『Recruiting Conversations』のカバーアート

Recruiting Conversations

Recruiting Conversations

著者： Richard Milligan Recruiting Coach
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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
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  • You Can't Coach Desire: 5 Moves to Stop Wasting Your Best Hours

    You Can't Coach Desire: 5 Moves to Stop Wasting Your Best Hours
    2026/06/23
    You've got somebody with real potential. You can see exactly what they could become, so you pour in time, coaching, and energy, and they just don't move. Instead of reading that, you double down, because surely if you care a little more or explain it one more time, it'll click. Here's what I want you to walk away with today. You can coach skill, you can coach strategy, but you cannot coach desire. And the day you learn to tell the difference is the day you get your time, your energy, and your focus back. I'll give you a five-move framework I call Stop Coaching Desire, Start Reading It. Episode Breakdown [00:01:22] The $9,000 Book Bet Back in 2022 I wanted to write my book, and I'd wanted to for years, but wanting it wasn't getting it done. Life kept winning, the book kept losing. So I did something a little crazy. I went to a friend and made a bet. For every day I didn't write for at least one hour, I owed him $1,000. Real money, real checks, no way out of it. Over that year I wrote that man $9,000 in checks. But I finished the book. The bet didn't make me want to write it. The want had been there for years. All the accountability did was take a desire I already had and force it into motion. [00:02:12] The Insight: Structure Amplifies Desire, It Can't Manufacture It You can build the most beautiful structure in the world around somebody, the coaching, the accountability, the deadlines, and if the want isn't already inside them, you're bracing up thin air. That's what leaders miss with their people. [00:02:32] Move 1: Know the Difference Between Potential and Desire Potential is what somebody could do. Desire is what they're already doing. Confusing the two is the most expensive mistake leaders make, because the most dangerous person on your team is the one with enormous potential and no desire. Their potential keeps you hooked while their lack of desire drains you dry. [00:03:05] Move 2: Read Desire Through Behavior, Not Words Everybody will tell you they want it. Talk is easy and free. Desire shows up in one place, and that's who does the homework. Give them a small assignment, some research, a script to role play, one call to make before you talk again, then watch what comes back. The one who shows up the next day with it done is telling you something the one who forgot never will. Run it this week with someone already on your team or someone you're recruiting, and inside a couple of weeks you stop guessing about who wants it. [00:04:00] Move 3: Teach Before You Push Sometimes what looks like no desire is a skill gap in disguise. Motivation without education backfires. Push somebody to recruit before you've taught them how, and they'll try, it'll feel awful, and they'll quietly decide recruiting just isn't for them. So lead with education first, then motivation, then application. Think about how we develop a young athlete. My own son had a mindset coach, skills coaches, and years of structured play around him, but all of that structure was wrapped around a kid who wanted it. The coaching made a willing athlete great. It would have made an unwilling one quit. [00:05:05] Move 4: Stop Carrying the Unwilling This is where leaders get stuck. We take the person with the most potential and the least desire and pour our best hours into them month after month, hoping. Put a budget on it. Decide how much time and energy you'll invest before the behavior has to show, and then hold that line. Carrying someone who won't move isn't kindness, it's a slow leak in your leadership. [00:05:35] Move 5: Pour Into the People Already Moving Take the energy you were spending trying to light a fire under the unwilling and move it to the people already showing you desire through their actions. That's where coaching compounds. Desire plus your coaching is a multiplier. No desire plus your coaching is just you worn out. [00:05:55] Why It Works Desire is internal. Skill moves from one person to another, you can teach it, but desire has to already live inside someone, and you can't install it from the outside no matter how much you care. Behavior is the only honest signal you've got, because talk is free and action costs something, so the person who does the small, hard thing is telling you the truth about their want. And here's the part that stings. Your time and energy are finite, so every hour you spend carrying someone who won't move is an hour you stole from someone who would. [00:06:45] Your Small Win Tonight Pick the one person you've been over-investing in with little return and answer one straight question, skill gap or desire gap. If it's skill, you've got a teaching plan. If it's desire, you've got a decision to make. Naming it plainly is the win for tonight. [00:07:10] Three Bigger Moves This Week Give one small assignment and watch who does the homework, because that shows you your real movers in days instead of months. Teach one skill before you ask anyone to hit a number, which separates the ...
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    9 分
  • You're Buried and Begging for Help: 5 Moves to Win the Budget

