Richard Milligan

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

25/07/2025

How can I use storytelling, core values, and personal brand to differentiate in recruiting conversations?

Let me take you back to a recent coaching session with a recruiting leader who was struggling to connect with candidates. They had great job descriptions and competitive offers, but something was missing.

During our conversation, I asked them to share why they were passionate about their work. As they began to share personal anecdotes about their team and their mission, the energy in the room shifted. They lit up telling stories of how their core values shaped decisions, inspired their team, and created an inviting culture.

We realized that these stories were not just for internal discussions; they were golden nuggets for recruiting conversations.

I encouraged them to implement a simple, repeatable approach:

First, identify three core stories that align with your values and vision. Think of moments where your team overcame challenges, celebrated successes, or embodied your mission.

Next, weave these stories into candidate conversations. It’s not just about the job; it’s about who you are as a leader and what your organization stands for.

Finally, encourage openness in your discussions. Ask candidates about their values and experiences. This isn’t a checklist; it’s a dialogue that builds genuine connections.

Why does this framework work? Because people don't move jobs for titles or salaries alone; they move for purpose, connection, and a shared vision. When you lead with authenticity and openness, you don’t just attract candidates; you attract the right candidates who resonate with your mission.

So, next time you have a recruiting conversation, remember the power of storytelling and your core values. Let them shine through, and watch how it changes the game for you and your team.

24/07/2025

How do I deal with candidate skepticism around pricing and comp structures?

A few months back, I was coaching a leader who was struggling with this very issue. They had a fantastic opportunity to bring in a top candidate, but every time they discussed compensation, doubt crept in. The candidate kept saying they were “happy where they are” and mentioned that they didn’t want to risk moving without a well-aligned compensation structure.

In that moment, we took a step back. I reminded them that compensation is only part of the conversation. So, we reframed the discussion around clarity, transparency, and the value of long-term growth.

Here’s a simple framework that can transform your candidate conversations. Start by sharing the story of your organization’s vision and values. Next, give an overview of the comp structure, breaking it down clearly. Then, ask the candidate, “How do you see your career aligning with this vision and compensation model?”

This approach works because it shifts the focus from fear and skepticism to a shared future. Candidates want to feel they’re part of something greater, and when they see their potential role clearly mapped out alongside fair compensation, it builds trust.

Remember, recruiting isn’t just about filling a role; it’s about creating a partnership anchored in purpose. Stay authentic and relational, and you’ll see skepticism turn into excitement for the future.

23/07/2025

To recruit effectively, focus on clear, logical reasoning. Here's your strategy:

1. Identify Success Stories: Recognize leaders like Cody Hardridge who excel in their market.
2. Target Achievable Prospects: Aim for successful yet attainable recruits, not just the top performer.
3. Present a Logical Future: Show how joining your team offers a better long-term trajectory.
4. Challenge Current Scenarios: Encourage recruits to critically assess their current positions.
5. Offer Strategic Roadmaps: Provide a clear, strategic path for growth and success.

Your goal is to make the recruit see, without a doubt, that your opportunity is superior to their current situation. Be direct, be logical, and show them a future full of growth and success.

22/07/2025

What kind of structure or accountability should I put in place to stay consistent with content creation?

I remember coaching a recruiting leader who felt overwhelmed by the need to stay active on social media. They knew they should share insights but struggled to find the time and consistency to make it happen. After a few brainstorming sessions, we landed on a simple strategy that changed everything for them.

They set aside just 15 minutes each day, strategically scheduling this time first thing in the morning or right after lunch. This tiny commitment allowed them to create a pipeline of posts that resonated with their audience. They focused on sharing one insight, story, or lesson learned from their recruiting experiences each week. Before long, they were not only consistent but also genuinely engaged with their growing network.

Here’s an easy framework to follow:

1. Dedicate a specific time each day for content creation.
2. Focus on one valuable insight or story related to recruiting.
3. Write it down and schedule it for the week ahead.
4. Engage with comments and messages to keep the conversation going.

This approach works because it transforms content creation from an overwhelming task into a daily habit, allowing you to build a genuine connection with your audience. It leverages your real-life experiences and positions you as an authentic leader in the recruiting space.

In a world crowded with noise, being authentic and consistent helps you stand out. You might just inspire others along the way, and trust me, that's a win-win.

22/07/2025

A difficult season is to move towards this mindset of I've got to get lean and mean. In order to move through this, and so in order to do that, I have to say "no" to almost everything.

17/07/2025

How can I use storytelling and vision casting to move recruits emotionally?

Let me share a story from one of the leaders I worked with. When she was trying to fill a key position in her team, she found herself stuck. The candidates seemed interested but lacked that emotional connection. So, she decided to shift gears.

Instead of outlining the job’s responsibilities, she brought in her vision. She shared her journey—how this specific role directly contributes to transforming their industry, how it aligns with her values, and why it matters. She painted a picture of not just what the job was, but what it could mean for the candidates and the impact they'd have.

After that shift, the interest soared. Candidates didn’t just apply for a position; they wanted to be part of a movement.

Now, here’s a simple framework you can use. Start with a compelling story about your vision, then connect it to the personal growth opportunities in your team. Share why this role matters and how it will help them become the leaders they aspire to be.

