Business Resources One

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

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

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