Here in just a second, three two one here we go, hey everybody welcome back to recruiting conversations, it’s your host the only Ricardo Milligano, no I was, that’s weak all right like there’s nothing in me, I’m just like, I’m like German – American, you know like Irish – American, like um I just don’t even have like this ability to sound cool when I said Ricardo Milligano. I just make it just makes me look like it’s a bad dad joke, or something, right? but I’m here, and I’m here to give you some phenomenal content today. I’m excited about it, I’m excited about it because I’m coming out of a meeting where we have taught someone a specific system, and they’re following it and they’re winning a scale right now, I just thought let’s just share this. For the one-percenters, right? because we all know like there’s enough information available today, that if you want to go win you can buy a course, or you can follow someone on YouTube or their podcast or whatever and you get enough content, that if you’ll apply that, you will win. So this is if you’re not part of the one-percenters this is your clue to click off this podcast and then move on, this one’s for the one-percenters who will activate because this is coming fresh from a recruiting leader who’s winning at scale. When I say winning a scale and recruiting leader let me just explain those two pieces, okay? Here’s what the recruiting leader is someone who manages a team but then is also responsible for recruiting to the team, okay? A lot of times these titles look like area managers, or regional managers, or branch managers, or sales managers, okay? Those are the people that this podcast is designed for the other part of that is what is winning a scale mean, well for this individual winning a scale means that he’s hiring approximately one person every week, right now, huh. Like I laugh, because if I could have hired one person per week for the first ten eleven years I was in the business, I would have absolutely have destroyed it. It’s how the system not teaching is the same system that I built eighteen teams from the last three and a half years. So, it doesn’t surprise me, it doesn’t surprise us here at 4C recruiting that’s working, but when it comes through this, comes through a moment like this, I just feel inspired to share it with you and so I just took a moment here beyond this meeting to say, what are the three things that this guy’s doing? Now, I’m just a secret in this I’m giving it to you as three things because I know you’re most likely to remember it, okay? There’s this thing that’s called chunking, it’s this scientific concept that our brains will remember three things and typically we’ll forget anything beyond four and so it’s a reason why our phone numbers are in three-digit area codes, 3-digit prefix, and then has last four digits, because we’ll remember that we can remember that least for a short length of time, right? So, I’m gonna give you three pieces today that are the keys to what this individual is doing to win at scale.
Hi everybody welcome back to recruiting conversations, I’m your host Richard Milligan, and if you’ve listened to us before, you know we’re all about. If you have not listened to us before let me tell you what we’re all about because you may be new to the podcast and so I don’t want to ever assume that someone shows up to this podcast not fully know what we’re trying to accomplish. So here it is, our main intention with this podcast, is to reach what I called the recruiting leader, so the recruiting leader is someone that actually leads a team, but then it’s also responsible for actually building that team, recruiting to that team. So if you set in some type of regional manager role, area manager role, branch manager role, a lot of times in a sales manager role, those roles are responsible for the day-to-day of managing the team and ensuring that you all delivering in whatever area of business you deliver, but then you’re also responsible for recruiting top people to your team, and the difficulties are unique with this particular position. The difficulties are unique and that you were maybe as many as 15 different hats in a given day, you might actually have as many as 15 job responsibilities that fall underneath that leadership hat that you wear, where you just simply manage the team. But if you don’t focus on the recruiting aspect of your of your of your role, of your business, eventually you’ll probably find yourself without a job, and I’m not here to bring you bad news but what I am here to say is. We are, our mission here, is to help educate and grow the recruiting leader, we’re here to help that individual maximize their skillset, maximize their giftings, find their purpose, all of those things are inside the line of what we want to accomplish within this podcast, with that said we’re gonna jump into a recent conversation that I have and thus the title is podcast recruiting conversations.
