In this episode, I tackle a controversial topic—how recruiting leaders, internal recruiters, and external recruiters should (and shouldn’t) work together. Many recruiting leaders struggle with hiring support that truly works for their team. I break down why external recruiters often miss the mark, why internal recruiters tend to focus on the company over the leader, and the best way to structure a recruiting system that actually delivers results.

• [00:00] Introduction – Addressing the common challenges leaders face when working with recruiters.
• [01:00] The Role of External and Internal Recruiters – Why they often prioritize the company’s value proposition over the leader’s value.
• [02:30] The Problem with the Traditional Approach – How recruiters tend to “sell” an opportunity rather than build relationships.
• [04:00] The Best Way to Build a Recruiting System – Why recruiting leaders must take ownership of the process and be the key voice in attracting talent.
• [05:30] The Attractive Leader Framework – How leaders who define their vision, core values, and beliefs become recruiting magnets.
• [07:00] The Ideal Role of a Recruiter – Why a recruiter should act as a "dialer" who researches, initiates contact, and connects talent to the leader.
• [08:30] The Importance of Research in Recruiting – How recruiters should filter candidates through a core value lens before outreach.
• [09:30] How to Win More Recruits – The key to using an integrity-driven phone script to build real relationships.
• [10:30] Structuring a Recruiting Conversation That Works – Why leaders, not recruiters, should drive the conversation once a connection is made.

1. Recruiting Leaders Must Own the Process – The best results come when leaders take an active role in attracting talent.
2. External and Internal Recruiters Often Miss the Mark – They tend to lead with company value instead of leadership value.
3. The Attractive Leader Framework Works – Leaders with clear vision, values, and storytelling ability attract talent naturally.
4. Recruiters Should Be Connectors, Not Closers – Their primary role should be research and introductions, not leading the conversation.
5. Relationship First, Recruiting Second – The best recruiting conversations are based on genuine relationships, not a hard sell.

The most effective recruiting system is one where leaders drive the process. By structuring a system where recruiters act as connectors, and leaders take the lead in conversations, you create an approach that builds trust, attracts top talent, and delivers real results. If you’re a recruiting leader, it’s time to step up and take ownership of your recruiting efforts.

Want to build a recruiting system that actually works? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s create a process that helps you win top talent consistently.

In this episode, I break down a powerful framework from Charles Duhigg’s book Super Communicators and apply it directly to recruiting. The best recruiters don’t lead with a sales pitch—they follow a natural flow of conversation: social, emotional, and decision-making. Understanding these three types of conversations will help you connect with recruits, build trust, and close more deals.

• [00:00] Introduction – Why communication is the #1 skill recruiting leaders need to master.

• [01:00] The Three Types of Conversations – Social, emotional, and decision-making—why the right order matters in recruiting.

• [02:30] Why Most Recruiters Get This Wrong – The mistake of jumping straight to the decision-making conversation and why it doesn’t work.

• [04:00] The Power of Social Connection – How relationship-building conversations create trust and open doors.

• [05:00] Emotional Conversations in Recruiting – Using dream-based recruiting to tap into what recruits truly want for their future.

• [06:30] Decision-Making Conversations at the Right Time – When and how to transition from emotional connection to discussing your opportunity.

• [07:30] How to Pivot If a Recruit Pushes for a Decision Early – Setting conversational goals to ensure you’re in the right type of discussion.

• [08:30] Why Selling First Creates Resistance – How leading with recruiting instead of relationship-building can kill deals before they start.

• [09:30] Final Thoughts & Book Recommendations – Why Super Communicators aligns with great recruiting strategy and how my book, How to Dominate Recruiting in a Digital World, connects with these principles.

1. Conversations Have a Natural Flow – The best recruiters start with social connection, move to emotional connection, and only then have a decision-making conversation.

2. Social Capital Comes First – Without trust and rapport, a recruit won’t engage in deeper conversations.

3. Dream-Based Recruiting Works – Helping recruits define their long-term vision builds emotional connection and influence.

4. Selling Too Early Pushes Recruits Away – Leading with recruiting instead of relationship-building reduces engagement and lowers your success rate.

5. Velocity Comes from Connection – Building the right type of conversations speeds up the recruiting process, rather than slowing it down.

If you want to recruit successfully, you must master the flow of conversation. Leading with connection instead of a sales pitch will change how recruits respond and dramatically improve your results. If you apply these principles, you’ll create more trust, increase engagement, and close more hires.

Want to refine your Recruiting? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. For more insights, check out my book How to Dominate Recruiting in a Digital World!

