Explore every episode of the podcast Business Resources One

A candidate doesn’t need to accept your offer to start learning how your company operates. They see it in every missed deadline, repetitive interview, conflicting description of the role, and unexplained week of silence. A careful hiring process is good. An aimless one isn’t. Five interviews may be justified if each serves a purpose. Taking time may be responsible if the candidate knows what happens next. But when nobody owns the decision or can explain what success in the job looks like, your process is teaching candidates what working for you may feel like. In this episode, Mike Voories explains how the hiring process reveals your management and culture, why strong candidates may leave before you make an offer, and how to run a clear, disciplined process without lowering your standards or making careless hires. BR1 helps Green Industry businesses define roles, attract aligned candidates, and build stronger teams. Learn more at: BusinessResourcesOne.com | Your ONE resource for stronger teams! Chapters: 0:00 Your Hiring Process Shows Candidates How You Manage 0:46 The Process Is Evidence 2:12 Deliberate or Just Slow? 4:02 When Friday Comes and Goes 5:13 Five Interviews Need Five Reasons 6:57 Can You Explain What Success Looks Like? 8:02 When Hiring Exposes Internal Confusion 9:13 High Standards Still Require a Good Process 10:19 Look at the Process From Their Side #BR1 #BuildStrongerTeams #Recruiting #Hiring

Your job description might not describe the person you need. It might describe every person who burned you before. The commute radius. The exact software experience. The number of years required. The bilingual requirement. Each one may have a perfectly reasonable story behind it. But there’s a difference between what the job actually requires and the fix you created after the last time something went wrong. In this episode, Mike Voories breaks down how job descriptions slowly become a list of scars — and how those old requirements can shrink your candidate pool, extend your search, and sometimes screen out better people for the job. The challenge this week: Take the job description for the seat you’re trying to fill and ask where every requirement actually came from. If you can name the person who caused you to add it, it may be worth another look. CHAPTERS: 0:00 Your Job Description Is a List of Scars 0:58 Nobody Writes A Job Description From Scratch 2:16 It's Not A Need. It's A Fix. 3:26 A Couple People Said The Drive Was Too Long 4:20 The Stuff You Could Teach In A Month 5:42 The Bilingual One 7:33 So You Want Me To Lower My Standards 8:58 What The Seat Costs 9:24 Your Challenge This Week BR1 helps companies build stronger teams: https://BusinessResourcesOne.com One Resource. Stronger Teams.

Silence isn't being nice. Avoiding difficult conversations with your underperforming employees doesn't avoid conflict; it just delays it. And when you delay it, you pay the "Leadership Tax." In this episode of the BR1 Podcast, Mike Voories breaks down exactly why conflict avoidance is destroying your company culture and driving your A-players straight to your competitors. We are tearing down the myth of the "feedback sandwich" and giving you a step-by-step, operational playbook for handling tough conversations. You’ll learn how to separate facts from feelings, how to execute our 4-Step Framework for accountability, and exactly how to handle the emotional blowback—whether it's tears, defensiveness, or the silent treatment. If you want to stop paying the Leadership Tax and build a culture of true accountability, this episode is your blueprint. ⏱️ Chapters: 0:00 — The High Cost of Avoiding Difficult Conversations 1:24 — The Pre-Game: Before You Sit Down 3:05 — The Playbook: During the Conversation 5:43 — Navigating the Emotional Blowback 8:25 — The BR1 Philosophy: Strong Teams Require Strong Leaders No organization can grow faster than its ability to recruit and retain the right people. At BR1, we help business leaders stop making excuses and start building operational excellence through their teams. Learn more about how we can help you recruit, retain, and build a culture of accountability: https://BusinessResourcesOne.com Connect with Mike Voories on LinkedIn: https://www.linkedin.com/in/michaelvoories/ Until next time, keep building your stronger team!

You look at your high turnover and tell yourself that this generation just doesn’t want to work. But here is the uncomfortable truth: your culture isn't built, it's reflected. In Episode 51 of the BR1 Podcast, Mike Voories breaks down why the root cause of your recruiting and retention problems is staring right back at you in the mirror. We tear down the common excuses and look at the operational reality of company culture. Culture is not the core values printed on a poster in your breakroom; it’s the lowest level of behavior you continue to tolerate. It’s who you promote, who you protect, and how you respond under pressure. If you want to fix your team, you have to fix your leadership first. In this episode, you'll get a tactical, step-by-step playbook to stop the chaos, set clear expectations, and start building a culture that attracts top-tier talent. ⏱️ Chapters: 0:00 — Culture is Leadership in the Mirror 1:18 — The Uncomfortable Mirror Moment 3:17 — Culture Is Defined By What You Tolerate 4:50 — The Cultural Message of Who Gets Promoted and Protected 6:57 — How to Fix Your Culture Starting Today 8:53 — Building Stronger Teams 📈 Ready to build a stronger team? Stop trying to out-recruit a broken internal reality. If your company is struggling to attract the right people, or if your culture has gotten away from you, you don't have to figure it out alone. BR1 helps business leaders align their reality with their messaging to turn average workplaces into destination employers. 🌐 Learn more and partner with us: https://BusinessResourcesOne.com 🤝 Connect with Mike Voories on LinkedIn: https://www.linkedin.com/in/michaelvoories/ If you found this episode helpful, subscribe and share it with another business leader who needs to hear this. Until next time, keep building your stronger team!

Are resumes broken? Employers judge a person's entire professional worth on a single piece of paper, while at the exact same time, candidates are blasting out generic, copy-and-paste documents expecting to land life-changing careers. The truth is: both sides are getting it completely wrong. In this episode of the BR1 Podcast, Mike Voories breaks down the brutal truth about the resume trap. We tear down the status quo of employers treating work history like a crystal ball, and we address why candidates need to stop relying on the lazy "Easy Apply" button. Whether you are a business leader struggling to make the right hire or a candidate tired of your application going straight to the trash, you need to fundamentally change how you value the resume. It's time for employers to stop obsessing over the resume and start focusing on the operational realities and behaviors that actually drive success. It's time for job seekers to put more love into their resumes. ⏳ CHAPTERS: 0:00 — Employers & Candidates Are Both Using Resumes WRONG! 1:01 — Hiring Managers Need to Stop Obsessing Over Resumes 3:31 — Candidates Need to Present Resumes That Command Respect 6:03 — Properly Valuing the Resume: The Dual Accountability 7:27 — Focus on What Actually Drives Success 🛑 STOP MAKING BAD HIRES: No organization can grow faster than its ability to recruit and retain enough of the right people. If your recruiting process is yielding bad hires because you are stuck in the resume trap, BR1 can help. We help businesses attract, hire, and retain the right people by shifting the focus from paper metrics to real, behavioral alignment. 🔗 CONNECT WITH BR1: Learn how we can help you build a stronger team: https://BusinessResourcesOne.com Connect with Mike Voories on LinkedIn: https://www.linkedin.com/in/michaelvoories 👍 Don't forget to SUBSCRIBE if you want more no-nonsense strategies for recruiting, retention, and business leadership! Until next time, keep building your stronger team!

