Richard Milligan

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

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.

05/08/2025

How do I guide my team to personalize value adds like handwritten notes or custom gifts at scale?

Not too long ago, I was working with a fantastic recruiting leader who was feeling overwhelmed by the idea of making each candidate feel special while juggling a high volume of hires. To tackle this, we began brainstorming ways to integrate personalization without sacrificing efficiency.

One day, she shared a simple but impactful strategy that changed everything: creating a ‘candidate profile’ for each potential hire. This profile included not just professional details, but also personal interests and unique touches — like favorite hobbies or even their preferred coffee orders.

Here's the magic formula she used:

1. Invest time upfront in building candidate profiles.
2. Standardize an outreach template that integrates personal details.
3. Empower your team to personalize within that framework, allowing for a mix of consistency and customization.

By implementing this system, her team could efficiently scale their personalized touches, transforming high-volume recruiting into a tailored experience.

Why does this framework work in real recruiting environments? Because it combines the best of both worlds — structure and flexibility. Leaders can systematize their approach while still genuinely connecting with candidates. At the end of the day, it's those authentic relationships that draw top talent in, keeping your pipeline strong and vibrant.

So, lean into personalization. It pays off in long-term relationships and genuine candidate engagement.

05/08/2025

Having a fire in your belly, AKA a high level of desire, is essential to thriving in this market. If you have lost that, here are three questions leading you back to this.

1) Where have you been when desire peaked in the past?" Seek out those same places. Live events are moments where you can re-ignite your passion.

2) Who have you been around when desire has peaked? Certain people fill your cup. Whom should you be reconnecting with that ignites you?

3) What places rejuvenate, restore, and fulfill you?

Combine all three to hit a trifecta and accelerate restoring desire.

Here is a moment with my two daughters jumping on hay bales with the sunset that hits all three for me! It requires intentionality and a willingness to pause to create moments like this.

Let's go!!

01/08/2025

How do I balance founder-led content and automation in my recruiting process?

Let me share a story. I once coached a founder who was navigating the chaotic waters of scaling their startup. They were passionate about sharing their vision and values but found themselves overwhelmed by the constant need to manually reach out to candidates.

Together, we worked on a solution that combined the personal touch of founder-led content with the efficiency of automation. Instead of feeling like they were losing their voice in the process, they created short, authentic video snippets about their culture and mission that they could send to candidates automatically. This approach saved time and also made candidates feel valued and connected—exactly what we want in recruiting.

Here’s a simple and repeatable framework to find that sweet spot:

Start by defining key messages that reflect your vision and culture. Next, create bite-sized content pieces—think video messages, team stories, or even quick insights—that can be scheduled to go out with your automated outreach.

Finally, incorporate feedback loops. Ask candidates how they felt about the content, and adjust as necessary. Keep it authentic, keep it scalable.

This framework works because it builds a genuine connection while allowing you to stay focused on growth. Candidates see the real you, not a faceless brand, and that’s what makes them want to join your team.

In recruiting, relationships matter more than anything. Let’s not lose sight of that, even as we embrace automation.

01/08/2025

What separates recruiters that succeed from those who don't? We've tested countless different variables and it always comes down to one thing: personal brand.

30/07/2025

Ever wondered how tools like ChatGPT, Grok, Otter, and Fathom can actually help you scale as a recruiting leader?

Let me share a story from one of the leaders I coached recently. She was feeling overwhelmed, juggling candidate outreach and team meetings. Enter ChatGPT. She started using it to draft personalized follow-ups, which saved her hours each week. The moment she handed off those mundane tasks to AI, she found herself able to really connect with her candidates and her team, and her strategic vision came to life.

So, how do we use these tools effectively? Here’s a simple framework to get you started:

1. Identify repetitive tasks that drain your time.
2. Explore which tools best fit those tasks.
3. Set guidelines for tone and message personalization — make sure it’s true to you.
4. Test and refine the output, then let it do the heavy lifting.

This framework works because it allows you to be strategic with your time while maintaining authenticity. When you offload the repetitive, you gain the freedom to invest your effort where it makes the most impact: building relationships and crafting your vision.

Remember, recruiting isn’t just about filling positions. It’s about shaping futures and leading a mission-filled team. So lean into these tools, but always keep the human element front and center. You’ve got this.

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