Episodi

  • How to Get Recruits to Feel What It’s Like to Work With You

    How to Get Recruits to Feel What It’s Like to Work With You

    · Recruiting Conversations

    In this episode, I'm diving into the concept of an Experiential Recruiting Model—a strategy that allows recruits to get a firsthand experience of what it’s like to be on your team before they ever make the decision to join. I’ll break down why this approach works, how to create experiences that showcase your leadership, and simple yet powerful ways to differentiate yourself in a competitive recruiting environment.

    Episode Breakdown [00:00] Introduction – The challenge of recruiting while balancing multiple job responsibilities. [00:30] You Are the Product – Why recruiting success depends on having a personal recruiting system that reflects your leadership. [01:00] What Is an Experiential Recruiting Model? – Creating an experience that gives recruits a preview of what it’s like to be on your team. [01:30] Evaluating Your Leadership Experience – Honest self-reflection: Are you a leader worth following? [02:00] Practical Ways to Create an Experience – Sending books that reflect your leadership style and values. Sharing valuable industry-related videos with personalized insights. Offering small, unexpected gestures that create a lasting impression. [03:00] The Power of Giving Value First – Why recruiting isn’t about “hacks” or sales tricks but about genuinely investing in people. [03:30] Creating Unique Branding in Recruiting – Creative ideas like buying a personalized domain name (e.g., RichardLovesLending.com) to surprise recruits. [04:00] Asking the Right Questions to Build Connection – How to use purpose-driven conversations to uncover recruits’ motivators. [05:00] The Retention Advantage – Why top producers change jobs every three years and how experiential recruiting can improve retention. [06:00] Final Thoughts & Actionable Takeaway – How to start applying the Experiential Recruiting Model today. Key Takeaways You Are the Product – Recruits aren’t just joining a company; they’re joining YOU as a leader. Give Value Before You Recruit – Thoughtful gestures like books, resources, and meaningful engagement build trust. Experiences Matter More Than Pitches – The best recruits are drawn to a real, value-driven approach, not a rehearsed pitch. Know Your Leadership Brand – Small, thoughtful touches (like a personalized website) create a lasting impression. Retention Starts in Recruiting – An experiential approach attracts and keeps top talent in a competitive market.

    Recruiting isn’t about persuasion—it’s about creating an experience that allows recruits to see the real value of your leadership. By incorporating an Experiential Recruiting Model, you’ll not only attract better talent but also build deeper relationships that lead to long-term retention.

    Want to refine your recruiting strategy? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s build a recruiting experience that wins top talent.

  • How to Recruit in a Space with No Competition

    How to Recruit in a Space with No Competition

    · Recruiting Conversations

    In this episode, I challenge the traditional recruiting mindset and explain why cold leads are actually your greatest opportunity for long-term success. Too many recruiters focus solely on warm or hot leads—people actively looking for a job—when the real wins come from building relationships with cold leads before they’re ready to move. I’ll share why this approach works, how to develop a system for engaging cold leads, and the mindset shift needed to dominate recruiting.

    Episode Breakdown [00:00] Introduction – Why cold leads are an overlooked advantage in recruiting. [01:30] The Problem with Only Chasing Warm Leads – Data shows that 85–95% of professionals say they’re satisfied with their jobs, leaving a very small percentage actively looking. [02:30] Evergreen Recruiting Strategies – Why the principle of “people do business with those they know and trust” makes cold leads valuable. [04:00] The Power of Relationship-Building – How investing in cold leads early ensures you’re the first call when they experience a career shift. [05:30] Why a System Is Essential – Without a process beyond initial outreach, you’re constantly restarting your recruiting efforts. [06:30] The Limited Talent Pool in Leadership Recruiting – Why recruiting leaders have to focus on a smaller, more targeted group and play the long game. [07:30] Blue Ocean Recruiting: Where the Competition Isn’t – How engaging cold leads puts you in an uncontested space where competitors aren’t fighting for the same talent. [08:30] The Attractive Leader Strategy – Why leading with vision, values, and a clear “why” positions you as the recruiter of choice when a recruit is ready to move. [10:00] How to Successfully Engage Cold Leads – Three key strategies to develop meaningful connections: Affirmation-Based Outreach – Starting with genuine praise to open doors. Creating a Compelling Reason to Meet – Using industry insights and trends to add value. Removing Tension from the First Meeting – Focusing on relationship-building, not recruiting. [12:30] The Value Equation: Giving Without Expecting Immediate Returns – Why sending resources, books, articles, or curated content builds trust over time. [14:30] How LinkedIn Has Changed the Game – Why daily content on LinkedIn is now a critical piece of any cold lead strategy. [16:00] The Surrogate Leadership Principle – How positioning yourself as a trusted advisor before recruiting a candidate increases the likelihood of success. [18:30] Final Thoughts & Action Steps – How to structure your recruiting strategy to focus on long-term, relationship-driven success. Key Takeaways Cold Leads Are Your Biggest Opportunity – Most professionals aren’t actively looking, but they will move when the right opportunity presents itself. Warm Leads Are Highly Competitive – If you only chase people ready to move now, you’re competing in a crowded space. Trust Comes Before Recruiting – People follow leaders they know, like, and trust—this requires long-term engagement. A System Is Essential – Without a structured process, you’re constantly restarting your recruiting efforts. Give Before You Ask – Offering value with no strings attached builds credibility and deepens relationships.

    Winning in recruiting isn’t about chasing job seekers—it’s about building relationships with top talent before they’re ready to move. If you engage cold leads consistently, offer value, and position yourself as the leader worth following, you’ll create a recruiting system that delivers long-term success.

    Want to transform your recruiting strategy? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a system that turns cold leads into your biggest wins.

  • Episodi mancanti?

    Fai clic qui per aggiornare il feed.

  • Most Recruiting Objections Are Just Smoke Screens

    Most Recruiting Objections Are Just Smoke Screens

    · Recruiting Conversations

    In this episode, I tackle one of the toughest parts of recruiting—handling objections and overcoming rejection. Every recruiting leader faces resistance, whether it’s on phone calls, emails, or social media outreach. But the best recruiters know that objections are just smoke screens. I’ll share the proven frameworks and mindset shifts you need to push past objections and build stronger relationships with recruits.