A recent conversation that I had was a conversation around the environment that our recruiting leader was in that dealt with a lot of distractions. So if you are in this role, you can relate, because if you are wearing those 15 hats and now you’re trying to make recruiting a primary responsibility or a primary objective in the day to day it a lot of times can be a problem that you have to solve and that you just don’t have the margin, you just don’t have the time left over, and a lot of times it may not even be that you don’t have the margin or the time leftover. It may be that you it seems as though that is the problem when a lot of times the problem boils down to we’re just not able to pull ourselves out of the distractions. So I love that short story that I came across, that involved Warren Buffett, Bill Gates and Bill Gates father. Now I’ve seen this story in a couple of formats but the the meat of the story is the same so the story goes like this Warren Buffett Bill Gates and Bill Gates father were actually at an event together and this was some sort of a fundraising event and the people that were the donors that have showed up for the event all had a chance to ask questions, and so the three were sitting on a panel of some sort and someone from the audience asked the question to them, of what they thought the key was to success and in in this in this environment all three of these people, Buffett, gates and gates responded immediately with one word and that one word was “focus” so I can only imagine the three of those actually look any child looking at each other with a bit of a sly grin given the fact that they had just answered this question with the exact same answer. But the fact that it was spontaneous and completely unplanned, tells you a lot about the real response that they gave, and the reason why they gave it knowing what they knew as individuals who had been extremely successful in their career. And it’s that focus, is not just important but focus is imperative if you’re going to be a successful recruiting later. So let me give you some ideas around how I coach people in this area and around this area the struggle is this is, that the recruiting leader is typically extremely ambitious individual, a lot of times we end up in this role as a recruiting leader recruiter / leader, because of all the wins and the successes that we’ve had in our career, so if we look at the profile this individual, they’re extremely reliable, they are extremely ambitious, the intangibles are on overflow and overload and so this individual a lot of times it creates an enormous workload, but here’s the one thing, that I learned at a young age that when you show yourself responsible you actually get more responsibility. And that’s a true statement yes, or yes? If you’ve ever one day come to work and realize you’ve got a new project on your plate, or you’ve got somebody underneath your wing that you’re going to need to coach now, or I’ll give you a perfect example in my own life. As I begin to have success on the recruiting side the organization that I was with actually begin to fly other leaders into my market to set with me for three to five days, because they wanted people that were struggling in a similar role as me to be able to understand what I was doing so they could take it back and apply it to their own business. So, by simply being successful I got more responsibility and that responsibility entailed me actually taking people under my wing, into some degree mentoring them. So because I know what that looks like and I know where you’re at, a lot of times these larger ambitions to build a bigger team can actually be counterproductive to actually accomplishing those ambitions because our plates are already full.
So I like use this this this term what I call hyper focus, okay now the term hyper focus if you want to actually go and look at the definition of what the word hyper means, the word hyper means doing things excessively or above normal, okay? So I think of the word focus, and then when I think of I’ve got to be focused excessively focused, or have to be so focused that it’s beyond normal focus, then you can understand what it’s going to take for you to actually be successful in a recruiting leader role. Hyper focus, now, with this set there’s other variables in play, okay? The other variables are this now let’s just go back through some of these variables that we’ve already lined up you’re someone who probably has a lot on your plate because you’ve shown yourself responsible and so you’ve got more responsibilities, you’re leading and managing a team you’re ambitious and so in that ambition you’ve got some really big goals and things that you want to accomplish, that also increases the amount of work that you’re doing, okay? So all of this is in play and so you have this overflow no doubt of things that you’re doing, but you’re also doing it today in a unique environment. So let’s just talk about that environment because we’re talking about a different world than we lived in maybe ten years ago, okay? When I when I realize like I’m in the middle of podcast, I’m doing this podcast in a studio where I’ve got a laptop open and if you noticed early on the podcast you heard dinging, and the reason why you are dinging because I can’t get away from my digital notifications, just like you can’t get away from your digital notifications, you’re right like I have things dinging I don’t even know what’s dinging but it’s like my calendar, it’s my iPhone, it’s you know my email, it’s my LinkedIn, its my facebook, its my voxer, where people have access to me, it’s my calendar on my iPhone versus my calendar my desktop, it’s on and on and on and on. The things that are distracting you in terms of these digital notifications that we didn’t have to deal with ten years ago, you had you know you I remember getting in the into business in the mid-90s and the number one training program that the organization I went to work for. The first thing they put you through was Franklin Covey plan or training and those of you that are probably in your mid-40s or older will this this will be one of those moments like oh yeah, I forgot about Franklin Covey planter training, our counters used to be a hundred percent paper and then along comes outlook, and then along comes smartphones, and today just simply the digital notifications that follow us everywhere we go, are excessive, and those are distractions in themselves and then you add these other cool pieces of technology like social media, like YouTube, these other places were their portals where we can actually get lost that are distractions as well. Not just that, but I’ve got multiple apps on my phone that I actually do need, right? They’re distractions as well, and so as we begin to get into some of these pieces there probably never been a more crucial time in the history of the world for leaders to be ridiculously focused in order to accomplish their goals, okay? To be this excessively focused, this hyper focus. So I’m gonna give you three ideas are gonna help you move towards being hyper focused okay these are very simplistic, they’re very practical, and these work for me all the time.