    You're Buried and Begging for Help: 5 Moves to Win the Budget
    2026/06/16
    You need help to grow. You can't keep doing every part of this yourself and expect the team to get bigger. But every time you bring up a recruiter or a dialer, the conversation stalls, and you walk out with a no, or a maybe that quietly dies. Here's what I want you to walk away with today. You don't earn a yes by asking for help. You earn it by walking in like an owner with a business case and the math behind it. I'll give you a five-move framework I call Making the Case Like an Owner, so you flip that conversation for good. Episode Breakdown [00:01:13] The Tale of Two Leaders Two leaders walk into the same executive's office in the same month. Both are buried, both want help. The first sits down and asks like an employee asking for a favor, says he's drowning and can't keep up, can he please get a recruiter. What the executive hears is an expense and a complaint, cost with nothing on the other side of it, so the answer is some version of not right now. The second leader carries something different. He doesn't ask for relief, he lays out an investment, the cost, the return, and ties it straight to the growth number the company already set. Same request, same executive, two completely different outcomes. The money was rarely the real obstacle. The framing was. [00:02:10] Move 1: Lead With the Math Walk in with numbers instead of feelings. A real recruiter right now runs somewhere around a $50,000 to $55,000 base with another $35,000 to $45,000 in bonus tied to appointments set and hires made. Now your executive is holding a clear picture, a known cost with most of the upside riding on results. [00:02:38] Move 2: Connect It to the Company's Growth Executives fund growth, not comfort. If leadership set a growth number for the year, tie this hire straight to that number, so you're not asking for help, you're showing them how the goal they set gets hit. And there's a deeper version worth saying out loud. The data shows the overwhelming majority of new producers join because of the leader, not the company brand and not the corporate platform. That makes you and your capacity to recruit the highest-return investment the company can make, and a recruiter or a dialer is simply how they protect that investment. [00:03:23] Move 3: Take the Risk Off the Table A lot of these asks die because the executive pictures a big fixed cost with no floor under it. So remove the fear. Load most of the comp onto results, appointments set and hires made, so the money follows the value instead of leading it. And the timing is on your side. The recruiter talent pool is unusually deep right now, with early-career recruiters getting pushed out of other industries by AI. One leader I coached ran a single ad and pulled more than 370 applicants in two days. You can be choosy in a way you couldn't be a few years ago, and that lowers the risk again. [00:04:09] Move 4: Put a Price on Your Own Hours This is the number leaders forget to bring, and it's the biggest one. Your time. Every time you get yanked off the phones to put out a fire, it costs about 20 minutes just to climb back into focus, and across a normal week of interruptions, that's hours of the work only you can do gone. A recruiter or a dialer isn't a cost. It's you buying back the hours that turn into hires. Name that number, and the investment starts arguing for itself. [00:04:45] Move 5: Close With Proof Land the whole case on evidence. I coached a leader who built his recruiting engine the right way, and in 90 days he hired 18 producers who fit his avatar, then 7 more the next month, which added roughly $100 million in annualized volume. You're not asking your executive to gamble on a hunch. You're pointing at a path other leaders have already walked. [00:05:15] Why It Works Executives say yes to returns, not to needs. The moment you stop presenting a cost and start presenting an investment with a number beside it, you're speaking the one language a decision maker buys in. Taking the risk off the table works because most no's aren't really no, they're a fear of a fixed cost with no floor, and a results-based structure quietly dissolves that fear. And proof closes the gap the same way it does in recruiting. A decision maker can argue with your projection all day long, but they can't argue with a result somebody has already produced. [00:05:55] Your Small Win Tonight Write one sentence. If I get this recruiter or this dialer, here's the return in hires and in volume over the next twelve months. One clean sentence that sets a return right next to the cost. Because if you can't say that sentence out loud yet, you aren't ready for the meeting, and now you know exactly what to go build. [00:06:23] Three Bigger Moves This Week Build the comp plan, a base plus a results-based bonus on appointments set and hires made, because that structure protects the company on the downside and signals the role is built to pay for itself. Do the time math, counting the hours ...
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    8 分
  • Your People Nod and Nothing Happens: 5 Moves to Fix Your Vision