    Episode Breakdown [00:00] Introduction – Why overcoming objections is one of the most critical skills in recruiting. [01:00] Why Rejection Is Inevitable – Every recruiter faces objections daily, but it’s how you handle them that determines success. [02:30] The Energy Shift: Fear or Excitement? – How to reframe the nervous energy before a recruiting call into passion and confidence. [04:00] The Top 4 Recruiting Objections – The most common pushbacks you’ll hear: "I’m not interested." "I don’t have time to talk." "I’m happy where I’m at." "Is this really not a recruiting conversation?" [06:00] The Power of Removing Tension – How to eliminate defensive reactions and keep conversations open. [07:30] The Smoke Screen Effect – Why most objections are just automatic responses and how to move past them. [09:00] The ‘Acknowledge, Don’t Address’ Rule – How to keep the conversation going when you hear an early objection. [10:30] The ‘Feel, Felt, Found’ Framework – A proven structure to address deeper objections: "I understand how you feel." "Others I’ve spoken to felt the same way." "What I’ve found is
" [12:00] The Power of Pattern Disruptors – How to stop a recruit from hanging up or shutting down the conversation. [14:00] The Art of the Strategic Pause – Using silence to encourage recruits to stay engaged. [16:30] How to Stay in Control of the Conversation – The difference between a great recruiter and a reactive one. [18:30] The Importance of Knowing Your Script – Why the best recruiters never “wing it” and how preparation removes fear. [20:00] Final Thoughts & Action Steps – How to practice overcoming objections and eliminate cold call reluctance. Key Takeaways Rejection is a Normal Part of Recruiting – Expect objections and prepare for them instead of fearing them. Objections Are Just Smoke Screens – Most people respond with automatic pushbacks—your job is to move past them. Acknowledge, Don’t Address – When objections come early, acknowledge them and move back into your script. Use Feel, Felt, Found – This framework helps overcome deeper objections in a natural, non-confrontational way. Pattern Disruptors Work – Interrupting the recruit’s expected response pattern can keep conversations open. Know Your Script Cold – The best recruiters don’t wing it; they use tested messaging to stay in control.

    Objections are a natural part of recruiting, but they don’t have to be roadblocks. With the right mindset and tools, you can move past them, build relationships, and ultimately win more recruits. The key is preparation—when you know your script and have strategies in place, fear disappears, and confidence takes over.

    Want to get better at handling objections? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s refine your recruiting approach so you can close more top talent.

  • Your Top Performers Are Being Recruited—Here’s How to Keep Them

    Your Top Performers Are Being Recruited—Here’s How to Keep Them

    · Recruiting Conversations

    In this episode, I share one of the most powerful strategies for retaining your best people—reverse recruiting. If you want to keep top talent, you need to know their dreams and consistently help them move toward those goals. I’ll walk you through a framework to uncover what truly matters to your team and how to use that knowledge to create long-term retention.

    Episode Breakdown [00:00] Introduction – The concept of reverse recruiting and why retention starts with leadership. [01:00] Why Top Performers Are Hard to Keep – The best talent is always being recruited, and they won’t stay unless they see a future with you. [02:30] The Power of Dream-Based Recruiting – How asking recruits about their long-term goals creates trust and connection. [04:00] People Stop Dreaming—Leaders Must Reignite It – The reality that most professionals stop thinking big, and how you can help them start again. [06:00] Asking the Right Questions – How to uncover a recruit’s personal and professional goals with a simple two-question framework. [08:30] Why Most Leaders Miss This Opportunity – Many managers focus on company goals rather than individual dreams, leading to disengagement. [10:00] The Power of Context in Dream-Based Recruiting – How helping recruits see their 10-year future shifts their mindset. [12:30] Creating Buy-In and Loyalty – Why recruits stay with leaders who actively support their personal and professional growth. [14:00] Why Continuous Engagement Matters – How resurfacing a recruit’s dreams over time strengthens their commitment to your team. [16:30] Retaining Talent in a Competitive Market – The reality that salary alone won’t keep your best people—you need to offer more. [19:00] Final Thoughts & Actionable Takeaway – A challenge to start practicing dream-based recruiting with your current team. Key Takeaways Retention Starts with Leadership – Your top performers will stay if they believe you care about their long-term success. Reverse Recruiting Works – The best way to keep talent is by recruiting them to their own dreams—within your organization. Dreams Create Motivation – People stop dreaming as they settle into careers. Great leaders help reignite their vision. The Right Questions Unlock Loyalty – Asking where someone wants to be personally and professionally in 10 years builds deep connection. Continuous Engagement Builds Retention – Leaders who consistently revisit a recruit’s dreams foster loyalty and long-term commitment.

    Retention isn’t about offering the highest salary—it’s about helping people achieve their dreams. If you become the leader who champions your team’s goals, you’ll not only retain your top performers but also create an environment where they thrive. Start today by asking your current team about their long-term dreams, and use that insight to strengthen your leadership and recruiting efforts.

    Want to improve your retention strategy? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a leadership framework that keeps your top talent engaged and committed.

  • If You Wouldn’t Respond to Your Own Recruiting, Change It

    If You Wouldn’t Respond to Your Own Recruiting, Change It

    · Recruiting Conversations

    In this episode, I address a growing problem in recruiting—lazy, spam-driven outreach that damages your brand and repels top talent. Too many recruiters and recruiting leaders rely on generic, mass-messaging tactics, thinking they’re taking a shortcut to success. Instead, they’re burning bridges, losing credibility, and making it harder for great leaders to reach the right recruits. If you want to recruit effectively in today’s world, you need a better strategy.

