Hey, everybody. Welcome back. It’s another recruiting conversations with your host, Richard Milligan. I am excited to share a very simple idea with you today and in all of the data that we’ve helped produce with companies and individual leaders. A simple I hate using the word hack, but a simple tactic. Will improve in a very significant way the number of people that show up to a meeting that she’s scheduled. Now seems like it’s kind of important, right? Like if you’re a recruiter or a recruiting leader and you call someone and they say yes to a meeting and it’s not right now, but it’s tomorrow or later in the week or next week. It seems important to get that person into a meeting. Yes or yes. So and I think it’s not just one reason and the one reason that we would just normally think of would be. That we could then move them to some next steps that we’re building relationship with them that would give us the ability to start this journey of moving in the next steps. But there’s another. There’s another piece here that it’s important to get, which is that when someone no shows a meeting that they said yes to, that just creates tension. Have you ever done that? Like I’ve done that before? I said yes. The meeting didn’t get on my calendar and all of a sudden, like, someone’s trying to connect with me and going, Hey, where you are is scheduled a meeting with me and there’s just tension there. And one of the things that we do is we don’t want to create tension, unnecessary friction in this relationship before it ever started. So I want to guard against them creating that tension. And so having them show up to the meeting that they said yes to is the healthiest way to begin the journey of building relationships. We have worked with the company. Where? Over thousands of meetings, they were getting about a 45 to 50% no show. From rate rate to number of people that said yes to meetings that didn’t show up to the meetings. And that’s normal. Now, why this is why I bring this into the podcast today is that this week I was in a conversation with a recruiter that had multiple no shows in one day. The conversation kind of went like this. Hey, you know, you had several meetings today. How those meetings go? Well, both those people no. Showed the meeting and I asked the question. What is your process upon establishing a getting gaining agreement on a next step? What is your process in this case? Let’s just pause here. The process for this individual was recruiter makes phone call, recruiter gains agreement on meeting, and then an executive leader is involved in the next step in a short conversation, which is just strictly relationship building. This executive leader had both people that were supposed to be on the calendar. No show. Now. I a lot of sympathy for the recruiter because it looks bad on you, right? It’s like, Oh, I did all the work. I did everything right. And people embrace that as normal. The notion of being normal. But it’s not. You can solve this problem. I mean, you can solve the problem in this case, where we’re working with the company on thousands of meetings, we’re able to go from about 45 to 50% notion rate rating to single digits most of the time. Low teens all the time. So lean in here because you see this is a multiplying effect for you, right? I’ll just use a simple number. If you had 100 meetings over the course of the year and you had 50 no shows of those meetings, you lost out on 50 recruiting opportunities. If you can get that 8%. You have 42 additional recruiting opportunities. I don’t know anybody that won’t say yes to that. If you’re growth minded leader, let’s bring this on. Right. So let’s talk about very simple thing here. Which is create a sequence, create a system for when someone says yes. How do you improve that no show ratio? And what I found is that there’s a simple three step process that will get that normally done to teens. But here’s one of the great things that happens with this. And you’ll see this is a kind of lay this out, is that if people said yes and then at some point can’t show up for the meeting, you give them opportunities to actually raise their hand and say, I can’t make that commitment. Where if you don’t have a process here. They notion of the meeting, you create tension. They’re gone forever. If you’re a recruiting leader, a leader who’s in a market that’s responsible for leading a team but also recruiting to that team, you have a limited number of opportunities in that market. That is that that’s fair. Right. You have a limited. You fish in ponds. You don’t fish in the ocean. So it only makes sense, like let’s let’s create a really strong plan here. To not create tension in this market where people won’t make eye contact with me. If I see them in the grocery store, I see them at a networking event or I see them at an industry event. I don’t want that kind of tension. I want strong relationships. I want I want to be able to bring value to you on an ongoing basis. And if, you know, show me, there’s just a little bit of shame and condemnation that goes with that, right? Like, Oh, I was better than that. Or I said yes and I didn’t do it. And I don’t need that weirdness in a small pond where I have a limited number of opportunities.