Number one you got to reduce the noise, and you’re thinking to yourself well that seems pretty obvious Milligan because you just described all these things but how do we reduce the noise. So I have a play in my recruiting leader playbook that ultimately changed the trajectory of my career. So one of the things that I would do is I would leave my office, and I would leave my work, and when I would say I will leave my office, leave my work, I would get away from my phone, I would away from my voicemail, my text messaging my outlook, my iPhone, Oh get away from these things for several days at a time. So, that I could move through some of the larger projects that I identified as being critical to my business. Now I call these sprints, these are short windows of time maybe two to three days, where I go off the grid and I move through a project that I’ve identified as being critical to my business. So the question is this, do you have or will are you willing to disappear momentarily if necessary, okay? and then if you are what do you need to do in order to do that? That can be part of this reducing the noise, yes turning your notifications off, that can help yes only responding to email and certain when does the time can help, but a lot of times if you’re going to move the needle on your business dramatically you’re going to have to even just get outside the noise and turn off the noise, okay? So number one we’re going to reduce the noise and inside of that that first piece there we understand that at points in our in our in our year we’re going to completely disappear in order to move the needle on our business, okay? That’s number one, the second part is this we’re going to prioritize what is most important, okay? This I know this is obvious, okay? but most people approach their day with a to-do list in hand that simply has the easiest task on the list that need to be done, these are the most obvious things, these are working in the business not working on the business, these are things like returning phone calls, responding the email, you know addressing whatever squeaky will it is that you have in your business, these are a lot of simplistic tasks, but these are the first tasks that we spend the majority of our day in, this really becomes our daily plan. Like you know this, most of you can spend an entire day in your email, simply answering responding, and solving problems inside your email inbox, and while there is an element of that that needs to be done that’s the playbook for the ineffective leader. So, if you’re doing that right now, you are ineffective and what you do in terms of moving the needle towards the larger pieces that are gonna make you a successful recruiting leader, okay? if you’re going to accomplish big things you’re going to have to focus on what moves your business the most, and it’s not outlook, it’s not email, I don’t care if you’re using Gmail whatever using it’s not your email inbox, that’s gonna move your needle most in your business, okay? So that’s the second part, the third part is this you’re going to have to get really good at saying “no” and this is really hard because a lot of recruiting leaders are extremely relational that’s why you get to where you are, you’re great at developing relationships a lot of times this is someone who’s extremely influential, someone that’s an extrovert, and that individual, that profile as a whole has difficulty saying no. Because to some degree, it’s a bit of affirming to be actually asked to do something or you could say yes right there’s this element to it where it actually makes us feel good to be a part of that committee or to be responsible for this particular project, or to take the lead on something, right? Those things are affirming but if you’re going to get the most important tasks done and get them done quickly then you’re going to find yourself saying “no” a lot. Look if you’re resourceful, others are going to constantly be looking for your help, and while that’s a compliment to who we are and to our strengths, it can actually be a death nail in to you accomplishing your most critical most important tasks that are going to move your business the farthest, the quickest. So if you’re willing to do these three things then you will find that you can get hyper focused on a daily, on a daily basis right so let’s go back to that again number one we’re going to reduce, the noise number two we’re going to prioritize what is of most importance on a daily basis and then we’re going to say no a lot, we’re gonna repeat this process every day and here’s what I know, before you know it there will be a string of days of consecutive days, where you’re hyper focused again and again and again and you will feel the momentum of this inside your business. It will be incredible for you to see how far you can move your business in a short wind of time if you’ll do this, are you ready? Well let’s get set and let’s go if this has brought value to you today, I’d love to have you share this with somebody that needs this, if it’s someone that’s in a leadership role that also recruits. Everybody needs this in depending on what season of their business they’re in and so I’d be honored if I bring value to you in the day-to-day of these podcasts share with somebody let’s continue to pass this on and to help people that are in this specific recruiting leader role, continue to grow, and continue to accomplish the things that they want to accomplish inside their career, and inside their business, and until I see you again you can’t see me unless you’re watching the video, but until you hear from me again, all the best to you and don’t forget you should have fun recruiting, okay? This should not be something that’s arduous something that’s hard for you to do. Like if you’re representing the authentic version of you, and you’re simply building relationships, and building relationships are fun a lot of people look at recruiting as though it’s a sales pitch, or trying to convince somebody to do something you are not you are trying to bring value through the utmost authentic version of you, and that comes to relationship building. That I oversimplified it right. ready get set go, have a great week everybody we’ll talk to you next time here on recruiting conversations