    Episode Breakdown [00:00] Introduction – The problem with spam recruiting messages and why they don’t work. [01:30] The Worst Offenders: Real Examples of Bad Recruiting Messages – Reading actual spam messages recruiters send (without naming names). [04:00] How Bad Messaging Hurts Your Brand – Why recruits see these messages as red flags and ignore them. [05:30] The Role of Data and Tech in Recruiting – How automation, CRMs, and mass messaging are making recruiters lazy. [07:00] The Impact on the Market – How an oversaturated, spam-heavy recruiting environment makes it harder to have real conversations. [08:30] Why Good Strategy Always Wins – Using targeted, research-based outreach instead of generic, bulk messaging. [10:00] How to Personalize Your Recruiting – The power of specific, affirming messaging that feels personal and relevant. [12:00] The Importance of Building Relationships First – Why leading with connection, rather than trying to “close,” leads to long-term success. [14:30] Case Study: A Recruiting Leader’s Failed Mass Messaging Campaign – How a leader lost over 50% of their contacts by relying on spam tactics. [17:00] The Right Way to Use Tech and Data – How to leverage automation without sacrificing authenticity. [19:00] The Complex Sale Approach – Why recruiting is more like selling high-ticket software than selling a simple product. [21:30] Final Thoughts – If you wouldn’t recruit yourself with your current strategy, it’s time to change it. Key Takeaways Spam Recruiting Is Killing Your Brand – Mass, generic messages tell recruits you aren’t a leader worth following. Automation Shouldn’t Replace Strategy – Using data and tech correctly requires intentionality, not shortcuts. Personalization Wins – A well-researched, affirming message will always get better responses than a mass text. Recruiting Is a Complex Sale – Treat it like one by taking time to nurture relationships instead of pushing for immediate results. The Best Leaders Build Trust First – Recruits follow leaders who invest in meaningful connections, not quick sales tactics.

    Lazy recruiting isn’t just ineffective—it’s actively hurting your ability to attract top talent. If you want to win in today’s recruiting landscape, you need to slow down, use data strategically, and focus on personalized, relationship-driven outreach. The leaders who do this won’t just succeed—they’ll dominate.

    If you’re ready to transform your recruiting approach, subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a recruiting system that actually works.

  • Why Your Recruiting Team Isn't Delivering—And How to Change That

    Why Your Recruiting Team Isn't Delivering—And How to Change That

    · Recruiting Conversations

    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.

    Episode Breakdown [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. Key Takeaways Recruiting Leaders Must Own the Process – The best results come when leaders take an active role in attracting talent. External and Internal Recruiters Often Miss the Mark – They tend to lead with company value instead of leadership value. The Attractive Leader Framework Works – Leaders with clear vision, values, and storytelling ability attract talent naturally. Recruiters Should Be Connectors, Not Closers – Their primary role should be research and introductions, not leading the conversation. 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.

  • Why Your Recruiting Conversations Aren’t Working (And How to Fix Them)

    Why Your Recruiting Conversations Aren’t Working (And How to Fix Them)

    · Recruiting Conversations

    In this episode, I break down a powerful framework from Charles Duhigg’s book Super Communicators and apply it directly to recruiting. The best recruiters don’t lead with a sales pitch—they follow a natural flow of conversation: social, emotional, and decision-making. Understanding these three types of conversations will help you connect with recruits, build trust, and close more deals.

    Episode Breakdown

    [00:00] Introduction – Why communication is the #1 skill recruiting leaders need to master.

    [01:00] The Three Types of Conversations – Social, emotional, and decision-making—why the right order matters in recruiting.

    [02:30] Why Most Recruiters Get This Wrong – The mistake of jumping straight to the decision-making conversation and why it doesn’t work.

    [04:00] The Power of Social Connection – How relationship-building conversations create trust and open doors.

    [05:00] Emotional Conversations in Recruiting – Using dream-based recruiting to tap into what recruits truly want for their future.

    [06:30] Decision-Making Conversations at the Right Time – When and how to transition from emotional connection to discussing your opportunity.

    [07:30] How to Pivot If a Recruit Pushes for a Decision Early – Setting conversational goals to ensure you’re in the right type of discussion.

    [08:30] Why Selling First Creates Resistance – How leading with recruiting instead of relationship-building can kill deals before they start.

    [09:30] Final Thoughts & Book Recommendations – Why Super Communicators aligns with great recruiting strategy and how my book, How to Dominate Recruiting in a Digital World, connects with these principles.

    Key Takeaways

    Conversations Have a Natural Flow – The best recruiters start with social connection, move to emotional connection, and only then have a decision-making conversation.

    Social Capital Comes First – Without trust and rapport, a recruit won’t engage in deeper conversations.

    Dream-Based Recruiting Works – Helping recruits define their long-term vision builds emotional connection and influence.

    Selling Too Early Pushes Recruits Away – Leading with recruiting instead of relationship-building reduces engagement and lowers your success rate.

    Velocity Comes from Connection – Building the right type of conversations speeds up the recruiting process, rather than slowing it down.

    If you want to recruit successfully, you must master the flow of conversation. Leading with connection instead of a sales pitch will change how recruits respond and dramatically improve your results. If you apply these principles, you’ll create more trust, increase engagement, and close more hires.

    Want to refine your Recruiting? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. For more insights, check out my book How to Dominate Recruiting in a Digital World!

  • Recruiting Is Just Like Dating - Here’s Why

    Recruiting Is Just Like Dating - Here’s Why

    · Recruiting Conversations

    In this episode, I explore the surprising parallels between recruiting and dating. From first impressions to long-term commitments, the way we engage with recruits is similar to how we build relationships. If you approach recruiting like dating—by focusing on connection rather than selling—you’ll build stronger, more meaningful relationships that lead to better hires and long-term retention.

