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Debunking 5 Interview Myths: The Science Behind Effective Hiring
HRInterviewing is often perceived as an art form, but in reality, it’s a science supported by decades of research. As decisions made during interviews can significantly impact the trajectory of companies and careers, it’s crucial to distinguish between fact and fiction. In this article, we’ll delve into the truth behind five common interview myths that have persisted over time.
Myth No. 1: Interviews should be conversations.
While some advocate for interviews conducted as conversations to foster openness and honesty, it’s essential to differentiate between a conversation and an interview. Interviews are structured encounters with specific goals, where relevant questions are employed to evaluate job-related skills within a limited time frame. However, this doesn’t mean interviews must lack warmth. Techniques like mirroring and asking follow-up questions can help establish rapport while keeping the focus on the interview’s goals.
Myth No. 2: ‘I am a great judge of character.’
Many believe they possess an innate knack for assessing someone’s character. However, research suggests that relying solely on gut instincts can lead to biased judgments. Acknowledging the limitations of personal judgment and adopting a more objective approach to hiring is crucial for effective decision-making.
Myth No. 3: The more interviews, the more accurate the hiring decision.
While some companies believe that conducting multiple interview rounds enhances accuracy, data from Google reveals otherwise. Their analysis found that beyond four interviews, the increase in accuracy was marginal. Instead of focusing on the number of interviews, it’s essential to achieve alignment among interviewers to make the process as effective as possible.
Myth No. 4: ‘I can tell whether a candidate’s a good fit in the first five minutes.’
Forming snap judgments within the initial moments of an interview is highly unlikely to accurately gauge a candidate’s suitability. Rushing to judgment based on factors like body language or handshake strength can introduce bias and skew perceptions. Adopting a researcher’s mindset and documenting initial impressions with a question mark, not an exclamation point, is key to ensuring fair evaluation.
Myth No. 5: Human skills and hard skills should be assessed separately.
Conventional wisdom often dictates separating assessments of technical and human skills. However, integrating talent acquisition professionals into professional interviews enables a comprehensive evaluation encompassing both aspects. Observing a candidate’s performance throughout the interview provides valuable insights into their human skills, eliminating the need for separate assessments.
As you embark on your next round of interviews, it’s essential to prioritize evidence-based practices for a fair, balanced, and effective hiring process. At Mosaic Consulting Group, we understand the importance of embracing science in HR practices. That’s why we offer HR Outsourcing services designed to assist with day-to-day administrative tasks, allowing your team to focus on the human side of Human Resources. With our support, you can efficiently manage administrative duties while ensuring that your team has the time and energy to nurture the personal touch that truly defines HR.
Learn more about our HR Outsourcing services and how we can help streamline your HR administration processes. Let’s work together to revolutionize the way you identify top talent and make hiring decisions.
Work-Life Integration: What Companies Overlook
HRHow has the constant connectivity of the digital era reshaped the boundaries between work and personal life?
A quick glance at an email notification on a Sunday can swiftly transform into an unexpected work-related task. The transition from the conventional concept of work-life balance to the more intricate work-life integration goes beyond mere semantics; it mirrors the changing mindset influenced by the pervasive nature of the internet.
Work-life integration acknowledges that work and personal life coalesce, often inescapably. The expectation of 24/7 availability has become an unspoken norm, especially for those working remotely. Despite this reality, the workforce still aspires to achieve a balance that seems increasingly elusive.
For companies, understanding the nuances of work-life integration is crucial. Employee burnout is a prevalent concern, and organizations need to navigate a delicate balance between promoting high productivity and ensuring employee well-being. Here are some key insights and strategies for companies aiming to foster a healthier work-life integration:
1. Acknowledge Weekend Work and Reward It
Recognize that many employees, whether explicitly expected to or not, work during weekends. If leaders send emails on weekends, it sets a precedent. Instead of denying the reality, acknowledge it. Reward employees who go the extra mile with recognition programs, thank-you notes, or team outings. Showing appreciation goes a long way in building a positive work culture.
2. Offer Meaningful Recognition and Incentives
Employees won’t sustain increased working hours without acknowledgment and incentives. Millennials, in particular, value recognition, professional development, and workplace perks. Managers need to be actively involved, offering guidance, autonomy, and recognizing quality work. Invest in training managers to navigate this fine line effectively, ensuring a consistent message from executives to front-line managers.
3. Provide Manager Training for Work-Life Navigation
Navigating the delicate balance between involvement and autonomy is challenging for managers. Providing them with the tools and training to recognize employees’ needs, levels of engagement, and career goals is essential. Managers should be attuned to the effects of weekend work and offer something in return if they ask employees to work during off-hours.
4. Align Executive and Managerial Messages
A consistent message from executives to managers is vital for successful implementation. Just because a CEO emphasizes work-life balance or integration doesn’t mean it trickles down to individual teams. Training managers ensures a cohesive approach, reflecting positively on the company’s overall culture.
5. Understand the Evolving Workplace Norms
Employees are adjusting to the new working norms, and they expect companies to adapt as well. Employee happiness, wellness, and perks have become central to workplace discussions. A company’s commitment to integrating work with personal life is now a crucial factor in employee satisfaction and retention.
