Hey everybody, welcome back to recruiting conversations. Today, it’s a very special episode, and as I’m alive, right? It’s always a special day when you wake up and you can feel your toes, and you can feel your fingers, and you know that you’re living and you’re breathing, so every time I show up and I’m alive it’s a special episode, right? I rule the day that this podcast goes on where I’m not alive and so that day whenever it happens is not a special episode, and so until then maybe that’s my new intro, here’s a special episode, today we are going to talk about a very special topic, something that’s very near and dear to my heart and something that took me 11 years inside an industry to really figure out and those of you that know my story, know that I spent really 10 to 11 years being a very average recruit or having wins but being very average in those wins and and then about 11 years into it changed some things very dramatically, that that gave me a lot of momentum to launch 18 teams in just three and a half years, and so one of those things I’m gonna share with you today. And that thing revolves around understanding someone’s why, now when I say why I’m talking about what is that thing that motivates us most, right? A lot of times when we recruit, our tendency is, we recruit with the company value proposition and we recruit through the lens of money, like compensation structure, sign-on bonuses, you know whatever it may be that you have to offer on the financial side, a lot of times we recruit through the lens of that, and we miss, I mean we miss in a major way an opportunity to recruit someone through, something that motivates them more. Now one of the things that if you follow me much at all you know that I believe that there is this what I call the BAM zone and that is the zone that we want to focus on a most when recruiting people. And so the B.A.M. zone is this belonging, affirming, and meaning. So, when we understand what motivates human beings, what we know is that primarily at the lowest form of human motivation, right? There’s this motivation that comes through financial security, feeling safe, right? Goes back to Maslow’s hierarchy of human motivation which is safety and security, protection and provision, those are things that we are motivated through first. If I’m not safe, if I’m not protected, if I don’t know where my 4-week paycheck is coming from, then I am primarily motivated through that lens first, not through anything else. And but if those things are there and I’m safe, financially, I’m secure financially, and I feel protected inside the organization, that I’m a part of, that I’m ultimately motivated through a higher lens. I want to belong to something bigger, I want to be affirmed through my leadership or through the people that I’m around, and ultimately I want to have more meaning, more purpose in what I do in life. So when we understand the BAM zone, what we understand is that people, yes they’re motivated by money, but if I can figure out what your why is, what is it that motivates you most, I have a secret ingredient that allows me to pursue you through the lens of that and then it becomes not a matter of if you’ll join my team rather a matter of when you’ll join my team. Now yes, there are other things around that, do you have a system, are you staying in front of the candidate forever, and I say that jokingly, because you should have a system where you are in front of them one time per month forever, right? As long as you’re in the business if you’re a recruiting leader, you’re probably fishing in this small pond, and the smaller geography, which may be a city, may be a state, may be a couple of states, but because you’re going to be in that mark, in those markets, for as long as you’re in your business or in this career, then you begin to understand man, you have to recruit differently than a corporate recruiter and that’s why this podcast has been recreated, is to help you who I called the recruiting leader. Someone who leads a team but then is also responsible for not just managing but recruiting and building that team, ok?
So let’s just talk about the practical piece of this, right the why piece, like how do I capture it? where do I insert, you know figuring this out, and how do I ultimately persuade to people through the lens of this, okay? So let’s really tackle the first part of this, which is like where should this come up, now when we’re recruiting people, you know a lot of times at the very beginning of our recruiting funnel, so to speak, we’re really just trying to get the individual into an engaging conversation, and sometimes that most times that’s just over the phone, right? And so when we’re over the phone we’re trying to build relationship but it is at a very high level, it’s not in a deep level, and so trying to figure out the why when you have a five-minute conversation doesn’t make any sense at all, it’s going to be actually pretty awkward for you to insert it in that location, okay? Where I like to insert asking that question what is that motivates you most? what is your why? I love to insert that, if you’re going to get into a face-to-face, okay? Great place to insert that. Now I understand you’re not always going to get people into a place, where you’re going to get them to a face-to-face, as a minimum I want to be having a really strong conversation about who the individual is. So this should be one of the first things that we’re doing when we’re recruiting, a mistake that a lot of people make is they don’t spend enough time getting to know the recruit and what they actually do is they really move towards the company toolbox pretty quickly, and it becomes nothing more than a sales pitch. So we’re no longer really recruiting people on a relational level, we’re actually recruiting people in a sales level, and I love to insert the terminology “relationship building over recruiting”, so when I think about you know, if I’m gonna build a relationship with someone, I’m going to have to start there, or if I’m gonna recruit it simply throw that thing in there, go ahead and be the salesperson, if that’s how you’re gonna recruit, what I know is that the best way, the quickest way, right? The right way, the way people love to be pursued is through relationship building. So we’re going to change, if you’re if you’re currently recruiting through this company value proposition and leading with that first, we’re going to actually, it doesn’t mean that it doesn’t matter, means that we’re still going to at some point that’s got to come off but I’m gonna insert relationship-building first and primarily at the very beginning, and in that when I where I’m getting into a deeper conversation about who you are, I’m going to be able to ask that question, what is it that motivates you most? what is your why?
