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

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

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

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

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