Your best crew leader just texted. He's putting in his two weeks because the company down the street offered him a dollar more an hour. Your first instinct? Match it. But what if money isn't actually the problem — and throwing more of it at the situation is just delaying the real fix? In this episode, Mike Voories breaks down the biggest myth in employee retention and the three operational failures that are actually driving your best people out the door. Chapters: 0:00 — Employee Retention: More Money Isn't The Answer 0:59 — The Paycheck Illusion 2:32 — The Exit Interview Lie 3:35 — Failure 1: Operational Friction 4:44 — Failure 2: The Frontline Manager Bottleneck 6:07 — Failure 3: The Career Dead-End 7:03 — The True Meaning of Leadership and Culture 8:33 — BR1 Can Help Key takeaway: A paycheck gets people in the door. Respect, structure, and strong leadership keep them there. If you're ready to stop the revolving door, BR1 helps businesses recruit and retain the right people. Let's talk. 🌐 https://BusinessResourcesOne.com Subscribe now! We feature content weekly to help business leaders build stronger teams.

Most employers walk into an interview trying to figure out if someone can do the job. That's the wrong question — technical skills are trainable. What you actually need to know is whether this person will show up, perform, and still be on your team 18 months from now. In this episode, Mike breaks down the 8 things employers should really be trying to learn during an interview — and none of them are on the conventional checklist. We're talking about ego management, self-policing behavior, what someone's exit story actually reveals, and how to spot a pattern-repeater before you make the offer. These aren't feel-good HR talking points. These are behavioral signals that predict retention, performance, and fit — and most hiring managers are leaving them on the table. If you've ever hired someone who interviewed great and disappointed fast, this one's for you. In this episode: 0:00 — What Should Employers Really Be Trying to Learn During an Interview 1:02 — How do they handle being wrong or corrected? 2:11 — What do they actually do when no one is watching? 3:56 — Why did they really leave their last job? 4:57 — Can they handle the monotony? 6:02 — What do they need from a manager to perform their best? 6:58 — Do they have a track record of finishing things? 7:38 — Do they learn and adjust — or repeat the same patterns? 8:24 — What do they avoid taking ownership of? 9:09 — Here's the bottom line. Connect with Mike Voories & BR1: 🌐 BusinessResourcesOne.com 💼 Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories/ 💼 BR1 on LinkedIn: https://www.linkedin.com/company/business-resources-one/ 🧡💙 BR1 helps business leaders build stronger teams! 💙🧡

You just spent forty-five minutes interviewing a candidate, but do you actually know if they will succeed on your team? Most hiring managers treat interviews like a simple review of past jobs. A resume tells you where someone was sitting for the last five years. It does not tell you how they work. Mike Voories breaks down the "Big 3" of interviewing: Fit, Capability, and Potential. Learn how to evaluate behavioral alignment, current ability, and future growth. If your interviews are just casual chats about old bullet points, you are rolling the dice on your culture. Stop guessing, lead the interview, and start hiring the right people. Chapters: 0:00 What Are You Actually Trying to Learn in an Interview? 1:13 Fit: Do They Align With Your Culture? 2:06 Capability: Can They Do the Work Today? 2:48 Potential: What Will They Do Tomorrow? 3:31 The Leadership Reality 4:11 Your Resource for Stronger Teams Tired of guessing during interviews? BR1 helps business leaders build stronger teams by getting recruitment and interviews right. We can help you build an interview process that accurately measures the fit, capability, and potential of every candidate you meet. Connect with us at: https://BusinessResourcesOne.com

You know that sinking feeling you get three weeks after a new hire starts? The moment you realize the person you interviewed is not the person who showed up for the job. Bad hires don’t just cost you money; they drain your energy, frustrate your best people, and damage your reputation. Today on the BR1 Podcast, Mike Voories breaks down the massive risk you take every time you make a job offer based on a "gut feeling." Likability does not equal capability. If you want to protect your business and your culture, you need a system. We cover three concrete, operational guardrails you need to put in place today to make safer, smarter hiring decisions. Stop guessing. Start verifying. 🕒 Chapters: 0:00 — Stop Gambling on Talent: 3 Guardrails for Safer Hiring Decisions 1:45 — 1. Get an Objective Outside Perspective 4:14 — 2. Run Comprehensive Background Checks 6:45 — 3. Use Behavioral Assessments 8:40 — Hiring is a Leadership Decision 10:14 — Build a Safer Process Today 🔗 Build a Stronger Team with BR1: Ready to stop gambling on talent and fix your hiring process? At BR1, we help leaders stop guessing and start building stronger teams through objective recruiting, behavioral assessments, and strategic HR. Partner with us: https://BusinessResourcesOne.com Don't forget to subscribe for more strategies to help you build a stronger team!

Skipping a background check to save a few bucks is a massive unforced error. It puts your equipment, your clients, and your best employees at direct risk. We break down why screening is no longer optional. You will learn how it actually protects your culture and why the "it takes too long" excuse is a complete myth. Stop guessing and start verifying the facts. Protect your business and build a stronger team today. Get fast, affordable background checks, MVRs, and drug screens backed by real human support. Zero setup fees and zero monthly minimums. Get started here: https://businessresourcesone.com/background-checks **Chapters:** 0:00 — Background Checks Build Stronger Teams 1:50 — Peace of Mind Is Cheaper Than You Think 3:17 — Trust Your Gut, But Verify the Facts 4:26 — The Speed Myth in Hiring 5:43 — What Are We Actually Looking For? 8:28 — Recruiting Issues Are Leadership Issues 9:32 — Your Next Step

Last week, we talked about the operational disaster of promoting your absolute best employee into management. You give your top producer a title, they fail, and you lose your best worker. But the answer isn’t to stop promoting from within. The answer is building a system that actually prepares them for the job. Mike Voories breaks down the operational "how-to" of building a real internal promotion pipeline. If you are tired of panic-promoting to fill an empty seat and just hoping for the best, this episode is your blueprint. Inside the episode: The Raw Materials: Why technical mastery does not equal leadership potential (and what behaviors to look for instead). Stop Guessing: How to use objective data and tools like the DiSC assessment to vet candidates. The Trial Period: How to de-risk the promotion and test the waters before handing over the title. Operational Negligence: The most critical step almost every company misses—actually onboarding your managers. Stop guessing, stop panic-promoting, and learn how to elevate your best people without breaking your business. Ready to put the right leaders in the right seats? Whether you are building internal bench strength or recruiting from the outside, BR1 can help you fix your operational headaches and grow your business. Learn more and connect with us at: https://www.businessresourcesone.com Until next time, keep building your stronger team! CHAPTERS: 0:00 — Employee Promotion the Right Way 1:24 — Define the Raw Materials of a Leader 2:56 — Stop Guessing and Start Measuring 4:46 — Test the Waters Before the Title 6:19 — You Must Onboard Your Managers 7:48 — The Leadership Failure 9:10 — Take Action for Your Team