Number one, we’re going straight to the money, okay? Number one, this individual has a strong social leadership brand, okay? When I say strong leadership brand, posting daily communicating directly to people inside their inbox giving things of value, okay? Is representing an attractive leader on social media, right? So if you’ve listened to any of my podcast around leadership branding and if you haven’t this is your first one, go back, and listen to a prior podcast on my belief system around leadership branding the importance of it how you can actually apply it because he’s doing it and he’s doing it perfectly, the way that I teach it, okay? So he definitely has a social leadership brand, that’s the first part, okay? So if there’s a three prong approach, that’s one, here’s the second one he has a dialer that’s making phone calls on his behalf and it’s following my recruiting made simple system. Now what is the recruiting a simple system? Well it’s a system okay it means that there’s always a predetermined next step that you’re moving someone towards, so this dialer is calling and this dialers representing the fact of this recruiting leader has asked me to do some research on you in our research, what I found is that there similarities in your core values, I’m talking directly to the recruit, and your core values and and the recruiting leaders core values, and because of that this recruiting leaders asked me to reach out to you and to set up a 5 to 10-minute phone conversation and if you’re willing to have that phone conversation this recruiting leader has said that will not recruit you and they will not talk about our company value proposition, got it? Okay that’s the second prong so the dialer position is not a recruiter now listen if you’re a recruiter and you’re really smart you would reverse engineer some of this to where you are dialing using a similar scripting and you are partnering with a recruiting leader at a high level, because man this gets really easy, if you can get a recruiting leader to follow the next step so I’m going to talk about, like there’s momentum in this, when I say there’s momentum in this like this individual that I’m talking about hiring someone about every week right now, okay? We’ve working through this process that I’m telling you, okay? So that’s the second prong approach, not a recruiter that’s selling the company value proposition but a dialer who is leading with this idea that we’re doing research on you, and look that information on your recruits is everywhere today. It’s all over social media like you let’s just pause for a moment, let me get really wound up here, okay? When I started recruiting in 2002 I didn’t have access to the information you have access to today when I say access the information what about like Instagram, Twitter, LinkedIn, Facebook, just a good old-fashioned google search. Like what kind of information can you get on somebody by doing that now I know a lot of you that are actual that are actually working for large organizations have recruiting CRMs and systems and tools where you’re extracting this information into a portal, where the only thing you have to do is click a button to get it all, okay? So that’s me getting a little wound up, because when I started I didn’t have access to be able to figure out that Richard Mulligan did a radio show, you know seven years ago, for three years, okay? I don’t know if that’s the exact date, I think it’s about right but you know you could find that if you went and you entered Richard Milligan mortgage Oklahoma, which are the main parameters where I live, and my name, and the industry that I was in, you would come up with some incredible data I probably show up on activerain, Redfin, Yelp, you would for sure find me inside Facebook, and LinkedIn right because the SEO is extremely powerful around those two platforms, you’re almost always going to find me. You’d find me on three or four other platforms you’d find my bio you find out the fact that I love my family, I’m pretty out there in representing some things around my belief system, you’d find those things out. So you’re at an advantage over where people have been ever in the history, and so the dialer / recruiter that’s actively researching getting information can figure out where there’s alignment, where there’s a similar core value system, you just have to have the eyes to see it, okay? So, if you’re a recruiter and you’re wondering how do I make this work? Reverse this, reverse-engineer this with their recruiting leader that you know what their value system is, and I just gave you, your scripting okay? It’s the second piece of that, the second of the three prongs I’m giving you.