    Episode Breakdown [00:00] Introduction – Recruiting and dating have more in common than you think! Why understanding this concept can transform your recruiting success. [01:30] Recruiting Is Like Dating – The process of sorting through candidates, handling unpredictability, and managing ghosting. [03:00] Why Selling Doesn't Work in Recruiting – Transitioning from a sales mindset to a relationship-building approach. [05:00] The Complexity of Career Changes – How recruits weigh major life decisions and why leaders must guide them with empathy. [07:30] The Slow Build vs. The Quick Close – Why recruiting isn’t about rushing but about building a foundation of trust. [10:00] The Ideal First Contact – Crafting a compelling, non-sales-driven first conversation with a recruit. [12:00] The Progression of Relationship Recruiting – Moving from initial conversation to deeper engagement without forcing commitment. [15:30] The Power of Affirmation in Recruiting – Why affirmation is one of the strongest motivators in both dating and recruiting. [18:00] Serving Before Asking – Why giving value first leads to stronger, more successful recruiting relationships. [21:00] Dreaming With Your Recruits – How asking about their dreams over the next five years creates lasting loyalty. Key Takeaways Recruiting Is About Relationships, Not Sales – Selling opportunities too early creates resistance, while relationship-building fosters trust. Slow Down to Speed Up – Just like dating, recruiting requires a natural progression to be effective. Affirmation Builds Connection – Encouragement and recognition go a long way in both recruiting and leadership. Put Their Interests First – Giving value before making an ask makes recruits more open to future opportunities. Help Recruits Dream – Leaders who help people reach their long-term goals will attract and retain top talent.

    Recruiting isn’t about pushing opportunities—it’s about building trust and offering value over time. The best recruiters act like great relationship builders, leading with curiosity, affirmation, and genuine interest in their recruits' success. If you focus on relationships over transactions, your recruiting and retention will transform.

    Want to build better recruiting relationships? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s refine your recruiting strategy together!

  • Recruiting Setbacks? Here’s How to Turn Them Into Wins

    Recruiting Setbacks? Here’s How to Turn Them Into Wins

    · Recruiting Conversations

    Losing a recruit can feel like a major setback, but it doesn’t have to be the end of the story. In this episode, I share six critical steps to take after losing a recruit—actions that will keep you relevant and increase your chances of eventually winning them over. If you want to build a system that ensures you never truly lose a great recruit, this episode is for you.

    Episode Breakdown [00:00] Introduction – The challenge of losing a recruit and why handling it correctly can turn losses into future wins. [02:00] The Reality of Recruiting – Why losing a recruit is inevitable but how you respond determines your success. [03:30] The Power of Belief – How your confidence in a recruit’s fit can impact their decision-making process. [05:00] The Aha Moment Strategy – Why creating an "epiphany bridge" is essential to shifting a recruit’s perspective. [07:30] The Roadmap to Business Growth – How offering a clear, structured plan can make you the most valuable option. [09:00] Why Many Recruits Have Doubts – The data behind why 25-35% of recruits leave their new job within 90 days. [10:30] The 90-Day Retargeting Plan – How to remain relevant with a recruit who chose another company. [12:00] The Six Touchpoints – A structured approach to checking in every 15 days for three months. [13:30] Day One Strategy – How to offer immediate value by helping recruits optimize their transition. [15:00] Creating Value in Follow-Ups – How to craft messages that keep the conversation open and build trust. [17:00] The Long-Term Play – Why staying in contact beyond the initial 90 days increases your chances of bringing them back. Key Takeaways Losing a Recruit Isn’t the End – Many recruits second-guess their decision, making follow-up critical. Confidence Creates Influence – If you truly believe a recruit belongs on your team, communicate that with conviction. Create an Aha Moment – Provide a clear roadmap to success that helps recruits see you as the best choice. Follow the 90-Day Plan – Engage with lost recruits every 15 days through six structured touchpoints. Offer Immediate Value – Help recruits optimize their transition, even if they choose another company. Play the Long Game – Keep the relationship open and be the first person they think of when reconsidering.

    Recruits who leave aren’t always gone forever. By staying engaged, providing value, and structuring your follow-ups with intentionality, you dramatically increase your chances of winning them back. Every lost recruit is a future opportunity—if you handle it the right way.

    Want to refine your recruiting follow-up system? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a system that ensures you never truly lose a great recruit.

  • They Said Yes But Never Started: How to Turn Post-Offer Silence Into Engagement

    They Said Yes But Never Started: How to Turn Post-Offer Silence Into Engagement

    · Recruiting Conversations

    In this episode, I explore how to keep recruits engaged after they’ve accepted your offer but haven’t started yet. By focusing on value, energy, and connection, I’ll show you how to bridge the gap between the offer acceptance and their first day, ensuring they join your team. If you’ve struggled with recruits dropping off after saying yes, this episode will equip you with actionable strategies to close that gap.

    Episode Breakdown

    [00:00] Introduction:
    Why post-offer engagement is critical and how up to 35% of recruits who accept offers never start. The episode focuses on actionable strategies to prevent this.

    [01:30] Understanding the Problem:
    Recruits face counteroffers and second thoughts before starting. Focus on what you can control: the value and connection you offer during this period.

    [02:30] Pre-Offer Engagement:
    Your role is to show recruits that “more is available” with you. By tipping the scales in your favor before the offer is made, you plant the seeds of desire for your team.

    [04:30] Post-Offer Drop-Off and How to Avoid It:
    Leaders often disengage after an offer is accepted. Avoid this by maintaining regular and meaningful communication until their start date.

    [05:30] Creative Engagement Strategies:

    Send a personalized “welcome to the team” video with messages from team members. Share updates and exciting developments from your business to keep them motivated. Offer tangible examples of the value and opportunities they’ll experience once they join.

    [07:30] The Energy and Passion of Recruitment:
    Recruitment is a transference of energy. Use trial closes, high-energy communication, and enthusiasm to keep recruits excited about their decision.

    [10:00] The BAM Framework for Motivation:

    Belonging: Create a sense of community before they start. Affirmation: Show that they are valued through intentional actions like personalized videos or thoughtful messages. Meaning: Share impactful team stories that connect with their values and purpose.