You took your absolute best worker and made them a manager. Now, production has slowed to a crawl, the crew is miserable, and your former star employee wants to quit. You thought you were solving a leadership gap, but you just created an operational disaster. In this episode of the BR1 Podcast, Mike Voories breaks down the most common—and destructive—mistake business owners make: promoting their top producer into management. Discover why the skills that make someone a superstar individual contributor (speed, precision, and personal control) are often the exact opposite of what makes a great leader (patience, coaching, and conflict resolution). In this episode, we cover: • The "Double Tax": How you lose your best producer AND gain a micromanager at the same time. • The emotional toll, stress, and burnout experienced by the promoted employee. • Why you must stop looking at the production leaderboard to pick your next manager. • How to use tools like behavioral assessments to identify true leadership traits (calmness, emotional intelligence, and team trust). Stop panic-promoting and start building real leaders. Ready to build a stronger team? Let BR1 help you attract, identify, hire, and retain the right people. Visit us at: https://BusinessResourcesOne.com If you found value in today’s episode, please take a second to subscribe to the show and leave us a review! Chapters: 00:00 - The Promotion Trap: Leading vs. Doing 00:04 - Stop Promoting Your Best Employee 01:49 - The Skillset Shift: Doing the Work vs. Leading the Work 03:49 - The Double Tax on Your Operations 05:36 - The Destruction of a Star Employee 07:25 - Stop Looking at the Leaderboard 08:54 - The Leadership Failure 10:39 - Take Action for Your Team

You can hire a great employee with all kinds of potential—and then spend the next six months teaching them to be average. New employees don’t learn the real performance standard from your handbook or onboarding presentation. They learn it by watching the team around them. What gets recognized? What gets corrected? What gets ignored? And what, ultimately, qualifies as good enough? In Episode 60, Mike Voories looks at how tolerated underperformance can influence an entire team, why high performance can start to feel like punishment, and why leaders need to examine their own coaching and consistency before blaming the employee. Accountability doesn’t require being a hard-ass. Done well, it creates clear, predictable expectations—and eventually a culture where the team starts protecting the standard itself. If you’re working to build a stronger team and need help finding the right people to make it better, learn more about BR1 at: https://BusinessResourcesOne.com CHAPTERS: 0:00 — How Good Employees Learn to Be Average 0:48 — Your Team Teaches the Real Standard 3:53 — When High Performance Starts to Feel Like Punishment 6:03 — Before You Blame the Employee 7:52 — Accountability Without Being a Hard-Ass 8:42 — When the Team Starts Protecting the Standard

You’re down three people. The schedule is backed up, and you just want a warm body. So you hire the first person who shows up. Big mistake. Mike Voories breaks down why the "desperation hire" is a massive leadership failure. Panicking to fill an empty seat doesn't solve your capacity problem—it destroys your productivity and drives your absolute best people out the door. Here is what to expect: - The Illusion of Relief: Why a "warm body" just buys you brand new problems. - The Top Performer Tax: How bad hires actively punish your best employees. - The Culture Killer: Why lowering your hiring standards rots your company from the inside out. - The Real Root Cause: Why your recurring recruiting struggles are actually leadership and decision-making problems. Stop hitting the panic button. Start building a pipeline. Chapters: 00:00 The Danger of the Desperation Hire 00:41 The Illusion of Relief 01:21 The Tax on Your Top Performers 01:59 The Culture Killer 02:37 Stop Panicking and Start Leading 03:17 Get Your Recruiting Right 🔗 Stop settling for warm bodies. If you are ready to fix your recruiting strategy and attract people who actually care, click the link in the show notes to schedule a call with BR1 today: https://BusinessResourcesOne.com

Do you automatically put "Must have 3-5 years of industry experience" on every job description? That one requirement might be the exact reason you can't find good people. It feels safe to hire from your competitors. You assume an insider will hit the ground running with zero training. But let’s be honest: how many times have you hired an "industry veteran" only to watch them bring another company's bad habits into your building? Mike Voories breaks down the pros, cons, and hidden rules of hiring outside your industry. Learn how dropping the experience requirement explodes your talent pool, why you should hire for core behavioral traits instead of just technical skills, and how to successfully manage the learning curve for a new hire. The hard truth? Demanding industry experience is usually a cover for weak internal training. If your systems are strong and your leadership is present, you can turn a talented outsider into a top performer. Stop fighting over the same five candidates and start building a stronger team. Chapters: 0:00 - The Comfort Trap: Why "Industry Experience Required" is Costing You Great People 1:04 - The Comfort Trap of Industry Experience 2:48 - The Pros of Hiring Outsiders 5:05 - Aligned Industries vs. Total Outsiders 7:01 - The Cons and How to Mitigate Them 8:29 - When to Demand Experience (And When to Drop It) 9:34 - The Hard Truth 9:58 - BR1 Can Help Connect with us: Are you tired of recycling the same mediocre candidates from your competitors? BR1 helps business leaders solve deeper challenges like recruiting, retention, engagement, and culture. Learn more and connect with us at: https://BusinessResourcesOne.com | Follow Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories Keep building your stronger team!

Stop blaming the economy. Stop blaming the "younger generation." And stop blaming the labor market. If your competitors are fully staffed with A-players while you are struggling to find a pulse, the problem isn’t out there—it’s inside your building. In this episode, Mike delivers a hard dose of reality: the labor market is just the weather. You can’t change it, but you can dress for it. If you aren't attracting top talent, it usually comes down to three uncomfortable reasons that have nothing to do with the economy and everything to do with your leadership. What We Discuss: The Hard Truth: Why top performers are ignoring your job ads (and why they should). The "Active" Trap: Why relying on Indeed and ZipRecruiter means you’re only fishing for people who are desperate or unemployed. Panic Hiring: How treating recruiting like a fire extinguisher guarantees you’ll keep getting burned. The Fix: How to build a "dimmer switch" recruiting engine that runs year-round. Ready to Build a Stronger Team? If you’re tired of the excuses and ready to fix your recruiting culture, we can help. Connect with BR1: https://BusinessResourcesOne.com (00:00) Struggling to Find Good People? It's NOT the Labor Market (01:09) You Are Not Their Best Option (02:58) You Are Only Fishin' in the Shallow End (04:45) You Treat Recruiting Like a Fire Extinguisher (06:26) The Real Solution: Look in the Mirror (07:15) BR1 Can Help You Build It

