed. Nothing about the offer changed that weekend. The comp was the same, the company was the same, the start date was the same. What changed was what he saw when he looked her up. He'd been quietly watching to see who she is as a leader the whole time, the same way every recruit does. [00:02:50] Move 1: Run the Check on Yourself Search your own name with nothing else attached, because that's exactly what a recruit does right after your voicemail. Then open ChatGPT and ask it who you are. That's the first minute of a recruit's research, and most leaders have never looked. While you're at it, search your name with the word mortgage and your state and scroll to page two, because all of that is part of what a recruit sees. I ran an AI audit recently on a producer doing about $25 million a year. When somebody searched her name, AI named her 19 times out of 20. When a stranger asked AI for a loan officer in her market, it named her zero times out of 35. She had profiles, reviews, and content everywhere, and she was still invisible to anyone who didn't already know she existed. [00:03:54] Move 2: Say Who You Are the Same Way Everywhere AI decides what to say about you based on clarity and agreement first. Clarity means it has to be sure which person you are, because a common name, an old title, or a company change last year can make it describe somebody else or an older version of you. Agreement means your LinkedIn, your company bio, and every intro all describe the same leader. So write one sentence I call your known-for statement, who you build for, where you lead, what you help them do, and what changes for them when they work with you, and only say what's true for your team today. Put that sentence in your LinkedIn headline, the first line of your About section, your company bio, and every podcast or speaker intro, then leave it alone for 90 days, because AI learns it from repetition. And when a recruit clicks through to your LinkedIn, open your About section with who you are outside of work, because they only see the first few lines before they decide whether to keep reading, and I want them connecting with you as a person first. [00:05:15] Move 3: Put Proof Where Recruits Look The third thing AI weighs is proof from other people, and what loan officers say about you carries more weight than anything you'll ever write about yourself. I studied a loan officer who shows up number one in AI in his market and couldn't explain why. When we dug in, it was reviews. At every closing his team hands the client an iPad with the Google review already pulled up, the whole team does it, and he's sitting on around 1,800 of them. The same principle works for you as a leader. Ask the loan officers you lead for an honest LinkedIn recommendation about what it's been like working together. Tell them to say whatever's true and that it's completely fine if they'd rather not, keep it voluntary, don't offer anything in exchange, and run any team results past your compliance team before you publish them. [00:06:15] Move 4: Build for the Kitchen Table There's a predictable path every recruit takes once you've reached out. First is the check, that bare search on your name, and it's the one that matters most. If you pass it, they do the company check to see what's behind you. Then comes the kitchen table, where they decide, usually with a spouse who looks you up all over again on a phone that's never more than an arm's length away. That spouse may have heard years of complaints about this industry and has no reason to trust you yet. So build one page, I call it your Working With Me page, that answers what the spouse wants to know, who you're a great fit for, how you lead, and what it's like to be on your team. Most leaders never think about that ...
    続きを読む 一部表示
    11 分
  • 5 Moves to Lead With Value That Never Feels Like Bait

    5 Moves to Lead With Value That Never Feels Like Bait
    2026/09/08
    You know you're supposed to lead with value, but when you barely know the person, reaching out feels strange, like you're either buttering them up or angling for something, and they can feel it too. Here's what I want you to walk away with today. Value only feels awkward when it's about you. The moment it becomes about them and specific to them, the awkwardness disappears. I'll give you five moves to make that shift. Episode Breakdown [00:01:15] Why Most Value Attempts Feel Forced They feel forced because they're generic, and generic always feels like a setup. Think about the recruiter who calls and says I saw you did a hundred million in volume, I'm impressed. Every single recruiter says that. It's about production, it sounds like everyone else, and the person on the other end hears the pitch coming from a mile away. [00:01:43] How to Actually Open With a Stranger Here's how I open a call with someone I've never met. Hey, we don't know each other, but I recently did some research on you, and I have to tell you, I'm incredibly impressed with a few things I found. That names the awkward part out loud, that we're strangers, and then it earns the moment with something real. And the specific part matters more than anything. I'm not affirming their numbers. I might say I noticed you've kept the same team around you for years, or you've clearly built a client-for-life reputation because I can see it in your reviews. That doesn't feel awkward. It feels like being seen. [00:02:24] Move 1: Affirm Character, Not Production When you affirm someone's numbers, you sound like every other recruiter who's ever called. I'm not a fan of production affirmation. I'm a huge fan of character affirmation, naming something about who they are, the loyalty they show their team, the way they treat their clients. That's how you stand out, because almost nobody does it. [00:02:52] Move 2: Do Your Homework So It's Specific Awkwardness comes from generic, and specific is the cure. Before you ever reach out, do the research, look at their production history, read their public reviews, study how they show up online. You're hunting for the one real thing you can point to that proves you paid attention to them specifically and not to a list. [00:03:18] Move 3: Name the Gap Out Loud, Then Affirm Here's the move that kills the awkwardness. Don't pretend you have a relationship you don't have. Say it plainly, we don't know each other, and then follow it with genuine research-based admiration. When you name the honest truth first, you take the weirdness out of the room, and what's left is a real compliment that lands. [00:03:43] Move 4: Give With No Ask Attached and Make It Useful The fastest way to make value feel forced is to bundle it with a request. So don't. Send the article, make the introduction, share the insight, and then stop. And make it useful, not flattering. Flattery is about winning them over, usefulness is about helping them, and help never feels awkward. The second you attach a hook, it stops being value and turns into bait, and people can always tell the difference. [00:04:15] Move 5: Write to an Audience of One Whether you're reaching one person or a hundred, every message has to read like it was written for the single person receiving it. My rule is that nothing goes out until it reads like it's going to an audience of one. The moment something feels mass-produced, it feels transactional, and the most non-affirming thing you can do to someone is spam them. [00:04:43] Why It Works Awkwardness is just the other person sensing that you want something from them. The second your outreach is specific, useful, and free of any ask, that signal disappears, because there's nothing left to be suspicious of. You're not performing, you're helping. Character affirmation works because underneath all the production, people most want to be respected for who they are, not just for what they produce. Give someone that with no strings attached and you stop sounding like a recruiter, you start sounding like the rare person who saw them. And here's the bigger reason it matters. Value earns permission. The leader who's known for adding to their market instead of always trying to extract from it becomes the default call when a producer finally decides to make a move. You're not just being nice, you're earning the right to the conversation you'll want to have later. [00:05:47] Your Small Win Tonight Pick one person you barely know but want to build a relationship with. Spend ten minutes finding one specific non-production thing worth affirming about them. Finding that one detail is your win, because it's the whole difference between awkward and welcome. [00:06:09] Three Bigger Moves This Week Send one message that affirms someone's character with no ask attached, so you feel how different value lands when it carries no strings. Do the homework on one person before you reach out, their reviews, their history, so your outreach is specific enough ...
