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How to Recruit Your Friends for Anything

Recruit

Job #1 of a leader is to A.B.R. – always be recruiting.

After all, how can you be a leader if there is no one to follow you?

And when it comes to recruiting, the best type of recruiting is personal recruiting- recruiting people who you already know and who know you.

We know that statistically, in almost every group, company, organization or cause, that when you recruit friends and family, they typically are successful sooner and they stay longer because there is already a foundation of trust that has been established.

But sometimes it can be awkward to approach family and friends about working with you.

“I don’t want to make things weird.”

“They probably wouldn’t be interested.”

“I’m sure they’re already so successful doing what they’re doing.”

These are just a few of the rationalizations we make that give us the pass from doing the sometimes uncomfortable work of bringing up a job or business opportunity with friends.

Or perhaps you’re trying to recruit them to volunteer for your cause or organization.

Or maybe you’re wanting to recruit them for your softball team or some other recreational gathering.

Or you might be trying to recruit them to give you money to support something you’re doing.

Regardless of what it is, we all end up in a recruiting situation sooner or later and we face fear when it comes to asking people we know to join in on our adventures.

And while I can’t promise you any magic tricks to automatically recruit everyone you ever talk to, I can share with you one powerful secret technique that I learned in my days becoming a recruiting record holder at Southwestern Advantage when I was in college.

The technique they taught us still works to this day and it can be applied to just about any recruiting environment.

All you say is this…

“John, you may not realize this but [insert opportunity] is really very important to me.

And I know that it may not be for you, and if it turns out that it isn’t that is perfectly fine.

However, I want to ask your help with something and make a promise to you…

Because I believe in you and I think you’re awesome, I want you to take a little bit of time to  come and formally learn about [insert opportunity] and how it works.

If you come hear about it and you end up deciding it’s not for you, that is totally fine! As long as you come hear about it, I promise I’ll never bring it up to you again.

However…

If you don’t come hear about it, then I’m going to bug you about it EVERY SINGLE TIME I SEE YOU until you do!

And you know I will! But it’s only because I believe in you and I believe in [insert opportunity] so much and I think you might actually be into it.

But if it turns out you’re not that’s ok too.

So when do you think we could carve out some time to talk about it?”

And then all you have to do is simply keep both of your promises.

If they go through the formal process and decide it’s not for them, then leave them alone about it.

Don’t pressure them. Don’t make them feel guilty. Don’t keep bringing it up. Don’t be passive aggressive about it. Just let it go and move on from it until they re-approach you about it some day in the future.

But, if they don’t hear about it, then you freaking bug the crap out of them pleasantly but persistently until they finally do. 🙂

No matter what happens, it will turn out to be a good thing for both of you.

7 Steps to Recruit Amazing New Team Members with Lightning Speed

recruit-amazing-team

“What’s the fastest, cheapest way to recruit amazing people?”

That question was recently posed to me verbatim by one of our clients.

Before I share with you the answer, think first about this question:

“What’s the fastest, cheapest way to sell new clients?”

Because the answer is the same for both questions:

Referrals from your current customers!

And when it comes to recruiting, who are your “current customers?”

Obviously it’s your current team members!

So that is the answer to the question.

The fastest, cheapest way to recruit amazing people is to get referrals from your existing team members.

This is something that Southwestern refers to as “The Team Member Approach”.

And it’s super simple…

1. Schedule a Meeting – 1 on 1 with each of your current team members.

2. Access their “Rolodex” – There are a variety of ways to view a list of who your team member knows (cell phone contacts, Facebook, and/or LinkedIn are some of the best). More training on exactly how to do this is available here or here.

3. Explain your situation – Share with them that you are looking to expand the team and that you prefer to bring on people who you already know, like, and trust. And explain that your goal is to build a team of people who are “cool” and who like them, are fun to be around.

4. Offer the Incentives – Tell your team members that one of the best ways to ensure they do well in the business is to do the business with their friends. Because it creates more buy-in for everyone and gives you powerful built in accountability [true story]. And if you do offer some financial incentive for hiring referrals remind them of that here. You can even start off the meeting with this information if your company does have a plan in place. Say for example you offer a $500 referral for a team member that gets hired, say something like: “Mike today I’m going to show you how to make an extra $5000! How’s that sound?!” (Proceed to ask him for enough referrals to help you hire 10 people)

5. Gather Contact Info – Simply go through the list of their (modern day) “Rolodex” and ask them to tell you about each person. Use the questions: “Do you think this person would be fun to work with? Could you see them enjoying this job?”

6. Call the Referrals- Get on the phone and call the referrals! Introduce yourself. Explain the shared connection. Tell them “Mike had the nicest things to say about you and thought it’d be worth me reaching out to you about this. You may like it and you may not, and either way is fine in fact I’m not even sure if you qualify but would you be open minded to hearing about it for 30 minutes?”

7. Follow the Process – After that just stick with your normal recruiting process. The only difference is that you can involve your referring team member in some of the interviews and selection. Which is a two-fer because not only are you getting a new potential team member, you’re training your current team member how to recruit! Fabulous!