In this episode, Mike Voories from BR1 discusses a major oversight in how companies use personality assessments like DiSC during the hiring process. While many organizations focus on evaluating candidates, they often neglect to assess the managers and existing team dynamics. Mike underlines the importance of understanding the interaction between a new hire and their future team to prevent friction and enhance collaboration. He emphasizes that knowing both the candidate's and the team's profiles helps in making strategic hiring decisions, ultimately leading to higher performance and reduced workplace conflict. For companies looking to improve their hiring process, BR1 offers comprehensive support in running and interpreting assessments to build stronger, more cohesive teams. 00:00 The Missing Half of Your Hiring Assessment 01:41 The "One-Sided" Trap 03:03 You Have to Assess the Leader 04:30 The "Same-ness" Mistake 05:51 Turning Conflict Into Collaboration 07:10 This Is About ROI, Not Just HR 08:31 BR1 Can Help https://BusinessResourcesOne.com

Join Mike Voories from BR1 as he discusses the importance of morning huddles for creating a motivated and effective team. Learn the key reasons why your team might dread these meetings and discover actionable tips to turn your huddles from a drain on productivity to a source of daily momentum. Mike covers the pitfalls of negative feedback sessions, problem-solving debates, and lengthy monologues, providing practical solutions like starting with positive news, implementing the parking lot rule, and keeping meetings short and engaging. Improve your team's execution and morale with these expert insights. Check out episode 22 | Wake up and win with morning huddles: https://businessresourcesone.com/blog/wake-up-and-win-with-morning-huddles BR1 Website: https://BusinessResourcesOne.com Chapters: 00:00 Why Your Team Hates Your Morning Huddle (And How to Fix It) 01:36 Reason #1: It's a "Beat Down" Session 02:54 Reason #2: It's a "Solving" Session Instead of a "Reporting" Session 04:06 Reason #3: The "Monologue" Huddle 05:14 Reason #4: It Drags On Too Long 06:31 The Structure That Actually Works 07:37 Why This Matters for Culture 08:28 BR1 Can Help!

The Importance of Employee Value Proposition (EVP) in 2026 In this episode, Mike discusses the crucial role of Employee Value Proposition (EVP) in recruitment. He explains how EVP is not merely a corporate statement but a real, lived experience shaped by leadership behaviors, day-to-day interactions, and communication styles. Mike emphasizes that candidates in 2026 are more informed and selective, choosing environments and leadership over flashy perks or compensation. He also highlights the common misconceptions organizations have about EVP, the importance of leadership in shaping it, and how an organization's hiring success hinges on the alignment between internal reality and external messaging. Mike concludes by offering insights into how BR1 can help companies build stronger teams by clarifying and improving their EVP. 00:00 Your Employee Value Proposition is Showing up in Your Hiring Results 00:48 EVP Isn't a Statement. It's an Experience. 01:47 Why EVP Has Become a Deal Breaker in 2026 03:04 The Most Common EVP Misunderstanding 04:03 What Actually Shapes an EVP 06:16 Candidates Already Know Your EVP 06:56 How to Tell if Your EVP is Helping or Hurting You 08:13 EVP is a Leadership Issue, Not an HR Project 09:03 What This Means Going Into 2026 https://BusinessResourcesOne.com

Mike discusses the evolving landscape of hiring and employee retention in 2026. He emphasizes that employees are now choosing teams over brands, focusing on leadership, communication, and the day-to-day experience. Companies must adapt their hiring strategies to highlight team dynamics and create a more human-centric approach to attract and retain talent. The conversation outlines the importance of specificity in employer branding and the role of strong teams in driving retention and engagement. Takeaways: - Employees now choose teams over brands. - Leadership is the key factor in attracting talent. - Candidates seek clarity and honesty during hiring. - Hiring is becoming a consumer-like behavior. - Specificity in job descriptions is crucial. - Strong teams drive employee retention. - Hiring managers must articulate success clearly. - Micro EVPs are essential for different teams. - Retention issues are linked to team dynamics. - The future of hiring is more human-centric. https://BusinessResourcesOne.com

Mike Voories discusses the significant changes in the labor landscape as we approach 2026. He emphasizes the need for businesses to adapt their hiring strategies to meet the evolving expectations of candidates, including faster communication, pay transparency, and proactive recruiting. Mike highlights the importance of effective onboarding and strong leadership in retaining talent, urging companies to treat recruiting as a continuous process rather than a one-off event. He concludes by encouraging businesses to make small, consistent improvements to build stronger teams for the future. Takeaways: - Candidate expectations have shifted significantly as we approach 2026. - Proactive recruiting is essential; posting jobs and waiting is no longer effective. - Speed in hiring is crucial; candidates expect quick responses. - Job descriptions must be clear and specific to attract candidates. - Pay transparency is now a standard expectation among job seekers. - Employer ghosting can damage a company's reputation and talent pool. - Companies should treat recruiting as a year-round process. - Effective onboarding is critical to retaining new hires. - Leadership quality directly impacts employee retention. - Small, consistent improvements can lead to significant results in hiring. BR1 | https://BusinessResourcesOne.com

Mike discusses the impact of AI, particularly ChatGPT, on job descriptions and recruitment strategies. He emphasizes the importance of using AI as a tool to enhance human creativity and strategy rather than relying on it to generate generic content. Mike introduces the concept of the 'human prompt packet,' which includes essential details that only a human can provide to create effective job ads that attract the right candidates. He concludes by urging companies to adopt a more strategic and personalized approach to recruitment, leveraging AI to improve their hiring processes. Takeaways: - AI can improve job ads if used correctly. - Generic job descriptions attract generic candidates. - The purpose of a job ad is to attract the right people. - AI should amplify your thinking, not replace it. - Provide AI with specific details about the role. - Success metrics should be included in job descriptions. - Candidates appreciate transparency in compensation. - AI can help create engaging and varied job ads. - Strategic use of AI can differentiate your job postings. - The future of recruiting lies in personalized and clear job ads. https://BusinessResourcesOne.com

Mike discusses the three types of companies that have a permanent recruiting advantage: those that excel in employee referrals, provide real growth opportunities, and possess a strong employer brand. He emphasizes that these companies attract and retain talent through trust, career development, and a positive workplace culture, rather than through superficial recruiting tactics. Mike encourages organizations to focus on building a strong internal culture and reputation to enhance their recruiting efforts. Takeaways: - Some companies are almost impossible to out recruit. - Employee referrals indicate a strong recruiting engine. - If your people aren't referring friends, there's a reason. - Companies that provide real growth opportunities retain talent. - Turnover drops when employees see clear career paths. - A strong employer brand attracts talent effortlessly. - Recruiting is a culture problem, not a marketing problem. - You need a better reputation to attract top talent. - Building a strong internal culture is essential for recruiting. - Companies that excel in recruiting have earned their advantage. BR1 Website: https://BusinessResourcesOne.com