    [12:00] Building Systems for Engagement:
    Turn these tactics into consistent systems by:

    Dedicating time biweekly to plan value-driven communication with recruits. Mapping a strategy to close the gap between offer acceptance and start date. Key Takeaways Engagement is Key: Recruits who feel valued, energized, and connected are far more likely to start. Showcase Value Consistently: From the initial conversation to the start date, continuously highlight what makes joining your team worthwhile. Energy Matters: Passion and enthusiasm from leaders are contagious and reinforce the recruit’s decision. Leverage BAM Motivation: Build belonging, affirmation, and meaning into your engagement practices. Create a System: Regularly evaluate your approach to post-offer engagement to ensure every recruit feels supported and excited about starting.

    Retention starts with engagement. To secure your recruits, focus on what you can control: value, energy, and connection. Apply these strategies to build a system that ensures recruits make it to their first day excited and ready to contribute.

    Ready to implement these strategies in your recruiting process? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s turn your recruiting challenges into wins!

  • Frustrated with Retention? Become the Leader No One Wants to Leave

    Frustrated with Retention? Become the Leader No One Wants to Leave

    · Recruiting Conversations

    In this episode, I dive into what it means to be the kind of leader people never want to leave. By focusing on clarity, values, and vision, I’ll show you how to cultivate an environment that attracts and retains top talent. If you’re struggling with retention, this episode will help you become a leader worth following.

    Episode Breakdown [00:00] Introduction - The concept of leadership growth and how becoming more valuable as a leader leads to better retention. [02:00] Daily Affirmation for Growth - A mindset shift: The leader you are today should not be hireable by your better self 10 years from now. [03:30] Building the Attractive Leader Framework - The three pillars of an attractive leader: Clarity of core values. Clarity of greater purpose (your "why"). Clarity of vision. [05:00] Passion as a Retention Tool - Leaders who exude passion and energy create teams that are inspired to stay and grow. [07:00] Translating Values Into Actions - Identifying and demonstrating your core values through behavior. [09:00] Creating and Communicating Purpose - How to articulate a purpose that motivates and aligns your team. [11:30] The Role of Vision in Leadership - Crafting a 10-year vision that not only excites you but also resonates with your team. [14:00] Practical Example of Vision in Action - How building a roadmap transforms an abstract vision into a tangible goal. [18:00] The Synergy of Team Vision - Aligning individual roles with a broader team vision to create buy-in and long-term loyalty. Key Takeaways Leadership Is About Growth - Continually becoming a better version of yourself makes you a magnet for talent. Clarity Wins - Being clear about your values, purpose, and vision creates trust and alignment with your team. Passion is Contagious - Energized leaders inspire their teams, making retention natural. Vision Guides Retention - A strong vision, backed by a clear roadmap, keeps your team motivated and committed. Action Reflects Values - Your behaviors are the proof of your values; align your actions with what you say you stand for.

    Retention issues often point back to leadership. By committing to clarity, demonstrating passion, and casting a compelling vision, you’ll become the leader no one wants to leave. Your growth as a leader directly impacts the loyalty and success of your team.

    Ready to become the leader everyone wants to follow? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s build your attractive leadership framework together.

  • Recruiting the Wrong Person Drops Production by 30%: Hire Right!

    Recruiting the Wrong Person Drops Production by 30%: Hire Right!

    · Recruiting Conversations

    In this episode, I explore the significant impact of hiring decisions on team productivity. Drawing on research from the Kellogg School of Management, I discuss how hiring the wrong person can reduce production by 30%, while hiring top producers boosts team output by 15%. I share actionable strategies for setting hiring standards, aligning values, and navigating high-pressure recruiting situations.

    Episode Breakdown [00:00] Introduction - The challenges recruiting leaders face in balancing multiple responsibilities while maintaining high standards. [01:30] The Kellogg Study - How proximity to low producers reduces team productivity by 30%, while high producers increase it by 15%. [03:00] The Importance of Standards - Defining and upholding hiring standards to ensure alignment with team values and goals. [05:30] Real-World Insights - Personal experiences with team dynamics and the consequences of hiring low producers. [08:00] Setting Standards That Lift - How hiring standards should challenge potential hires to rise above mediocrity. [12:00] Making Exceptions with Caution - Evaluating candidates who fall outside the standard and the importance of assessing values, production history, and team fit. [15:00] Navigating High-Pressure Situations - Strategies for recruiting under tight deadlines without compromising quality. [18:30] Going All In - Why being fully committed to recruiting is essential for success, especially during critical seasons. [23:00] Organizational Responsibility - The need for companies to educate and motivate their leaders in effective recruiting strategies. Key Takeaways Hiring Impacts Productivity - Low producers can hurt team output, while top producers elevate it. Define and Uphold Standards - Clear hiring standards rooted in values ensure better team alignment. Evaluate Carefully - When considering candidates outside the standard, assess alignment, team fit, and the current season. Bring Value to Recruits - Build relationships by consistently offering meaningful value through social media, campaigns, and personal engagement. Go All In - Committing fully to recruiting during critical periods can achieve years of progress in just months.

    Recruiting the right people isn’t just about filling seats; it’s about creating a high-performing team that aligns with your values and vision. By setting and maintaining clear standards, carefully evaluating candidates, and going all in when necessary, you can transform your team’s productivity and success. Remember, every hire impacts your team’s brand, culture, and performance.

    If you’re ready to elevate your recruiting game, subscribe to my weekly email at 4crecruiting.com or book a coaching session with me at bookrichardnow.com. Let’s build a system that helps you hire right!

  • Your Emails Are Costing You Recruits Subtitle: How 3 Small Email Shifts Landed A Big Recruit For One Leader

    Your Emails Are Costing You Recruits Subtitle: How 3 Small Email Shifts Landed A Big Recruit For One Leader

    · Recruiting Conversations

    In this episode, I share a proven framework for crafting emails that close deals with hesitant recruits. Using a real-world success story, I reveal how moving from abstract promises to concrete specifics can make the difference between a signed offer and a lost opportunity.