As companies navigate the evolving landscape of work-life integration, prioritizing employee well-being and happiness is not just a trend but a necessity. By recognizing the impact of work outside traditional hours and proactively addressing it, companies can build a stronger organizational culture, attract engaged employees, and foster long-term commitment.
Top 3 HR Resolutions for 2024 and Beyond
HRAs we step into a new year, the landscape of employee emotions varies—from hopeful optimism to the weight of global challenges. For HR leaders, it’s not just a new calendar; it’s an opportunity to champion support for employees navigating personal and professional changes. The onset of 2024 prompts a crucial reflection for HR professionals: How can we foster a workplace that supports employees in their pursuit of holistic well-being, embraces diversity, equity, and inclusion (DEI), and thrives on effective communication?
Resolution #1: Approach Health and Wellness Holistically
Beyond the surface, true employee well-being encompasses mental, emotional, and financial aspects, not just physical health. HR professionals should lead the charge in prioritizing holistic health as the cornerstone resolution for 2024. Employees may appear content, yet silently battle health challenges affecting both personal and professional realms, ultimately impacting organizational productivity.
To fulfill this resolution:
• Leverage technology and benefits programs that offer comprehensive resources for physical, emotional, social, and spiritual wellness.
• Connect employees with practitioners who can address specific health challenges, fostering a workplace that prioritizes their overall welfare.
• Share resources openly to destigmatize seeking support, encouraging a culture of well-being and satisfaction.
Resolution #2: Keep DEI Top of Mind
Diversity, equity, and inclusion (DEI) must remain at the forefront of HR initiatives, transcending transient trends. While the initial fervor of DEI initiatives may have waned due to shifting priorities, HR leaders must renew their commitment to creating an inclusive workspace. Despite the challenges posed by political and cultural differences, DEI remains integral for attracting and retaining top talent.
To make DEI a lasting core value:
• Foster a workplace culture that welcomes employees of diverse backgrounds, ensuring they feel seen, heard, and safe.
• Implement programs supporting a diverse workforce, recognizing the unique contributions of each individual.
• Position DEI as an ongoing commitment rather than a fleeting trend, aligning the organization with the values and expectations of a diverse workforce.
Resolution #3: Communication, Communication, and Communication
Effective communication stands as the linchpin of HR success, especially in the era of hybrid work. With remote employees potentially feeling disconnected, HR leaders must resolve to engage in consistent and personalized communication. In the digital age, leveraging various channels ensures all employees, regardless of location, remain informed, connected, and engaged.
To fulfill this resolution:
• Embrace an HR digital ecosystem, using branded apps, texts, emails, push notifications, and webinars to communicate effectively.
• Provide personalized communication, recognizing the unique needs of each employee.
• Cultivate a culture where consistent communication is the norm, fostering improved morale and increased retention.
As HR leaders embark on the journey of 2024 and beyond, these resolutions serve as guiding principles. By championing holistic well-being, upholding DEI values, and prioritizing effective communication, HR professionals can steer their organizations toward success in a rapidly evolving work landscape. After all, a workplace that thrives is one where employees feel supported, valued, and empowered to bring their best selves to the table.
Power of UKG: A Q&A for Your Business Success
UKG, UKG ProQ1: What sets UKG software apart from other HR and payroll solutions in the market?
A1: UKG software stands out for its tailored approach. Unlike one-size-fits-all solutions, UKG offers a modular design, allowing businesses to customize the platform according to their unique needs. This adaptability sets UKG apart, ensuring it aligns seamlessly with the objectives of your organization.
Q2: How does UKG’s unified platform contribute to operational efficiency?
A2: The unified platform integrates HR, payroll, timekeeping, and workforce management into a cohesive system. This consolidation eliminates silos, streamlining processes, and fostering efficiency across the organization. With all essential functions centralized, your team can navigate tasks seamlessly, enhancing overall productivity.
Q3: How does UKG leverage data to drive growth and informed decision-making?
A3: UKG’s data-driven insights are a game-changer. By analyzing real-time data, businesses can identify workforce trends, areas for improvement, and opportunities for growth. This empowers decision-makers with the information needed to make strategic and informed choices that contribute to the overall success of the company.
Q4: How does UKG enhance the employee experience?
A4: Employee experience is paramount, and UKG recognizes this. The software offers self-service tools, mobile access, and personalized benefits options, creating an exceptional work environment. By prioritizing the needs of employees, UKG helps boost engagement, morale, and overall productivity.
Q5: How does UKG simplify HR and payroll compliance?
A5: Navigating the complex landscape of HR and payroll compliance can be challenging. UKG simplifies this process by automatically updating tax and labor regulations. With robust security features in place, UKG ensures that your organization remains compliant, mitigating the risk of costly penalties.
Q6: Is UKG software scalable for businesses at different stages of growth?
A6: Absolutely. UKG’s scalability is a key feature. As your business grows and evolves, so can your use of UKG software. With flexible pricing plans and scalable solutions, UKG provides the necessary support and resources at every stage of your business journey.