Social leadership brand number one, the second part of this is a dialer who’s representing a conversation that we’re doing research, and the attractive leader, this recruiting leaders asked me to make this phone call, and we see some similarities in your value system, because of that this recruiting leader would love to have a 5 to 10 minute phone conversation with you, no recruiting allowed that’s the second piece, got it? The third part of this is this individual that I’m talking about that’s hiring approximately one person per week, has a process of next steps which is designed around our recruiting made simple model, but it doesn’t have to be my system, ok? The process of next steps is simply what are your next steps? Let’s just think about this so I dialed someone with this phone script that I just gave you, right? I’m creating a next step which is a 5 to 10minute phone conversation with this recruiting leader or there’s no recruiting allowed what’s the next step? Okay? The next step would be that that recruiting leader gets on the phone and engages in a relational conversation and then ask for a face-to-face, a no recruiting allowed face to face, let’s assume that person says yes, my data says that 30 – 40% of all people that we just tee up in this model I just gave to you, will say yes they say yes, the face to face, what’s next? What’s the system? What’s the next step system, okay? For me, the next step that I was rooting for, that I would ask for, was would you be willing to do a local office visit, I call it site visit but a local office visit will you come back to my office if your one percent intrigued by who I am as a recruiting leader, I would love to host you at my office for a cup of coffee because I believe that if you walk in the front doors, at some level you’ll either feel that there is synergy and alignment or you’ll feel that there’s not, and so understanding that the way I believe, I want to recruit in the right brain, which is where people feel things versus the left brain where people are vetting things, people move faster when they feel things when their gut tells them to do something, then when they vet things out, okay? Now you if you’re watching my video as I’m doing this podcast you’re seeing that I’m swinging my hands that right my hands the left because I’m all about right brain recruiting, which is this when somebody feels like you are the right leader for them, when someone feels like this is the right opportunity for them, make a much faster decision than when they’ve had vet it out. The vetting process diminishes the results that you’re gonna get, means I’m gonna make a pros and cons list, I’m gonna work through my pros and my cons list, to see are you a better fit for me to my current opportunity or are you a better fit for me than another opportunity I’m looking at right now, okay? I want to swing the pendulum over to the right, where someone would say this feels like the right opportunity for me. My gut is telling me that this is the right decision to make, those are right brain type statements that say “I’m recruiting correctly” okay? So, my process to get them to this right brain was simply to invite them to my local office to grab a cup of coffee you’re a regional manager right now or area manager right now, you’re like, I can’t do that. Well you got to solve that problem, you got to solve the problem. There’s other next steps that you can create, but you’ve got to create next steps and then have a process that you follow, this individual I’m talking about is very clear on what his next steps are, and he’s moving people through this next step system, which is simply creating momentum and moving them to a very quick finish line, did you hear me snap my fingers just now, yes, I snap my fingers, I’m saying a very quick finish line.
The timeline of calling somebody over the phone getting them into a face-to-face and then closing them very quickly in a local office visit is about two and a half weeks, that is an extremely fast timeline, to be closing people if you’re recruiting later, okay? I snap my fingers because you can do that, if you have a system around your recruiting efforts. It is possible is it going to happen all the time? No, is it gonna happen a lot of the time? No, but I’m seeing it happen with people that are implementing a strong next step system because extreme structure and extreme systems, equals extreme success. Recruiting is not about the big things, recruiting is about the little things, what do you mean when you say that Richard? Well the big things are most of you if your listeners podcast, you’re identifying talent, you’re making contact, you’re even following up, those are the big pieces recruiting is in the little pieces the ones that most people whip on. What do you mean when you mean when you say little pieces? Well I mean having a clear, defined, powerful next step may sound very little, right? But listen to this for 11 years almost my next step beyond a face-to-face meeting which by the way let me just back up my phone scripting sucked, okay? I just said that it’s bagged on myself, it’s punched myself in the face my phone scripting was, “if you’re open to new opportunity I would love to meet with you” suck age of the phone scripting, okay? That’s what that is if that’s your phone script your phone script sucks like mine did, I got about 1 out of 20 people to say yes that phone script are you open to talking about a new opportunity, one out of twenty was approximately the number that was an awful phone script, so when I’m talking about little things like having a strong phone script, that may be little, but it’s really big, because I went from getting 1 out of 20 to getting 3 or 4 out of 10, like I am I haven’t done the math prior to that, Now but let’s do, if he did the math on that what percentage