    Episode Breakdown [00:00] Introduction - The challenge of closing recruits when competitors enter the picture and how communication plays a critical role. [01:30] The Hail Mary Email - A coaching client’s experience with a recruit who was at the finish line but started to ghost. [03:00] The Problem with Abstract Messaging - Examples of vague language, like "additional support," and why it fails to resonate. [05:30] Coaching for Clarity - Strategies to turn abstract ideas into tangible, actionable specifics: Clearly define the support you offer. Differentiate your value from competitors. Specify how your leadership will tangibly impact the recruit’s success. [07:30] Why Clarity Wins - People gravitate toward specific, well-defined opportunities, not vague promises. [09:00] Tools for Refinement - Tips on simplifying and improving email clarity: Use Hemingway App to keep readability at a fifth-grade level or below. Leverage AI tools like ChatGPT to refine and adjust messaging. [10:30] The Results - How the refined email helped secure the recruit and why specificity was the deciding factor. Key Takeaways Clarity Drives Action - Replace abstract statements with specific, detailed examples of the value you bring. Specifics Create Influence - Defined, concrete promises inspire confidence and encourage recruits to move forward. Simplify for Impact - Make your message easy to read and actionable using tools like Hemingway App. Invest Time in Tailoring - A well-thought-out email can make or break a recruit’s decision. Certainty Wins Deals - Recruits want leaders and organizations they can trust to deliver on clear commitments.

    Closing recruits often comes down to how effectively you communicate your value. By refining your messaging to include concrete specifics and simplifying your language, you can influence hesitant recruits to take action. Use this framework to write emails that not only resonate but close deals with confidence.

    If this episode inspired you, share it with your team and leave a review. For personalized coaching or help refining your recruiting system, schedule a session at bookrichardnow.com. Subscribe to my weekly email at 4crecruiting.com for more insights and strategies.

  • How to Win at Recruiting When You Have 12 Other Responsibilities

    How to Win at Recruiting When You Have 12 Other Responsibilities

    · Recruiting Conversations

    In this special year-end episode, I challenge Recruiting Leaders to approach 2025 differently by rethinking how they manage their time. Drawing inspiration from unconventional success stories, like Rick Barry’s legendary underhand free throws, I encourage you to break free from cultural norms, focus on what truly matters, and double down on efforts that yield exponential results.

    Episode Breakdown

    [00:00] Introduction - Reflecting on the past year and preparing for a breakthrough 2025.

    [02:30] The Lead Dog Principle - As a leader, your team will only go as fast as you lead them. Vision casting is key to long-term success.

    [05:30] The Rick Barry Analogy - Why breaking from the norm can lead to extraordinary outcomes, and how Rick Barry’s unconventional free throw style offers lessons in leadership.

    [09:00] Time Management Realities - Sobering statistics on how much time Americans spend on TV, social media, and radio, and the opportunity cost of these habits.

    [12:30] Reclaiming Time for Growth - Strategies to repurpose “lost” hours into productive activities like reading, skill-building, and leadership branding.

    [15:00] Doubling Down on What Works - How focusing efforts on platforms like LinkedIn has transformed my leadership brand and can do the same for you.

    [17:30] The Power of Intentionality - How being intentional with your time can create exponential results in recruiting and leadership.

    Key Takeaways

    Challenge the Status Quo - Don’t settle for normal results. Be willing to take unconventional steps for extraordinary success.

    Reclaim Your Time - Analyze where your time goes and redirect it toward activities that drive growth and influence.

    Double Down on Impact - Focus on high-return efforts like building your leadership brand and engaging with recruits intentionally.

    Cast a Bold Vision - Great leaders plan far ahead and align daily actions with long-term goals.

    Live with Purpose - Every hour spent intentionally can move you closer to becoming the leader you’re meant to be.

    2025 is your opportunity to get “weird” with how you manage your time and approach leadership. By breaking away from cultural norms and focusing on what truly matters, you can create exponential results in your career and life. Let this be the year you stretch yourself, reclaim lost time, and lead with vision and purpose.

    If this episode inspired you, please leave a review and share it with others. Subscribe to my weekly email at 4crecruiting.com, or book a free hour of value at bookrichardnow.com to build a custom recruiting system that drives results.

  • Turn ‘No Shows’ Into New Hires With This Framework

    Turn ‘No Shows’ Into New Hires With This Framework

    · Recruiting Conversations

    In this episode, I share a game-changing framework for recruiting leaders to transform "no shows" into enthusiastic new hires. By leveraging extravagant and ascending value, you can speed up the hiring process and build stronger connections with potential recruits. This strategy is ideal for leaders looking to make 2025 their best recruiting year yet.

    Episode Breakdown [00:00] Introduction - The challenge of recruiting in a noisy, competitive landscape. [02:00] The Problem with Typical Follow-Ups - Why "just checking in" doesn’t work and how it leads to disengagement. [05:00] Extravagant Value - The importance of offering recruits unreasonable value early in the relationship to stand out. [08:30] Ascending Value - Building on the initial extravagant value with continuous, increasing contributions. [12:00] Leveraging AI for Value Creation - How tools like ChatGPT can create custom blueprints, templates, and frameworks tailored to your recruits’ needs. [16:30] Real-World Application - A success story of a leader who used this framework to attract and hire 18 recruits in three months. [20:00] Why Leaders Are the Product - Demonstrating value as a leader to attract talent by reflecting what life on your team will look like. [23:00] Closing the Gap - The importance of showcasing your value digitally and making 2025 your best recruiting year yet. Key Takeaways Start with Extravagant Value - Offer recruits something unexpected and meaningful to capture their attention. Add Ascending Value - Build on initial value with consistent, tailored contributions over time. Leverage AI for Efficiency - Use tools like ChatGPT to create resources, frameworks, and content to share with recruits. Lead by Example - Your recruiting efforts should reflect the leadership experience recruits will have on your team. Consistency Matters - Bringing value consistently shortens the hiring cycle and increases success rates.

    Recruiting in today’s market demands creativity and value-driven strategies. By using this framework of extravagant and ascending value, you’ll position yourself as the leader recruits want to join. 2025 can be your best year yet if you adopt these principles and commit to showing recruits that more is available through you.

    Need help implementing this recruiting framework? Sign up for my weekly email at 4crecruiting.com, or book a session with me at bookrichardnow.com to create your unique recruiting system.