When one employee quits, the damage rarely stops with the empty position. The work does not disappear. It lands on the people who stayed—longer days, more Saturdays, heavier workloads, and the expectation that they will keep carrying it until a replacement arrives. Then, weeks later, another good employee leaves. Most leaders treat those as two separate resignations with two different causes. Often, they are the same event. The first employee’s departure created the conditions that pushed the second one out. In this episode, Mike Voories explains why employees often quit mentally before they formally resign, how short staffing turns a hiring problem into a retention problem, and why more overtime or a small raise may not solve what is actually driving someone away. He also shares the one conversation leaders should have with the employee who has absorbed the most since the last departure—before that employee becomes the next one to leave. Chapters: 0:00 Why One Employee Quitting Often Causes the Next One to Leave 0:42 The Crew Goes to Two 2:20 Guy A Quitting Didn’t Come Out of Nowhere 3:19 He Would Have Told Me 4:46 The Snow & Ice Management Version 6:08 Who’s Left? 6:42 This Week: Do This! BR1 helps landscaping, lawn care, tree care, and snow and ice companies recruit stronger teams and build workplaces where their best people want to stay. Learn more at BusinessResourcesOne.com

Mike Voories discusses the critical role of payroll in business strategy, emphasizing that payroll should not be treated as a standalone task but as an integral part of human capital management. He outlines the key features to consider when selecting a payroll provider, including applicant tracking, onboarding, time management, and compliance. Voories also highlights the importance of choosing between a platform and a partner for payroll services, explaining how each option can impact business operations. The conversation concludes with a reminder that effective payroll management can enhance employee engagement and support business growth. Takeaways: - Payroll is a critical part of human capital management. - Decide what you want from your payroll provider first. - Modern payroll solutions extend beyond just cutting paychecks. - Integrated systems reduce errors and improve efficiency. - Payroll connects directly to benefits and HR functions. - Performance management is linked to payroll strategies. - Choosing a platform offers flexibility; a partner provides support. - Payroll data reflects key events in the employee lifecycle. - The right payroll provider balances technology and strategy. - Effective payroll management saves time and reduces compliance headaches. Connect with Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories/ BR1 website: https://BusinessResourcesOne.com

Mike Voories discusses the complexities of modern human resources and the increasing trend of HR outsourcing among businesses. He emphasizes the importance of finding a true HR partner that combines technology with human expertise, rather than just relying on software platforms. Voories outlines different models of HR outsourcing, including PEO, HRO, and HR tech platforms, and introduces the concept of Human Capital Management (HCM) as a holistic approach to managing HR functions. He provides insights on when to consider outsourcing HR and what to look for in an HR outsourcing partner, highlighting the need for personalized service and industry expertise. Takeaways: - HR has become more complex and high impact. - HR outsourcing helps businesses focus on growth. - Not all HR outsourcing is created equal. - Finding a balance between technology and human expertise is key. - HCM integrates every stage of the employee journey. - BR1 offers personalized service with modern HR technology. - Outsourcing HR can address challenges holistically. - Choosing the right partner is crucial for success. - HR outsourcing strengthens businesses from the inside out. - It's about gaining capacity, confidence, and consistency. BR1 is your ONE resource for a stronger team! https://BusinessResourcesOne.com

Mike Voories discusses the importance of assessments, particularly the DiSC model, in building strong teams and improving workplace dynamics. He emphasizes how assessments can enhance hiring processes, optimize team communication, and foster a culture of understanding and collaboration. By leveraging insights from DiSC profiles, organizations can make informed decisions that lead to better team performance and employee engagement. Takeaways: - Strong teams build strong businesses. - Assessments are powerful tools for hiring smarter. - Bad hires can cost 50 to 200% of salary. - Understanding DiSC profiles helps in hiring for fit. - Great teams need diversity in communication styles. - Miscommunication causes most workplace conflicts. - Leaders can adapt their style using DiSC insights. - Teams that know themselves perform better. - DiSC assessments are simple and actionable. - Stronger teams start with self-awareness. BR1 is your ONE resource for a stronger team! https://BusinessResourcesOne.com/assessments

Mike Voories discusses the pitfalls of multitasking in the workplace and emphasizes the importance of focus as a key driver of productivity and performance. He argues that multitasking is a myth that leads to decreased efficiency and increased errors, while focus allows employees to produce higher quality work. Voories provides insights on how to hire for focus rather than multitasking and offers practical strategies for creating a workplace culture that supports deep work and minimizes distractions. Takeaways: - Multitasking is a productivity trap that reduces efficiency. - Focus is more valuable than the ability to multitask. - Frequent task switching can decrease productivity by 40%. - Creating a culture of focus can improve employee performance. - Hiring for focus involves asking the right interview questions. - Leaders should model focused behavior to set the tone. - Clear priorities help employees align their focus effectively. - Reducing interruptions is crucial for maintaining focus. - Rewarding quality over quantity fosters a focus-friendly environment. - Focus is a partnership between the employee and employer. https://BusinessResourcesOne.com

Mike Voories discusses the competitive landscape of the job market, emphasizing the importance of attracting and retaining talent. He outlines three critical areas that make an employer appealing: competitive compensation and benefits, real growth and advancement opportunities, and a strong employer brand. Voories provides actionable insights on how to implement these strategies effectively to build a successful team. Takeaways: - Employers compete for talent just as fiercely as clients. - Competitive compensation and meaningful benefits are essential. - Flexibility in work arrangements can attract talent. - Growth opportunities keep employees engaged and retained. - Clear career paths help employees visualize their future. - Investing in training is a retention tool. - Promoting from within strengthens company loyalty. - A strong employer brand influences candidate choices. - Positive workplace culture creates brand ambassadors. - Companies with strong brands attract better applicants. https://BusinessResourcesOne.com

In today’s fast-moving business world, speed and responsiveness can make or break your company. In this episode, Business Resources One (BR1) Founder & CEO Mike Voories breaks down why hiring employees who have a sense of urgency is one of the most important decisions you can make. We’ll cover: ✅ What “urgency” really means (and what it doesn’t) ✅ How urgency impacts customer satisfaction, team efficiency, and profitability ✅ The hidden costs of hiring employees who lack urgency ✅ How to identify urgency during the hiring process ✅ Building a culture of urgency without sacrificing safety or quality Whether you’re in the Green Industry — landscaping, lawn care, irrigation, horticulture, arboriculture, or snow & ice management — or leading a company in any field, urgency is a game-changing trait that separates high performers from average ones. If you’ve ever struggled with slow-moving employees or want to build a team that acts with purpose and accountability, this episode is for you. 👉 Subscribe for more insights on recruiting, retention, and building stronger teams. 👉 Learn more at https://BusinessResourcesOne.com #BR1 #BusinessResourcesOne #Recruiting #EmployeeEngagement #HiringTips #Leadership

