Business Resources One
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.
All Episodes
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Why Candidates Turn Down Job Offers: It’s Not Always About the Offer
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.png)
Do Your Employees Know How Their Success Is Being Measured?
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.png)
If You’re Thinking it, Say it: How to Avoid Costly Hiring Mistakes
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
The Right Number of Direct Reports: Finding the Sweet Spot for Leadership Success
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.png)