  • Day One Leadership: Stay Curious, Stay Relevant

    Day One Leadership: Stay Curious, Stay Relevant

    · Recruiting Conversations

    In this episode, I explore the "day one mindset" and why it’s essential for recruiting leaders to remain dynamic in a fast-changing world. By staying curious, adaptable, and committed to growth, you can position yourself as a leader who thrives in any environment. I share practical strategies, real-world examples, and actionable steps to help you embrace this mindset and elevate your recruiting efforts.

    Episode Breakdown [00:00] Introduction - What is the "day one mindset," and why does it matter for leaders today? [02:00] The Accelerating Pace of Change - How shifts in technology, consumer behavior, and industry norms demand dynamic leadership. [05:00] Real-World Examples - Insights from DoorDash, Amazon, and the rise of convenience-driven businesses post-COVID. [08:30] Defining the Day One Mindset - Approaching every task with the energy, curiosity, and focus of a beginner. [11:00] The Three Agreements of Day One Leaders Acknowledge what you don’t know and commit to learning. Accept that effort won’t always produce immediate results. Be willing to invest time, money, and energy regardless of the cost. [15:30] The Role of Personal Branding - Why your micro-brand as a leader has greater influence than your company’s macro-brand. [19:00] Leveraging AI and Technology - How tools like ChatGPT and AI-driven content creation are reshaping recruiting strategies. [22:00] The Constants Amidst Change - Your reputation, commitment to excellence, and micro-economy mindset are evergreen assets. Key Takeaways Adopt the Day One Mindset - Stay curious, adaptable, and hungry for growth to remain relevant in your industry. Commit to Continuous Learning - Embrace new technologies, industry trends, and innovative strategies to stay ahead. Leverage Your Micro-Brand - Your personal reputation as a leader is your greatest recruiting tool in today’s digital world. Be a Dynamic Leader - The best leaders are those who evolve with the times while staying grounded in unchanging principles. Think Long-Term - While the pace of change accelerates, focusing on reputation and excellence ensures sustained success.

    The day one mindset isn’t just a concept—it’s a way of leading that keeps you dynamic, relevant, and successful in a world of constant change. Whether you’re just starting or decades into your career, this mindset can help you grow and thrive as a recruiting leader. Remember, the best always win, and your reputation will always matter.

    If you found this episode valuable, share it with fellow leaders and subscribe to my weekly email at 4crecruiting.com. Ready to create a dynamic recruiting system? Schedule a session with me at bookrichardnow.com.

  • Blueprint for Recruiting Success in 2025

    Blueprint for Recruiting Success in 2025

    · Recruiting Conversations

    In this episode, I share practical strategies for recruiting leaders to create a winning plan for the year ahead. From setting a vision to defining daily actions, I provide a framework to align goals with measurable outcomes. This episode will help you focus on personal growth, innovation, and accountability to elevate your recruiting efforts in the coming year.

    Episode Breakdown [00:00] Introduction - The importance of crafting a detailed recruiting plan tied to a larger vision. [02:00] Vision vs. Goals - Why a vision with a roadmap is more effective than standalone goals. [05:00] Reflecting and Adjusting - How to evaluate past results and adapt plans to unforeseen circumstances. [08:30] The 10-Year Vision - Using a long-term vision to drive innovation and personal growth year after year. [11:30] The Pillars of Success Influence: Building your presence through social media, industry events, and content creation. Daily Activities: Prioritizing consistent outreach via calls, LinkedIn, emails, and follow-ups. Internal Engagement: Strengthening alignment and collaboration within your team. Innovation: Exploring unique strategies that set you apart from competitors. [18:00] The Role of Accountability - Why tracking and reporting progress is critical for sustained success. [21:00] Building an Actionable Plan - Mapping quarterly, monthly, and weekly activities to support your vision and goals. Key Takeaways Vision Drives Action - A clear, long-term vision provides direction and helps prioritize annual and daily activities. Growth is Non-Negotiable - To achieve your goals, you must grow personally and professionally by learning new skills and adopting innovative practices. Accountability Multiplies Results - What you measure and report improves exponentially, making accountability essential for achieving success. Plan in Pillars - Divide your plan into actionable categories like influence, activities, internal engagement, and innovation to stay organized and focused. Think Beyond the Basics - Don’t just set goals; align them with measurable actions and hold yourself accountable.

    A recruiting plan isn’t just about setting goals—it’s about creating a vision supported by intentional actions and accountability. As you plan for the upcoming year, reflect on where you’ve been, where you’re going, and what you need to do differently to succeed. With a strong foundation, innovative ideas, and the right accountability, you’ll set yourself apart as a top recruiting leader.

    Need help refining your recruiting plan? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com to create a customized plan for success.

  • How Recruiting Leaders Can Win Big on LinkedIn

    How Recruiting Leaders Can Win Big on LinkedIn

    · Recruiting Conversations

    In this episode, I dive into the essentials of building your leadership brand through social media content. As a recruiting leader, your ability to attract talent starts with how you represent yourself online. I share actionable tips, proven tools, and a content framework to help you create engaging daily posts that will establish you as a trusted and attractive leader in your industry.

    Episode Breakdown [00:00] Introduction - Why social media content is a non-negotiable tool for modern recruiting leaders. [02:00] The Attractive Leader - What it means to be a leader with clear vision, values, and alignment—and how that translates to your online presence. [03:00] The Social Shift in Recruiting - The decline of phone-based recruiting and the rise of digital engagement, with 91% of people ignoring unrecognized calls. [05:00] The Case for Daily Content - Data-driven insights on why only 1% of LinkedIn users post consistently and how doing so can set you apart. [07:00] Writing Powerful Content - The value of short-form written content on LinkedIn and why it generates 400-500% more engagement compared to other formats. [08:30] Essential Writing Tools Hemingway App: Simplify content to a 3rd-6th grade reading level for maximum engagement. Grammarly: Optimize tone, grammar, and readability with advanced editing features. [13:00] Structuring Effective Content - How to ensure your content is clear, conversational, and impactful using readability tools and real-time feedback. [16:00] Using Hashtags Effectively - The three-hashtag rule: One personal/brand hashtag (e.g., #RichardNugget). One organization-specific hashtag. One theme-based hashtag relevant to the content. [18:30] The Engagement Advantage - How consistent, quality content positions you as an industry influencer and attracts top talent organically. Key Takeaways Consistency Wins - Posting daily on platforms like LinkedIn sets you apart as a recruiting leader. Simplify to Amplify - Use tools like Hemingway and Grammarly to create clear, readable, and engaging content. Leverage Hashtags Strategically - Stick to three targeted hashtags to maximize reach and visibility. Be the Attractive Leader - Show your values and vision through content that resonates with your audience. Engagement Is Key - Social media isn’t just about visibility—it’s about building relationships and trust.