Now I’m gonna pause for a second, I can go back through my 15 year career and what I can tell you in one industry now as a recruiting leader I spent about twenty five years, but in one industry fifteen years, inside that industry over that 15-year window, I never had anyone ask me Richard what is it that motivates you most and how can I help you accomplish that? It never it never happened and while you may have that happening where you are in your business if you’re not, okay? You have to do this with the people already underneath your leadership, already underneath your care. This is a retention 101 tool, right? If you want to retain your people, figure out what motivates them most, and then you go help them make that be your primary goal as a leader that I’m going to help you accomplish that, and if you do that you’ll retain your people, okay? In my own career for better or for worse, when I was at my best, and when I was at my worst, I was either focusing on helping my the people that were underneath my leadership, I was either focused on helping them accomplish their why, or I was either focused on things that were non centric to them, non centric to their why, a lot of times those might have been even been selfishly motivated, they were a Richard motivated. So if you want to retain, this is where you’re going to also lean as well, on the recruiting, side look here’s what it does for you marketers get this at the highest level okay marketers are so brilliant when it comes to this piece, marketers start any marketing campaign with a general consensus around this, if I can get the consumer to believe this one thing they have to give me their money, okay? I repeat that that’s what that’s what marketers focus on, if they can get you and I to believe one thing then we have to give them our money. Look if you’ve ever been setting up late at night and you’ve seen a OxiClean commercial come on where they’re like dumping wine on the carpet and dumping kool-aid on the carpet and they’re getting it up, well the one thing in that situation is like OxiClean cleans your carpet,right? OxiClean gets wine and kool-aid and whatever stains are in your carpet, and if they can get us to believe that, guess what I now have to order the OxiClean, okay? and so inside recruiting, you know it’s a slight shift in this, the one thing you’re recruiting is, if you can get your recruit to believe that you above all other leaders in the market that they’re in will help them accomplish their why, then it’s game over. Now it may not be game over in this exact moment, but if you stay in front of the recruit and you convince them that you as a leader are all about hoping to accomplish their why, then it then they will join you at some point in time. One of the reasons why I believe that hold is true is that I think that there’s an epidemic in terms of great leadership. Like ask yourself that question how many leaders have you worked for near in your career that have actually focused on what motivates you most, what’s your why, it’s a very small number of leaders that actually lead with this, and so because of that, and because as human beings were motivated through the lens of that at the highest level, it’s your best the tool in your toolbox to go out there and recruit with. Now I want to pause for a second and just say this, I’m equipping you with something that is going to automatically improve your recruiting efforts, but you should truly become that. If you’re not that leader, and you’re not leading like that, right now then become the leader that leads like that, don’t lead with this lack of integrity simply to convince people to join your team because it is a short-lived season when you recruit someone through the lens of that and you don’t deliver on that, right? I can speak from it firsthand so when you focus on this, and you deliver on this, not only do you become a much better recruiter but you become a much better leader and retainer of people, and so that that is a critical element to this as well. So we’re I’m going to insert that question, what does that motivate you most, what is your why, I’m going to insert that warm relationship-building, okay? now I teach four stages of presenting and and I think that that this is one of the stages where you insert and ask what is it that what is it that is your why, okay? so it comes right after the relationship building piece, okay? got it? Now I think that that context of just applying it is going to help you, but now you need to know how to actually pursue people through the lens of it, that’s a critical element to this because now that I’ve got it, and now that I’ve captured it, what am I going to do with that? Most that people that you’re gonna recruit are going to fall into what I call the cold category, right? They’re content they’re happy where they’re at, you call them and they say no I’m good, I’m good where I’m, at things are going well I keep you in mind right, so if you have a system and that system now says that this individual is a cold candidate, a cold recruit, now it’s a matter of what’s next okay and so if is what got a person on the phone what I need to work towards is getting a yes, a simple yes could be why would love to connect with you on LinkedIn, and would love to touch base with you from time to time, and most people would say sure, that’s fine, right? So now I’ve got a yes and now they go into my recruiting system now one of the things that I did that was really powerful for me, was when I had that recruit or the phone, I would say look thanks for taking the time out of your day, to just take a couple of minutes and speak with me, as a way of saying things I would love to send you one of my favorite books. Is there a good address that I can send that to, now not everyone will say yes to that but the people that said yes of that man I had a really good next step, which was I was going to send them a book with a note card. Now, understand you can’t you can’t most people can’t do that to thousands and thousands of people it’s just not cost-effective to do it, but recruiting leaders are typically recruiting a smaller audience right you’ve identified the top talents in your market, right? the people you want to go after and so if those are the individuals and you better have a really powerful next step, system for staying in front of them and a great book is sent to someone in the mail is a phenomenal next step, okay? So that’s a great next step for you