In this episode, I explore the surprising parallels between recruiting and dating. From first impressions to long-term commitments, the way we engage with recruits is similar to how we build relationships. If you approach recruiting like dating—by focusing on connection rather than selling—you’ll build stronger, more meaningful relationships that lead to better hires and long-term retention.

• [00:00] Introduction – Recruiting and dating have more in common than you think! Why understanding this concept can transform your recruiting success.
• [01:30] Recruiting Is Like Dating – The process of sorting through candidates, handling unpredictability, and managing ghosting.
• [03:00] Why Selling Doesn't Work in Recruiting – Transitioning from a sales mindset to a relationship-building approach.
• [05:00] The Complexity of Career Changes – How recruits weigh major life decisions and why leaders must guide them with empathy.
• [07:30] The Slow Build vs. The Quick Close – Why recruiting isn’t about rushing but about building a foundation of trust.
• [10:00] The Ideal First Contact – Crafting a compelling, non-sales-driven first conversation with a recruit.
• [12:00] The Progression of Relationship Recruiting – Moving from initial conversation to deeper engagement without forcing commitment.
• [15:30] The Power of Affirmation in Recruiting – Why affirmation is one of the strongest motivators in both dating and recruiting.
• [18:00] Serving Before Asking – Why giving value first leads to stronger, more successful recruiting relationships.
• [21:00] Dreaming With Your Recruits – How asking about their dreams over the next five years creates lasting loyalty.

1. Recruiting Is About Relationships, Not Sales – Selling opportunities too early creates resistance, while relationship-building fosters trust.
2. Slow Down to Speed Up – Just like dating, recruiting requires a natural progression to be effective.
3. Affirmation Builds Connection – Encouragement and recognition go a long way in both recruiting and leadership.
4. Put Their Interests First – Giving value before making an ask makes recruits more open to future opportunities.
5. Help Recruits Dream – Leaders who help people reach their long-term goals will attract and retain top talent.

Recruiting isn’t about pushing opportunities—it’s about building trust and offering value over time. The best recruiters act like great relationship builders, leading with curiosity, affirmation, and genuine interest in their recruits' success. If you focus on relationships over transactions, your recruiting and retention will transform.

Want to build better recruiting relationships? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s refine your recruiting strategy together!

Losing a recruit can feel like a major setback, but it doesn’t have to be the end of the story. In this episode, I share six critical steps to take after losing a recruit—actions that will keep you relevant and increase your chances of eventually winning them over. If you want to build a system that ensures you never truly lose a great recruit, this episode is for you.

• [00:00] Introduction – The challenge of losing a recruit and why handling it correctly can turn losses into future wins.
• [02:00] The Reality of Recruiting – Why losing a recruit is inevitable but how you respond determines your success.
• [03:30] The Power of Belief – How your confidence in a recruit’s fit can impact their decision-making process.
• [05:00] The Aha Moment Strategy – Why creating an "epiphany bridge" is essential to shifting a recruit’s perspective.
• [07:30] The Roadmap to Business Growth – How offering a clear, structured plan can make you the most valuable option.
• [09:00] Why Many Recruits Have Doubts – The data behind why 25-35% of recruits leave their new job within 90 days.
• [10:30] The 90-Day Retargeting Plan – How to remain relevant with a recruit who chose another company.
• [12:00] The Six Touchpoints – A structured approach to checking in every 15 days for three months.
• [13:30] Day One Strategy – How to offer immediate value by helping recruits optimize their transition.
• [15:00] Creating Value in Follow-Ups – How to craft messages that keep the conversation open and build trust.
• [17:00] The Long-Term Play – Why staying in contact beyond the initial 90 days increases your chances of bringing them back.

1. Losing a Recruit Isn’t the End – Many recruits second-guess their decision, making follow-up critical.
2. Confidence Creates Influence – If you truly believe a recruit belongs on your team, communicate that with conviction.
3. Create an Aha Moment – Provide a clear roadmap to success that helps recruits see you as the best choice.
4. Follow the 90-Day Plan – Engage with lost recruits every 15 days through six structured touchpoints.
5. Offer Immediate Value – Help recruits optimize their transition, even if they choose another company.
6. Play the Long Game – Keep the relationship open and be the first person they think of when reconsidering.

Recruits who leave aren’t always gone forever. By staying engaged, providing value, and structuring your follow-ups with intentionality, you dramatically increase your chances of winning them back. Every lost recruit is a future opportunity—if you handle it the right way.

Want to refine your recruiting follow-up system? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a system that ensures you never truly lose a great recruit.