    Building a leadership brand on social media isn’t just a nice-to-have; it’s a must-have for recruiting leaders who want to succeed in today’s digital-first world. By using the tools and strategies I shared, you can create content that attracts talent and grows your influence. Remember, this is a process that gets better with time and practice—so start today and watch your recruiting efforts transform.

    Want more recruiting tips? Subscribe to my weekly email at 4crecruiting.com, or book a session with me at bookrichardnow.com. Let’s create your unique recruiting system together!

  • Why Every Recruiting Leader Needs a Real Break

    Why Every Recruiting Leader Needs a Real Break

    · Recruiting Conversations

    In this Thanksgiving-inspired episode, I dive into the importance of restoration for recruiting leaders. With so many responsibilities pulling us in different directions, stepping back to recharge is critical for maintaining peak performance. I share personal stories, practical tips, and insights on how to fully unplug and return to your role with renewed energy and focus.

    Episode Breakdown [00:00] Introduction - Why restoration is key for recruiting leaders and the value of intentional breaks. [01:30] The Weight of the Role - Acknowledging the unique pressures of recruiting leaders and the risk of burnout. [05:00] The Restoration Mindset - Lessons from my own journey of learning to unplug and rejuvenate. [07:30] The Unplugging Experiment - A story of how completely disconnecting during a vacation changed my perspective and energy. [09:30] Efficiency Through Rest - A manufacturing analogy about how intentional rest can lead to increased productivity. [12:00] Science of Perfect Timing - Insights from Daniel Pink’s When, highlighting four key components of restorative breaks: Be social, not solo. Spend time outside. Stay active and moving. Fully unplug rather than partially detach. [15:00] Intentional Restoration for Leaders - Strategies to maximize holiday downtime and return ready to lead with clarity and passion. [16:30] You Can’t Follow Your Way to the Lead - Why leaders need to think differently and prioritize restoration to truly lead in their industry. Key Takeaways Restoration is Essential - Peak performance requires stepping back and recharging intentionally. Fully Unplugging is Key - Partial disconnection doesn’t offer the same benefits as complete detachment from work. Follow the Science - The most restorative breaks involve social connection, outdoor time, movement, and full disconnection. Be Intentional with Your Time Off - Use holiday breaks to restore yourself so you can lead more effectively. Lead Differently - By prioritizing restoration, you’ll not only improve your performance but set an example for your team.

    As you enjoy the Thanksgiving holiday, I encourage you to lean into restoration. Whether it’s spending quality time with loved ones, getting outdoors, or completely unplugging, take intentional steps to recharge. Restoration isn’t a luxury—it’s a necessity for leaders who want to thrive. I’m grateful for the chance to share this journey with you, and I hope this episode adds value to your holiday season.

    If this podcast has brought you value, please leave a positive review and subscribe on your favorite platform. For more resources, visit 4crecruiting.com, or book time with me at bookrichardnow.com.

  • Lost Your Drive? Here’s How to Get It Back

    Lost Your Drive? Here’s How to Get It Back

    · Recruiting Conversations

    In this episode, I tackle one of the most overlooked yet crucial traits of great leaders: passion. Being passionate about your role as a recruiting leader isn’t optional—it’s essential. If you’re struggling to find alignment, lacking clarity, or feeling burned out, this episode will help you evaluate where you stand, reignite your energy, and find your passion again.

    Episode Breakdown [00:00] Introduction - The importance of passion in recruiting leadership and why it’s central to success. [03:30] The Role of Alignment - Why a lack of alignment with leadership can drain your passion and how to assess your current situation. [05:30] Defining Passion - Passion as strong, barely controllable emotions—and how to recognize it in yourself. [07:00] Steps to Regain Passion Where have you been? Reflecting on your journey to find clarity. Where are you now? Evaluating your current state and leadership alignment. Where are you going? Gaining vision to restore motivation. [09:00] The Power of Storytelling - How leaders can use storytelling to bring clarity, alignment, and vision to their teams. [14:00] Core Values as a Foundation - Understanding your core values and ensuring they align with your leadership team. [17:00] The Fight Zone - Navigating tough seasons, staying motivated, and deciding whether to stay or take a leap. [23:00] Building Your Leadership Framework - Establishing a vision, defining why you do what you do, and creating core value statements to lead with purpose. Key Takeaways Clarity Drives Passion - Reflect on your past, evaluate your present, and define your future to reignite your excitement for leadership. Alignment Is Essential - If your values don’t align with your leadership team, you’ll struggle to stay passionate. Storytelling Brings Vision to Life - Use stories to provide clarity and inspire your team to move toward shared goals. Passion Requires a Fight - Great leaders know that anything worth having requires effort and perseverance. Lead with Vision and Values - A clear vision and solid core values are the foundation for sustainable, impactful leadership.

    Passion isn’t just a feeling; it’s a result of clarity, alignment, and vision. If you’re feeling stuck, take the time to reflect and evaluate your next steps. Whether it’s fighting through a tough season or finding new leadership alignment, reigniting your passion will help you lead with purpose and inspire those around you.

    Need help building clarity and passion in your leadership? Visit 4crecruiting.com or schedule a session with me at bookrichardnow.com. Let’s work together to make you the best recruiting leader you can be.

  • Mostra di più