Mike Voories discusses the critical importance of candidate experience in the hiring process. He emphasizes that candidates evaluate job offers based not only on salary and benefits but also on the entire experience they have during the recruitment process. Voories highlights common pitfalls that can lead to declined offers, such as poor communication, disorganized interviews, and a lack of respect for candidates' time. He provides actionable steps for employers to improve their candidate experience, which can ultimately enhance their employer brand and increase offer acceptance rates. Takeaways: - Many employers assume candidates decline offers due to salary or benefits. - The candidate experience is crucial in the hiring process. - Poor candidate experience can damage an employer's brand. - Candidates evaluate the entire hiring process, not just the offer. - Fast and clear communication is essential for a positive experience. - Respecting candidates' time can improve their perception of the company. - Personalization in communication makes candidates feel valued. - A smooth hiring process can outweigh slightly higher offers. - Investing in candidate experience is a smart business strategy. - Tracking candidate feedback can help refine the hiring process. ✅ Next Step: If your team struggles with candidate experience—or if you’re losing great hires even when your offers are competitive—BR1 can help. From optimizing your recruiting process to finding candidates most likely to succeed, we work with business leaders to build stronger, more successful teams. Let’s work together to build your stronger team! https://BusinessResourcesOne.com

Mike discusses the critical issue of unclear success metrics in the workplace. He highlights how many employees are unaware of how their performance is evaluated, leading to frustration and disengagement. Through real-world examples, he illustrates the disconnect between employee perceptions and managerial expectations. Voories emphasizes the importance of clarity in success metrics, outlining the benefits of defined goals and the consequences of ambiguity. He concludes with practical steps for leaders to establish clear success criteria, fostering a culture of alignment and motivation. Takeaways: - Most employees don't know how their success is measured. - Lack of clarity leads to frustration and disengagement. - Real-world examples show misalignment in success metrics. - Clear metrics increase motivation and fair evaluations. - Alignment with company goals boosts employee engagement. - Unclear metrics lead to wasted effort and high turnover. - Different managers may judge performance inconsistently. - Define success clearly for each role in plain English. - Use measurable metrics and balance them with values. - Encourage a culture of questions about success measurement. https://BusinessResourcesOne.com

Mike Voories discusses the critical importance of addressing red flags during the hiring process to avoid costly mis-hires. He emphasizes that many warning signs can be identified during interviews, and hiring managers should feel empowered to voice their concerns. By fostering open communication, both candidates and employers can make informed decisions that lead to better hiring outcomes. Voories provides actionable steps for hiring managers to improve their interview techniques and ensure a more effective recruitment process. Takeaways: - A bad hire isn't an inconvenience; it's a drain on resources. - Many bad hires could be avoided by voicing concerns during interviews. - Common red flags include lack of enthusiasm and vague answers. - Hiring managers often avoid tough questions due to fear of awkwardness. - Addressing concerns early leads to better hiring decisions. - Candidates appreciate transparency and honesty during the hiring process. - Open communication creates an environment for informed decisions. - Review resumes for gaps before interviews to clarify concerns. - Use open-ended questions to invite discussion during interviews. - It's better to learn the truth before hiring someone. https://BusinessResourcesOne.com

Mike Voories discusses the critical role of direct reports in effective leadership. He explores the concept of span of control, emphasizing the balance needed between too many and too few direct reports. Voories provides insights into the factors influencing the ideal number of direct reports, including the nature of work, employee skill levels, and organizational structure. He also offers practical steps for leaders to determine the right span of control and highlights the importance of regular assessment and adjustment in leadership practices. Takeaways: - The number of direct reports significantly impacts leadership effectiveness. - Span of control shapes how leaders manage their time and focus. - Too many direct reports can lead to overload and reduced availability. - Too few direct reports can result in micromanagement and underutilization. - The ideal span of control varies based on work complexity and employee experience. - Research suggests a span of 5 to 9 direct reports is often optimal. - Leaders should assess the complexity of work and team capabilities. - Regular one-on-one meetings are crucial for maintaining strong relationships. - Empowering employees to make decisions enhances team dynamics. - Leadership practices should evolve with team and organizational changes. https://BusinessResourcesOne.com

Seasonal businesses like snow & ice management don’t always lose good employees because of the labor market or a lack of loyalty. Sometimes, the real problem is much simpler: their employees can’t afford the uncertainty of winter. In this episode, Mike Voories explains how off-season income gaps affect retention, limit the quality of your applicant pool, and push dependable employees toward year-round work. He also shares four practical ways owners can create more predictable winter employment—without pretending that keeping an entire crew busy is easy or inexpensive. You’ll learn: • Why seasonal turnover is often math, not disloyalty • How winter uncertainty affects recruiting as well as retention • Four ways to reduce the off-season income gap • Why a partial solution can still change an employee’s decision • The one conversation you should have before fall If you want help building a stronger retention and recruiting plan around your operation, connect with BR1: Contact BR1: https://BusinessResourcesOne.com/Contact BR1 Website: https://BusinessResourcesOne.com CHAPTERS: 0:00 – You Don't Have a Hiring Problem. You Have a Winter Problem. 1:17 – It's Math, Not Disloyalty 3:47 – How Am I Supposed to Pay Them All Winter? 5:33 – Four Ways to Change the Winter Math 9:18 – Start Now—and Start With One Lever 10:30 – Solving Winter Improves Recruiting, Too #BR1 #SeasonalBusiness #SnowAndIceManagement

Mike discusses the significance of morning huddles in enhancing team communication, alignment, and productivity. He outlines the benefits of these short daily meetings, including improved communication, accountability, and morale. Voories also provides practical tips for implementing effective morning huddles, emphasizing the importance of consistency and structure. Takeaways: - Consistent communication is crucial for team alignment. - Morning huddles can improve team cohesion and morale. - Short meetings can lead to better time management. - Daily alignment around priorities is essential for productivity. - Stronger accountability is fostered through verbal commitments. - Morning huddles help surface roadblocks early. - They create a space for quick updates and clarifications. - A structured agenda is key to effective huddles. - Starting with a pilot can help in implementation. - 10 intentional minutes can transform team dynamics. https://BusinessResourcesOne.com

Mike Voories explores the critical distinction between a job and a career, emphasizing how this difference impacts talent attraction, employee engagement, and company culture. He discusses the importance of framing job opportunities in a way that highlights growth, development, and long-term investment, ultimately leading to better retention and a stronger team. Takeaways: - The distinction between a job and a career is significant. - Jobs are often seen as short-term work for immediate financial needs. - Careers involve long-term growth, development, and alignment with personal goals. - Employers should focus on building teams rather than just filling seats. - A career mindset leads to higher employee engagement and ownership. - Employer branding is crucial in attracting the right talent. - Job descriptions should highlight growth and advancement opportunities. - Even if a role is just a job, it can still provide meaning. - Understanding the candidate's perspective is essential in recruitment. - The language used in job postings shapes candidate expectations. https://BusinessResourcesOne.com

