Richard Milligan

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Richard Milligan Recruiting Strategy Consultant. Author. Speaker. Podcast Host. Bookrichardnow.com

02/02/2026

A powerful question we can all take with us through our day. What is one way that I can bring you value?

30/01/2026

I just coached a leader through this idea.

Stop starting at pricing.
Stop starting at process.
Start at the end.

In Braveheart, William Wallace does not sell a plan.
He paints an ending.
Old men. Looking back. Wishing they had chosen freedom.

That is leadership.

As recruiting leaders, take people to the end first.
Their final season.
Their legacy.
The career they are proud to finish.

Then walk them backward.

Show them:
   •   Where they want to land
   •   What must be true to get there
   •   What keeps them stuck today
   •   How you can walk with them

Do this with friends.
Do this with veterans.
Do this with people who think they already know their path.

Make them dream.
Make them think.
Make the next step clear.

Lead like it matters.
Because it does.

28/01/2026

Had a coaching call Monday.
Client says, “No one’s answering my calls.”

We test his number.
It’s getting flagged as spam.
Straight to voicemail. Fixed that.

But the real issue?
He was dialing once… then moving on.

So we changed one thing.
Same list. About 25 people.
Multiple call windows.
Morning. Late morning. Early afternoon. Then 4–5 pm.

Same people. Different timing.

Result?
Seven conversations.
Four meetings.
One with a team of over a dozen.

Best part?
We talked Monday.
He executed Tuesday.
By Tuesday night, he had feedback.

That’s the difference.
Ideas don’t create momentum.
Action does.

What are you waiting to activate today?

13/08/2025

Need a good phone script when calling a recruit?

Build your script around a few key points.

1) I am not calling you to recruit you. I am calling to build a relationship with you.

2) You have done some research on the individual. Be willing to share what that is and AFFIRM the individual with what you found.

3) If the average time someone spends at a mortgage company today is just over three years then there is a need to know other leaders in the market.

Build relationship over trying to move someone through your recruiting funnel because building relationship is moving someone through your recruiting funnel.



12/08/2025

To excel as a Recruiting Leader, think like an engineer.

- Always scan the horizon for what's next.
- Anticipate challenges and plan solutions.
- Innovate and adapt to stay ahead.

Your role requires you to be forward-thinking, always on the lookout for new trends, technologies, and opportunities.

Just like an engineer designs and builds, you must construct the future of your team and organization with care, precision, and an eye for the possible.

Stay curious.

Be proactive.

Your vision shapes the path forward.

12/08/2025

How do I stay consistent with call blocks and make recruiting a structured part of my calendar?

I remember coaching a Recruiting Leader who felt overwhelmed by the constant influx of demands. She loved her candidates but struggled to carve out uninterrupted time for calls. We worked together, and through our conversations, she realized her calendar was more reactive than proactive.

We implemented a simple framework: time-blocking with intention. Here’s how it works:

1. Identify your peak energy hours. When are you at your best? This is when you’ll schedule your call blocks.
2. Set a weekly block for your recruiting calls — no distractions, no multitasking.
3. Review and adjust. Are you getting through your calls effectively? Fine-tune your blocks as needed.

This isn’t just about making calls; it’s about creating an environment where you can connect meaningfully with candidates.

What makes this framework effective is that it respects your natural rhythms while prioritizing the relationships that drive your recruiting success. When you treat your calls like appointments that matter, candidates feel valued, leading to better conversations and stronger connections.

When recruiting becomes structured, it transforms the chaos into clarity. Try incorporating this into your routine and watch how it changes the game for you.

08/08/2025

Here are 3 reasons to stop posting "We Are Hiring" on LinkedIn if you want highly qualified candidates.

1) Highly qualified candidates don't respond to job postings. They are already have a good idea of where they are going before they ever make a move.

2) It cheapens the position by making it non-exclusive. Desperation is never attractive.

3) It opens the door to non-qualified candidates. This creates a ripple effect. Lots of low value conversations. Thus little time to find the right candidates. Then forced to settle with the hires you make.

In my time as a coach I have found too many say "LinkedIn Sucks!" Most don't understand how to use this platform to connect and have valuable conversations. If you want a simple blueprint for success drop me a DM and ask for my 4 Steps To LinkedIn Recruiting Success.

07/08/2025

What’s the most effective way to follow up with warm leads over time?

Let me share a story from a recruiting leader I've coached who faced this very challenge. She had a fantastic conversation with a candidate who seemed excited about the role, but then went dark.

Instead of sending a standard follow-up email a week later, she decided to take a more personal approach. She remembered that the candidate mentioned a passion for hiking during their chat. So, she sent a quick note connecting the opportunity to a local hiking event happening that weekend.

Not only did that spark a response, but it also reignited their conversation. This simple act of showing genuine interest turned a lukewarm lead back into a hot one.

Here’s a framework to help you follow up effectively with warm leads:

Make it personal
Connect opportunities to their interests
Use different channels and formats (like videos or voice notes)

It’s all about weaving connection into your follow-ups. When you show that you remember and value what they shared, you’re not just following up; you’re building a relationship.

In real recruiting environments, this framework works because it humanizes the process. People want to be seen and heard. By making your outreach personal and relevant, you’ll not only keep the conversation going but also cultivate a stronger bond with the candidate.

Remember, recruiting is a relationship cycle, and it starts with staying genuinely connected.

07/08/2025

Creating a memorable first impression in recruiting hinges on presenting a compelling vision. Here's how to make it count:

1. Vision as First Impression: Ensure your company's vision is the first thing a recruit learns about.
2. Make Your Vision Memorable: A strong vision makes you unforgettable.
3. Show Commitment and Knowledge: Demonstrate a deep understanding of the recruit's market.
4. Use Data to Impress: Share unique, insightful data about the market to show thorough research and commitment.
5. Communicate Non-Optionality: Convey that what you're doing in the market is essential and strategic.

By focusing on a clear, data-driven vision of your market, you not only impress recruits but also establish your commitment and deep understanding of their environment. This approach positions you as a leader who's not just interested in recruiting talent but genuinely invested in their market and success.

06/08/2025

How often should I post content on LinkedIn to build my personal brand?

The answer is simple: consistency is key. Let me share a quick story about Jamie, a recruiting leader I recently coached.

When we first connected, Jamie felt overwhelmed at the thought of putting herself out there on social media. She had the knowledge and expertise but struggled with finding her voice. We agreed she would start posting once a week. Fast forward six months, and Jamie's posts are now gaining traction. She's sharing insights, celebrating candidate wins, and building a community around her vision.

Here’s a framework that can help you get started. Aim to post content that focuses on three main themes: your values, your experiences, and your vision. Begin with a personal story, weave in a lesson, and conclude with a call to action that invites discussion.

This approach works because it builds authenticity and creates a connection. When you share real experiences, people resonate with them. They see someone who’s not just a recruiter but a leader. By consistently showing up, you're not just filling a social media calendar; you're cultivating relationships and establishing trust in your brand.

So, start posting. Your voice matters, and the world needs to hear it.

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