In this episode, I explore how to keep recruits engaged after they’ve accepted your offer but haven’t started yet. By focusing on value, energy, and connection, I’ll show you how to bridge the gap between the offer acceptance and their first day, ensuring they join your team. If you’ve struggled with recruits dropping off after saying yes, this episode will equip you with actionable strategies to close that gap.

[00:00] Introduction:
Why post-offer engagement is critical and how up to 35% of recruits who accept offers never start. The episode focuses on actionable strategies to prevent this.

[01:30] Understanding the Problem:
Recruits face counteroffers and second thoughts before starting. Focus on what you can control: the value and connection you offer during this period.

[02:30] Pre-Offer Engagement:
Your role is to show recruits that “more is available” with you. By tipping the scales in your favor before the offer is made, you plant the seeds of desire for your team.

[04:30] Post-Offer Drop-Off and How to Avoid It:
Leaders often disengage after an offer is accepted. Avoid this by maintaining regular and meaningful communication until their start date.

[05:30] Creative Engagement Strategies:

• Send a personalized “welcome to the team” video with messages from team members.
• Share updates and exciting developments from your business to keep them motivated.
• Offer tangible examples of the value and opportunities they’ll experience once they join.

[07:30] The Energy and Passion of Recruitment:
Recruitment is a transference of energy. Use trial closes, high-energy communication, and enthusiasm to keep recruits excited about their decision.

[10:00] The BAM Framework for Motivation:

• Belonging: Create a sense of community before they start.
• Affirmation: Show that they are valued through intentional actions like personalized videos or thoughtful messages.
• Meaning: Share impactful team stories that connect with their values and purpose.

[12:00] Building Systems for Engagement:
Turn these tactics into consistent systems by:

• Dedicating time biweekly to plan value-driven communication with recruits.
• Mapping a strategy to close the gap between offer acceptance and start date.

1. Engagement is Key: Recruits who feel valued, energized, and connected are far more likely to start.
2. Showcase Value Consistently: From the initial conversation to the start date, continuously highlight what makes joining your team worthwhile.
3. Energy Matters: Passion and enthusiasm from leaders are contagious and reinforce the recruit’s decision.
4. Leverage BAM Motivation: Build belonging, affirmation, and meaning into your engagement practices.
5. Create a System: Regularly evaluate your approach to post-offer engagement to ensure every recruit feels supported and excited about starting.

Retention starts with engagement. To secure your recruits, focus on what you can control: value, energy, and connection. Apply these strategies to build a system that ensures recruits make it to their first day excited and ready to contribute.

Ready to implement these strategies in your recruiting process? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s turn your recruiting challenges into wins!

In this episode, I dive into what it means to be the kind of leader people never want to leave. By focusing on clarity, values, and vision, I’ll show you how to cultivate an environment that attracts and retains top talent. If you’re struggling with retention, this episode will help you become a leader worth following.

• [00:00] Introduction - The concept of leadership growth and how becoming more valuable as a leader leads to better retention.
• [02:00] Daily Affirmation for Growth - A mindset shift: The leader you are today should not be hireable by your better self 10 years from now.
• [03:30] Building the Attractive Leader Framework - The three pillars of an attractive leader:
  • Clarity of core values.
  • Clarity of greater purpose (your "why").
  • Clarity of vision.
• [05:00] Passion as a Retention Tool - Leaders who exude passion and energy create teams that are inspired to stay and grow.
• [07:00] Translating Values Into Actions - Identifying and demonstrating your core values through behavior.
• [09:00] Creating and Communicating Purpose - How to articulate a purpose that motivates and aligns your team.
• [11:30] The Role of Vision in Leadership - Crafting a 10-year vision that not only excites you but also resonates with your team.
• [14:00] Practical Example of Vision in Action - How building a roadmap transforms an abstract vision into a tangible goal.
• [18:00] The Synergy of Team Vision - Aligning individual roles with a broader team vision to create buy-in and long-term loyalty.

1. Leadership Is About Growth - Continually becoming a better version of yourself makes you a magnet for talent.
2. Clarity Wins - Being clear about your values, purpose, and vision creates trust and alignment with your team.
3. Passion is Contagious - Energized leaders inspire their teams, making retention natural.
4. Vision Guides Retention - A strong vision, backed by a clear roadmap, keeps your team motivated and committed.
5. Action Reflects Values - Your behaviors are the proof of your values; align your actions with what you say you stand for.

Retention issues often point back to leadership. By committing to clarity, demonstrating passion, and casting a compelling vision, you’ll become the leader no one wants to leave. Your growth as a leader directly impacts the loyalty and success of your team.