Mike Voories discusses the misconception of overtime as a benefit in the current hiring market. He emphasizes that employees prioritize fair compensation and work-life balance over additional hours. Voories explores the negative impacts of relying on overtime, including burnout, decreased morale, and safety risks. He offers practical strategies for reducing overtime dependence, such as better planning, staffing appropriately, and investing in tools and technology. Ultimately, he advocates for creating a sustainable work culture that values employees and promotes long-term success. Takeaways: - Overtime is not a benefit; it's a misconception. - Employees value fair compensation over additional hours. - Burnout and morale issues arise from excessive overtime. - Tired workers increase the risk of mistakes and accidents. - Relying on overtime leads to high turnover rates. - Better planning and scheduling can reduce overtime needs. - Hiring more staff can save costs in the long run. - Investing in technology improves efficiency and reduces overtime. - Treating overtime as a red flag is crucial for long-term success. - Offering real benefits is more appealing than overtime. Need help building a team that performs without burning out? BR1 can help! Let’s build your better team, together! https://BusinessResourcesOne.com

In this episode, Mike Voories emphasizes the critical importance of hiring the right candidates for organizational success. He discusses the pitfalls of rigidly adhering to job descriptions and the value of assessing candidates for their potential, adaptability, and cultural fit rather than just their qualifications. Voories advocates for a holistic approach to hiring that considers the broader implications of each candidate's unique skills and mindset, ultimately leading to a stronger, more dynamic team. Takeaways: - Hiring the right person is one of the most important decisions. - A bad hire can lead to performance issues and turnover. - Consider the big picture when interviewing candidates. - Curiosity, coachability, and adaptability are valuable traits. - High potential candidates may lack specific experiences but show growth mindset. - Cultural alignment should not mean sameness. - Talent is a competitive advantage for businesses. - Most skills can be taught, but mindset is harder to instill. - Thinking holistically about hiring requires more effort but pays off. - Hiring is about finding the right people who will grow with the business. https://BusinessResourcesOne.com

In this episode, Mike Voories emphasizes the critical importance of training and development in organizations. He argues that neglecting training leads to high turnover rates, decreased morale, and lost productivity. By investing in employee training, businesses can reduce turnover, improve performance, and cultivate a strong company culture. Voories highlights that training is not merely a cost but a strategic investment that yields significant returns, including the development of future leaders and enhanced customer satisfaction. Takeaways: - Failing to invest in training is costlier than turnover. - Training reduces employee turnover and boosts morale. - Ongoing development keeps employees engaged and loyal. - A strong training culture fosters trust and collaboration. - Training improves job performance and customer satisfaction. - Investing in training develops future leaders from within. - Training is a strategic investment, not a burden. - Companies should prioritize training to build strong teams. - Training helps reinforce core values and mission. - Make time for training to empower employees. https://BusinessResourcesOne.com #BR1 #recruiting #EmployeeRetention #hiring #EmployeeTurnover

Mike Voories emphasizes the critical role of soft skills in the hiring process. He discusses how soft skills like communication, adaptability, and emotional intelligence are essential for employee success and team dynamics. Voories provides a step-by-step approach to identifying and evaluating the necessary soft skills for specific roles, highlighting the importance of aligning these skills with company values. He concludes by stressing that while technical skills may get candidates in the door, soft skills are what enable them to thrive and contribute meaningfully to the organization. Takeaways: - Soft skills are essential for job performance and team dynamics. - Hiring based solely on technical ability is risky. - Identify key soft skills before starting the hiring process. - Soft skills contribute to a positive workplace culture. - Adaptability and emotional intelligence are crucial in a changing workplace. - Different roles require different soft skills. - Analyze the role beyond the job title to understand its requirements. - Review traits of top performers to guide hiring criteria. - Use behavioral interview questions to assess soft skills. - Companies prioritizing soft skills will have more collaborative employees. #BR1 #recruiting #hiring #SoftSkills https://BusinessResourcesOne.com

Mike Voories discusses the evolving landscape of recruiting and the critical role that recruiting firms play in helping businesses attract and retain top talent. He outlines ten compelling reasons why companies should consider partnering with recruiting firms, even if they have internal HR teams. The discussion emphasizes the importance of speed, specialization, and collaboration in the hiring process, as well as the need for a positive candidate experience and effective employer branding. Voories concludes by encouraging businesses to view recruiting firms as strategic allies rather than replacements for internal teams. Takeaways: - Attracting and retaining top talent is essential in today's job market. - Recruiting is about strategy, speed, specialization, and scalability. - Recruiting firms provide access to specialized talent pools. - Speed and efficiency are crucial in the hiring process. - External recruiters can fill hard-to-fill roles quickly. - Scalability is important for fluctuating hiring needs. - Candidate experience impacts employer branding significantly. - Objective insights from external recruiters can enhance hiring strategies. - Hiring mistakes can be costly for organizations. - Collaborative partnerships between internal teams and recruiting firms yield better results. #BR1 #recruiting #recruitment #hiring https://BusinessResourcesOne.com

When you’re filling a role in your company, you want to make a great hire—someone who brings value, fits in culturally, and sticks around long enough to make a real impact. But here’s the trap that many businesses fall into: They hire the best applicant who applied, not the right person for the role. At first glance, that may seem like the same thing. But in reality, it’s a distinction that can mean the difference between building a high-performing team and dealing with constant turnover, poor fit, and wasted time. In this episode, we’re going to break down: The difference between the best applicant and the right person; Why starting with an Ideal Candidate Profile is crucial; How recruiting passive candidates puts you in control; And how to stop settling for “good enough” hires. Takeaways: - Hiring the best applicant is not the same as hiring the right person. - An ideal candidate profile is essential for effective hiring. - Passive candidates often represent the best talent available. - Proactive recruiting allows you to control the hiring process. - Settling for good enough hires can lead to costly mistakes. - Defining success before starting the hiring process is crucial. - Engaging passive candidates early can build valuable relationships. - Rushed hiring often results in regret and poor fit. - Hiring should be intentional, not based on luck. - Building a strong team requires a strategic approach to recruitment. https://BusinessResourcesOne.com

Mike Voories discusses the critical trait of coachability in hiring and team development. He emphasizes that coachability is not about inexperience but rather the willingness to learn and grow, which is essential for long-term success in business. Voories outlines how coachable employees contribute positively to workplace culture and adaptability, and he provides insights on how to identify coachability during the hiring process. The conversation highlights the importance of prioritizing coachability alongside skills to build strong, sustainable teams. Takeaways: - Coachability is the ability and willingness to learn and adapt. - Coachable employees bring a growth mindset to the organization. - Hiring coachable people maximizes potential, not minimizes it. - Coachable individuals are open to feedback and eager to improve. - Look for humility and curiosity in candidates during interviews. - Coachable employees contribute to a positive team culture. - Investing in coachable people drives long-term success. - You can train skills, but not the willingness to grow. - Coachable is the new qualified in hiring. - Ask candidates about their response to tough feedback. https://BusinessResourcesOne.com

