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  • Struggling to Find Good People? It’s NOT the Labor Market

    Struggling to Find Good People? It’s NOT the Labor Market
    2026/02/09
    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
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    8 分
  • The Missing Half of Your Hiring Assessment

    The Missing Half of Your Hiring Assessment
    2026/01/30
    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
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    9 分
  • Why Your Team Hates Your Morning Huddle (And How to Fix It)

    Why Your Team Hates Your Morning Huddle (And How to Fix It)
    2026/01/17
    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!
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    9 分
  • Your Employee Value Proposition is Showing Up in Your Hiring Results

    Your Employee Value Proposition is Showing Up in Your Hiring Results
    2025/12/18
    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
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    11 分
  • The 2026 Talent Shift: Why Employees Now Choose Teams Over Brands—And How Leaders Must Adapt

    The 2026 Talent Shift: Why Employees Now Choose Teams Over Brands—And How Leaders Must Adapt
    2025/12/12
    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
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    11 分
  • The 2026 Hiring Reset: What Smart Companies Are Doing Differently This Year

    The 2026 Hiring Reset: What Smart Companies Are Doing Differently This Year
    2025/12/03
    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
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    12 分
  • Should You Use ChatGPT to Write Job Descriptions? Yes—But Only If You Stop Doing This One Thing

    Should You Use ChatGPT to Write Job Descriptions? Yes—But Only If You Stop Doing This One Thing
    2025/11/20
    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
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    13 分
  • 3 Companies You Can’t Out-Recruit

    3 Companies You Can’t Out-Recruit
    2025/11/12
    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
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    11 分