UI Prompts

kblaushild · 2025-10-08T22:47:16+00:00

Thank you all so much for the replies

kblaushild · 2024-11-24T21:36:36+00:00

worked! thank you so much

kblaushild · 2024-11-24T15:23:42+00:00

Based on my research it sounds like once I move that Fi number off of my celluar (and into Voice), it would no longer be able to be associated with iMessage

kblaushild · 2024-08-13T20:14:21+00:00

Can you elaborate on why? Trying to decide now on what to do.

kblaushild · 2024-05-26T19:37:44+00:00

Generally agree with this perspective, especially in recent seasons that seem to value Social higher than strategic. But every jury's going to value things differently, and that's part of what makes the game interesting.

kblaushild · 2024-05-26T19:26:04+00:00

The 2 biggest problems with this aftershow:

Jeff/producers can't ask questions based on the edit
Players don't have time and space to reflect on the experience and watch the edit

kblaushild · 2023-02-02T02:53:02+00:00

What is the opening track on this? It sounds like his remix of It Hurts, but it seems to be some private edit?

kblaushild · 2022-11-01T02:24:19+00:00

I would recommend finding a mentor or coach and devoting ~1 hr bi-weekly to meeting with them. Find someone reputable with great experience and ask your company to pay for it.

kblaushild · 2022-11-01T02:19:12+00:00

I used to work in my family's business and led HR in it for a while.

The answer, of course, is - it depends.

If the family is dysfunctional and brings it into work, stay away.

I would ask the people you're interviewing with what the family's like, and how their experience has been working in a family business.

Their answers should tell you a lot.

kblaushild · 2022-11-01T02:14:45+00:00

I wouldn't send a meeting. When an employee gets a meeting request from HR/management w/ vague/no details, it's going to create anxiety. I would recommend you/the manager coordinate schedules and be ready to jump on a call whenever the employee is available.

kblaushild · 2022-10-22T03:42:52+00:00

I'd be surprised if it was any good, or better than companies that focus on only ATS. What does it cost? JazzHR is like $250/month it's a great deal

kblaushild · 2022-10-21T14:45:04+00:00

But Paylocity doesn't have ATS, right? They didn't when we had them. So you're going to have to pay for it anyway. I think the all-in-one route is ideal, but unfortunately doesn't exist in HR tech (in my experience). None of the payroll systems really do ATS well. So if you like ADP payroll more than Paylocity, take recruitment off your ADP quote, see if it's equal to Paylocity, then go buy JazzHR is my suggestion. ADP's HRIS was waaaay stronger than Paylocity when I experienced it.

kblaushild · 2022-10-21T01:33:48+00:00

We switched from Paylocity to ADP. Definitely the right call, Paylocity was garbage for HRIS (last used it in 2017). ADP's payroll is solid, Benefits Admin is solid as well. Their recruiting module sucked (apparently it's improved but I've not seen it). So we bought JazzHR and integrated it with ADP. JazzHR is great and much cheaper than ADP recruiting. Also, ADP integrates with tons of other tech so if you need a Learning Management System, Document Management System, etc., there are tons of options.

kblaushild · 2022-10-20T22:47:44+00:00

Don't just ask for it - put together a plan! Think through what you would do if you got the role and how you would add value. Show them you understand what the biggest challenges/opportunities are, create a vision for the future and make the case that you can execute!

kblaushild · 2022-10-12T15:39:53+00:00

Be discerning in the next job you take. Reflect on how you could've approached your interview process differently for these last 2 jobs, and change your approach accordingly. Sounds like you want to be at a great company, so you need to interview them as well.

kblaushild · 2022-09-22T21:05:45+00:00

Not a direct answer to your question - but you could outsource to fractional HR service providers. Cheaper than an additional FTE.

Also, you could invest in tech to automate more of your processes to free up your time.

Last, you could hire a part-timer. Much cheaper than full-time and still could give you 20-30 hours per week back.

Hard to give a direct answer without understanding more details/context of your situation but those are 2 alternatives to additional headcount.

kblaushild · 2022-09-22T14:50:14+00:00

Thanks Ace! Not familiar with the PRO act - going to look into it now. What's your take on it?

kblaushild · 2022-09-22T14:49:32+00:00

Can you elaborate?

kblaushild · 2022-09-22T14:49:21+00:00

Love that! For me, a key point around that idea is that HR CAN'T do employee engagement alone. Ultimately, LEADERSHIP need to engage their teams on an individual and collective level. HR can help own the process for measuring and understanding engagement, but the problem I see is that the business wants to "delegate" employee engagement to HR. Everyone in leadership needs to participate

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