In this episode of the Business Resources One podcast, Mike Voories explores the reasons why some hiring managers consistently opt for B and C players over A players. He discusses the characteristics of A, B, and C players, the psychological factors influencing hiring decisions, and the consequences of these choices on team performance and organizational culture. Voories emphasizes the importance of effective interviewing skills, aligning incentives, and expanding hiring managers' understanding of top talent to foster a culture of accountability and innovation. Takeaways: - A players are top performers who drive innovation. - B players are solid but lack ambition. - C players struggle with engagement and output. - Insecurity in hiring managers leads to poor hiring choices. - Comfort with the status quo can hinder team improvement. - Lack of interviewing skills results in hiring mistakes. - Misaligned incentives can compromise hiring quality. - Hiring managers may not know what an A player looks like. - Training and coaching hiring managers is essential. - A team of A players transforms organizational culture. https://BusinessResourcesOne.com

You're paying top dollar to land every new hire. But have you checked what that's doing to the pay of the people who've been with you for years? In a labor market this hot, new-hire pay can quietly climb right past what your best, most loyal people make. It's called pay compression, and most owners never see it coming until a great crew leader hands in their notice. In this episode of the BR1 Podcast, Mike Voories breaks down why loyalty is quietly getting penalized across the green industry, how to catch compression on your own team before it costs you a good person, and how the very same blind spot your competitors are ignoring becomes your sharpest recruiting opening. In this episode: - The compensation number that should stop every owner in their tracks - How to run a quick compression check on the people you can't afford to lose - Why the number one reason people start looking usually isn't pay - The stay conversation that beats the exit interview every time - How to turn another shop's complacency into your next great hire At BR1, we help green industry leaders recruit and retain the right people to build stronger teams. If your retention plan is mostly hoping nobody quits, let's talk: Contact BR1: https://BusinessResourcesOne.com/contact BR1 Website: https://BusinessResourcesOne.com Hiring in the landscaping and green industry? Post your roles where the right people are looking: https://GreenIndustryCareers.com If this helped, subscribe for a new episode every week. We share content to help business leaders build stronger teams. Chapters: 0:00 — The Loyalty Penalty: How a Hot Market Quietly Underpays Your Best People 1:17 — The Number That Should Stop You 3:18 — Two Chairs, One Problem 3:49 — Playing Defense: Catch It Before It Costs You 7:09 — Playing Offense: Their Compression Is Your Opening 9:20 — It's One Sentence With Two Halves 10:08 — The Challenge #BR1 #BuildStrongerTeams #Recruiting #EmployeeRetention

In this episode of the Business Resources One podcast, Mike Voories discusses the significance of hiring A players for business success. He defines A players as top performers who exceed expectations and contribute positively to company culture. The conversation explores the differences between A, B, and C players, emphasizing the benefits of hiring A players, including increased productivity, improved company culture, and better employee retention. Voories also shares strategies for attracting A players, such as refining the hiring process, offering growth opportunities, and building a strong employer brand. The episode concludes with a call to action for businesses to prioritize hiring top talent for long-term success. Takeaways: - A players are top performers who exceed expectations. - Hiring A players increases productivity and performance. - A players positively impact company culture. - They lead to stronger employee retention. - A players enhance customer experience. - Hiring A players provides a competitive advantage. - A players are often future leaders in the company. - Investing in A players yields a high return on investment. - Refining the hiring process is essential to attract A players. - Offering growth opportunities is key to retaining top talent. https://BusinessResourcesOne.com

In this episode of the Business Resources One podcast, Mike Voories discusses the critical hiring debate of whether to prioritize experience or potential in candidates. He argues that hiring for potential can lead to a more dynamic and engaged workforce, as it allows companies to identify candidates who are eager to learn and grow. Voories provides insights on how to spot high potential candidates and emphasizes the importance of balancing experience with potential in hiring practices. Takeaways: - Hiring for potential often leads to better long-term outcomes. - Not all experience is beneficial; some can be detrimental. - High potential candidates are adaptable and eager to learn. - Hiring for potential can foster stronger employee loyalty. - Cost-effective hiring can be achieved by focusing on potential. - Cultural fit is often better with candidates hired for potential. - Behavioral questions can reveal a candidate's adaptability. - A hybrid hiring approach can balance experience and potential. - Job descriptions should focus on qualities over experience. - Hiring for potential opens doors to innovation and growth. https://BusinessResourcesOne.com

This episode of the Business Resources One podcast focuses on the critical role of onboarding in employee retention and engagement. Mike Voories discusses the importance of a structured onboarding process that not only welcomes new hires but also sets them up for long-term success. He emphasizes the need for preparation, clear expectations, and ongoing support to ensure new employees feel valued and integrated into the company culture. The conversation also highlights common pitfalls to avoid in onboarding and the benefits of investing in a comprehensive onboarding experience. Takeaways: - A strong onboarding process boosts employee retention and productivity. - First impressions during onboarding significantly impact new hires' experiences. - Preparation before day one is essential for a smooth onboarding. - Assigning a mentor can help new hires navigate the company culture. - Clear expectations and goals should be defined early in the onboarding process. - Regular check-ins and feedback are crucial for new hires' success. - Avoid overwhelming new hires with too much information at once. - Engaging onboarding experiences lead to higher job satisfaction. - Onboarding should reflect the company's values and culture. - Customizing onboarding for different roles enhances the experience. https://BusinessResourcesOne.com

In this episode of the Business Resources One podcast, Mike Voories discusses the significance of job titles in the workplace. He explores four key reasons why job titles matter: their impact on job board search results, employee perception and motivation, future resume references, and the influence on customer and coworker perceptions. Voories emphasizes the need for strategic title naming that aligns with industry standards while also reflecting the true significance of roles. He encourages business leaders to be intentional in their title choices to enhance recruitment, employee retention, and workplace dynamics. Takeaways: - Job titles play a crucial role in recruitment and candidate attraction. - Clear job titles help employees understand their career progression. - Titles can influence employee motivation and ownership of their roles. - A well-defined title aids in future job applications and networking. - Job titles affect how employees are perceived by clients and coworkers. - Strategic title naming can enhance workplace dynamics and reduce confusion. - Titles should reflect the true significance of the role. - Employers should consider industry standards when naming roles. - Employees should advocate for titles that accurately represent their responsibilities. - Thoughtful title choices can lead to better employee engagement and retention. https://BusinessResourcesOne.com