to move towards and then beyond that pretty simple to text message them a couple weeks later did you get the book you get a chance to read the book now they’re into a system a next step system. Now if you’re following a next step system and someone’s cold you should minimally be touching them one time per month, passively, okay? I say passively because a big mistake that recruiting leaders make is that they pursue everyone the same, and everyone is not the same either you’re warm and hot or you’re cold and if you’re cold and I’m constantly asking for a cup of coffee with you or a face-to-face or time with you over the phone, eventually, because I’m aggressively pursuing you, you will stop responding. But the big butt here is that if I’ve addressed you as being a cold recruit, then I should, and I pursue you passively, where I’m giving you things of value along the way, I want to say things of value just get creative, there’s all kinds of things of value at you can give, a motivational video that you saw on YouTube is a great way to great thing to text, something contextual inside your relation and inside your industry that you’re in, that brings value to the relationship, right? so if you’re in real estate go find a great coach inside the real estate community that has it has a solid video that brings good content and text that to them, or email that to them, or go to Facebook and and use messenger or LinkedIn and PM them those are all great ways to bring value in that passive zone, it’s got to be in the passive zone. If you’re in the passive zone and you’re bringing me value, I have no problems communicating to you, because you’re bringing me value, the problem that people have is where you are constantly in front of them not bringing them value, only trying to extract value. The extraction of value is let’s meet and it doesn’t matter whether you think your company value proposition is 200 times better, the recruit sees it as an extraction of value, you’re looking out for you, the face-to-face benefits you, it doesn’t benefit them, and so what you have to do is pursue them passively using some creative next steps.
Now with that said what I love to insert around the six-month window is what I call this this touch called lens of why, okay? when I say lens it’s like I’ve got glasses on right now I’m recording this on video by the way and I also put that some of the location so if you look at my YouTube channel you’ll find us on video but lens meaning I’m looking through my glasses, right? So I’m gonna look through the glasses of what is there why and then I’m gonna deliver something of value and alignment with that. So let me give you an example for me personally my big motivator is my family, okay? Big motivators Richard’s family, my full story context of my story as I grew up extremely poor, duct taping tennis shoes, wondering where meals are gonna come from you know I when I left home one of the things that I said was my family would never live like that, and so you know a big motivator for me is actually you know providing for my family, I also come from a broken home, a very broken home, and so one of the things that I also said is that, when I have a family that I’ll be a good father, I’ll be a good husband, and so the lens of why comes to the context of that, so I’m a little ate up with some of that, if you know me personally, I’ve got 19 family purpose statements, I actually have a family mission statement, I mean I’m all about leaving a legacy in that place and giving my kids this opportunity to stand on a platform that’s a different platform than what I had to stand on coming into life as a young adult. So there’s a big motivator that, if you were following me on Facebook, one of the things that you would see is that I consistently post around my family, when we go on vacations I take pictures of my family, and if you asked me what motivated me most I would give you some context around that and if you were looking at my Facebook page today, then what you would see is a guy who’s all about that. You could very simply go to a picture that with me and my family on vacation and you could right click, this is really hard listen closely okay you can right-click on that photo and it’s gonna say save as, you simply save that photo to your desktop, upload it to a framing website, is gonna put that into a beautiful frame and you send that to me, okay? Now remember I’m a cold candidate you can pursue me for six months and all of a sudden six months in as a candidate I get in the mail this beautiful picture of me on vacation with my family that’s awesome frame and a note and that note says something along the lines of “Richard and the time that I’ve been following you I I noticed that you’re extremely motivated by the why which is your family and being a good father and and being a good husband and because I saw this photo I had to just send it to you let you know that if I ever had the chance to partner with you in this crazy business that we both love that I would be all about helping you accomplish more moments like this all the best recruiting leader” okay? So that’s context around how you can actually implement this into what you’re doing on there on the recruiting side it is a powerful, powerful tool but I but I want to warn you have to have a system there’s got to be touch points in front of this and touch points after that otherwise you will not be seen as being altruistic in your approach. If you simply go oh great idea let’s scale this and send this to a hundred people and see what we get, is a standalone tactic and it doesn’t represent you as an attractive leader. That’s why the system parts so critical to this yes, it’s a great idea, yes would it work to start some conversations, it would it would do all of that but in the context of pursuing someone for two years, or three years this is so incredibly powerful, that it’s worth the time to, implement this into a system to use it, okay? So there’s how you actually execute the idea and the strategy, now let me actually put a warning out here, here’s what you’re gonna run in to. When you ask a lot of your recruits what is it that motivates you most, what is your why, you are going to get at times these surface answers, and that’s a problem, and why it’s a problem is this the surface the answer is I want to make $250,000 a year, I want to do you know 200 transactions in my business next year, I want to buy a new house, I want to buy a boat, I want to put my four kids through college, and pay for it myself as their dad. A lot of those are wrapped up around the financial piece, okay? and that’s of what I would call