Okay, so here’s what you do. When someone says yes, you immediately. Message the individual by text. Now, if you’re a recruiter, what I would recommend that you do is that you CC you include on the text the person that they’re going to meet with. That means that you would include them on the text with their cell phone number and the scripting might look a little bit like this. Hey, Richard, this is David. Great call today. My market leader, my executive leader, my regional, my divisional, whatever they are, is looking forward to meeting with you on Thursday at 2 p.m.. I’ve included them on this text along with their contact information, which is the number that they’ll be calling from it. That simple message that allows your executive leader or your market leader to then insert a message. It’s easy, right? They go, Hey, Richard. Looking forward to talking to you on Thursday. I’ve heard a lot of great things about you. That little thing right there will immediately improve by about 25%, 25 to 30%. The number of people that will show up to the meeting. We do it immediately. And what we’re doing is not not gaining agreement again. We’re just solidifying the fact that you already said yes. Okay. And so that’s easy. Now, if you said a lot of appointments, you can’t do this manually, but if you set it name where you recruit, if you set ten meetings a week, you can handle that. Probably just doing it manually from your phone. You create the script one time, you cut and paste that. Put the name in it, send it. In fact, the market leader, executive leader can have another cut and paste that they simply insert that they sent. That’s an important first step. The next step is this that one day prior. So if you’ve got more than 48 hours in between that meeting. So if you’ve got a three day window or greater one day prior, you show back up and you say, Hey, Richard, I talked to my executive leader. Looking forward to talking to you tomorrow at 2 p.m.. Okay. Now, that doesn’t need the executive leader. The market leader. What? Whoever you recruiting for doesn’t need them on this message. It’s between you and them. And here’s why. Of times the message is what you’re going to get back is, Hey, the calendar’s changed. I’m not able to make tomorrow work. Let’s reschedule. I don’t need my executive leader in the noise of that. So now I can reschedule. And guess what? If you’re a recruiter, you don’t look the part of a fool because someone no shows an executive leader. You communicate this the day prior. This makes sense, right? An hour prior is where your third message comes into play. One hour prior, we send this message. Hey. I talked to my executive leader today. Looking forward to looking forward to talking to you at 2 p.m.. Right. And I can see. See, because the day before. Right. They had a chance to change it. I can see my executive leader on that or I’m neutral. They don’t have to be. Okay, excuse me. So here’s what happens next. Meeting takes place or it doesn’t take place. Does that seem fair? Like at times, even when you do this process, about 10 to 15 people per hundred are not going to show up for the meeting. So now what? I need my executive leader with two messages. The first message is about 5 minutes in. If they call or they’re doing a zoom and someone knows shows. You do and I do. Okay, I’ll pull out my phone right now. It happens all the time. It happened to me today. Someone set a meeting with me? Someone? No. Showed the meeting with me. You know what I do? 5 minutes in, I send a message by text. Right. And when I send that message by text. I’m actually just saying, hey, you scheduled a meeting? And you’re not in the meeting. I’m on standby waiting for you to join. Okay, so I’ll read it to you. It says. Hi, Travis, this is Richard Milligan. Are you coming to the Zoom meeting scheduled with me in this case? You say you’re coming to the phone call that we scheduled, that my recruiter scheduled with you. I’m available now. And then I send a second message because I want to create a little more noise. I say if you need the meeting link, you can connect to the calendar invite we sent. You can also connect here. Okay. I want to I want those messages pre formed and sent about 5 minutes in when someone doesn’t take the call to remind them of the meeting. When someone doesn’t respond to that, that’s going to happen. When someone does respond to that, I want a video message from the executive leaders set. And that video message might sound along the lines of, Hey, it’s Richard. But we had a meeting scheduled for today. I missed you. I was really looking forward to sharing with you some of the things that we found in our research about you. You should be doing your research. I’d love to reschedule with you. I’ve seen my recruiter. If you’ve got a recruiter there, my. My person who’s going to work to get you back on my calendar, looking forward to talking to you in the future. The reason why we do this is I want to remove all the tension. Get that. Like there’s if you don’t address this, tension will exist. We want to be grace filled. We want to make it easy for them to come back and say, yes, the meeting. That is a great sequence. Now, if I was writing this as an email, I would write a piece like This is really important. Yes. On the very first message that you send if you’re a recruiter having a line that looks like this piece. Richard’s active on LinkedIn. I’ve included as a link a link to his profile here. You can find out more about Richard there. Something along the lines of that line. Here’s what we found, because we have a big test of this to the tune of thousands of messages trying to solve this problem for large organizations. The line 18 out of 100.