Ready to become the leader everyone wants to follow? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s build your attractive leadership framework together.

In this episode, I explore the significant impact of hiring decisions on team productivity. Drawing on research from the Kellogg School of Management, I discuss how hiring the wrong person can reduce production by 30%, while hiring top producers boosts team output by 15%. I share actionable strategies for setting hiring standards, aligning values, and navigating high-pressure recruiting situations.

• [00:00] Introduction - The challenges recruiting leaders face in balancing multiple responsibilities while maintaining high standards.
• [01:30] The Kellogg Study - How proximity to low producers reduces team productivity by 30%, while high producers increase it by 15%.
• [03:00] The Importance of Standards - Defining and upholding hiring standards to ensure alignment with team values and goals.
• [05:30] Real-World Insights - Personal experiences with team dynamics and the consequences of hiring low producers.
• [08:00] Setting Standards That Lift - How hiring standards should challenge potential hires to rise above mediocrity.
• [12:00] Making Exceptions with Caution - Evaluating candidates who fall outside the standard and the importance of assessing values, production history, and team fit.
• [15:00] Navigating High-Pressure Situations - Strategies for recruiting under tight deadlines without compromising quality.
• [18:30] Going All In - Why being fully committed to recruiting is essential for success, especially during critical seasons.
• [23:00] Organizational Responsibility - The need for companies to educate and motivate their leaders in effective recruiting strategies.

1. Hiring Impacts Productivity - Low producers can hurt team output, while top producers elevate it.
2. Define and Uphold Standards - Clear hiring standards rooted in values ensure better team alignment.
3. Evaluate Carefully - When considering candidates outside the standard, assess alignment, team fit, and the current season.
4. Bring Value to Recruits - Build relationships by consistently offering meaningful value through social media, campaigns, and personal engagement.
5. Go All In - Committing fully to recruiting during critical periods can achieve years of progress in just months.

Recruiting the right people isn’t just about filling seats; it’s about creating a high-performing team that aligns with your values and vision. By setting and maintaining clear standards, carefully evaluating candidates, and going all in when necessary, you can transform your team’s productivity and success. Remember, every hire impacts your team’s brand, culture, and performance.

If you’re ready to elevate your recruiting game, subscribe to my weekly email at 4crecruiting.com or book a coaching session with me at bookrichardnow.com. Let’s build a system that helps you hire right!

In this episode, I share a proven framework for crafting emails that close deals with hesitant recruits. Using a real-world success story, I reveal how moving from abstract promises to concrete specifics can make the difference between a signed offer and a lost opportunity.

• [00:00] Introduction - The challenge of closing recruits when competitors enter the picture and how communication plays a critical role.
• [01:30] The Hail Mary Email - A coaching client’s experience with a recruit who was at the finish line but started to ghost.
• [03:00] The Problem with Abstract Messaging - Examples of vague language, like "additional support," and why it fails to resonate.
• [05:30] Coaching for Clarity - Strategies to turn abstract ideas into tangible, actionable specifics:
  • Clearly define the support you offer.
  • Differentiate your value from competitors.
  • Specify how your leadership will tangibly impact the recruit’s success.
• [07:30] Why Clarity Wins - People gravitate toward specific, well-defined opportunities, not vague promises.
• [09:00] Tools for Refinement - Tips on simplifying and improving email clarity:
  • Use Hemingway App to keep readability at a fifth-grade level or below.
  • Leverage AI tools like ChatGPT to refine and adjust messaging.
• [10:30] The Results - How the refined email helped secure the recruit and why specificity was the deciding factor.

1. Clarity Drives Action - Replace abstract statements with specific, detailed examples of the value you bring.
2. Specifics Create Influence - Defined, concrete promises inspire confidence and encourage recruits to move forward.
3. Simplify for Impact - Make your message easy to read and actionable using tools like Hemingway App.
4. Invest Time in Tailoring - A well-thought-out email can make or break a recruit’s decision.
5. Certainty Wins Deals - Recruits want leaders and organizations they can trust to deliver on clear commitments.

Closing recruits often comes down to how effectively you communicate your value. By refining your messaging to include concrete specifics and simplifying your language, you can influence hesitant recruits to take action. Use this framework to write emails that not only resonate but close deals with confidence.

If this episode inspired you, share it with your team and leave a review. For personalized coaching or help refining your recruiting system, schedule a session at bookrichardnow.com. Subscribe to my weekly email at 4crecruiting.com for more insights and strategies.