This works because people are naturally drawn to stories. When candidates see themselves in your narrative, they feel the emotional weight of the opportunity. It becomes less about filling a seat and more about joining a mission.

Remember, recruiting isn’t just about the role; it’s about engaging hearts and minds. Let’s make that connection real.

16/07/2025

What scripting should I use when closing high-value producers on next steps?

Let me share a moment from a session with one of the leaders I coach. We were role-playing different closing scenarios when they expressed frustration about candidates always saying they were “happy where they are.”

I leaned back and said, “What if you flipped the script? Instead of pushing them to leave their current role, what if you drew them into the bigger vision you've built?”

So, we rewrote the approach. Instead of asking if they’d consider leaving, we focused on exploring their future. "What’s the next step in your career that excites you? How does your current job align with that vision?"

This led us to a straightforward framework for closing:

Start by inquiring about their goals and aspirations.

Then, connect those to the vision of your organization.

Finally, ask how they see themselves achieving that vision with you.

This works brilliantly in the real recruiting environment because it reframes the conversation from a transaction to a connection.

When you position the next steps as a path toward their personal ambitions, it feels less like a leap and more like a natural progression. Remember, recruiting isn’t just about filling positions; it’s about building futures.

So, the next time you face a high-value producer who seems settled, lean into their vision. Help them see how they can thrive with you. That’s where the magic happens.

16/07/2025

Leaders who also recruit...
Have you ever made it into the recruiting friend zone?
It has always been known as a dreadful place to be when you were dating but few discuss it when recruiting.

If you ever find yourself there it is critical to ensure you have a healthy tension inside the "recruiting relationship."

One way you do this is by bringing more value to the relationship than you get. At times we are recruiting someone who is an equal. This person has as much experience as you, may have an equal (or sometimes larger) title than you and they have a hard time seeing you in a place of leadership.

By creatively bringing more value you can move someone to a place where they value your leadership AND allow you a role which I call a surrogate leader.

The word surrogate means "in place of". Where someone is lacking leadership and you bring leadership value it becomes more likely they will lean into your relationship.

Tip the scales of contribution into your favor. Give more value than you get. This will require being creative. BUT you can do this!



15/07/2025

Logical recruits are those who are seasoned in dealing with recruitment pressures. They're the type of recruits who are common today, especially experienced in navigating the complexities of the industry.

Consider loan officers who use terms like "capital markets partner." Here's what that implies and how you need to adapt:
• Shifting the Narrative: If a loan officer views you merely as a capital markets partner, they see themselves as the primary value bringer. This perception needs to change. You don't want to be just a partner; you aim to be much more.
• Avoiding Limited Roles: Some companies embrace being a great capital markets partner, but that's not the goal. You want to offer more than that.

Logical recruits are thorough. They:
• Seek Detailed Information: They're the ones who send emails filled with questions, sometimes pages long.
• Have a Logical Approach: They need more information and data to make their decisions.

This type of recruit requires a different strategy. You need to be prepared to provide detailed answers and demonstrate a deeper understanding of their needs and the industry. It's not just about offering a position; it's about showing them the comprehensive value and support your organization can provide.

14/07/2025

What’s the best way to manage recruiting tasks while juggling operational fires and team responsibilities?

I once coached a leader who felt completely overwhelmed. Every day was a flurry of urgent operational issues demanding her attention. Recruiting took a back seat, and she felt like she was constantly reacting instead of being proactive.

After working together, we implemented a simple framework to streamline her recruiting tasks. We broke it down into three core steps:

1. Prioritize needs by aligning with team goals.
2. Create a weekly recruiting checklist that incorporates operational demands.
3. Block specific times for deep work on recruiting tasks without interruptions.

By focusing her energy on these steps, she gradually transformed her recruiting process.

This framework works because it brings clarity and focus to a leader's hectic day. It ensures that recruiting is no longer an afterthought, but an integral part of the operational strategy.

When you create a structured approach to recruiting, you’re not just managing tasks; you're nurturing long-term relationships with potential hires while efficiently addressing those operational fires. Trust me, the shift from chaos to clarity can redefine your recruiting game.

14/07/2025

The easiest way to have an amazing life is focusing on what you can control.

11/07/2025

How can I overcome my reluctance to make recruiting calls?

I remember one leader I worked with who absolutely dreaded making those calls. Every time his phone buzzed with a potential candidate’s name, he'd pause, his palms sweaty and heart racing.

He’d say, “What if they say no? What if they aren’t interested?” It held him back from reaching out to phenomenal talent.

But here’s what we did. We shifted the focus from “What if I get rejected?” to “How can I create an opportunity for a conversation?”

We worked on a simple approach. Before making the call, he would identify three positive outcomes he could contribute to the candidate’s career.

Instead of seeing the call as a transaction, he started viewing it as an invitation to connect.

Each ring became an opportunity to share a vision, a chance to invite someone into something greater than their current role.

This proved to be a game-changer.

When he reframed his mindset, not only did he make more calls, but he also found those conversations were far more meaningful. Candidates opened up more and expressed interest in hearing about the vision.

This framework works because recruiting isn’t about convincing someone; it’s about engaging them in a conversation that makes them envision a better future.

When you lead with value and connection, the reluctance fades away, and the excitement builds. So, next time you hesitate, remember: It’s less about the pitch and more about the potential.

Let’s put that phone to work and start creating opportunities.

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