Q7: How can UKG help my business unlock its full potential?
A7: UKG is more than a software solution; it’s a catalyst for success. By integrating essential HR and payroll functions, providing actionable insights, enhancing the employee experience, and ensuring compliance, UKG helps your organization unlock its full potential. Embrace UKG, and elevate your business to new heights of success.
Ready to start today? Learn more here.
HR’s Role in Successful AI Adoption
AI, HRIs your workplace ready for a captivating collaboration between human professionals and tech-based talent? As an HR leader, envisioning the future involves not just human creativity but also the innovative notes played by AI. Can these two harmonize effectively, creating a workplace dynamic that resonates with the values and culture of your organization? The spotlight is on AI adoption, and HR leaders are the conductors tasked with orchestrating this transformative journey. Let’s delve into the synergy of human and tech talents and explore how HR leaders can compose success in the age of AI.
AI Adoption Unleashes a Cultural Shift
Picture a workplace where AI tools influence employees’ perceptions of their work environment. Can a bot truly embody empathy and respect like a friendly coworker? These are not just questions but markers of a profound shift in the landscape of work. HR leaders must step into the limelight during AI strategy development, ensuring a seamless integration that strikes the right chords with the organization’s values and culture.
The Crucial Role of HR Leaders in AI Success
Navigating Change with Caution and Innovation
In a world where change is constant, HR professionals are known for their caution. However, as the workplace evolves, striking a balance between prudence and innovation becomes essential. It’s time to explore novel approaches to AI adoption without compromising the core values that define your organization.
The Future of Work: Crafting a Dynamic Workplace
Imagine the future of work as an unwritten canvas, awaiting the innovative strokes of HR leaders. Seize the baton and lead the way in shaping a workplace culture where the interplay of human values and AI capabilities creates a dynamic synergy. As AI becomes an integral part of the workforce, HR leaders play a pivotal role in orchestrating success and ensuring that the evolving workplace culture remains impactful and forward-thinking.
14 Habits for Professional Success
HRAre you ready to become an invaluable asset in your workplace? Elevating your value goes beyond fulfilling job duties; it’s about embodying habits that contribute to your success and the success of your organization. Let’s delve into the habits that can transform you into a more valuable employee, enhancing your career trajectory and job satisfaction.
Crafting Competence:
1. Setting Goals:
Define your career objectives to provide direction and purpose to your work. Ambitious yet achievable goals serve as milestones for your professional growth.
2. Continuous Learning:
Stay ahead of the curve by expanding your knowledge and skills. Engage with industry literature, connect with experts, and pursue certifications or training opportunities to enhance your expertise continually.
3. Tech Proficiency:
Embrace technology to boost efficiency and collaboration. Strengthen your digital skills, stay updated on relevant tools, and leverage technology to streamline processes and enhance productivity.
4. Proactive Initiative:
Take ownership of your work by seeking out new challenges and opportunities. Volunteer for projects, propose innovative solutions, and demonstrate your willingness to go above and beyond.
5. Feedback Orientation:
Welcome feedback as a tool for growth and improvement. Actively seek input from colleagues and supervisors, and use constructive feedback to refine your performance and skills.
6. Work-Life Balance:
Maintain equilibrium by prioritizing your well-being alongside professional goals. Take breaks, utilize vacation time, and nurture personal interests to prevent burnout and foster overall happiness.
Cultivating Collaborative Skills:
7. Reliability:
Establish yourself as a dependable team member by following through on commitments and meeting deadlines consistently. Keep colleagues informed of your progress and communicate effectively to ensure smooth workflow.
8. Problem-Solving Mindset:
Approach challenges with a positive attitude and a focus on solutions. Cultivate resilience and adaptability, and contribute constructively to overcoming obstacles and setbacks.
9. Recognition of Others:
Acknowledge and appreciate the contributions of your colleagues. Share credit generously, celebrate successes, and foster a culture of collaboration and mutual respect.
10. Conflict Resolution:
Address conflicts promptly and constructively, seeking resolution through open communication and empathy. Approach disagreements with a mindset of understanding and compromise, striving for positive outcomes.
11. Supportive Engagement:
Support your colleagues’ growth and success by offering assistance and sharing your expertise. Foster a culture of learning and development, where teamwork and collaboration thrive.
12. Empathetic Connection:
Build rapport with colleagues by demonstrating genuine interest and understanding. Practice active listening, show empathy, and cultivate meaningful connections that contribute to a positive work environment.
13. Self-Advocacy:
Advocate for your needs and interests confidently and respectfully. Assert yourself in alignment with your principles and goals, ensuring your voice is heard and your contributions are valued.
14. Positive Mindset:
Maintain an optimistic outlook and cultivate a culture of positivity in the workplace. Embrace challenges with enthusiasm, foster a sense of camaraderie, and inspire motivation and resilience in yourself and others.
By embodying these habits, you’ll not only enhance your value as an employee but also contribute to a thriving and dynamic workplace culture. Ready to embark on this journey of professional growth and success? Let’s get started!