    続きを読む 一部表示
    8 分
  • Nobody Feels Your Corporate Posts: 5 Moves to Cast Vision That Moves

    Nobody Feels Your Corporate Posts: 5 Moves to Cast Vision That Moves
    2026/09/01
    You know you're supposed to show up. You know the producers you want are watching. But every time you sit down to post, one of two things happens. Either it comes out sounding like a corporate mission statement nobody feels, or you freeze up, stare at the screen, and decide you've got nothing worth saying. Here's what I want you to walk away with today. The producers you want are already watching you online, and they're deciding whether you're a leader worth following. The goal on social is to show up consistently and cast a future they want to be part of, in a voice that sounds like you and not a press release. I'll give you five moves to do that without sounding stiff and without ever running out of things to say. Episode Breakdown [00:01:20] The Mistake That's Keeping Your Content From Recruiting Most leaders post to the wrong audience. They talk to consumers and to agents, the people they sell to, and then they wonder why no producers ever reach out. If everything on your page is about rates, market updates, and closings, a loan officer scrolling by sees nothing that speaks to them. The people you're trying to recruit aren't your customers. They don't care about your rate specials, they care about where you're going, what it's like to be led by you, and whether they'd grow by being on your team. The day I stopped posting like a producer and started posting like a leader, everything changed. [00:02:24] Move 1: See Yourself as a Media Company First Most leaders think of themselves as a mortgage pro who happens to post online now and then. Flip that completely. You're a media company that happens to do mortgages. The moment I started seeing the world through that lens, content stopped feeling like a chore I had to squeeze in and started becoming the business itself. Attention is what earns you the conversation, and content is how you get attention. It isn't a side project, it's the top of your entire recruiting funnel. [00:03:00] Move 2: Lead With You, Not the Platform The leader is the product, the company is not. Every company out there offers basically the same platform, the same comp structure, the same licensing reach. It's a sea of sameness, and sameness never moves anybody. The one thing that sets you apart is you, your value stack, your coaching track record, your vision for the culture. So your content should lead with what you bring, not what your company offers. Producers can get the company anywhere. They can only get you from you. [00:03:40] Move 3: Lead With Team Vision There are three altitudes of vision. Me vision is what you get. Corporate vision is what the company gets. Team vision is what a producer gets by being part of what you're building. Corporate vision is what makes you sound like a press release nobody feels. Team vision, the specific future they get to be part of, is the one that moves people. So when you cast vision on social, cast it at that altitude, the one that answers the only question they're asking, which is what's in it for me. [00:04:15] Move 4: Use Social ID So You Never Run Dry Leaders constantly tell me they have nothing to post, and then they turn around and lead all day long. The framework I coach is Social ID. ID stands for identify and document. Identify what you're already doing as a leader and document it. The one-on-one you just had, the problem you solved this morning, the recruiting conversation that taught you something. You're not inventing content out of thin air and you're not performing, you're just capturing the leadership you're already living. Do that, and you'll never run out of material again. [00:04:55] Move 5: Move From Transactional to Transformational Most producer content is transactional. Closings, numbers, rate updates. It says look what I did. Transformational content says here's what I believe, here's where we're going, here's what I'm learning as a leader. That's the content that builds connection instead of just racking up views. And then you keep showing up, because visibility precedes relevancy. The producers you want will often watch you quietly for months before they ever say a word. Those likes today aren't the point. You're posting for the recruit who's watching right now and hasn't said a word yet. [00:05:42] Why It Works Producers decide who to follow based on who they want to become, and a corporate mission statement gives them nothing to reach for. A clear vision led by a real leader, told through real moments, gives them a future they can see themselves inside. Social ID works because authenticity beats polish every time, and the truest, most magnetic content you have is the leadership you're already doing every single day. Consistency works because trust isn't built in one viral post, it's built over months. The leader who shows up week after week becomes familiar, and over time that familiarity turns into trust, and trust is what finally makes a producer reach out. Winning the algorithm was never the point. The point ...
    続きを読む 一部表示
    9 分
adbl_web_anon_alc_button_suppression_t1
まだレビューはありません