very surface why, there’s there are reasons why they want those things, okay? But if you settle for those surfacey answers the it makes it very difficult to pursue someone through the lens of their why. Because then it goes back to those basic premises safety and security, protection and provision, right people will see that as money and the only way that you can get that person that that they’re larger why is money, is through sign-on bonuses better compensation structure, and you’ve really positioned yourself, and you may say look I’ve got all that great I’m ok with it, ok? Ultimately that is the lowest form of human motivation. We as human beings have been intrinsically designed to want more than that, all right? We want more than that, that’s just the truth, and that’s why when I coach people we focus on that B.A.M’s belonging affirming and meaning zone because as humans we want more we want to be on a journey to more than just acquiring more stuff, right? At the end of the day if you’ve lived 46 years, like I have well in a couple months, 46 years, like I have then you understand that that stuff, yes it’s great it’s awesome to have, but it is not the largest motivator, in fact it’s pretty unsatisfying, if that’s all you’re gonna pursue, right? You can have all the stuff in the world, some of the most miserable people that I’ve ever met, are some of the most wealthiest people I’ve ever met, right? And so if that is all you get you have to get, a better answer so in my experience with this let me give you how I came to a solution of getting a better answer. So when I would get that surfacey the answer I would respond in a way that that I think will help you respond, and it is this I would go back to a time and a place, where I had found or figured or realized or uncovered or whatever your word you want to use here my own why. So if someone said look you know my biggest motivator is I’m gonna make $250,000 this year, my response to that would be man I appreciate that, I love the drive and the motivation that you have to get to 250,000 an enormous goal congratulation. Let me share a little story with you, and I would tell people a story that would go back to a place in time and so the story that I would use was, I would go back to 2007 and in 2007 I was actually five years in the mortgage industry, I was running a mortgage brokerage where I was having lots of success, had just made a decision to take on a lot more risk, because I had built a business model that really felt like it was, it wouldn’t, it couldn’t fail, and I didn’t know what I didn’t know until it was too late. And so if you know anything about you know the US economy, you can go back to 2007, 2008, 2009 and you know wow like whatever follows that story is going to be pretty interesting, and the truth is I had just scaled my risk dramatically, I had taken on a ton of retail least square footage and you know in my lifetime I think 2007 early 2007 was retail space was at the highest cost per square foot that it’s been since, or ever in the history of retail space, and so I had a lot of risk and what I didn’t know is that my business model of how I was actually running my business getting my business the percentage of business I was getting from certain places, it was a perfect recipe for failure. And I didn’t know, what I didn’t know until it was too late, and when it was too late I really found myself in the throes of failure. Like the worst failure that I’d ever had up to that point I had really never experienced failure at that level, and I remember in that season just getting out of bed in the morning was a feat for me. I mean it was just a difficult, difficult season for me. My oldest son was he would have five years old then, my second oldest kid Gavin was a newborn, then Lee and I’ve been married for ten years in that season. And so I’m so thankful that God gave me that in that season, otherwise I’m not sure I would I had the motivation to make it through it, but I remember in that season getting out of bed in the morning and putting my feet on the floor and one foot in front of the other not for me, not because I was gonna try and figure out what I was facing because it didn’t feel like I was gonna actually make it through it. And the biggest failure ever in my life I figured out what motivated me most, and it took me all the way back, to being a young kid and living in poverty, and making those statements as a young man saying “I will never live like this, I will never have my family live like this coming from a broken home and saying I will have a strong relationship, and I will be a good husband or a good father” and in that season my why became more clear than ever. I was putting my feet on the floor in the morning and moving through the struggles of the day to day simply because of them, and so I would share that store with my candidate with my recruit, and listen I pause now I’m not telling the story, I hoped I had the opportunity to share that story I hope that you’re why that you gave me with surfacey so I could tell you that story for a couple of reasons. Storytelling one we’re recruiting is one of the most powerful tools that we have to motivate people, there is science in recruiting, I mean in storytelling, when you use it when you’re recruiting, the science is this a story told correctly, it actually as humans causes us and are in our brains to actually emit chemicals called dopamine oxytocin and serotonin. It’s like watching a movie movies tell stories in such a phenomenal way, that we can feel sadness, we can feel happiness, we can get scared, we can do all these things because they’re telling the story correctly, at the end of the day we realize that the movie screen is nothing more than actors and props, but because the story is told correctly, we will lean into it and things happen at a chemical level that have us building trust, bonding, having empathy, all of these things. So I hoped to have that story to tell a lot of people say, well gosh I can never tell a story of failure, well that’s okay, that that if you don’t tell a story of failure in those moments you’re missing out on opportunity, to build trust to create empathy, to bond with this individual at a level, that you won’t have an opportunity to bond that if you don’t tell stories like this. So I would share that story, and then I would say, with that’s with me sharing that story in the story of where I got a lot of clarity around my why, I would love to know if you found yourself in a season like that what would it be that would motivate you most? and then I would get a better answer. Now, I wouldn’t always get the best