Remember a great leader is a great recruiter and recruiting is a sales job.

What gathering referrals from clients is to salespeople, is exactly the same as what gathering referrals from team members is to leaders.

So learn to live, love, and become a master at recruiting!

How to Recruit Top Talent for Your Team

Recruit

How do you recruit good people?

It’s one of the biggest challenges that our clients struggle with and why they come to us at Southwestern Consulting.

Recruiting is an important topic and it’s one of my favorite.

My start at Southwestern in college was catapulted because I loved and figured out recruiting early on and happen to break a 150-year-old record in recruiting.

Today, we see lots of different companies and industries that struggle to find top talent and team members.

So, how do you recruit good people? Essentially there are 2 key parts to recruiting that you have to do.

  1. Build the Magnet – This is that you have to do the work of creating an amazing opportunity for people. This involves strategic work with how the company is set up. And also involves the heavy lifting about how you present and position your opportunity.
  1. Build the Fishing Boat – This is that you have to do the work of creating a number of amazing systems and methods (ie. Poles in the water) for actually finding good people and then going after them to get them on board.

They both take a tremendous amount of skill, knowledge, discipline and work.

Typically, we spend most of our time training people and organizations how to build the Fishing Boat. In other words, we teach them about all of the different sources of where to find good people and then also the skills of actually how to recruit them.

How you recruit someone is about exactly what to say, what the process looks like, and what behaviors you need to take to convince someone to join your team.

[BTW bringing people to your company who currently don’t have jobs is hiring; that is not recruiting. Recruiting typically means you are recruiting someone away from some other opportunity that they are already (typically successful) in over to join your better opportunity.]

The “Building the Magnet” part is also critical though. This is doing the heavy strategic work of creating an attractive place to work. It really helps when you are out “fishing” for good people to have a highly compelling and appealing opportunity to be recruiting them for!

Here are 5 of the most important parts of “Building the Magnet” and making your opportunity a compelling and attractive one for people to join:

  1. MISSION – Your organization needs to have a crystal clear (less than 1 sentence), inspiring, statement about serving a human purpose that is higher than profit. And it needs to be repeated so often that everyone in the organization needs to be able to recite exactly what it is. Today people don’t just want to work somewhere to earn pay; they want to work somewhere to do good in the world. If you want to attract great people, you need to have a great why.
  2. CULTURE – Your organization needs to be a fun and enjoyable place to work. People have to look forward to coming there! That means you want a place that is positive, vibrant, innovative, inviting, and energetic. It also means you want a place where people feel recognized, valued, and important. Also, it helps to have a brand that is “cool” and fresh that people want to be a part of. Remember, part of people’s personal reputation and perception in the world is who they work for, so create something they are proud to be associated with and they will flock to you.
  3. LIFESTYLE – You want to spend a lot of time planning, strategizing, and being intentional about crafting what “a normal day in the life” looks like for one of your team members. You can’t just provide people a job anymore; you have to provide them a meaningful and uplifting way to use their life. Remember, people typically spend about ½ of their waking hours at work! Lifestyle is typically composed of: hours, pay, location, work environment, stress level, type of work, and of course the culture which is made up of the other people they work with.
  4. RECRUITING PAY – One of the simplest reasons why organizations don’t grow and recruit is because there isn’t any financial incentive to do it! Most people are simple creatures, we do what we’re incentivized to do. So if you’re not seeing the recruiting numbers you want, you might need to look at the incentives that are in place to do so. Also, recruiting (like selling and service) shouldn’t just be a department; it’s something everyone has to do!
  5. LONG TERM VISION – People want to work for a place that is inspiring and part of what inspires people is working towards a bright future. Your organization needs to talk a lot about what the future of the business is going to look like. What are the pursuits your team is looking to accomplish? What are your goals for who you’re going to help? What career paths are available to your team members? And what does their long term pay plan look like? What is the future of your company literally going to look like?

These are just a few of the elements that help you “Build the Magnet” and make your organization attractive. It’s only part of the battle because even if you have a great magnet, you still have to do the hard work of going out to “fish.” But those skills are longer than this post allows for.

If at any point, you would like to talk to us more about how we can help you with recruiting just reach out to me.

Here’s what is great about recruiting though…

You can recruit your way into a great organization!

If you’re just starting out, you can (quickly) build something great by recruiting great people.

If you’re an experienced but stagnant company, you can grow (dramatically) by simply starting to focus more on recruiting.

And if you’re in any kind of struggling business, organization, or enterprise you can recruit your way out of it! Recruit, recruit, recruit and it will help you turn around!

Good people changes everything.

Which is why a great leader is always a great recruiter.

Attracting top talent requires sharing a vision

Recently we had a group of executives from our consulting clients gathered for two days to talk about how to grow their top-line revenue. One of the unanimous questions that the CEOs around the table had was, “How do we acquire top talent?”

Read the full article at Tennessean.com!