(Editor’s note: The information from this article by Top Echelon Recruiting Software has been taken from an Expert Recruiter Coaching Series webinar by Greg Doersching of Next Level Training titled, “Next-Gen Strategies for Referral Growth and AI-Enhanced Recruiting” Click HERE to watch the video of that training webinar for free.)

Recruiting is evolving at an unprecedented pace, and those who fail to adapt will be left behind.

According to industry trainer and speaker Greg Doersching, recruiters can leverage artificial intelligence and next-level referral strategies to drive exponential growth in their businesses. Doersching, a seasoned expert in the field, emphasized the practical applications of AI in recruiting and innovative ways to generate more business through referrals.

The Power of AI in Recruiting

Artificial intelligence has taken the recruiting world by storm, but many recruiters are still unsure of how to harness its full potential. AI’s capabilities go far beyond simple candidate sourcing—it can streamline the entire recruiting process, enhance candidate engagement, and significantly improve efficiency.

“AI is here to stay, and if you’re not using it to streamline your process, you’re already falling behind,” Doersching stated early in the webinar. He pointed out that while AI has been making waves in sourcing candidates, its impact extends far beyond that. From automating early-stage screening to creating structured candidate assessments, AI is revolutionizing the way recruiters operate.

AI for Efficiency and Effectiveness

Recruiting is inherently time-consuming, with many tasks taking up valuable hours that could be better spent on high-impact activities. Traditional methods often lead to inefficiencies, with recruiters manually compiling candidate data, crafting outreach messages, and preparing candidates for interviews. AI is eliminating many of these inefficiencies, allowing recruiters to operate at a much higher level.

“One of the things I have loved most about AI is how it turns tasks that used to take an hour into seconds,” Doersching said. “That means more time for real conversations with people—the most valuable part of what we do.”

One of the most groundbreaking developments he introduced was the NLX AI Protocol (Next Level Executive AI). This structured approach allows recruiters to automate and optimize nearly every stage of the hiring process, including:

• Automated Search Intake Documents: AI can generate detailed search intake documents within a minute using only a search intake transcript, job description, and benefits summary.
• Attraction-Based Job Descriptions: AI can craft compelling job postings that focus on storytelling to engage top talent.
• Advanced Interview Preparation: AI can predict the most likely interview questions and prepare candidates on how to best present their experience.
• Candidate Notification Emails and LinkedIn Outreach: AI-generated messaging streamlines recruiter communication and ensures consistent engagement.
• Compensation Comparisons & Cost of Living Adjustments: AI can quickly provide candidates with detailed breakdowns of how a job offer compares to their current compensation, factoring in living expenses.

Beyond these specific applications, AI enables recruiters to create highly personalized candidate experiences at scale. By leveraging AI-powered chatbots, email automation, and intelligent scheduling tools, recruiters can maintain consistent engagement with candidates without the administrative burden.

The use of AI in recruiting is still in its early stages, and Doersching predicts that in the near future, AI-generated recruiting “bots” will be able to assist recruiters long after they’ve retired. “We’re just scratching the surface of what AI will do for us,” he said. “GregBot 3000 is coming one of these days.”

Next-Gen Referral Strategies for Business Growth

While AI provides recruiters with an edge in efficiency, it doesn’t solve the challenge of securing new clients. Doersching outlined an innovative approach to referral-based business development that moves beyond traditional incentive programs.

The High-Stakes Referral Game

“We’ve been thinking about referrals on way too small a scale,” Doersching emphasized. Instead of merely offering a $1,000 bonus for referrals, he proposed an ongoing commission-based incentive.

Here’s how it works:

• Identify professionals who already have strong relationships with potential client companies—this could be vendors, consultants, or service providers in your niche.
• Approach them with a simple proposition: “Any time you hear about a company struggling to fill a leadership role, just mention my name and give them my number.”
• If a placement is made with that company, the referrer receives 10% of the placement fee for every hire made with that company—indefinitely.

“I know what some of you are thinking: ‘Greg, you’re giving away too much money!’” he acknowledged. “But if you’re paying someone $150,000 in referral commissions five years from now, that means you made $1.5 million from those placements.”

This strategy not only incentivizes referrals but also creates long-term strategic partnerships with professionals who are deeply embedded in industries where top talent resides. Unlike one-time referral bonuses, this system establishes a continuous pipeline of inbound business, reducing the need for cold outreach.

Turning Clients into Referral Machines

For existing clients, a different referral approach is required, as offering direct financial incentives may not be appropriate. Doersching’s solution? A stackable discount system:

• If a client refers another company (or a different division within their company) and a placement is made, they receive 25% off their next hire.
• These discounts can be stacked—if they refer four companies that result in placements, their next hire is free.
• This program is built into the initial contract, ensuring that clients are aware of it from the beginning.

This approach creates a natural incentive for companies to refer more business without the ethical concerns associated with direct financial rewards. By embedding this structure into agreements, recruiters can create a self-sustaining network of inbound leads.

The Tag-Team Approach to Business Development

Doersching also introduced a two-person business development strategy that enhances the effectiveness of outreach efforts.

1. Initial Candidate Engagement: The first point of contact (often an SDR or junior recruiter) approaches a VP-level candidate under the guise of a talent discovery conversation. The focus is solely on the candidate’s career goals.
2. Follow-Up “Protégé” Call: Three weeks later, the candidate is contacted again—this time to see if they have recommendations for another role, creating an opportunity to generate leads.
3. Executive-Level Hand-Off: The lead recruiter then steps in to introduce either the referral program or an MPC (Most Placeable Candidate) conversation. This positions the recruiter as a strategic partner, rather than a sales-driven recruiter.

This systematic, multi-touchpoint approach ensures deeper engagement and higher conversion rates. When combined with AI-driven efficiency and referral incentives, this strategy helps recruiters expand their business without resorting to traditional cold-calling tactics.

Final Takeaways: Implement Now for Immediate Impact

The strategies outlined in Doersching’s webinar are not theoretical—they are actively being implemented with proven success. “One of the firms I’m working with in Columbus, Ohio has already surpassed last year’s billings using these strategies,” he revealed.

By integrating these strategies, recruiters can significantly increase their efficiency, grow their client base, and future-proof their business in the evolving recruiting landscape.

If you’re interested in implementing AI tools, referral strategies, or need more details on the templates Greg discussed, reach out to him directly. “This stuff really works,” he concluded. “It makes a difference.”