answer that I was after but I would always get a better answer, okay? so I give you that framework for a number of reasons you may not have failed, and I applaud you I’m clapping in studio right now, if you ever failed at a significant level life, but most of us have, okay? If you take a much risk in life, you probably failed at a pretty high level, and so if you fail to love I want you to analyze that failure right where did maybe there was an opportunity to get clarity in that season of what motivated you most, and share that story with people when they give you that surfacey version of the why, it’s worth spending the time of the energy to get clarity around that, so that you and crafting the story around that, so you can share it when you’re recruiting, because that is another one of those small things, right? Yes asking some of what is there why that’s the larger piece but underneath that the underlying piece is when you get the surfacey answer getting a better answer, and now inside my system, I can go pursue you through the lens of your why, and it and I truly believe that, if you do that it’s only a matter of time until someone joins your team. If you’re staying in front of them, okay?
So, I love this piece so dearly because I love this idea that we are all motivated at a higher level than just money, things, and stuff, and so this makes us all better recruiters when we implement this into what we’re doing on our recruiting side. So remember the why is critical, to anything that you’re going to do inside of recruiting and so you have to get the why, and until next time on recruiting conversations remember this. Have a great week everybody and look forward to spending some more time in the future on that storytelling piece, because we just were just at the very edge, the very tip of that in this particular podcast. We will definitely hit that up in a future podcast I want you to become a better storyteller it’s critical to you, and to your success and so with that said have a great week everybody and I look forward to seeing you next time here on recruiting conversations.
Let’s talk specific to the phone script now okay what are the requirements for having success on the phone okay there’s really four critical components here okay you got to do necessary research prior to making the call we’re never going to win a cult we’re never going to get a call list and just call we’re always going to do the necessary research to be able to identify information about the individual before we make the call the next part of that is look it’s obvious that we have to have a willingness to make the call right that that seems very obvious to me but truth be known it’s a place that people struggled right is just making that phone call but you got to be willing to make the phone call the third part of this is you have to have an attractive leader phone script okay like if you’ve listened in to my podcast the attractive leader is someone who has a clear vision clear core values can articulate around those extremely well story tale around those and then is living and acting in alignment with those okay so we want to be seen as an attractive leader that means that you don’t get permission as a as a leader who fishes in the smaller pond a smaller geography a specific city a specific state a specific region right you’re in your career you’re gonna be in that area probably forever okay so you at all cost we have to represent ourselves as someone with a high core value system then the fourth part of this is we’ve got to be able to handle objections okay an ability handle objections is a basic premise you’ve got to be able to do this now if you’re doing your research and you’ve got a good phone script and you’re making the phone calls and you can overcome objections you’re going to set appointment rates at a very high percentage with a similar phone script that I’m using and I’m going to give you the bullet points for it okay let’s talk about this the first part here what are the tools for researching recruits does it it may seem obvious that most people and their value system is available to you through places like LinkedIn through Facebook through Instagram through social media you can tell a lot about who people are okay so there’s a there are some great resources there now every come every inside every industry there’s all also specific tools okay like as an example inside the mortgage industry there Zillow has a lender directory great resource to be able to identify the core value system of a loan officer well why is that well because the customers are doing business with them are actually doing reviews and so you can see what the customers are saying about them to get an idea what the value system is now one of the things I that I coach too and one of the things that I give to people is a core values list because when I’m researching somebody out I want to be able to see the things that are true about the individual and by having a core value list that I’m actually at identifying what things are true about you like in my phone scripting I can use some of that so as an example if I’m looking at a customer’s review and a lot of your customers are saying that you over communicate it’s you were over available that you took phone calls after hours like there’s there’s a core value system that I can identify there okay like communication is critical to you right excellence is critical to your professionalism is important to you okay dedication is important to you there’s a lot of core values there that represent your character that I can pull out I can look at Facebook and see are you family minded family oriented is your value system family first okay I can look at how innovative you are and representing yourself okay inside the mortgage industry from time to time you’ll see individual loan officers that will go get their own website okay they’ll go get you know lending your Wacom Richard loves lending calm that’s innovative okay it’s outside the box again I can look at a core value sheet a core value list that I can begin to identify that someone that’s always talking about with them reading books or listening to podcasts or always showing leadership quotes or motivational quotes it’s easy for me to say that personal is that person has a core value of personal growth of leadership development okay so I could go on and on in the space but you can identify the core value system of the people that you’re recruiting if you have the eyes to see it you’ve got to have the eyes to see it okay now here’s another element to this when you’re recruiting most recruiting leaders are able to get cell