Podcast
Business Resources One
Hosted by Mike Voories · EN
Join us as we explore the challenges and opportunities that come with leading in today’s ever-evolving workplace. The Business Resources One podcast empowers business leaders with the tools and insights they need to thrive. Whether you’re looking to attract top talent, retain your best employees, or boost engagement across your team, we’ve got you covered. Each episode explores the strategies and solutions that drive success. We'll share actionable tips and real-world examples. Business Resources One (BR1)—on a mission to provide solutions that give business leaders an unfair competitive advantage.
Hosted by Mike Voories, entrepreneur, author, and Founder / CEO of BR1.
25episodes
Episodes
Newest firstAll episodes
Employers & Candidates Are BOTH Using Resumes WRONG!
1w ago00:10:22Tap to summarizeAre 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!
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Employee Retention: More Money Is NOT The Answer
3w ago00:09:17Tap to summarizeYour 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.
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Why Great Interviews Still Lead to Bad Hires — And How to Fix It
4w ago00:10:11Tap to summarizeMost 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! 💙🧡
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The Big 3 of Interviewing: Fit, Capability, and Potential
Apr 1300:04:40Tap to summarizeYou 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
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Stop Gambling on Talent: 3 Guardrails for Safer Hiring Decisions
Apr 600:11:01Tap to summarizeYou 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!
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Background Checks Build Stronger Teams
Apr 200:10:47Tap to summarizeSkipping 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
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Employee Promotion The Right Way
Mar 2600:10:21Tap to summarizeLast 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
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The Promotion Trap: Stop Promoting Your Best Employee
Mar 2100:12:23Tap to summarizeYou 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
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Stop Desperation Hiring: How Panic Hires Kill Productivity and Drive Away Top Performers
Mar 1200:03:49Tap to summarizeYou’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
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The Comfort Trap: Why "Industry Experience Required" is Costing You Great People
Feb 2800:10:25Tap to summarizeDo 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!
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