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

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