phone numbers okay look inside the mortgage industry the real estate community really any community the day that has cells people that are self sourcing business their cell phone numbers are readily available in the worldwide web you can go to my facebook page and find my cell phone number you can go to LinkedIn and find my cell phone number you could do a just a google search for Richard and come up with my cell phone number okay so it’s not hard to find but what I do want to do is take a next step and use a tool to verify that it is a cell phone number I do not want to call people at their office puts people in difficult positions if they’re leaders sitting in front of them or somebody else in the office is setting in front of them or their doors open all right any of those moments there puts them in a position to actually be rude to you unprofessional to you and it basically you know helps them throw the hand grenade on the relationship bridge and I don’t want to help them do that so if I can get a cell phone number I’m going to use that number I’m gonna vet that it is that number so an easy tool that you can use that to vet that out is through a website called search bug comm okay underneath there tools you can actually put a cell phone number in hit enter and it will tell you or any number will tell you whether it’s a cell phone number or not okay so these are some of the tools that we have as we’re doing the research okay so we’ve done the research now we’re ready to make the call we have to have a good phone script as a recruiting leader you need to be straightforward who are you I have a good friend that uses the word tricky a lot okay a tricky phone script is the quickest way to identify yourself as a non attractive leader in your market okay no tricky phone scripts allowed straightforward like who are you okay yes you may get an immediate objection okay we’re gonna overcome that yes you may get any media objection that’s so okay straightforward in who you are okay I have seen there’s a a gentleman in a specific industry that I know of that calls escalating leaving voice messages and will and and I’m not a fan of voice messages number one but Lee’s escalating voice messages if you don’t take Patrick’s call Patrick then calls again and if you don’t get him that if he doesn’t get you the second time he escalates the voicemail and eventually you get to a place where you’re calling him back you’re taking the call because you think it’s a 911 emergency at home okay that’s a tricky phone script okay none of that for you straightforward who are you okay voicemail does not work today gang we’ve tested this at a very high level got brought up voicemail you know you had I you had to assume phone scripting voicemails gonna come up okay we’ve tested this at a very high level point zero four percent of people will respond to your voicemail but yet you’ve done several things okay you have given them a breadcrumb that leads back to you which is your cell phone number and now they can plug you in and they cannot take your phone call and we don’t want that we do want them on the phone I think a lot of people’s minds goes to I can leave voicemail at scale and by planting more seeds I’ll have a larger harvest and that may I get that both voicemail is dying voicemail just doesn’t work when we tested this with a large company in an industry that was a top-15 company we tested as point zero four percent was the response rate that we got the and and and so that’s four out of a thousand that would actually return the voice message and out of that four hundred thousand returned the voice message they were not the people that we wanted to recruit these were transitional people these are people that were working at a new location looking for a sign-on bonus or a draw the you know work typically recruiting in this position for sales people so you know the recruiting leader wants people that aren’t looking for the next you know sign-on bonus the next 90 day guarantee simply so they can move on again so voicemail does not work okay there are some things that you can do to improve voicemail but the truth be told is that voicemail does not work that well today so I’m gonna encourage you to not leave a voice message ok so now we’ve established that we’ve done our research we’re calling people or straight forward who we are the part of that I’m gonna bring into this is I’m going to say I’ve done a lot of research on you and in my research I see some similarities between your core values and my core values I want to be prepared to discuss those similarities so you’ve got to have those lined up your research will not take you any more than three to five minutes to do okay that’s the true three to five minutes of research will get you a thirty to forty percent employment rate I’ve done research on you I see similarities between your core values and my core values I’m going to be prepared to discuss the similarities okay I am calling to establish I’m calling to build a relationship with you understanding that people transition in depending on your industry right I was talking about the mortgage industry where I spent 15 years that the typical transition Linda is two and a half years now that numbers gone up recently to three point one years in that industry but truth be told people transition consistently okay and so I’m calling to establish build relationships so that when you transition one day right that we have an established relationship one that you trust me and you’d be willing to pick up the phone and say hey Richard things have changed over here can we talk and if you’re willing to meet I promise not to use a recruiting pitch on you try to sell you on my company value proposition and so if you’re willing to meet with me I promise that I won’t talk about my company or try to recruit you what does your schedule look like on Thursday afternoon to meet ok it’s a very simple phone script it can beats it’s slightly shifted for the dialer the dialer can say Richards asked me to do a bunch of research on you and we see similarities between your core values and all of that is true ok I’m asking the dialer the recruiting assistant to do research on people in my market and when they find people that have a core value system similar are so that they’re calling them and I’m gonna have I’m going to teach that dialer or the core value system so they have the eyes to see it and they’re gonna be prepared to discuss it and they’re going to then set the appointment using a similar script ok so we’re gonna use the research that we’ve done and the similarities that we’re going to identify as our core value system