Let me give you that stat again in our data. 18 out of 118%, that would no show. Would actually show up. Simply because that leader is active on the platform. Attach the link that you set.
And here’s your here’s your big aha. The personal brand, the social presence. Of the leader that you’re trying to get into the meeting matters. It doesn’t just kind of matter. It matters a lot. We’re in the process and we’ll talk more about this in the coming weeks. We’re in the process of creating a guide and a book. That is geared around dominating recruiting in the digital world. And what we’ve been able to unpack through our own data, through our own journey of helping people get the best results and recruiting that in the peripheral data that’s around us that we’re pulling from other research companies and data aggregators that are pulling some of this information and what we’ve been able to prove. Is that the personal brand of a market leader. Matters to more than just a little slant on this text. It matters to whether when they show up, they go to next steps. It matters to when they actually get enough for a letter, whether they sign it. It matters to whether they get the off letter, signing off letter, and show up to work on the first day. It matters to this entire sequence in this entire process.
So if you’re a market leader, here’s a challenge for you. You may not have recruiting support. I didn’t have recruiting support the entire time I was in the I was in the corporate world. It was always me. Okay. You being active on social as a recruiting leader, not a recruiter, but a recruiting leader. It matters a lot if you’ve got recruiting partnerships or people recruiting for you. It matters to them. It helps them. Get people to show up to meetings. If you don’t have it, it matters to you because it helps you get people to show up to meetings. Okay. So little signs, a big piece of this. Don’t miss that. And if you follow the simple process, why don’t you set up an appointment? You will have way more success. Now, let me give you one added piece of information for those of you that are recruiting at a high level. Some of you are setting 20, 30, 40 appointments a week. Sometimes, maybe more. If you’re doing that, you’re going to want to embrace some some technology here. One of the ways I’ve been able to do it very simply is going to like cowardly or going to a tool like book now calendar and behind that in the settings of that tool. Actually having it responsible for sending the initial text, sending the one day reminder and sending the one hour prior reminder. And now you can systematize this. So something to consider. I’ve used other tools like grayscale, which actually is a text messaging software that can be used in the that can be used in your recruiting sequences. So there are other ways to approach this. But I love building a system around this. And here’s why I have totally bought into this idea. It’s proven in my own life. It’s proven in the in the successes of the people that I coach. It’s proven in the the successes, the companies that we consult and strategize with. That we never rise to the level of the goals that we establish. We always fall to the level of systems that we implement. And so were you as recruiter go, here’s my goal. And you go to the treadmill from 10 to 12 and you run a little bit faster and you run a little bit longer and you’re like, This is winning and you will win if you work harder. There’s just the way the universe has been wired to work. There’s a comma there, not a part. There’s a comma there. And. Okay. The end part is yes, work hard and implement a system here because the system is a direct there’s a direct connection there to the amount of success that you’re going to have.
Okay. So. Implement this in your business, you’ll see immediate results from it. I know this project brings you value. Okay. Because it works. As the bottom line, it works. More information to come. I mentioned the guide and the book that we’re creating right now. I’ve got my entire team working on this. I think there’s like 27 people in the process. We’re creating a dominating recruiting in the digital world, and we’re going to use a ton of our own data, a ton of the external data, or use a lot of the stories of how we’re helping clients do things that are anomalies inside their industries. And a lot of it’s going to come back to digital, it’s going to come back to personal brands, and you’re going to want to pick it up and we’re going to do an NFT project with it. The NFTS are going to have some really cool forever things attached to them where you’re going to have us attached to you with additional opportunities that are going to be exclusive to the NFT project. And so we’ll have more information coming in in the next couple of weeks. Our launch date for that is August 19th of 2022. That right now is only about four or five weeks away, depending on when this podcast releases. And so we will get you some more details on that. So stay tuned. And until I talk to you again here on another recruiting conversations. Have a great week, everybody.
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