of increased, is getting 5 out of hundred versus getting 32 – 40 out of a hundred, right? We’re talking about 600 times more results off of the defined memorized perfected phone script, did you hear me there? Okay? I defined it, I perfected it, and I memorized it most people in this recruiting leader role they wing it, okay? This is a very little thing and it’s one of hundreds of pieces around the recruiting thing that most people just don’t nail down, so it’s a little thing, but ultimately it’s a big thing. Here’s a little thing I’ll give you the little thing this dialer that we’re talking about we’re talking about a three prong approach right having a strong social leadership brand, having a dialer, who’s calling on someone’s behalf representing this attractive leader framework, and then having a next step process those are the three prongs that we’re talking about here. In the second part of that, this dialer that sets this appointment for you, just assuming that that dialer exists, that dialer sets an appointment, would did you know that the average number of people that show up to that phone call if there’s only an appointment set about 45 to 50% will show up to that phone call, okay, and if you’ve done this before you’re nodding your head going yeah that’s about right, but half the people I set the appointment with show up but here’s a little thing, that dialer who then follows up immediately with the text message, and I’ll give you a general idea around the text message, the text message is simply this great talking to you today Richard, and oh by the way here’s my brick attractive leaders LinkedIn profile, we’d love to have you check it, out I know that my attractive leader / recruiting leader whatever the name is, is looking forward to talking to you on Thursday at 4 p.m. here’s the number that he’ll be calling from her, she’ll be calling from, a very simple text message like that, okay? We send that as a follow-up immediately beyond setting that appointment and then the day of the morning up text message goes out, “hey my attractive leader, my recruiting leader is looking forward to talking to you at 4 p.m. today here’s the number they’ll be calling from” one hour prior another text message follow-up hey by the way I know my attractive leadership / recruiting leader is looking forward to talking to you at 4 p.m. today here’s the number an hour from now here’s number they’ll be calling from” those simple three steps which are little things a follow up text message a text message is the morning of a text message a text message an hour prior take someone from 45 to 50% appointments show up rate to about a 90% appointment, show up rate. How do I know that data? because we teach dialers here our system, and we follow those numbers, we follow the data, that’s how I know that number, that’s almost doubling your efforts, okay? If you can go from 45 to 50 percent to around 90 percent almost doubled that, that’s a little thing around recruiting it’s the little things that make really big differences inside our efforts and recruiting, okay? So, I’m gonna calm down because I can kind of get excited about this stuff.
So, let’s go back through this, here are the three things that this recruiting leader is doing that’s getting them about one closed candidate for their specific team in a small market almost every single week right now. Strong social leadership brand, means that they’re posting on a daily basis and if you want to understand my thesis around social leadership branding there’s several podcasts that are here that you can listen to go back and listen to those. A dialer who’s calling on their behalf that’s the second part of that that’s following a very specific system I gave you the scripting here that’s asking simply for a 5 to 10 minute phone conversation, and the third part of this is a process of next steps, that’s when we teach this what I call the recruiting made simple model, but a process of next steps, whatever your next steps, are these powerful next steps that lead to momentum, okay? Those are the things end of story, it’s not this comp not that complicated, that’s in the story those are the three major things that are being done to get one person per week and a lot of people are struggling to recruit, okay? And in it and it doesn’t depend on what industry you’re in, like a lot of people are struggling to recruit there’s not a ton of talent out there right now, right? So you’re gonna have to build a better model, you’re gonna have to build a better system, and here are three things that are going to matter a lot to you as you work to do that, go activate on this, okay? There’s some even if you just picked up one or two nuggets here, like one or two nuggets, like I’m gonna improve my phone script, I’m change my phone script, great now go perfect it, memorize it, make sure you can overcome your top three objections, that you’re gonna get, that’s a little thing if you got that great, go, go get that you’ll improve what you’re doing, inside your recruiting efforts, okay? Go activate on a couple of key things that you gather here today, we’re all about helping you and pressing you forward, yet in this role of a recruiting leader we say this all the time with our organization, we empathize with the struggle because it is difficult to be in a role. So there you have it, I know we brought some value to you today, sometimes I say I hope, I know we brought value to you today, so go apply this, go win this week, and if we can ever do anything to help, you know where to find us we deliver lots of resources, YouTube, Vimeo, LinkedIn, Facebook, right? We’re videoing this right now we’ll put this out as content as well we’re here to serve. We’re here to help you have a great week everybody and we are rooting for you – the recruiting leader to win, all the best.