as the reasons to set the appointment and we are going to say that I’m not going to actually recruit you I simply want to meet and build a relationship with you I won’t talk about my company okay now with that scripting said you are going to get objections you’re just going to get them I don’t have time to talk I’m not interested I’m happy where I’m at those are some of the typical objections that you’re gonna get understand this objections will have to be an expectation remember you’re calling you’re calling with your agenda and they know this right you know this you’re calling with your agenda and you’re inserting your agenda into the middle of their agenda in the middle of their day they’re on point they’re getting the things done they need to get done you have to expect objections I don’t have time to talk is a very reasonable objection but also understand this okay it’s a smokescreen what do you say if the if a mark telemarketer accidentally gets you on the phone right I don’t have time to talk I’m not interested right those are that those are the things that we say so we’ve got to understand that it’s nothing against what why you’re calling and what you have to say it’s simply a smokescreen and specifically the first one is a major smokescreen so the I want you to have a shift most people think they have to acknowledge that objection no we’re good we’re not we’re not going I’m sorry most people think they have to address that objection okay no we’re not going to address it we will simply acknowledge it a very easy way for me to acknowledge that I don’t have time to talk is to say look I want to respect your time with you being busy so let me be real direct I just overcame that I can use that similar scripting whenever someone says I’m not interested look I respect the the fact that you’re happy that you’re were your ass let me be real direct okay so I respect and let me be real direct I respect that you are so let me be real direct that initial objection this is a phenomenal way to just move right on past that remember art we’re going to get objections when we simply introduce ourself I’m Richard Milligan the regional manager with ABC company look I don’t have time to talk you’re gonna get that a lot initially right then and there because they know that you’re recruiting leader look I’m not interested look I’m happy where I’m at you’re going to get those things immediately okay look I understand you’re happy where you’re at I want to respect that so let me be real direct and now I’m going to move into my phone script look I’ve done a bunch of research on you in my research I found that we’ve got similar core values and because of that I’m reaching out to connect with you understanding that most people transition multiple times in their career and because of that I would love to meet with you and establish a relationship if you’re willing to say yes that I promise that I’m not going to try and recruit you I’m not going to talk about my company value proposition now pause here think about this the problem that I was trying to solve when people came into a face-to-face meeting with me was that I needed to protect that meeting so that they weren’t asking questions about the company and one that I wasn’t jumping into a situation where I was leading with the company toolbox the company value problem now I’ve created a beautiful set of boundaries around that meeting so that when we get there it’s all relational okay and if that meeting goes relationship building guess what if you’ve got the correct formula for that then you’re going to get next steps out of that in minimally okay minimally people will say this I would work for that person if you’re leading with your company value proposition in the face-to-face meeting then you are throwing everything that you have at them you’re loaning basically every bullet in the gun your sales gun so to speak and you’re firing it and if something sticks great but when it doesn’t because it won’t the majority of the time then guess what you’re done people they will say forever I know that company I know what they have to offer I met with that leader one time now what we’ve done is when that face-to-face meeting transpires when it come when it we have it then I’ve protected it and I will then follow a specific agenda so that they get to see Who I am as an attractive leader look here was a larger aha moment for me mid 2014 in 2014 I had been following this methodology for less than a year but I begin to get phone calls from external and internal recruiters and they would say this I was recruiting in your market and I came across this person and this person said this and this happened to me probably half a dozen times okay it was always the same thing okay it was I talked to this person this person said the only person they would ever go to work for if they left their current company was Richard Milligan they didn’t say the name of my company they said my name personally and truth be told I worked for more than four companies right in my career so it wasn’t the company that mattered it was my leadership value proposition that mattered most so now we’ve set the stage incredibly well for your career to plant these seeds with people that if you follow up with them and stay in front of them consistently that you will win at scale so the challenge in this is look I know most of you are leading with your company value proposition you have to stop that the only way to stop that is to clearly understand your own leadership value proposition okay we’ll talk about some framework on this around this in the next podcast okay but this has set the stage extremely well for you you are going to get three or four people out of ten that you get on the phone that are gonna say yes to meeting with you with this scripting okay so let’s just talk about this right if on the objection piece we’ve given you the first the ability overcome the initial smoke screen I’m happy I’m not interested I don’t have time okay we don’t address we acknowledge right the second part of this says you are not going to overcome those objections for maybe 60 to 70 percent of the people that you speak with so we the objective beyond that is we’ve got to get a yes so what am I gonna do I’m going to ask yes questions okay so this is how we’re gonna handle this we’re gonna ask guests questions so as an example if I got to the end of my phone scripting look I’ve already told you I’m happy where I’m at I’m I love my leader I’m gonna stay put right now things are going extremely well right as I get that objection again I have to respect that okay remember you’re the recruiting leader