    Your People Nod and Nothing Happens: 5 Moves to Fix Your Vision
    2026/06/09
    Here's the Ep 216 summary, following the SOP, in Richard's voice. You've worked on your vision. You've refined the message, you say it on a call, and people nod. They agree, they tell you it sounds great, and then nothing happens. Nobody moves. That quiet frustration is what today's episode is about, because vision doesn't move people just because it sounds good. It moves people when it's clear, when it's personal, when there's real tension, and when you can prove it. Sounding good is actually the trap. I'll walk you through a five-part framework I call Vision That Moves, and most leaders are missing at least three pieces of it. Episode Breakdown [00:01:25] The Reframe: Vision Is a Dream, Not a Sentence on the Wall The Hebrew root for the word vision is chazon, and it doesn't mean a tidy sentence on a wall. It means a dream, something so big you're almost afraid to say it out loud. When I went back and looked at my own vision statement, I was a little embarrassed, because what I had wasn't a dream. It was a flattened corporate sentence that moved absolutely nobody, including me. I'd sanded it down until it was safe, and safe vision is forgettable vision. The day I rewrote it as an actual dream, people started leaning in. Same leader, same team, completely different pull. [00:02:38] Move 1: Aim at the Right Altitude There are three levels of vision. Me vision, which is what the leader gets. Corporate vision, which is what the company gets. And team vision, which is what the person joining you actually gets. Almost everyone pitches corporate vision, the mission statement and the big logo on the wall, while the recruit sits there politely wondering what's in it for them. Team vision is the only altitude that answers the question they're actually asking. [00:03:17] Move 2: Get Out of the Clouds and Into the Dirt A clouds pitch says our culture is great, our technology is the best, everybody here supports each other. It sounds good and means nothing, because every one of your competitors says the exact same words. A dirt pitch is specific. It names a number, a measurable outcome, a tool out loud. People can't grab onto a cloud. They can grab onto a number. [00:03:57] Move 3: Add Tension A vision with no gap creates no movement. If where they are right now and where you're pointing feel basically the same, there's no reason for anybody to move their feet. So you lovingly name the gap. Here's where you are, here's what's actually possible for you, and here's the quiet cost of staying exactly where you are for three more years. No tension, no motion. That's not pressure, that's clarity. [00:04:28] Move 4: Bring Proof This is the one leaders skip, and it's the most powerful one you've got. The most credible thing you can ever show a recruit isn't a promise, it's a person. I had a leader recently whose biggest producer was closing two or three deals a month before she joined him, and she's doubled that since. That's not a pitch, that's proof of concept living and breathing on his team. Proof dissolves skepticism faster than any slide deck you'll ever build. [00:05:09] Move 5: Transfer the Energy Here's my actual definition of recruiting. It's a transference of energy and passion. Everything that excites you lives in the future, the milestone, the growth, the place you're all going. If you deliver your vision flat, it doesn't matter how good the words on the page are. Nothing transfers. Your genuine energy about the future is the fuel, and without it the best vision ever written just sits there in the room and dies. [00:05:42] Why It Works People don't move toward fog. The brain can't take action on something vague, so when your vision is abstract, the honest human response is a polite nod and zero behavior change. Make it specific and personal and you finally give them something to grab and pull themselves toward. Proof works because skepticism is the default setting for any good producer who's been pitched a hundred times by a hundred leaders who all sounded the same. And energy works because emotion is contagious. That's why two leaders can say the identical words and only one of them moves the room. The words were never the variable. Clarity, tension, proof, and energy were. [00:06:50] Your Small Win Tonight Rewrite your team vision for the year 2035 and start that sentence with the words, our dream is. If the new sentence doesn't make you a little uncomfortable to say out loud, it isn't big enough yet, so push it further. A vision big enough to scare you a little is the only kind that's big enough to pull other people. [00:07:20] Three Bigger Moves This Week Draft a team-level vision that names exactly what a producer who joins you gets out of the next three years, because people commit to what's in it for them. Take one abstract claim in your current pitch and replace it with a real number, a measurable outcome, or a tool you can name out loud. Then pick one person already on your team ...
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    10 分
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