you’re gonna be in this geography at forever you’re not the corporate salesperson okay they can get they have the entire you know United States or the larger pond efficient that you don’t have right so I’ve got to leave this meeting with some momentum and with a crack in that door I got to see light in the door so I’m gonna ask a guest question look I told you I’m happy where I’m at I really am happy where I’m at I love my leader that would be something that would be typical to be sad so then what I’m gonna follow up with is a yes question a yes question could be I’d love to just connect with you on LinkedIn would you be open to that you’re gonna get a yes from that I’d love to send you my favorite book what’s a good address to send that to I want to respect that you’re happy where you’re at that’s a yes question if someone said look I don’t feel comfortable giving you an address I’d say no problems I’ve got your cell phone number here I’ll just send it to you through audible.com to the cell phone number are you would you allow me to send you my favorite book via text right I’m just trying to get a yes question there are probably thousands and thousands I guess questions but something is simple saying I would love to connect with you on LinkedIn would you be open to that that’s a yes question when I get that yes guess what I’ll go do that and now I’ve got to have a next step system built around what’s next the problem that most people have is that when they get through their phone scripting they get a no right they’re not getting a yes that’s a big problem but then beyond the yes they definitively do not have a system of next steps and recruiting is not that hard like you to some degree you gotta look at yourself in your career and say how long have I been a recruiting leader and if I had a next step system of building relationships with people wouldn’t I be when able to win at scale and the truth is yes he would be able to win a scale if he had us had a system most people are stuck in the three ideas that I should just be identifying talent making phone calls to talent or making contact with them in some way shape or form and then in the end following up right and so there’s no real system of next steps built around that so they spontaneously combust into into recruiting you know behaviors and their recruiting efforts and because of that they don’t ever win at scale look you’re gonna be in your geography and a similar role for a long time in that career as a recruiting leader especially if you’re having success okay and so you have to have a next step system beyond this okay so let’s go back through this again phone scripting is critical we are not going to leave voice messages okay dialer yes if you if you are able to hire a dialer then I would encourage you to hide dialer yes we actually as an organization trained dialers for individual recruiting leaders because we do think there’s a specific methodology they should follow okay so excuse me so dialer yes and you’ve got some great tools now in your toolbox that you can go at the phone and then in our next podcast what we’re gonna do is we’re going to talk about the face to face meetings so now we assume someone said yes to that now how are we going to handle the face-to-face meeting and we’ll talk about that next look I have had so many questions around this particular piece the phone scripting piece out we’re just excited to be able to deliver some framework for you around this the goal now for you is script it out script it out what is the script okay scripting it’s just stage one you’ve got to memorize it at such a level that it sounds authentic that sounds real that it sounds like you know your conversational in it most people will never get that in their career because they will simply wing everything around their recruiting efforts and because of that they will never win at scale so if you’re gonna win a scale it’s gotta sound authentic it’s got to sound like it’s you it can’t sound scripted and the only way you’re gonna get there is if you practice it thousands and thousands of times right it record it listen to it say it so you’ve got to write it out first okay then you’ve got to record it just read it right your phone has a recording app on if you’ve got an iPhone there’s a recording app on if you’ve got a joy if you’ve got one as well so record it now listen to it and then try to say it and then again and again listen to it and say it listen to it and say it until it comes to a place where it sounds natural and it sounds like it’s coming from your heart if you get to that place where you were you’re able to do that and you’re able to overcome objections extremely well through a you know acknowledging them not addressing them then your appointment rate is going to be extremely high with people and you’re going to plan some phenomenal seeds right because there’s two different seasons and recruiting the first season is where we actually plant the seed we are farmers all right so we plant the seed we cultivate that seed the second season of that is going to be where we make the harvest can you make a harvest a short one enough time absolutely my data my own personal data where I changed my phone scripting in my face-to-face meetings I went from two point six years recruiting someone to 62 days recruiting somebody okay so yes this methodology we’re talking about actually condenses relationship building building trust creating empathy bonding with people and because of that now we can go in at scale okay so there you have it there’s there’s the phone scripting and some great ideas around all of that I’m hopeful this brought value to you but more than that I’m hopeful the you will go activate at an extreme level with this information now that you have it and that she’ll go when and when you win you let me know that you’re winning because you’ve been it because you’ve taken the steps and done this that’s the value for me I spent 10 and a half years struggling to recruit with no resources so the in game the reward for me today is actually finding out that I’m helping Pete wit by doing the podcast and helping them grow in their recruiting skills because there is no training around this I know it because I was there and I’m in the landscape today I see it there’s a big hole around training our recruiting leaders to become better recruiters and that’s why we love doing this so if this works for you and you’re excited about this content drop me a line and let me know and until we talk to you again on the next recruiting conversations have a great week everybody and don’t forget have fun recruiting I’ll talk to you soon